5 minute read
A Culture of Mental Health
Heightened awareness by leaders during this period is key to ensuring workplace culture remains strong.
A TRIANGLE OF RISK
Employers can use a number of strategies to promote a mentally healthy workplace, according to Sparke Helmore Partner and Senior Employment Lawyer Roland Hassell. “One of these is designing and managing work to minimise harm,” he says. “Involving workers in decision-making processes can be empowering, giving them the opportunity to control their work schedules.
“It’s also important to support recovery from mental illness and that not only includes elements such as modifying work, supporting people’s absence, or managing the return to work. An effective workplace culture helps increase awareness of mental illness and reduce stigma as part of a holistic approach to wellbeing.
“Traditionally, mental health is something we’ve approached as being something we deal with by ourselves and not as a matter for our employer’s involvement. Increasingly though, state and federal regulators are making it clear that mental health is a known hazard and the risk needs to be controlled and eliminated in the same way as any other workplace risk.”
WHAT CAN EMPLOYERS DO?
Hassall believes facilitating the ability for workers to seek early assistance is key. Apart from access to Employee Assistance Programs, he says a good workplace culture also includes:
Employers undertaking wellness checks – particularly important for workplaces with known issues or disputes about culture.
A welfare audit – to gauge where an organisation is at in its approach and culture around mental health.
1. Lead by example
“Culture is the glue that holds an organisation together and leading by example is key to developing culture that supports mental wellbeing,” says Hosking.
2. Encourage workers to prioritise wellbeing
“From the top down, it’s critical that messaging is clear and consistent… There must be regular communication that encourages such aspects as diet, exercise, a good routine and how to recognise signs of exhaustion,” Hosking adds. A key success indicator for culture is the creation of a psychologically safe workplace. “It must be possible to have a free exchange of ideas, ensuring people understand that does not mean bullying or harassment.”
WHAT CAN BROKERS DO?
Hosking believes when there is so much dislocation in the economy, people often reflect on the resilience of insurance.
"It's more important than ever that brokers are checking in on their clients and their clients’ needs. Financial stress, a major cause of mental health issues, may be somewhat alleviated by an empathetic conversation and providing some relief.
"Allianz has introduced financial hardship support measures to support a variety of customer needs. During this time, we have spoken to several broker partners who have commented on how important it is to be mindful of changing client needs, in order to offer the right support measures available.
"At Allianz we also recognise that for customers experiencing vulnerability, we must handle each interaction with flexibility, dignity and care, recognising when we may also need to recommend other specialised mental health and wellbeing assistance outside our organisation."
Hassall says brokers need to understand the gamut of risks their clients might be faced with. “Employers face the risk triangle of workplace health and safety, workers’ compensation and employment law obligations. Culture and mental health plays into that triangle in a very significant way. If a broker can understand that, they can be of immense assistance to their client.”
If you or someone you know needs support, you can contact Beyond Blue Support Services 24/7 on 1300 224 636,
THE EXPERTS’ GUIDE TO OPTIMAL WORKPLACE CULTURE
or Lifeline 24/7 Crisis Support on 13 11 14.
3. Develop culture in an explicit way
“If leaders are sending emails at 11 at night, that might not be a good signal. Be cognisant of the way you’re communicating, what may be implied and have a way of gauging how your messages are being received,” Johnson suggests.
4. Create a safe space
“Managers need to recognise that everyone experiences situations differently and face their own challenges – none are right or wrong. A leader’s goal is to create a space where it is safe for individuals to make choices,” Johnson explains.
BATTLING SOCIAL ISOLATION IN A GLOBAL PANDEMIC
In a pre-COVID-19 world, one in four Australians aged 15 and over reported experiencing an episode of loneliness, while one in two felt lonely for at least one day a week 1 .
Since COVID-19 struck, those who remain employed find themselves in a strange new world of staggered office schedules, working from home, or an unpredictable combination of the two.
So what are the best ways to engage and connect with employees, in and out of the workplace? Steph Wanless reports.
The sudden loss of connection since COVID-19 came into our lives may undoubtedly trigger feelings of loneliness for people everywhere. That’s why it’s more important than ever for businesses to have a robust mental health program in place to offer support, boost connection and prepare for the future as we navigate this pandemic together.
KNOW THE SIGNS
Lonely people the world over experience significantly worse mental and physical health to those who are connected. Social isolation has been linked to mental
Healthy Heads in Trucks & Sheds (HHTS) – a collective national approach to tackle ‘driver and shed’ mental health – launched on Tuesday 18
August with one overarching objective: to create a single national mental health plan for truck drivers, distribution and warehouse staff.
The launch saw a panel of industry leaders, drivers, government and leaders within the mental health space join in a candid conversation around mental health and wellbeing in the road transport and logistics industry.
The not-for-profit has been built on three key pillars: 1. An increase in the number of people trained in mental health at transport and logistics facilities. illness, emotional distress, the development of dementia, poor health behaviours, suicide and premature death 2 .
“Being socially connected with our community, with our friends, with our family, is our lifeline,” says mental health and wellbeing advocate Matthew Johnstone.
While lockdown and social distancing measures have given some of us time to stop and contemplate what’s really necessary in our lives, others are struggling.
“If you notice people starting to withdraw from meetings or catch-ups – be it in person or virtually – if you know someone isn’t sleeping well, if they’re eating a lot of foods that are high in saturated fat or sugar, drinking alcohol more frequently or partaking in gambling, these are all telltale signs that they may not be coping right now,” says Johnstone.
GT INSURANCE JOINS HEALTHY HEADS IN TRUCKS & SHEDS INITIATIVE IN SUPPORT OF MENTAL HEALTH
our family, is our lifeline.” 2.
Standardisation of policies and regulation at these facilities.
3. Helping the individual be healthier from a diet and mental health perspective.
Founding members include leading road transport operators Woolworths, Coles, Linfox, Toll, Qube and Ron Finemore Transport, in partnership with the National Heavy Vehicle Regulator (NHVR) to fund the inception and development of the initiative.
