Creating mentally healthy workplaces · Creating a mentally healthy workplace Ensure that all...
Transcript of Creating mentally healthy workplaces · Creating a mentally healthy workplace Ensure that all...
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Creating mentally healthy workplaces
Tim Moran, Head of Workplace Engagement, beyondblue
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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.
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POOR MENTAL HEALTH IS LIKELY
TO AFFECT 1 IN 5 EMPLOYEES
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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
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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
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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
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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
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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.
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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?
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Creating a Mentally Healthy Workplace
The Mental Health Continuum
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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.
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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
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• 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
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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
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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?
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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
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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
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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
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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.
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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.
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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
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TAKING CARE OF YOURSELF AT WORK
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CREATING A MENTALLY HEALTHY WORKPLACE – ACTION PLAN
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CREATING A MENTALLY HEALTHY WORKPLACE – ACTION PLAN
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CREATING A MENTALLY HEALTHY WORKPLACE – ACTION PLAN
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CREATING A MENTALLY HEALTHY WORKPLACE – ACTION PLAN
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Getting Started Pack
1. INFORM YOUR
BUSINESS
2. COMMUNICATE
COMMITMENT
INTERNALLY
3. COMMUNICATE
COMMITMENT
EXTERNALLY
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COMMUNICATING YOUR MESSAGE
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HAVE A CONVERSATION WITH SOMEONE YOU ARE CONCERNED ABOUT
• Plan what to say
• Have a conversation
• Listen carefully
• Offer support
• Maintain privacy
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TOOLBOX TALKS TRAINING PACKAGE
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Find out more at
headsup.org.au