Your how-to: Organising informal peer learning sessions on mental well-being
Organising informal peer learning sessions on mental well-being refers to the process of creating an informal structure within your workplace for employees to share and learn about various aspects of mental well-being. This is achieved mainly through peer interactions and discussions.
In an informal peer learning session on mental well-being, colleagues come together voluntarily, usually in a relaxed, non-office-like setting to talk about personal experiences, challenges and strategies concerning mental health. Sometimes, these sessions can be facilitated by a mental health professional to guide the conversations and ensure a safe, non-judgemental space is being maintained.
In the context of Australia, it is necessary to organise these sessions in accordance with Safe Work Australia's 'Work Health and Safety Act 2011' which places obligations on employers to protect and promote the physical and mental health of their employees. Providing a platform such as this, not only helps in fostering healthier work environments but also supports an employer's obligation under this Act.
Step by step instructions
Understand the Concept of Peer Learning: Delve into various resources to get a solid understanding of the concept of peer learning and how it can be implemented. In essence, it encourages sharing personal experiences and learning collaboratively to aid mental well-being.
Set Goals and Objectives: Define what you hope to achieve through these sessions: be it stress management, improved emotional well-being, or fostering empathy. Ensure these align with your workplace's larger objectives.
Training for Session Leaders: While these leaders may not be mental health professionals, they would benefit from some basic training to guide discussions and maintain a non-judgmental atmosphere.
Involve Employees: Keep the employees informed about the structure, schedule, goals, and objectives of these peer learning sessions. Build an open-ended invitation where staff are free to choose their level of participation.
Get Leadership On Board: Gain approval and support from your leadership team to foster co-operation. Outline the need, potential benefits, and compliance with the 'Work Health and Safety Act 2011.'
Identify Session Leaders: Select volunteers or appoint individuals to lead the informal sessions. These leaders should preferably understand the importance of mental health and be capable of creating a safe environment for conversations.
Schedule the Sessions: Decide on a predictable schedule, whether weekly, bi-weekly, or monthly to maintain consistency. Try to choose a time that minimises work disruption while maximising participation.
Create Safe Spaces: Choose a relaxed, non-office-like setting for such sessions. This could even be a virtual space, given the current trend towards remote working.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
Gaining a comprehensive understanding of various mental health issues is vital before facilitating any learning sessions on the subject. Providing inaccurate information may not only be ineffective but could also further stigmatise mental health.
Consider the varying backgrounds, cultures, and personal experiences of your employees as these can significantly impact their understanding and perspective towards mental health.
Avoid sharing too much information at once as it may leave participants feeling overwhelmed. Instead, break down the information into digestible segments, delivered over multiple sessions.
Creating a secure and trusting environment is crucial when discussing sensitive topics like mental well-being. Make sure attendees feel free to express their thoughts, fears, and experiences without judgment or discrimination.
In accordance with Australian Privacy Principles under the Privacy Act 1988, you must ensure any personal information shared during these sessions must be kept confidential and used only for intended purposes.
Participants may experience emotional turmoil or distress after these sessions. Ensure appropriate follow-up support mechanisms are available, such as access to counsellors or an employee assistance programme.