By Wollen Nell
Building a health-first culture in the workplace is no longer just about preventing physical injuries – it is about fostering an environment where overall wellbeing is prioritized.
In industries like mining, where safety regulations have traditionally been centered on physical injuries, the focus is now shifting.
Companies are recognizing that health and safety extend beyond protective gear and hazard identification; they encompass mental and emotional wellbeing as well.
As a result, companies are recognizing the importance of adopting a collaborative approach to encourage employees to report deviations in the workplace or any situation that could lead to harm.
When speaking of a truly safe workplace in any company, it is important to note that such a workplace is one where employees feel physically secure, emotionally supported, and mentally resilient. They, in turn, make better decisions and become more engaged in their roles.
To address this evolving need, forward-thinking companies in high-risk sectors are establishing integrated Safety, Wellness, and Occupational Health departments.
These departments do not operate in isolation. Rather, they work in unison to support the full spectrum of employee wellbeing—from compliance and physical health to emotional and psychological support.
Determining the ‘health’ of an organization involves assessing various aspects of its operations, culture, and employee wellbeing. In the mining industry, which is inherently hazardous, a crucial starting point for this evaluation is a comprehensive baseline risk assessment.
This process helps identify potential hazards and risks associated with different areas of the business, including safety, occupational health, and community safety.
These assessments ensure that employees are physically and mentally fit for the demands of their roles, helping prevent incidents linked to fatigue, stress, or undiagnosed health issues. In industries where the margin for error is slim, such as mining, these preventative measures are invaluable.
Furthermore, assessing the overall “health” of an organization goes beyond physical safety. It involves a deep look at culture, systems, and how employees feel in their roles.
A healthy workplace is one where leaders set the tone by modeling a safe and respectful behavior, employees support one another, and wellbeing is seen as everyone’s responsibility—not just HR’s or that of the safety team.
To achieve a health first culture, organizations can take several practical steps:
• Promote psychological safety by creating a culture where employees can speak openly about challenges without fear of stigma,
• Introduce wellness incentives to encourage participation in health and wellbeing programs, ensuring inclusion of all business partners and employee categories. It is essential for all employees to actively participate in these programs, as achieving a healthy organization requires collective buy-in,
• Accommodating employees with lifestyle diseases by allowing breaks for medication or meals prevents potential health crises that could lead to workplace accidents,
• Train and place mental health first aiders throughout the workplace to provide immediate support to colleagues dealing with stress or emotional strain. Stress and anxiety can impair judgment and reaction times. Providing access to mental health resources, such as counselling and mental health first aiders, help maintain a safe working environment,
• Educate employees on mental health, including how to recognize signs of stress or burnout in themselves and others, and the support structures available,
• Encourage work-life balance through policies and initiatives that support flexible work, downtime, and healthy boundaries,
• Implement a zero-tolerance policy on Gender-Based Violence, underscoring the importance of creating a safe and respectful environment for all employees,
• Carry out regular medical evaluations, both pre-employment and throughout an employee’s duration with the company. Establish a job health baseline and clarify the requirements for specific positions. This proactive approach ensures that employees are fit for their roles and helps identify any necessary health-related accommodations; and
• Ensure compliance standards are maintained and improved annually to guarantee physical safety through the Safety department.
A powerful example of this integrated approach in action is Namdeb’s New Namdeb Journey to Wellbeing. At Namdeb, the Safety, Occupational Health, and Wellness departments collaborate closely to ensure that employees are not only physically protected but also emotionally supported.
The Safety department ensures compliance and training, Occupational Health monitors physical wellbeing, while the Wellness team—through the services of an in-house social therapist—addresses mental health challenges and fosters emotional resilience.
In conclusion, creating a safe and healthy workplace isn’t a tick-box exercise, it is a long-term commitment to treating employees as whole individuals.
Companies that invest in the full spectrum of wellbeing – physical, emotional, and mental, are not only building safer work environments but also driving productivity, retention, and organizational success.
*Wollen Nell – Head: Safety, Health & Operation Risk Management at Namdeb
