As organisations and communities come together to discuss the continued threat posed by rising rates of suicide, we feel it important to remind ourselves of the pivotal role each one of us plays in helping to establish and champion a supportive and fully transparent mental health culture within our places of work.
Talk the talk
In attempting to create a more transparent culture, our first objective is relatively simple: Get people talking. With the ever-increasing emergence of awareness days dedicated to bringing to light the topic of mental health, organisations (and indeed the people within them) should regard these events as a prime opportunity in which to stimulate and encourage greater discussion surrounding this sensitive topic. Make no mistake; silence over the issue of mental health only seeks to strengthen and perpetuate unnecessary stigma. Consequently, whether it be through the creation of informal workplace forums or expert facilitated training, we must continually endeavour to cultivate a climate in which our employees feel supported and safe to speak openly about their mental health related experiences. Not only can this be a deeply cathartic process for all those involved, it can also help those in positions of power and influence to better understand the pressures being placed upon members of their working teams. In turn, this can provide a much-needed catalyst to help stimulate positive change across the organisation.
Signpost
As part of an organisation’s boarder support provisions, it is pivotal that employees have complete clarity regarding where they can seek assistance, should they find themselves struggling with their mental health. Whether that be clear signposting of support provisions (e.g. Samaritans, Mind, or local NHS referral services), investing in mental-health first aider training, or simply ensuring easy and direct access to a company’s HR or occupational health department, it’s crucial we are proactive and fast acting in our response to any mental health related concerns.
As an extension of these services, companies should seek to deploy clear and concise policies surrounding their approach and philosophy toward employee mental health and wellbeing. Many employees experiencing mental health difficulties will often be reluctant to seek help or disclose issues through fears relating to professional progression or job security. For this reason alone, clear policies which detail a company’s views and commitment toward mental health support should be regarded as an essential piece of organisational legislation.
Play your part
As mentioned previously, many of us may be reluctant to speak about our mental health, however that should not detract from our efforts to engage in better conversations with our colleagues. By taking time to engage in exchanges which extend beyond the confines of our professional responsibilities, we can quickly establish a meaningful dialogue built on a strong foundation of warmth, empathy, and no doubt a degree of commonality. Taking the opportunity to make time for these conversations will not only serve to strengthen professional relationships; it will also increase the likelihood of disclosure amongst those who may be encountering any personal difficulties or challenging life stresses.
With this view in mind, personify the change you wish to see in the world and make a start today. Pick up the phone, arrange a zoom call, or simply grab a coffee with a co-worker (even those who you perhaps would not regularly engage with) and get talking. Whilst you may not believe it, this small action could prove a significant step toward helping someone who is struggling and in need of support.
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