Two speakers discuss why employers are responsible for managing occupational risks, including the role of safety representatives and occupational psychologists. They emphasize that psychosocial risks in the workplace require the same attention as physical hazards.
Chapters
Whose responsibility is this? Whose responsibility is it? Well, first of all, it is the employer's responsibility to designate a representative, so to speak. Right? This is usually someone from hr, an HR manager who will be in charge of an area, if there is one. According to the law, there may be a specialized service in safety engineering and occupational medicine, which is a cesmit, or there may be just an occupational safety technician. Companies that do not have one can also count on the support of consultants to do this. Occupational health and safety consultants that can be included in a document. So in NR1, it will ask us to work with the GROW occupational risk management, which is not a document, but rather practical actions to prevent and mitigate accidents and occupational diseases. So all the actions that the company takes to prevent accidents and diseases at work are included in the gro. And within this grow there will be the PGR in this risk management program. Today I'm going to talk about 2024 and back. Without the new update, we from Occupational Safety would be the only ones who would be mapping and managing these chemical, physical, physical, biological, ergonomic and accident risks without this psychosocial risk. From now on, we will include in this pgr, which also allows for the creation of a program within a pgr, a psychosocial risk management program so that we can map these risks. We can use artificial intelligence for this. Okay, that's great. Right? But we also need to count on a very special figure, right? The figure of the occupational psychologist. It's important for this professional to participate too.
Okay? You even mentioned Dr. Andre Fusco and other people besides him. I've heard about the occupational psychiatrist.
Look, right?
Not only the occupational psychologist, but imagine that having an occupational physician was already a big step forward. Right? But the other day I was talking to a friend who is a client who has been a friend for a long time. And I asked her, I tell me, are you guys preparing for NR1? Right, right. Then she said to me, issa, this issue is with the occupational physician. I was worried, um, because it's a very large institution. And then I said, but did you guys understand what CNR1 is proposing? I think so. Well, she said, I think so. But in fact, it seems like no one understood. Is this issue only the physician's responsibility or is it the entire company's? The entire company for sure. When we start to explore NR1 a little more, it will bring up what is the employer's responsibility and what is the employee's responsibility. Speaking of psychosocial risk, employee participation is extremely important, including in identifying this risk. So the company will need to create within this program manager means of communication to raise awareness about this risk. Including. I've heard of a work order, eisa. Uh huh. Work orders are mandatory in all companies. Okay. In NR1, the employer must map these risks and inform the employee in a signed document. So let's take an example of you as a journalist. What are the risks to which you are exposed as a journalist? So we in occupational safety carry out this risk assessment, put it in a document and set out preventive measures so that you don't get sick or suffer any type of accident. And then we train you and inform you of the risks you are exposed to within your role. Let's suppose you are promoted, you go to another sector, you, you become a leader and everything. We also need to map and explain to you again what these risks are of this new job position that you have taken on, of this new role. Look, in practice, I'm reminding you here, okay, I never heard from any of the stations I worked at that I could be at risk of aggression. Uh huh. Right. Because when you're a reporter, you're working in very risky situations. And I was attacked, for example. I never heard. Oh, you look, you can be attacked, you're on the street. I never heard anything that, look, you're going to work at night, uh, and you're going to have sleep deprivation and you can develop these diseases. Is that what you're talking about?
That's what I'm talking about. Exactly that.
But then, for example, uh, what kind of risk can I measure when we talk about psychosocial risks, Is it harassment? Give me an example. I'll give you one. So look, each role will have risks. There will be, right, obviously, specific risks. Among them moral and sexual harassment. It's a psychosocial factor, discrimination, whatever it may be, by gender or race. Right? That also falls under the psychosocial. Psychosocial factors. Well, what else is there among these external factors of demand, low pay or lack of pay, excessive working hours, lack of equipment in the workplace, lack of work structure, lack of a place to rest. All of these are psychosocial factors. All of this in addition. Okay, just so we can clarify what these psychosocial risks are, right. I'm watching this episode. So what do I do? I call the occupational safety technician, or I call the occupational physician, or I hire a consultancy and then we'll make a list of what is possible. And then I have to give it to the employees to respond.
Exactly. More or less like this. We're going to do a preliminary risk assessment.
Ah, preliminary risk assessment.
Exactly. Of everything by function. Right? In reality, companies that already have their PGR up to date are already halfway there. The PGR already includes many, many risk factors. Right. What we're going to evaluate is reviewing the work processes. Let's take a look at your 8 hour workday. Where are you exposed to stress, anxiety, etc. And what do you have? All the equipment you need to work? All of this in a qualitative assessment can also be quantitative. I'm asking you to answer a questionnaire.
Everyone in the company will have to answer it.
Everyone in the company. I have 90,000 employees. 90,000 have to answer it.
90,000 will answer it. They will answer it. Look, look how cool, right? And because I need each person, it's a person, I can't maximize it. I can even create a homogeneous exposure group, right?
It's a group of workers exposed to the same agent that is harmful to health. I can create that. But when it comes to psychosocial risk, what is stress for you is not for me. So it's like those climate surveys, you know, Grace place to work that they run there. Oh, how is your relationship with the leadership?
Okay. You have the freedom to be who you are in the workplace. Psychological safety comes into play. Oh, you understood just from this little bit how important this subject is. I'm sure you'll really enjoy the whole episode. So enjoy. Go to the description of this video, get the link, subscribe to the Interiorisa channel and help me share this message with those you care about. See you later. M.
