When setting the OH&S policy, top management makes sure it includes commitments to prevent injury and ill health arising from psychosocial risk and to foster well-being at work, decides whether a separate psychosocial risk policy is needed, and checks that its other policies, such as those on HR or on corporate responsibility, are consistent with and reinforce the OH&S policy. The policy fits the organization's purpose, size and context; commits to meeting legal and other requirements on health, safety and well-being, psychosocial risk included; gives a framework for setting, reviewing, evaluating and revising psychosocial objectives; fosters a workplace built on dignity, respect for one another, discretion, cooperation and trust; is communicated to every worker so they know their rights and responsibilities; and is reviewed from time to time to stay relevant. Workers and their representatives are consulted when a psychosocial policy is developed, and other interested parties where relevant.
This control maps to 4 controls across 2 other frameworks. If you already hold one of them, the evidence you collected for it is the starting point here rather than new work.
Every mapping shown was judged rather than inferred from wording similarity, and the ones that failed review are published too. See the coverage reports and what was rejected.
The graph holds this control, the 4 it maps to, and the evidence behind each claim, over MCP and REST.