Management – The Employee Lifecycle

Embed sound psychological health and safety practices and processes throughout the employment lifecycle.

You can do this through:

Mental Health Committee/Working Group

Bring together representatives from your Human Resources, Safety, Organisational Development, learning teams to develop and implement a strategy to address psychological health and safety for your organisation. Ensure the group includes representatives from front line and executive roles. Ensure the group is provided adequate resources and authority to recommend or implement initiatives for the organisation.

Guiding Statement

Develop a guiding statement that clarifies your organisations goals around psychological health and safety and that positions it as a priority area for the organisation. Encourage all leaders to discuss this with employees as the foundation of initiatives in the area.

Inclusive Recruitment and Employment

Fundamental to good practice are fair and non-discriminatory recruitment processes and an organisational capacity and willingness to make reasonable adjustments to support the needs of applicants with mental health issues—from the point of advertising the position to the recruitment and on-boarding process.
Recruitment for leadership roles ought to include a process to assess applicants’ skills and knowledge around identifying and managing psychosocial risks, supported by a development plan for any identified knowledge or skill gaps.

This is an excerpt from The Ecosystem of Work by Tasha Broomhall. For a more comprehensive overview, you can purchase it here.