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According to the Black Dog Institute, productivity and participation loss due to mental ill health costs Australian businesses up to $39 billion per year.
To help ease the pressure, the Black Dog Institute has developed two interactive training workshops to educate leaders on the issues and help them support staff.
Pamela Withey, clinical psychologist and facilitator with the Black Dog Institute, commented: “Investing in mental health is not a luxury; it’s an essential part of business that will lead to better productivity and outcomes for both individuals and organisations. Mentally healthy workplaces have increased productivity, reduced absenteeism and more engaged staff.”
“Leaders have a work health and safety responsibility to provide a psychologically safe workplace. The Black Dog Institute’s mental health training provides practical strategies to minimise risks to mental health, support staff who are experiencing challenges, and promote wellbeing.”
The two programs, as described by the Black Dog Institute, are:
1. Protecting and Promoting Mental Health at Work
This program provides senior and team leaders with practical strategies to help prevent mental health issues from developing in the workplace in the first place.
2. Managing for Team Wellbeing: Navigating Conversations
This program provides a deeper look into how leaders can have constructive conversations with employees about mental health concerns and how to be more effective in performance management.
Both programs aim to educate and provide leaders with the skills to address mental ill health in the workplace. According to the Black Dog Institute, every dollar spent on mental health training is returned tenfold.
The development of these programs coincides with the National Mental Health Commission’s Blueprint for Mentally Healthy Workplaces, which notes that leadership skills are key to creating a healthy workplace.
The Black Dog Institute concluded its statement with some tips for managing mental health in the workplace.
The suggestions were listed as:
- Identify any hazards that may increase stress or impact mental wellbeing. This could include high job demand, exposure to traumatic events, low support options, or inadequate recognition.
- Assess those risks – What is the likelihood of this hazard occurring? How could this harm people?
- Control risks – Implement a process or system that eliminates or reduces the risks, e.g. reduce the amount of time staff spend on high-demanding tasks or introduce recognition initiatives. Start by talking with other managers who may have experienced this and the implementations they put in place.
- Review controls – Monitor and review controls to check if they’re working. Consult with staff throughout the process to seek insights and feedback.
Investing time and resources into addressing mental health issues in the workplace not only provides staff with a healthier and safer work environment but can also boost overall efficiency.
The Black Dog Institute said that after providing workplaces with training, 75 per cent of leaders took action to minimise mental health risks at their organisation.
Furthermore, 83 per cent started wellbeing conversations, and 86 per cent implemented wellbeing strategy within three months of receiving training.
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Training is the process of enhancing a worker's knowledge and abilities to do a certain profession. It aims to enhance trainees' work behaviour and performance on the job.
Jack Campbell
Jack is the editor at HR Leader.
