Supporting workplaces to retain engaged & psychologically safe teams

JEC & Associates is dedicated to supporting employers to manage psychosocial hazards in the workplace. Effective mitigation of psychosocial hazards is not only a legislative obligation, but also an opportunity to improve your organisational performance in a workplace that is psychologically safe.

Let us support you.

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Psychosocial Hazards

Safe Work Australia defines a psychological hazard in the workplace as anything that could cause psychological harm (eg harm someone’s mental health).

But psychosocial hazards can be difficult to identify and isolate and this can make it challenging for an employer to eliminate the risk or if that is not reasonably practicable, minimise them so far as is reasonably practicable.

Often, what an employer needs most importantly is a conversation with an expert to support them through the process of identifying and assessing possible psychosocial hazards. This provides the employer with an understanding of how to manage any psychosocial hazards that may (or may not) exist in the workplace.

This is where JEC & Associates can help

Our Services

Professional Expertise Team

Psychosocial hazard identification
Workplace investigations (bullying, harassment, discrimination)
Leadership mentoring and coaching
Culture audits and engagement strategies
Mentoring programs

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Our Team

Jane Eldridge

Founder and CEO

JEC & Associates was founded on my conviction that psychologically safe workplaces are not only aspirational, but also achievable and in the best interests of the employer, the employee and the community at large.

My experience has shaped my thinking and beliefs about workplace culture and I have gained valuable insights into the elements that make or break culture. In a healthy culture, psychological safety is palpable. In an unhealthy culture, psychosocial hazards are palpable.

JEC & Associates prioritises workplace culture and has been established to support workplaces to identify, assess and mitigate psychosocial hazards and retain engaged and psychologically safe employees.

Articles

Prioritising 'people' in workplace investigations

As organisations face increasing obligations under WHS reforms to identify, manage and control psychosocial hazards, the need to conduct thorough workplace investigations will also increase. But workplace investigations of themselves, have the potential to be extremely traumatic for participants. This is because the outcome can result in serious consequences that can change people’s lives. An investigation that is poorly executed can lead to stress, anxiety, sleep disorder

Jane Eldridge