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Nicole Turnbull:
Now, I want to jump into how can your tools help make it easier for employers to prevent harm and promote welbeing at work?

Jason van Schie:
Yeah. So it depends on the business size. So we do have a number of, or we have FlourishDx Basic which is a freemium version of the full platform that is available for smaller organisations. Our sweet spot is a thousand employees and plus because,
you know, the larger the organisation the harder it is to consult well with staff.
When it’s a smaller organisation, you can run focus groups easily enough or, you know, understand the employee experience without having to do surveys. But once you get larger than a thousand then really you want to get more of a quantitative understanding. Where like you say, you can drill down into groups within the business, whether it's support department, whether it's a specific team or what have you to be able to quickly identify which teams are maybe having an issue and focus your attention and resources is to those teams rather than doing global interventions that might not be suitable for 90% of teams. So really focusing your resources. But also, more frequently understanding the experience of workers.

So the way that psychosocial risk assessments are often done is on a similar cadence to the employee engagement survey. Might only happen every 12 to 24 months if it's ever happened before. Because again, we're talking about a lot of companies being on the bleeding edge in relation to this. But as we've just seen over the last two years, Nicole, a lot can happen in two years. If you're only consulting with staff about the stresses involved with their work every two years, you can miss out on a lot of potential harm occurring.

So what we are really conscious about was we don't want our surveys to be so academic they take half an hour plus for employees to do. We don't want them to overlap significantly with the employee engagement survey. We're really conscious about how do we save companies time with also doing very good levels of consultation.

So we have two tools in particular that are really helpful around psychosocial risk assessment. The one that's most innovative is what we call our work factors risk assessment tool. It actually, rather than using more of a psychology framework or employee perception style survey, which most listeners will be familiar with in terms of employee engagement survey methodology, where you might ask three or four questions to cover a construct like workload and then people answer on a Likert type style response, strongly agree to strongly disagree, for example. Rather than doing that, what we're really conscious of is people can have different experiences of stress based on a range of different individual and personal and life characteristics.
Not everyone who has a high workload is going to perceive that as stressful. Similarly, not everyone who has low autonomy is going to find that stressful. But, just generally an assumption, high workload, low autonomy equals stress.

So what we've done is taken more of a occupational hygiene exposure assessment methodology. Which looks at the severity of stress that people are experiencing in relation to different psychosocial hazards like work overload or job control. We look then also at the frequency and duration of that experience. And that actually aligns really well to the new regulations that have come out in Australia regarding psychosocial risk management. It does actually stipulate before putting controls, companies must consider the severity, frequency, and duration of individual hazards as well as the accumulative of all the interaction of different hazards and how it might affect people's stress levels. And that's something that is really unique to FlourishDx. I haven't seen any other tool who have taken that exposure assessment methodology that covers those three-level severity for consideration in trying to understand the stresses experience of workers.

So that one we are getting to the point now, where we're adding machine learning into to develop a predictive algorithm. And so, the point is like within the coming months we'll be able to say to a company, based on your risk assessment, if you were to do nothing expects say 30% of your workforce to experience burnout, 20% to take time off work due to work related stress.

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