Your how-to: Establishing a stakeholder advisory board for mental health initiatives
Establishing a stakeholder advisory board for mental health initiatives is about setting up a committee comprising of key internal and external stakeholders to guide the development and implementation of workplace mental health strategies. This board can consist of the management team, HR personnel, employee representatives, health professionals, and where in line with Australia's legislative guidelines, even union delegates. Their function would be to evaluate existing mental health conditions at the workplace, offer content expertise, suggest improvements, and direct initiatives, thereby ensuring employees' mental wellbeing is nurtured.
An effective stakeholder advisory board would be instrumental in creating a psychologically safe and positive working environment. It can support more transparent communication between employees and management, foster a culture of mutual respect and understanding, and lead to improved mental health outcomes. Remember, the board does not replace professional mental health services, but rather, it facilitates better employee access, participation and understanding of these services.
Step by step instructions
Define the Purpose and Scope: Firstly, clearly define the purpose and scope of your board. This will vary depending on the size and specific needs of your company, the industry, and the state of mental health awareness in your organisation. Be clear about the board’s role, its authority, and how it will interact with other organisational structures.
Identify Your Stakeholders: Identify the internal and external stakeholders that would comprise the board. This could include representatives from your management team, human resources, employees, health professionals and, where necessary, union delegates.
Decide the Structure of the Board: Decide on the ideal structure of your board. Will there be a rotating chair? How often will you meet? How will decisions be made? Formulate clear guidelines for these questions to ensure smooth operation of the board.
Agree on Key Metrics and Goals: The board should establish targets and metrics around mental health in the workplace. Goals may involve increasing awareness, reducing stigma, or improving access to support services. These goals will drive the work of the board and provide tangible ways to measure impact.
Establish the Legislative Framework: Before setting up your board, familiarise yourself with local and national legislation concerning mental health and workplace rights. You may need to consult with legal experts to ensure all practices and decisions of the board are within legal bounds. In Australia, refer to the Fair Work Act 2009 and the Work Health and Safety Act 2011.
Recruit Board Members: Upon identification, approach these stakeholders and express your intent for setting up the board. It's crucial to explain why their expertise is needed, the commitment required, and how their contribution can make a direct and tangible difference.
Establish a Communication Plan: A communication plan is vital to ensure transparent, effective dialogue both within the board and with other stakeholders. Decide on channels of communication, frequency of updates, and the process for raising concerns or issues.
Generate the Action Plan: Decide on the initiatives the board will undertake in pursuit of the decided goals. Ensure these are actionable, realistic, and in line with your company's capabilities.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
Ensure that the advisory board has a clear, defined mission that all of its members understand. Without a proper understanding of what the board aims to accomplish, you risk losing direction and effectiveness.
The board should consist of members from all levels within the organisation. Without broad representation, there may be an imbalanced focus on certain issues, not truly reflective of the entire workforce's mental health concerns.
Due to the sensitive nature of mental health discussions, maintaining confidentiality is paramount. Any lapse here risks damaging trust, which can have serious implications for staff engagement and the effectiveness of initiatives.
Diversity should be a major consideration when creating your advisory board. Members should reflect the diverse voices in your organisation. Falling short in this area can lead to a range of views and experiences being missed, consequently negatively affecting the quality of mental health initiatives.
Not providing the necessary resources or support can seriously hinder the board’s ability to effectively carry out their work. This includes potential training, tools or funding necessary to develop and implement mental health initiatives effectively.
While representation is key, an overly large board can lead to ineffective decision-making and diminished individual responsibility. Ensure the board is of a manageable size to maintain focus and accountability.