Developing capabilities for managing employee mental

health in the workplace

Module 3: Reducing workplace risks to

mental health

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Learning Objectives:• To develop an understanding of managerial capabilities

involved in:• identifying work-related risks to mental health • leading organisational change to address work-

related risks to mental health

• To develop an awareness of important legal, ethical, economic, situational and interpersonal factors that may influence the actions managers can take to control work-related risks to mental health.

Ground Rules and Expectations

• Discussions about mental health conditions and situations involving workplace mental health may be sensitive for some participants

• Any participant who feels distressed as a result of discussing mental health issues is encouraged to speak with the facilitator

• During today’s discussions people may choose to disclose experiences of workplace mental health – we ask that you don’t mention employers or employees by name

• Please respect the confidentiality of discussions arising from this learning activity.

Case Study: ‘Hope Hospital’

DQ1: What work-related risks to mental health and indicators of a mentally unhealthy workplace appear to be in evidence at Hope Hospital?

Risk Factors:• Lack of job security• Staff being allocated into areas and roles in which they lack skills/expertise

and have received little training or preparation• Interpersonal conflicts stemming from employment relationships • Workplace culture emphasising high organizational citizenship, putting

workplace needs over personal needs, little recognition/ reward for exceptional service or going ‘above and beyond’.

Indicators: • Increased absenteeism, sick leave and worker’s compensation claims (e.g.

stress-related claims)• Acceptance of high turnover and absenteeism by senior management

DQ2: What are your obligations under OH&S?

• All employers/managers obliged to take appropriate steps to minimise/eliminate health and safety risks in the workplace.

• In relation to mental health this includes:– Identification of possible workplace practices, actions or

incidents which may cause or contribute to the mental health of workers

– Taking action to eliminate or minimise these risks

• Recognising and promoting mental health is an essential part of creating a safe and healthy workplace.

DQ3: How could you investigate whether the conditions at Hope Hospital are affecting employee mental health? What research could you conduct?

• Assessment & monitoring• Survey (if large workplace)• Interviews or focus groups• Consult EAP trend data (if available)• Listen to staff• Assess & control with ‘reasonable actions’

DQ4: As the HR manager at Hope Hospital, what strategies would you recommend the hospital put in place to minimise or eliminate the risk factors for mental health? How could these be implemented?

• Review/reduce reliance on casual workforce• Review workforce profile/change rostering practices so people work in

areas of expertise• Dispute resolution for staff conflicts• Review staffing arrangements and workforce profile to reduce the need for

staff to go ‘above and beyond’• Promote workplace culture that recognises and rewards additional

contribution• Educate senior management about costs associated with current culture

DQ5: What problems might you encounter when trying to implement these changes?

• Resistance to change (e.g. don’t want the change)• Inability to implement change and/or maintain the

change in practices– Failure to see– Failure to move– Failure to finish

• May be influenced by lack of resources – inc. money, but also motivation, willingness etc.

Expansion options

Review the workplace risk assessment approaches developed by

the People at Work Project

(http://www.peopleatworkproject.com.au/)

and

Guarding Minds at Work

(http://www.guardingmindsatwork.ca/).

More Information & Resources• Lifeline crisis support https://www.lifeline.org.au

• Beyondblue • Depression support and information• E-learning programs to aid awareness of common mental health disorders, early

intervention and prevention specifically designed for workplace settings

www.beyondblue.org.au

• Australian Human Rights Commission - 1300 656 419Information related to Federal legislation on human rights, anti-discrimination, social justice and privacy

humanrights.gov.au

• Job Access – 1800 464 800

Information for coworkers, employees and employers on how to assist people with disabilities to obtain or maintain employment

jobaccess.gov.au• Safe Work Australia

Leads the development of national policy to improve work health and safety and workers’ compensation arrangements

www.safeworkaustralia.gov.au• Work Cover

– please add the details for your state’s Work Cover office• Work Place Standards

– please add the details for your state’s Work Place Standards office• Fair Work Act

- please add the link to your state’s Fair Work Act• Anti-Discrimination Act

- please add the link to your state’s Anti-Discrimination Act