Your how-to: Conducting an initial review of workplace mental health compliance within your organisation
Conducting an initial review of workplace mental health compliance within your organisation involves taking an in-depth look at the current strategies, policies, and procedures in place to support employees' mental health, ensuring they are in line with Australia's health and safety regulations.
This process includes evaluating how your company meets the legal requirements from Safe Work Australia's guide on 'Work-related Psychological Health and Safety' and the Fair Work Act 2009 in terms of prevention and management of mental health concerns.
The review scrutinises existing mental health programs, counselling facilities, stress management, return to work protocols following mental health issues, training supplied to managers on mental health awareness, and engagement with external mental health professionals and organisations.
This initial review aims to establish the organisation's current 'mental health' status, identify potential areas for improvement or non-compliance and set the stage for creating a more supportive, inclusive, and mentally healthy workplace.
Thus, the initial review informs the strategic direction for improving mental wellbeing in your company, promoting a healthier, more productive work environment, and managing mental health business risks.
Step by step instructions
Gain the Necessary Understanding and Support: Before starting the initial review, it's crucial to gain a comprehensive understanding of why mental health in the workplace is such an imperative. Read up on the Safe Work Australia's guide on 'Work-related Psychological Health and Safety' and familiarise oneself with the Fair Work Act 2009. Alongside this, securing top-level management support is vital as their backing can drive engagement throughout the process.
Review Current Mental Health Policies and Procedures: Go through all the current strategies, policies, procedures, and programs relating to mental health in the workplace. Document what is currently in place. This includes reviewing management training, support structures like counselling facilities, stress management techniques, mental health safety protocols, and return to work procedures following mental health absences.
Analyse and Evaluate Findings: Analyse the findings from the review. Compare your existing policies and procedures with standard practices and requirements set in Australia's health and safety regulations. Identify areas where your organisation either excels or falls short.
Create Action Plan & Establish Follow-up Procedures: Based on the review report, develop a comprehensive action plan for improvement. Include timetable, responsibilities, resources required, and performance metrics in the action plan. Establish follow-up procedures to assess the effectiveness of new strategies and measure improvements.
Appoint a Dedicated Team or Coordinator: Designate a team or a coordinator responsible for the mental health compliance review. This team or person will oversee the entire process, coordinate among different departments, and will be responsible for understanding the legislation and guidelines related to workplace mental health.
Conduct Employee Surveys and Interviews: Bespoke surveys and interviews can offer practical insight into mental health in the workplace. They can reveal the effectiveness of current strategies, detect possible areas of non-compliance, and suggest potential improvements. This exercise should be anonymous to encourage honesty and transparency.
Document the Initial Review: Compile all findings and observations into a detailed report. This document should highlight the current 'mental health' status of your organisation, any areas of non-compliance, and recommendations for improvement.
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
One of the most significant pitfalls is not having a mental health policy or ignoring the one in place. A well-implemented policy is crucial in demonstrating your organisation's commitment to supporting mental health and wellbeing. It provides a framework for identifying, preventing, and addressing mental health issues within the workplace.
Keeping any disclosed information confidential is a key aspect of mental health management. Ignorance or neglect of the employees' right to privacy could potentially lead to legal repercussions and contribute to stigmatisation and distrust in the workplace.
For an effective mental health program, it is essential to include employees in decisions that impact their mental health and wellbeing. Failing to do so can lead to disengagement and exacerbate the mental health issues you aim to address.
As per Australian Legislation (Work Health and Safety Act 2011), employers are obliged to ensure the mental and physical wellbeing of their employees. Neglecting this responsibility can lead to legal consequences and damage your organisation's reputation. Ensure total comprehension and adherence to all such laws and acts.
A lack of training can lead to ineffective recognition and response to mental health conditions. It can cause delays in necessary support and risk aggravating an employee's mental health condition. Equip your management and HR team with the necessary training to handle mental health issues appropriately.
Inconsistently applying mental health policy and support can create feelings of unfairness or favouritism and undermine trust in the organisation. Ensure policies are universally applied and supports are equally available to all staff.