Psychosocial risk factors at work: identification, analysis and prevention — NOM 035-STPS-2018

This Mexican Official Standard (NOM) is built on the premise of strengthening a sense of belonging and loyalty within your team in the work environment, creating a culture of diagnosis, attention, intervention and follow-up of any working condition that undermines your peace of mind and well-being, whether inside or outside the company; the goal is to develop tools that reinforce your commitment to society and to your coworkers and to safeguard, promote, respect and guarantee human rights.

The purpose is to increase the productivity and competitiveness of your workplace by documenting and validating work procedures and rules that strengthen the work climate, the organizational culture and the company's image.

Compliance with the NOM is mandatory for all workplaces in the national territory, and there are specific chapters that must be met depending on the number of workers in the organization. That is why SITIMM works closely with companies to set out actions and strategies, through the Integral Social Welfare Program, in the area of Safety and Well-being, with the aim of reducing risk factors linked to stress and a sedentary lifestyle. Physical activation campaigns will run on a permanent basis inside the companies, alongside various aerobic sports activities at the SITIMM-CEFORMA offices.

Among the various obligations and activities to be carried out at the workplaces are:

1. 1Have a **psychosocial risk prevention policy** in place: publish it, set out measures against practices that work against a favorable organizational environment and against workplace violence, guide workers on prevention actions, and address possible health effects from exposure to these factors.
2. 2Keep **records** of the results of the identification and analysis of psychosocial risk factors and carry out evaluations of the organizational environment.
3. 3Keep a **roster of the names** of workers who underwent the medical exams or clinical evaluations and of those for whom exposure to psychosocial risk factors, workplace violence or severe traumatic events was confirmed.

The identification and analysis of psychosocial risk factors must consider, among other aspects, workloads, shift rotation, the work environment, the worker's family life, and workplace violence and harassment; this is to arrive at an evaluation of the organizational environment that allows workers to remain happy, capable, with a sense of belonging, with a greater and better ability to take responsibility in their various positions, to improve relationships between coworkers and company representatives, and to support performance assessment and recognition. It also seeks to engage leaders and collaborators in well-being programs, involving workers in an active culture of well-being, health and harmony.