The reasons Mentally Healthy Workplaces are not happening

Despite increasing publicity, awareness and legislation, recent research in Australia has shown organisations are not having a significant impact on employee mental health because they are too focused on treatment options for the individual rather than prevention at a systemic level.

For example, a 2023 study by the Black Dog Institute found that only 11% of Australian workplaces have implemented a comprehensive mental health strategy.

The study also found that the most common mental health initiatives in Australian workplaces are employee assistance programs (EAPs) and mental health awareness training. However, these initiatives are often not enough to address the root causes of mental health problems at work.

Australian workers are increasingly reporting that they are experiencing mental health problems at work. A 2022 survey by the Australian Human Rights Commission found that 45% of Australian workers had experienced mental health problems in the past year, and that 18% of workers had taken time off work due to mental health problems in the past 12 months.

There is a deep rooted assumption that the reasons for mental health issues are based an individual’s circumstances despite the fact the most common workplace stressors in Australia being:

• High workloads and unrealistic deadlines
• Lack of control over work
• Poor work-life balance
• Bullying and harassment
• Discrimination and prejudice

To really improve employee mental health, Australian organisations need to focus on preventing mental health problems from occurring in the first place. This can be done by addressing the underlying causes of mental health problems at work, by organisations reducing the stressors listed above.

Most of all, organisations can facilitate a proactive approach to employee mental health by creating a positive and supportive work environment. This includes:

• Providing opportunities for employees to learn and grow
• Encouraging employees to take breaks and vacations
• Offering flexible work arrangements
• Promoting a culture of respect and inclusion

By taking these steps, organisations can not only reduce the risks associated with mental health at personal level, but enable a more engaged and productive workforce.

Here are some specific examples of how organisations can focus on prevention at a systemic level:

• Develop and implement a comprehensive mental health strategy. This strategy should include goals, objectives, and actions for preventing mental health problems at work, promoting positive mental health, and supporting employees with mental health conditions.
• Provide mental health training for all employees. This training should help employees to understand mental health, identify the signs and symptoms of mental health problems, and know where to seek help.
• Create a culture of openness and support around mental health. This means encouraging employees to talk about their mental health and making it clear that they will not be judged or discriminated against.
• Implement policies and procedures that support employee mental health. This could include things like flexible work arrangements, paid mental health days, and employee assistance programs.
• Make sure that all employees have access to quality mental health care. This could involve partnering with a local mental health clinic or providing employees with health insurance partners that have good coverage for mental health services.

The time for rhetoric about mentally healthy workplaces has passed, as have the well intended but non effective emphasis on supporting individuals once they have become psychologically unwell. Instead, it’s time to look inwards and collaboratively ensure work environments prevent or reduce the factors that amplify mental issues to arise in the first place.

#rewardingwork