Summary of "Webinar Salud Mental en el trabajo y Riesgos Psicosociales Antecedentes y buenas prácticas laborales"

Summary of Key Wellness Strategies, Self-Care Techniques, and Productivity Tips from the Webinar

Work as a Social Determinant of Health: Work impacts physical, mental, and social well-being; it is not just economic but a space for human development and growth.
Occupational Mental Illness: Defined as mental health conditions caused directly by work-related psychosocial risk factors affecting cognition, emotions, mood, and behavior.
Psychosocial Risk Factors: Conditions inherent to work environments related to job design, organizational culture, social relations, leadership, autonomy, workload, and physical conditions.
Risk Agents Include:
- Poor job design (overload or underload, lack of breaks)
- Lack of autonomy in decision-making
- Insufficient social support (training, conflict resolution, work-life balance)
- Hostile organizational culture (excessive competition, poor communication)
- Workplace violence and harassment (including sexual harassment)
- Dysfunctional leadership (harassment, unclear communication)
- Poor physical work conditions

Majority of workplaces show low psychosocial risk, but significant numbers remain at medium or high risk.
Protective factors important for well-being include:
- Job security
- Recognition and role clarity
- Quality leadership
- Trust and organizational justice
Main psychosocial risks identified:
- High workload (leading to stress and burnout)
- Vulnerability and fear in the workplace (fear of expressing disagreement)
- Poor camaraderie and teamwork
- Lack of professional development opportunities in some workplaces
Economic sectors with higher psychosocial risks:
- Public administration and defense
- Trade (wholesale and retail)
- Accommodation and food services
- Education and real estate (emerging risks)

From Diagnosis to Management: Organizations must move beyond identifying risks to actively implementing measures to mitigate them.
Leadership Role:
- Promote fair, ethical, and respectful leadership styles.
- Train leaders to develop psychosocial skills such as communication, emotional management, and self-awareness.
- Leaders should model good workplace treatment and psychological safety.
Work Environment Improvements:
- Thoughtful job design with adequate workload and breaks.
- Foster supportive social environments encouraging collaboration and communication.
- Address workplace violence and harassment proactively.
- Provide spaces for employee voice and participation in decisions.
Integrated Health Care Approach:
- Use coordinated care involving psychiatrists and psychologists.
- Combine targeted treatments (medication, psychotherapy) with limited rest periods.
- Promote early return to work and rehabilitation.
Tools and Resources:
- Use assessment instruments like CLCM and ISTA 21 to monitor psychosocial risks.
- Implement mental health models, training routes, and awareness campaigns.
- Access technical assistance and professional advice from mutual insurance companies.

Focus on leadership quality and workplace environment through:
- Posters, workshops, capsules, conferences, and campaigns.
- Effective communication, planning, feedback, work-family balance, conflict resolution, and emotional demand management.
Emotional support programs for employees facing personal difficulties.
Emphasis on fair leadership and good treatment policies.
Continuous monitoring using workplace mental health questionnaires.
Achieved recognition with the “United for More Coexistence” seal, showing commitment to preventing workplace harassment and violence.
Collaboration across departments (risk prevention, HR, welfare, logistics) to foster open communication, trust, and strong labor relations.

Mental health management is a collective organizational responsibility involving leaders, teams, and individuals.
Employers should empower leaders with tools and training to manage psychosocial risks effectively.
Organizations should not fear implementing mental health tools and surveillance programs; these are essential for improvement.
Early intervention, continuous support, and cultural change toward psychological safety are critical.
Mutual insurance companies offer extensive resources and support for managing workplace mental health.

Maintain upright posture and ergonomic setup during digital events or work.
Ensure good lighting to prevent eye strain.
When attending digital events outside, find safe, quiet places.
Stop vehicles before connecting to online events; never connect while driving.
Design jobs thoughtfully considering workload, breaks, and social interaction.
Promote autonomy and employee participation in work decisions.
Provide adequate social support: training, conflict resolution, work-life balance.
Foster a positive organizational culture with good communication and fair leadership.
Address workplace violence and harassment proactively.
Use coordinated mental health care (psychiatrist + psychologist).
Combine rest with psychotherapy and medication for effective recovery.
Use psychosocial risk assessment tools regularly to monitor workplace health.
Move from diagnosis to active management of psychosocial risks.
Leaders must model good workplace treatment and psychological safety.
Implement emotional support programs for employees facing personal challenges.
Encourage open communication, trust, and collaboration across teams.
Utilize available resources and technical assistance from mutual insurance companies.

Carolina Villez – Psychologist at Mutual de Seguridad (Moderator)
Cristina Carrasco Figueroa – National Coordinator of Occupational Medicine Psychologist, Mutual de Seguridad
Cintia Ríos Sotomayor – Head of Occupational Safety and Health Psychology Department, Mutual de Seguridad
Sergio Navarro – Regional Manager of Occupational Health and Safety for Latin America at Sketcher

Organization: Mutual de Seguridad (Chile)