Your how-to: Creating a list of external mental health resources and trainings
Creating a list of external mental health resources and trainings at your place of work is a proactive approach to furthering the mental well-being of your employees. It involves identifying, evaluating, and organising suitable mental health services, resources, and training programmes available locally or online, and making this information readily available to all staff members in your organisation.
This list might include contact information for local mental health clinics, online sources of mental health information and support, and details of training programmes that can teach employees how to manage stress or recognise the signs of mental health issues in themselves or others.
Depending on your location, such as Australia, these resources could also extend to national services such as the Australian Government's Department of Health’s mental health resources, Beyond Blue or Black Dog Institute, renowned for providing credible mental health information and support.
Your goal in creating this list is to ensure that all your employees have immediate access to verified, professional assistance, whenever they feel the need for mental health support. Additionally, the list can serve as a reminder that their mental well-being is a priority for the organisation and that help is always available. This initiative is in line with the Australian Government's initiative, 'Safe Work Australia,' promoting mental health and well-being in the workplace.
Step by step instructions
Carry Out Research: Begin by researching available mental health resources. These could include websites, local clinics, helplines, counselling services, psychiatrists and psychologists, workshops, and more. Consider both online and physical resources to give everyone access, regardless of their location.
Investigate Training Opportunities: Look into mental health training possibilities. There are numerous programs available, some even specifically designed for workplace environments. These programs can provide your employees with techniques to manage stress, identify symptoms of mental ill health (in themselves or colleagues), and know how to respond appropriately.
Stay Up to Date: Keep updating your list regularly to ensure all data is current and inclusive. Review the resources on your list at least annually, or when significant changes occur in the mental health landscape.
Collaborate with Key Stakeholders: Engage key members of your team in this initiative. This could involve human resource teams, department heads, and health and safety representatives in your workplace. Collaboration ensures a more effective implementation.
Assess Credibility: Ensure that the resources you are collating are credible and professional. Verify details from the provider's website, check their reviews, and refer to the Australian Health Practitioner Regulation Agency (AHPRA) for health professionals status.
Make It Accessible: Develop a system to share these resources effectively within your workplace. It could be a section on your company's intranet, a dedicated space on notice boards, or occasionally in emails.
Promote Awareness: Publicise the availability of these resources regularly through company newsletters, emails, staff meetings, and training sessions. Regular promotion will ensure maximum utilisation of these resources.
Follow Legal Guidelines: Make sure that your collection and distribution of these resources comply with the Australian Privacy Act 1988 that protects sensitive information of individuals.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
Ensure you remain mindful of privacy and confidentiality regulations such as the Australian Privacy Principles (APPs). Disclosing an employee's mental health information without their consent or appropriate legal justification can lead to legal implications and may damage employer-employee trust.
Falling for flashy marketing of external resources which don’t offer scientifically validated treatments can be a critical error. Make sure to avoid including any mental health service or training providers who don’t demonstrate a genuine evidence-base in their approach.
Mental health resources and training should be a living list subject to updates and re-evaluation. Omitting to keep the information updated can lead to outdated training, obsolete protocols, or employees unable to seek the help they need.
When compiling mental health resources, avoid favouring one type of resource over another. Your resource list should cover a variety of needs and preferences. Try to include different forms of support like one-on-one counselling, online resources, mental health first aid courses, and group therapy sessions.
Remember, not everyone will have the same ease in accessing resources. Physical location, language barriers, or internet limitations could prevent employees from accessing certain resources. Try to provide options that will be accessible to everyone at your place of work.
Engagement with the workforce is key in successfully implementing any new resource. Ignoring employee feedback or not soliciting it at all can lead to a lack of interest, utilisation, and effectiveness. Make sure to create feedback channels that enable employees to express their experiences and satisfaction with the resources provided.