Mental Health in the Workplace – Leading Global Health Risk

Abstract

Abstract Raising risk awareness by supporting employers to include Mental Health safety programs within existing systems for occupational health and safety requirements. Globally, psychological disorders are the leading causes of workplace disability. Associated with the level of disability, poor mental health results in higher absenteeism rates and lower productivity in the workplace. With Mental illness now emerging as a leading safety hazard in the workplace, employers should prioritise Mental Health Safety programs that many members of their workforce will inevitably require to remain safe at work and perform well. Such programs aim to improve awareness, staff knowledge and manager education on how to recognise and respond to employees that are indicating signs of poor mental health and provide occupational support systems and workplace adjustments for early intervention and recovery. Process A climate analysis is conducted prior to the introduction of a Workplace Mental Health program to assess the level of workplace readiness. The analysis includes an investigation with a cross section of workers to identify viable mental health risks in the workplace. Lead indicators include absenteeism rates, cultural survey review, complaints and conflict measurement via human resources and the frequency and duration of workers compensation claims. Once determined, an industry specific mental health program is implemented. The program will focus on policy and procedural development, fusion of the program into existing safety systems, mental health education, employee participation providing practical skills/tools for workers and managers to comply with safety obligations and mental health competency; to identify and respond to signs of poor mental health in the workplace. Education programs increase awareness, drive a better understanding of workplace obligations and support managers on how to approach an employee and assess the level of risk and provide systematic support. Managers are up skilled in the awareness of anxiety, depression, burnout and suicidal ideation. Risk reporting for ongoing program evaluation should be considered when introducing a mental health safety program within the workplace to validate ongoing delivery and provide the workplace with the capability to mitigate ongoing mental health risks in the workplace. Conclusion By introducing workplace mental health safety programs workers and managers better understand their role and have the relevant skills to prevent and manage mental health risks in the workplace. Providing information, instruction, training and supervision has assisted in protecting workers from mental health risks, directly impacting overall performance at work including; holistic approach to workplace safety (physical and psychological) improved productivity lower absenteesim increased employee engagement less interpersonal conflicts and complaints. (Reduction in alleged bullying culture) more robust workplace relationships between manager and worker Employers have an obligation to provide and maintain workplace safety, this includes managing mental health at work. Employers should therefore implement preventive measures to optimize the fit between an individual worker and his or her psychosocial, organisational and physical working environment, to reduce mental injuries or aggravating pre - exiting mental health issues of their employees. Investing in creating a more mentally healthy workplace is beneficial to all staff from Senior level management to frontline workers As a result, employees are more engaged, more motivated, morale will be higher and staff will have the capability to perform their role at an optimum level. Mental health safety systems are vital to providing ‘entire workplace safety system; and will benefit the worker and workplace by stabilising organisational performance through the reduction of abseenteesim, presenteesim and health claims.