The costs Australian Industry of NOT Addressing Mental Illness.
Compensation Claims $145.9 million
- Absenteeism $4.7 billion
- Presenteeism $6.1 billion
TOTAL COST $10.9 billion per year
For every dollar spent on effective mental health actions, around $2.30 is returned in bene ts to the organisation. And for smaller organisations the ROI can be as much as $15 for each dollar invested. PwC/beyondblue/NMHC 2014
Problem 4: Exposure to Litigation
Legislation prohibits discrimination against a person with a mental illness and requires employers to ensure that employees have a psychologically as well as physically safe work environment.
Failure to comply with legislated responsibilities or breaching the rights of employees can lead to potential and costly, (Financial and in terms of reputation) litigation.
Get help to ensure your organisation current policies for dealing with mental illness and creating a safe working environment meet the requirements of current legislation.
While a simple needs assessment can identify policy gaps, training programs can ensure that managers are trained to know:
- Legislation that is relevant mental health
- how to take steps to identify and reduce risks to mental health – including bullying, poor supervision, inadequate training
- how to develop an organisational plan and goals for achieving optimal mental health
Problem 5: Lack of Understanding of Workplace Factors that Contribute to Poor Mental Health
Poor work design can contribute to stress. Stress that is prolonged may develop into mental illness, particularly anxiety disorders and depression.
Research shows that changing and monitoring work design can significantly reduce stress, increase employee engagement and improve satisfaction. Key initiatives that can improve workplace performance include:
- Increased flexibility
- Increased control and autonomy
- Monitoring workload
- Recognition of effort
Problem 6: Lack of Knowledge of Factors that Enhance and Optimise Mental Health in the Workplace
Many Managers with the best of intentions have sometimes implemented programs that they hope will improve mental health, engagement and productivity and have then been disappointed by either the lack of uptake, positive results or both.
Ensure services and programs you implement have been thoroughly researched and developed by psychologists, so that you can be assured they are:
- Evidenced based
- State of art, incorporation the latest research in neuroscience, quantum physics and functional medicine
- Based on sound adult learning theory
- Integrated, comprehensive and holistic
- Engaging and affection
Problem 7: Mental Health and Wellbeing is such a Big Area and I Don’t Know Where to Start!
The field of mental health and psychological well being is BIG, but you can make a huge difference to the health and wellbeing of your employees relatively quickly and easily. No one expects you to be a psychologist, and you may find that you know a little more than you may have thought, since psychology is really the study of human behaviour. You don’t have to know it all and you don’t have to get it all done at once.
Find a provider you feel comfortable working with. The quality provider
- A blueprint for implementing your own comprehensive workplace mental health plan
- Checklists for each stage the implementation of your plan
- Access to research in the fields of organisation, positive psychology, neuroscience and nutrition
- Information sheets and training program
- Ongoing access to psychological expertise