Why Early Career Workers Are Calling For Healthy Environments
Early career workers, at the outset of their professional journeys, face many unique challenges. They are often navigating new environments, building professional networks, and developing their skill sets. This period of transition can be both exciting and daunting, and it is essential to create a supportive workplace culture that prioritises their psychological health and safety.
The SafeWork NSW Psychological Health and Safety Strategy 2024-2026 provides a comprehensive framework for addressing psychosocial hazards in the workplace. While the strategy primarily targets businesses and their obligations, there is a clear opportunity to apply its principles to a particularly vulnerable group: early career workers.
“It’s great to see SafeWork NSW calling out young workers as an ‘at risk’ group to drive both awareness and action in providing the extra support needed for this cohort to stay psychologically healthy and safe,” says Dr Sarah Cotton.
The Unique Challenges of Early Career Workers
Early career workers are often grappling with high expectations, intense competition, and the demands of establishing themselves in their chosen field. These factors, combined with the inherent challenges of transitioning from education to employment, can contribute to heightened levels of stress.
Additionally, early career workers may also have limited experience in identifying and addressing psychosocial hazards. They may be unaware of their rights, or hesitant to raise concerns due to fear of negative consequences.
Psychosocial hazards, such as excessive workloads, unrealistic expectations, and a lack of support, can significantly impact the mental health and wellbeing of early career workers. These factors, compounded by the pressures of establishing a career and navigating personal life transitions, can create a complex and challenging environment.
“It’s important to remember that not only are young workers vulnerable to these factors, but they are often exposed to more than one at a time, and that only amplifies their risk of mental injury or illness,” says Dr Sarah Cotton.
The Role of Leaders
Leaders play a pivotal role in shaping the wellbeing of early career workers. They set the tone for the workplace culture, influence morale, and model desired behaviours. Effective leaders create a psychologically safe environment where employees feel supported, valued, and empowered.
Leadership qualities for fostering early career wellbeing
Empathy and compassion: Understanding the challenges faced by early career workers and responding with empathy.
Open communication: Creating an environment where employees feel comfortable sharing their thoughts and concerns.
Mentorship and coaching: Providing guidance, support, and development opportunities.
Mental health awareness: Understanding the signs and symptoms of mental health issues and knowing how to support employees.
By building consistent leadership capability and creating a culture of care, organisations can proactively protect and promote the wellbeing of their early career employees.
Transitioning Well’s approach to mitigating risk for early career workers aligns closely with SafeWork NSW’s focus on prevention, collaboration, and a human-centred approach. By emphasising the importance of creating psychologically safe workplaces, we can contribute to the broader goal of reducing psychological harm across all industries.
Strategies for Mitigating Risk
Building a Strong Foundation
Clear expectations and roles: Clearly defined job roles, expectations, and performance metrics are essential for reducing ambiguity and uncertainty. This can help early career workers feel more confident and secure in their positions.
Comprehensive onboarding: A well-structured onboarding process can help new employees feel welcomed, valued, and informed. It should include information about the company culture, values, and expectations, and opportunities to connect with colleagues – particularly in a hybrid environment.
Fostering a Supportive and Safe Workplace Culture
Open Communication: Encouraging open and honest communication is crucial for building trust and psychological safety. Employees should feel comfortable sharing their thoughts, concerns, and ideas without fear of reprisal.
Life-work integration: Promoting a healthy work-life balance is essential for preventing burnout and maintaining overall wellbeing. Flexible work arrangements, time-off policies, and wellness programs can help employees manage their workload and prioritise their mental health.
Diversity and Inclusion: Creating a diverse and inclusive workplace culture ensures that all employees feel valued and respected. This can help reduce feelings of isolation and discrimination, which can contribute to psychological distress.
Identifying and Addressing Psychosocial Hazards
Risk assessments: Assessing risk can help identify potential hazards and develop strategies to mitigate them. This includes factors such as workload, job demands, and workplace relationships.
Early intervention: Implementing early intervention programs can help address issues before they escalate into more serious problems. For example, this may include setting up mentoring programs or conducting ‘entry interviews’ to check in on how the transition is going in the early months on the job.
Continuous improvement: Regularly reviewing and updating policies and procedures through consultation is essential for ensuring that they remain effective in addressing the evolving needs of early career workers.
SafeWork NSW identifies young workers as a high-risk group for psychological harm, highlighting the prevalence of psychosocial hazards in the workplace. We know from our research on the experiences of this cohort, that through adopting a collaborative and human-centred approach, organisation’s can create workplaces where young workers can thrive.
As the conversation around mental health continues to evolve, it is imperative that we prioritise the wellbeing of early career workers. By addressing psychosocial hazards early on, we can help to build a successful and sustainable career.
Resources
- Early In Career Wellbeing White Paper
- National Mental Health Commission: Career Transition Guide Entering the workforce and young workers.
- Graduate Transition Series Leader Modules
- Safework Psychological Health and Safety Strategy 2024–2026
To find out more about how Transitioning Well can help your organisation, check out our Early Career and Graduate resources.
