Your how-to: Standardising protocols to address diverse mental health challenges
Standardising protocols to address diverse mental health challenges within your company refers to implementing a structured set of processes to identify, manage and support the spectrum of mental health issues that can occur among staff members within your organisation. This often involves removing stigma associated with mental health, providing adequate training to HR and management, and ensuring all employees are treated fairly irrespective of their mental health status.
In Australia, this approach supports the principles outlined in Standards 1 and 3 of the National Standards for Mental Health Services, which emphasise respect for individual experiences and needs, and ensuring that all services are responsive to diverse needs and reduce disparities in health status.
Having standardised protocols is crucial not only from a legal perspective but also to create a supportive work environment that encourages employee wellbeing and productivity. In short, it's about creating a solid framework that supports everyone’s mental health, acknowledging diversity, and fostering an inclusive and understanding workplace culture.
Step by step instructions
Gain Leadership Buy-In: Noting the importance of leadership in enforcing company-wide policies, the first step is to ensure that your company leaders understand the importance of and are committed to addressing mental health challenges. Present the benefits of a mentally healthy workplace - it's not only about compliance with Australian law but also about higher productivity, reduced absenteeism and better employee engagement.
Develop Clear and Concrete Policies: Your company needs a written policy on mental health in the workplace. This should include guidelines for identifying and responding to mental health issues, a non-discrimination clause, as well as methods for complaint resolution. Make the policy transparent and accessible to all staff for an inclusive workplace culture.
Fostering a Supportive Workplace Culture: Actively promote a positive work environment where employees feel valued and understood. Encourage open conversations about mental health and create a safe and supportive environment that reduces stigma. Establish an employee assistance program if there isn't one in place already.
Regularly Review and Update: Consider annual reviews of your policies to ensure they align with changing legislation and that they're effectively supporting your employees' needs. Consulting employees can provide insight into how well protocols are working and suggest areas for improvement.
Understand Legal Obligations: Familiarise yourself with mental health legislation, such as the Disability Discrimination Act 1992 (Cth) and Fair Work Act 2009 (Cth), to better understand your company's legal obligations towards employees' mental health. Consult a legal professional to ensure full compliance with these laws, specifically standards 1 and 3 of the National Standards for Mental Health Services.
Implement Training Programs: Involve human resources and management and provide them with training that helps them to identify and adequately respond to mental health challenges among employees. Ensure they understand their role and responsibilities regarding mental health in the workplace.
Implement and Monitor: Once all elements are in place, officially implement your mental health protocols. Remember that open communication is crucial during this process to ensure all employees are aware of the new policies. Regularly monitor and adjust these policies to ensure they're effectively meeting the diverse needs of your employees.
Reflect and Breathe: This step can be challenging, so it's important to take a moment to breathe and reflect. Pause to consider the progress made, the obstacles encountered, and the lessons learned. This reflection will not only help in gaining clarity but also in maintaining a balanced perspective, allowing for thoughtful and deliberate decision-making moving forward.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
Working through mental health issues requires expert help. Do not make the mistake of assuming that HR or managerial staff can handle all the diversity of mental health issues that may arise. Identify professional mental health providers and create a partnership that allows them to step in when needed.
Confidentiality is paramount when dealing with mental health issues. Not adhering to confidentiality guidelines prescribed by the Australian Privacy principles can lead to mistrust and potential legal complications.
Effective mental health support involves creating an environment that encourages dialogue about mental health issues. If you fail to do so, your team members may feel isolated and unheard.
While standardising protocols, it's easy to overlook the unique needs of individual team members. Remember, mental health is not a 'one-size-fits-all' concept. Be flexible in your approach and customise help where necessary.
Mental health literacy is an ongoing process. Fail to invest in regular mental health training for your staff and you may not realise the impact of mental health issues at the workplace or fail to respond appropriately.
Australia is a culturally diverse nation and the way mental health issues are perceived and managed can greatly differ among cultures. Standard protocols should therefore be sensitive to this diversity.