Your how-to: Setting up informal discussions on mental health policy needs within your organisation
Setting up informal discussions on mental health policy needs within your organisation entails establishing a platform or forum that promotes open dialogue about employees' mental health issues, concerns and experiences. These discussions help to understand the mental health needs within your organisation, and provide the foundation for creating or refining policies aimed at supporting and promoting good mental health among employees.
In such discussions, all staff members, from executive level to entry level, are encouraged to share their perspectives and suggestions regarding the mental health support available in the organisation. It is vital that these conversations take place in a relaxed, non-judgemental environment to encourage honest and meaningful conversation, breaking down the stigma often associated with mental health.
In the Australian context, informal discussions align with the 'Mentally Healthy Workplace Alliance' guidelines and principles, which encourage open conversations around mental health to promote a supportive and inclusive workplace culture. As HR teams lead such initiatives, these discussions will aid in being compliant to the Safe Work Australia's 'Work Health and Safety Act' which mandates employers to provide a safe and healthy work environment. This encompasses an employee's psychological wellbeing, underpinning the importance of such discussions in your organisation.
Step by step instructions
Establishing the Purpose: Clearly identify and understand why you’re initiating these discussions. The primary aim should be to understand employees' feelings about their work environment, their experiences with mental health and what support they feel they need from the organisation.
Creating a Safe Environment: These discussions must be conducted in a way that individuals feel comfortable sharing personal experiences. Foster an environment that encourages open dialogue, dispels any stigma, and assures them that their input is valued and important.
Communication: Notify all employees about the planned discussions, stating the purpose, structure, and confidentiality terms. Encourage all from different hierarchies of your organisation to participate. Also, communicate that these discussions will be held regularly to reinforce your commitment to their mental wellbeing.
Feedback and Follow-up: After each meeting, provide avenues for participants to provide feedback on the experience. Regularly update everyone on the progress being made and changes initiated based on the discussed points.
Approval from Management: You need to get approval from upper management before initiating any organisational change. Explain the purpose and emphasise the potential benefits, such as improved employee wellbeing and productivity, and compliance with Safe Work Australia's 'Work Health and Safety Act'.
Formulating the Discussion Structure: Decide whether these discussions will take place in group meetings or one-on-one. Establish guidelines for respectful dialogue, and keep the discussions focussed on the identified purpose. Select a facilitator to keep the conversations on track and productive and consider inviting a mental health professional to advise or mediate if needed.
Implementation: Begin the discussions as planned. Encourage sharing experiences and ideas and assure them that their concerns are being noted for future actions. Remember, the aim is to listen to their perspectives and suggestions regarding mental health in your workplace.
Policy Revision and Strategy Development: Finally, using the input from these discussions, work towards refining existing mental health, or developing new policies. Expound on the strategies to address specified needs and enhance mental health support based on the insights gained.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
While the discussions are informal, preparation should be anything but; it’s easy to overlook studies and guidelines which shape good mental health policy, particularly when the subject matter is so broad. Before starting, familiarise yourself with guidelines and frameworks given by the Australian Human Rights Commission and mental health bodies
Confidentiality is key to creating an environment where people feel comfortable discussing personal experiences. Failing to ensure this can discourage individuals from participating fully, compromising the effectiveness of the discussion.
Mental health does not discriminate, and the participants in your discussions shouldn't either. Excluding members of various age groups, job levels, cultural backgrounds etc could lead to an unbalanced perspective on mental health policy.
In-depth discussions on mental health can trigger emotional responses. Make sure adequate support is available for participants who need it during and after the discussions. Ignoring this potentially places employees’ mental health at risk.
Appointing a moderator without appropriate skills, training or sensitivity to the topic can lead to a resistance in open discussion. Select moderators who are trained in handling potentially sensitive conversations, ideally a trained mental health professional.
The discussions should be a catalyst for change. Neglecting to take follow-up actions to improve mental health policy makes the discussions meaningless. Follow-up meetings to discuss possible actions and policy changes are necessary.