Usually perpetrated by individuals within the organisation, harassment is an escalatory process that involves repeated attempts to threaten, intimidate, demean, or humiliate one or more co-workers. The perpetrator at work can be a supervisor, co-worker, subordinate, client, or customer, and can be anyone with whom a worker comes into contact due to their job.

A syndrome resulting from chronic work-related stress, with symptoms characterized by 3 elements: feelings of energy depletion or exhaustion\aaa increased mental distance from one's job, or feelings of negativism or cynicism related to one's job\aaa and reduced professional efficacy.

is a common mental disorder. It involves a depressed mood or loss of pleasure or interest in activities for long periods of time. Depression is different from regular mood changes and feelings about everyday life. (Depression is also known as "depressive disorder").

Diversity refers to the presence of differences within a given setting. In the workplace, this can mean a variety of personal characteristics, including race, ethnicity, gender, age, sexual orientation, religion, disability status, socioeconomic background, and education level. A diverse workforce is not just about hiring people from different backgrounds but also about embracing and valuing these differences.

Usually perpetrated by individuals within the organisation, harassment is an escalatory process that involves repeated attempts to threaten, intimidate, demean, or humiliate one or more co-workers. The perpetrator at work can be a supervisor, co-worker, subordinate, client, or customer, and can be anyone with whom a worker comes into contact due to their job.

An inclusive workplace is one that ensures every worker feels appreciated and recognised for their unique contributions, while also respecting worker's differences and diversity. Inclusive workplaces are based on proactive measures to eliminate bias, discrimination, and unequal opportunities and are adapting to each worker's ability.

In terms of psychosocial risk prevention, individual measures refer to measures addressing and supporting the individual in contrast to changing organisational or technical aspects. Individual measures can refer to training on how to deal with difficult customers, time management training, resilience training, etc.

refers to the extent to which workers can influence how they perform their job. This may relate to for example work methods and planning.

indicates how well an individual worker achieves in accomplishing daily work in a way that helps the organisation achieve its goals.

are characterised by a clinically significant disturbance in an individual's cognition, emotional regulation, or behaviour. They are usually associated with distress or impairment in important areas of functioning.

A state of well-being in which the individual realises his or her own abilities, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to his or her community.

Aims to promote positive mental health by increasing psychological wellbeing, competence and resilience, and by creating supporting living conditions and environments. Workplace mental health promotion encompasses initiatives provided by the employer to improve workers' mental health.

Mental health stigma is when people are judged, excluded, or treated unfairly because they are experiencing mental health issues. This stigma is often rooted in misunderstanding, fear or stereotypes, and can lead to feelings of shame and discrimination.

Usually perpetrated by individuals within the organisation, mobbing is an escalatory process that involves repeated attempts from a group of workers to threaten, intimidate, demean, or humiliate one or more co-workers. Mobbing at work can be initiated by supervisors, co-workers, subordinates, clients, or customers, is to say by anyone with whom a worker comes into contact due to their job.

Neurodiversity refers to the idea that all humans have diverse cognitive profiles, neurological abilities and strengths and weaknesses, which should be recognized and respected.

Set of shared values, beliefs, meaning and expectation that shape how people work and interact within an organisation. It influences communication, decision-making and the overall work environment

In the context of OSH, organisational measures refer to the change of organisational aspects, work processes and job design to minimise potential harm for workers. In terms of psychosocial risks, possible organisational measures are the clarification of responsibilities and tasks, clear instructions, flexible working schedules, job rotation, improvement of replacement arrangements, shaping organisational culture etc.

Refers to when someone goes to work despite being ill or injured, while their condition prevents them from performing effectively and/or safely.

A workplace that promotes workers' psychological well-being and actively works to prevent harm to worker psychological and physical health including in negligent, reckless, or intentional ways.

Elements of the design and management of work and its social and organisational contexts, for example emotional demands, workload, social support.

Negative aspects of psychosocial factors that may adversely affect workers' health and other organisational outcomes, for example low autonomy or poor social support.

The potential of psychosocial hazards to cause psychological, social or physical harm.

Systematic identification of psychosocial hazards in the workplace and evaluating their potential to cause injury or harm, resulting in decisions whether they could be eliminated and, if not, what preventive or protective measures are and should be in place to control the risk.

Process of proactively dealing with psychosocial hazards in the workplace, starting from the preparation and implementation of the psychosocial risk assessment, planning and implementing respective measures and reviewing the measures for ensuring ongoing adaptation and improvement of interventions.

Programmes that are designed to enhance the ability of workers to return to work and remain in employment after a sickness absence period, involving a combination of medical care, rehabilitation, and work-focused interventions and support.

Self-stigma refers to the situation where a stigmatised individual has internalised the negative attitudes and attributions as part of their identity.

Any form of unwanted verbal, non-verbal or physical conduct of a sexual nature that occurs, with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment.

Third-party violence involves acts of physical or psychological/verbal aggression perpetrated by individuals from outside the company, not from co-workers.

Work-related stress can be defined as a pattern of emotional, cognitive, behavioural and physiological reactions to adverse and noxious aspects of work content, work organisation and work environment. It is a state characterised by high levels of arousal and distress and often by feelings of not coping.

is a suicide that either has been caused by work or work has contributed to it.

Workplace Health Promotion (WHP) is the combined efforts of employers, workers and society to improve the health and well-being of people at work.
This can be achieved through a combination of:

• improving the work organisation and the working environment
• promoting active participation, and
• encouraging personal development.