By Employers, For Employers – It’s about increasing awareness of mental health, helping you deliver your business, providing support networks and information, and making it healthier to talk about mental health.
Good Practices not Great Promises – Being part of the initiative can help you recruit and retain valued and talented members of staff. It is completely voluntary and will support you as an employer to work towards putting its principles in to practice in ways which are sensible, achievable and realistic.
Adapted and Adopted – You are the expert on your business. MINDFUL EMPLOYER will support you in adapting its principles within your own policies, structure and culture, adopting them for the longer-term benefit of your staff.
Safe People not Scary Places – People can feel uncomfortable about talking with their manager about a mental health condition. Attitudes are improving but mental ill health remains an area of fear and stigma for many. By being a MINDFUL EMPLOYER you will demonstrate that you are willing to enable disclosure of mental ill health to take place without fear of rejection or prejudice.
It will take time
Changing attitudes and cultural expectations does not happen quickly and the principles of the initiative, further developed in the Charter are ones which you can, as an employer, work towards and implement within the normal policies and practices of your company.
MINDFUL EMPLOYER provides your organisation with:
- Easily accessible information and resources
- Signposting to national and local supporting agencies
- A Charter for Employers who are Positive About Mental Health – a public, tangible sign of your commitment to your staff
- Links to other employers who may have had similar experiences through the local Network
- Access to specialist training
- Examples of good practice
- Free, practical, hands-on support from the Mindful Employer Coordinator
If you would like to know more about becoming a Mindful Employer please contact us.
What can employers do?
Take a positive approach – Stress, anxiety and depression cause more working days lost than any other health problem. Since the 2008–09 recession, there’s been an increase in work stressors such as job insecurity, work intensity and inter-personal conflict at work. Absenteeism causes business critical issues, as does ‘presenteeism’: employees under-performing and struggling to work, perhaps for fear of losing their job.
Communicate – It’s well recognised that people don’t feel comfortable about disclosing a mental health condition for fear of a negative reaction – especially if their job’s on the line. You’re not there to be a counsellor or therapist but creating a positive environment which allows people to talk confidentially is crucial.
Get Help – Specialist support for employers is available and it’s important to liaise with GPs, occupational health providers and mental health professionals. Try and gain permission to contact someone: it’ll be in everyone’s interest to do so.
Improve knowledge – Mental health awareness training will help with understanding about mental health conditions and enable managers and colleagues to support staff experiencing such difficulties.
Prevent – It costs less to retain experienced employees than recruit and train new ones. Creating a mentally healthy workplace improves productivity, increases profit and brings the best out of everyone. Demonstrate your commitment by signing the MINDFUL EMPLOYER Charter for Employers who are Positive About Mental Health. Read Business Case.