Frequently asked questions

  • The WHS legislation is very specific in requirements, for high level requirements the MUST that must be implemented states

    Duty of Care:

    1. Reasonably Practicable: Take reasonable steps to prevent harm to employees and others. -does not come from incident logging and surveys for bullying, job clarity, job demands, recognition/rewards, wellbeing etc

    2. Foreseeability: Anticipate potential hazards and take steps to mitigate risks. -requires managing at causes incidents and bullying, job clarity, job demands, recognition/rewards, wellbeing etc

    3. Proactive Measures: Implement measures to prevent harm, rather than just reacting to incidents- proactive implementation is required, not reacting with surveys of symptoms eg bullying, job clarity, job demands, recognition/rewards, wellbeing etc and incident logging

    Legal WHS Compliance is Proactive Risk Management, reactive risk management (bullying, job clarity, job demands, recognition/rewards, wellbeing, and incident logging) does not fulfil Compliance requirements

  • Traditional methods like incident logging, engagement surveys, psychosocial surveys, wellbeing stress and sleep management etc are all reactive management

    • Bullying, job demands, role clarity, rewards/recognition etc. surveys

    • engagement surveys

    • culture surveys

    • burnout, sleep, stress surveys

    are all reactive bottom of the cliff symptom checks. It is very time, money, resource consuming to fix things from this point

    REACTIVE MANAGEMENT

    • Responds to risks after they have happened: Addresses risks after they have occurred, doesn’t stop harm, just responds after the fact, does not identify and mitigate causes of disengagement, psychosocial risks, wellbeing and healthy culture erosion, just reacts to issue

    • Focuses on damage control: Tries to minimise the impact of risks that have already materialised

    • Are significantly more costly: require significant resources to respond to and recover from risks compared to preventing them in the first place

    • Limited control: Has very little, if any, ability to prevent or mitigate risks

    • Cyclic reactive establishment: because foundations of causes of harm are not identified or addressed eg causes of disengagement, causes of psychosocial bullying, job demands etc, causes of wellbeing deterioration, causes of healthy culture erosion, organisations get trapped in just responding to events and consuming all their resources reacting

    EnableOrg®’s is the only Psychosocial, Engagement, Wellbeing and Healthy Culture software with Proactive Risk Management to Identify and Prevent risks before they happen

    PROACTIVE MANAGEMENT

    • Identifies causes of risks before they occur: Identifies and assesses potential risks before they occur

    • Mitigates risks: Takes steps to prevent/eliminate or minimise the impact of potential risks

    • Cost-effective and resource saving: Reduce significantly costs and resources eg manpower, time, harm to employees, associated with risk mitigation and recovery from reactive management

    • Improves resilience and establishes thriving: Enhances employee and organisational thriving and resilience with high performance and the ability to withstand potential disruptions

    EnableOrg® is the fence at the top of the cliff to proactively prevent psychosocial risks, disengagement, wellbeing, burnout harm

    Saving significant time, money, resources, risks and increasing thriving and performance whilst retaining talent

  • Workplace psychosocial hazards are anything within the workplace that can be a source of chronic stress – from the workplace, the environment of the workplace or social interactions within the workplace. Psychosocial safety is the wider landscape of the workplace long term.

    PRM is the systematic and structured requirement to identify, correct, monitor and review all risks that result from hazards in an ongoing management system.

    Psychological risks are unique from physical risks and often go undetected. They can take years to be identified by current reactive methods meaning harm is deeper leaving employees in significant mental distress, and workplaces consuming significant resources in managing.

    The legal compliance requirement is to prevent harm first, then mitigate. Expertise, WHS Risk Management and Organisational Psychology competency is also required under legislation.

  • No. More and more recent case law and prosecutions are showing that HR or psychologists implementations are not at all the same as WHS Compliance requirements. They are two distinct fields. One (HR) deals with generic BAU policies, leadership training, position descriptions, CPD etc. The other is Risk Management which needs proficiency in Hazards, Risks, Risk Controls.

    Leadership training, policies, position descriptions, time management training, reporting systems, career development pathways are not Risk Controls, survey actions are not Risk Management. As recent prosecutions have highlighted MORE

  • EnableOrg®’s own developed Harm Prevention has been developed from years of R&D, along with Sustainable solutions. It is our IP exclusively. It does not exist on the internet, or anywhere else. Future proofing best practice, latest evidence-based solutions exclusively to the EnableOrg® software capability.

  • Yes. Industry specific risks and incidents are relevant to reactive management as they deal with fallout not causes. ie industry specific reactive risks can vary, proactive foundations stem from common causes as they are root causes.

    Psychological foundations for engagement psychosocial compliance, psychological wellbeing, burnout all have common proactive foundations across industries as it is common to people and how they react to stress.

    EnableOrg® is not an incident logging reactive platform, incident logging is not Risk Management is simply compiling a record of harm after it has happened, it is not Compliance.

    EnableOrg® is a foundational root-causes preventive proactive risk management platform. We risk manage from root cause that are common to all industries of all sizes. It is relevant to any industry that wants to benefit from our solution from a proactive harm prevention strategy. For elevated Psychosocial Risk Management, Engagement Elevation and Sustained Healthy Culture.

  • Harm prevention is proactive steps and systems to manage all requirements for mental health, including psychosocial risks, wellbeing and engagement, by using early predictors on an evidence-based risk strategy.

    EnableOrg® is the only WHS Compliance Risk Management subject-matter expertise platform. Enabling us to bring you depth of solutions in understanding lead and lag indicators, required to manage risks, and establish Harm Prevention, required for WHS Compliance.

    Current methods use harm reaction systems, ie, waiting until psychosocial harm has occurred, measuring how bad and then reacting. By the time harm reaction controls are implemented, further harm has occurred and spread further causing risks to become more significant, broader in damage and reactive in management.

  • Yes, we can customise additional questionnaires in addition to our streamlined harm prevention platform. Additional costs and time to delivery apply. There is no additional delivery time for our streamlined SaaS.

  • Factors such as psychological safety, wellbeing, engagement and resilience are all reactive indicators - they tell you after the fact what the harm result is. Managing reactively doesn’t allow harm preventive risk management and legal WHS requirement. EAP and therapy sessions, including CBT and psychologists sessions, are only treating the harm after it has happened, not preventing harm.

  • EnableOrg® is the only provider of a direct lead and lag indicators for real-time decision making. Individually managing psychological safety, wellbeing, engagement and resilience means gaps in the mental health system and doesn’t provide data comparisons (meaning inconsistent implementations) measures or holistic solutions. Effective risk management requires implementation of lead indicators only.

  • No. EnableOrg®’s software is designed to streamline everything in one holistic and sustainable solution. Our software is up to 80% more effective and efficient than current practices of managing and implementing psychosocial risk management surveys, engagement, burnout and wellbeing solutions separately, saving significant time, revenue and risk while optimising the workplace.

  • The law does not require those working in the psychosocial hazards and risks space to have Workplace Health & Safety compliance qualifications. Organisations that have or use internal managers, consultants, apps and trainers that do not have this required expertise are by law the ones that hold the liability and risk, for potential fines and prosecution, both personal and professional. EnableOrg® is the only provider that is expertise-based across the workplace psychosocial risks, wellbeing, engagement, burnout and Healthy Culture - all being different requirements for workplace Mental Health.

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