As in previous years, psychosocial ill-health, including issues of bullying and abusive discrimination, and gender is high on the working environment policy agenda. The Swedish government applied to arrange a Peer Review on the theme of psychosocial work environment with a special focus on SAM – takes place early autumn 2019.
Organizational and social work environment – Working life actors need to increase their awareness of how psychosocial work environment risks change and develop in line with changes in working life and how to adapt systematic work environment work to capture and manage these risks. This can be done through education, information, guidelines etc. In addition, SLIC has recently developed guidelines for the supervision of a psychosocial work environment. This is an important step forward for a uniform application of the EU framework directive in the psychosocial field.
Legislation – EU legislation in the work environment area will also be relevant in the future of working life. What is needed is better application of the legislation to new risks, as well as concrete adjustments in separate directives that need to be changed in order to optimize the prevention of work environment-related problems.
Work Supervision – The authorities must deal with the problem of how to control the work environment in companies where employees are largely not gathered at a specific workplace (new forms of work – anywhere/anytime).
Gender – In today’s working life, women get sick because of their jobs, while men more often suffer from accidents and deaths at work. Industries that traditionally have not focused on gender equality will need to increase their competence in this area and include a greater gender awareness in their systematic work environment work. This to both become an attractive employer with an equal workplace culture and to maintain a good working environment for all employees.
Social partners – New organizational and forms of work in the labour market now and in the future can be said to challenge the Nordic model. The social partners (on all levels) also need to adapt their work to the working life of the future, both to maintain their status and their role and to reach out with information that feels relevant to the members.