Creating mentally healthy workplaces

Tim Moran, Head of Workplace Engagement, beyondblue

Agenda

1. Why workplace mental health is important

2. What is a mentally healthy workplace?

3. Developing a mental health strategy.

4. How Heads Up can support you in creating a mentally healthy workplace.

5. Questions.

POOR MENTAL HEALTH IS LIKELY

TO AFFECT 1 IN 5 EMPLOYEES

EMPLOYER OF CHOICE

60% OF EMPLOYEES

ARE MORE

COMMITTED

TO THE

ORGANISATION

68% SAY THEY’RE

LESS LIKELY TO SEEK

EMPLOYMENT

ELSEWHERE

45% LEFT A

WORKPLACE

BECAUSE OF POOR

MENTAL HEALTH

CONDITIONS

76% 88%

THE STATE OF WORKPLACE MENTAL HEALTH IN AUSTRALIA

EMPLOYEES BELIEVE

IT’S IMPORTANT

TO WORK IN A

PHYSICALLY SAFE

WORKPLACE

....AND….

AGREE THEIR

WORKPLACE FITS

THAT DESCRIPTION

EMPLOYEES BELIEVE

IT’S IMPORTANT

TO WORK IN A

MENTALLY HEALTHY

WORKPLACE

AGREE THEIR

WORKPLACE FITS

THAT DESCRIPTION

PHYSICAL

Disturbed sleep

Appetite changes

Sick and run down

Fatigue

FEELING THINKING BEHAVIOURAL

Negative thinking patters

Hopeless, helpless and worthless

Suicidal thoughts

Overwhelmed

Indecisive

Lacking confidence

Irritable

Poor concentration

Reduced productivity

Alcohol and other drug use

Social withdrawal

SYMPTOMS AND BEHAVIOURS CAN ALSO BE RISK FACTORS FOR WORKPLACE SAFETY

Legislation Employers Employees

Work health & safety

Eliminate & minimise risks to health & safety (as is ‘reasonably practicable’)

Take care of their own and others health and safety

Discrimination Provide ‘reasonable adjustments’ for employees

Able to fulfil inherent requirements of job

Privacy Prevent disclosure of personal information

Must disclose if their mental health condition may cause a risk to someone’s safety

Bullying Prevent repeated unreasonable behavior that is risk to health & safety

Comply with ‘reasonable management action’

Risk & Compliance

Agenda

1. Why workplace mental health is important

2. What is a mentally healthy workplace?

3. Developing a mental health strategy.

4. How Heads Up can support you in creating a mentally healthy workplace.

5. Questions.

Has a positive workplace culture where there’s no distinction between physical and mental health

Has policies, strategies and actions that:

minimise workplace risks related to mental health

build confidence and facilitate good conversations about stress, struggles and illness

support people with mental health conditions appropriately

reduce stigma and discrimination

Starts at the very top, is authentic and sticks

WHAT IS A MENTALLY HEALTHY WORKPLACE?

Creating a Mentally Healthy Workplace

The Mental Health Continuum

Agenda

1. Why workplace mental health is important

2. What is a mentally healthy workplace?

3. Developing a mental health strategy.

4. How Heads Up can support you in creating a mentally healthy workplace.

5. Questions.

Developing a mental health strategy

Creating a mentally healthy workplace

Ensure that all employees have an up-to-date job description which includes role purpose, reporting relationships and key duties expected of them

1. Ensure leadership commitment 2. Communication & collaboration 3. Assess the current situation 4. Develop an action plan addressing key areas of focus:

• Raise awareness & reduce stigma • Support people with mental health conditions • Manage mental health risks in the workplace

5. Implement your action plan 6. Monitor and evaluate

• Build the Case for Action:

• Financial case – Heads Up ROI Tool

• Legal obligations

• Invite external speakers/experts

• Link to organisational priorities

• A narrative/case study – Heads Up personal stories

• Need active participation of leaders

• Frontline / middle management commitment is also critical

Creating a Mentally Healthy Workplace

1. Leadership Commitment

2. Communication & Consultation

Creating a Mentally Healthy Workplace

• Establish governance framework for mental health strategy

• Establish strategies to ensure employee involvement eg. developing a project group / working party

• Obtain employee feedback via surveys

• Communicate with employees throughout the development and delivery of the strategy

• Identify who’s role it is to communicate at key points

3. Assess the current situation

Creating a Mentally Healthy Workplace

• What policies/programs/practices already exist?

• What gaps exist?

• What information and data is already available?

Identify your key action areas in each of the 3 areas of focus Raise awareness and reduce stigma

Support people with mental health conditions

Minimise risks related to mental health within the workplace

Consider a range of interventions: prevention, promotion and early intervention

Maintain employee consultation in the development of your action plan

Ensure that the plan is realistic / achievable for your organisation

Consider how to best record and communicate the action plan

Consider timeframes and responsible parties for key actions

4. Develop an action plan

Use the governance structure to ensure that key personnel are aware of their responsibilities and timeframes

Identify ways to communicate with the organisation during implementation so that all staff are kept updated

Keep organisational leaders up to date, and ensure that they continue to communicate about the strategy to staff

5. Implement your action plan

After an established period of time, evaluate action plan strategies against established KPI to determine impact and cost effectiveness and to identify improvements.

Evaluation process to incorporate employee consultation to assist in determining impact and success.

Heads Up evaluation resources

This stage then leads to improving strategies, re-visiting workplace need and an overall process of continuous process.

6. Monitor and evaluate

Tips for Successful Implementation

A workplace mental health system should be integrated with the broader workplace health, safety and wellness systems rather than an “added project”

The process should be viewed as development of a “system” rather than an “initiative”.

Strategy to be supported by a clear implementation plan

Genuine, visible commitment from top level leaders combined with champions throughout all levels of the workforce, not just at the top.

Start small and grow: some large organisations may find it useful to pilot the approach within a section of their organisation

Resources: adequate resource allocated from planning to intervention

Be realistic: make sure the plan is achievable and that dates for completion and the deliverables, from the activities are realistic.

Agenda

1. Why workplace mental health is important

2. What is a mentally healthy workplace?

3. Developing a mental health strategy.

4. How Heads Up can support you in creating a mentally healthy workplace.

5. Questions.

HEADS UP WEBSITE

• A central point online for workplaces

• Simple, practical, and FREE resources

• Resources for all individuals (leaders, business owners, HR, OHS, managers, frontline staff)

• Case studies, videos, tools, fact sheets, brochures, booklets

• Key feature - Heads Up Action Plan tool

TAKING CARE OF YOURSELF AT WORK

CREATING A MENTALLY HEALTHY WORKPLACE – ACTION PLAN

CREATING A MENTALLY HEALTHY WORKPLACE – ACTION PLAN

CREATING A MENTALLY HEALTHY WORKPLACE – ACTION PLAN

CREATING A MENTALLY HEALTHY WORKPLACE – ACTION PLAN

Getting Started Pack

1. INFORM YOUR

BUSINESS

2. COMMUNICATE

COMMITMENT

INTERNALLY

3. COMMUNICATE

COMMITMENT

EXTERNALLY

COMMUNICATING YOUR MESSAGE

HAVE A CONVERSATION WITH SOMEONE YOU ARE CONCERNED ABOUT

• Plan what to say

• Have a conversation

• Listen carefully

• Offer support

• Maintain privacy

Educational Resources

TOOLBOX TALKS TRAINING PACKAGE

Find out more at

headsup.org.au