Your how-to: Drafting a preliminary list of mental health resources
Drafting a preliminary list of mental health resources for your workforce involves taking an inventory of and identifying existing support services, tools, programs and persons available in your business to help manage and enhance mental health and wellbeing. It's the initial stage of building a robust mental health framework for your organisation, and is more specifically about recognising and cataloguing these internal resources.
This includes identifying trained mental health first aiders, available Employee Assistance Programs (EAP), wellness initiatives and policies aimed at promoting mental health in the workplace. It could also entail noting any flexibility in work hours, support available for work-life balance, stress management training or resources, and diversity & inclusion initiatives, which can all contribute positively to mental wellbeing.
In the context of Australia, this process should adhere to the legislation and best practice outlined in the Fair Work Act of 2009 and the Safe Work Australia's national policy on improving mental health in workplaces. Therefore, resources related to managing mental health hazards or risks, preventing psychological harm and promoting a mentally healthy environment should also be part of your list.
Step by step instructions
Identify Mental Health First Aiders: First, ascertain the presence of trained mental health first aiders in your organisation. These individuals are fundamental resources, who can provide the immediate assistance and guidance required for someone experiencing mental health problems.
Wellness initiatives and Policies: List any current wellness initiatives, such as yoga sessions, health talks or stress-management workshops that promote mental health within the organisation. It is also necessary to note policies enhancing mental health, such as anti-bullying guidelines and grievance resolution procedures.
Training Resources: Consider stress management, mental health awareness and other psychological health-related training resources your organization currently provides. Also look at diversity and inclusion initiatives – these can foster a supportive work environment promoting mental health.
Pause to Evaluate Progress: Take regular pauses to evaluate the progress of the process. Use these moments to gather data on outcomes and solicit feedback from participants. Reflecting on metrics like engagement, satisfaction, and effectiveness will provide insights into what's working well and what might need adjustment.
Discover Employee Assistance Programs (EAPs): Identify available EAPs - these free services provide confidential counselling and support for employees experiencing personal or work-related issues, which can significantly affect mental health.
Work Arrangements: Take stock of any flexible work arrangements, leave options and enhancements to work-life balance that your company offers. This could include remote working options, attention to work-hour limits and fostering an environment conducive for work-life blend.
Evaluate Adherence to Legislation: Finally, ensure your list and subsequent mental health framework align with the Fair Work Act 2009 and Safe Work Australia's national policy. Include resources that help manage mental health hazards or risks and promote a mentally healthy environment.
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
Mental health is a sensitive matter, and it's absolutely necessary to respect the privacy and confidentiality of those concerned. Failing to adhere to privacy policies and laws (such as the Privacy Act 1988) can lead to legal issues.
Health resources are always evolving. Avoid keeping outdated information; it may lead to ineffective assistance or, worse, harm. Always make sure assistance services, links, or phone numbers are active and updated regularly.
Crafting such a list requires knowledge and understanding of mental health issues. Involve professionals knowledgeable about mental health services in Australia. Not doing so might lead to a list of resources that do not adequately address employees' needs.
Focus on gathering diverse mental health resources that cater to different needs. Not all mental health problems are the same; hence, the resource list should offer assistance for various issues, including stress, anxiety, depression, and substance abuse.
When you prepare the list, ensure the resources are accessible to all employees. There shouldn't be barriers like location or language that restrict access. For instance, provide resources, helplines or online support that are available 24/7 and in multiple languages.
You've compiled a comprehensive list, but remember- it won't serve its purpose if your employees are not aware of it. Avoid the common mistake of not adequately communicating about the available resources to your employees. Implement strategies such as information sessions, newsletters, or even specialised training to promote these resources.