Mental Health Impacts of COVID-19 and Creating a Mentally Healthy Workplace
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On Monday the 3rd of August 2021, Lifeline’s crisis support workers answered 3,345 calls. This was the highest daily number ever recorded in the organisation’s history.
The ‘hidden’ pandemic
Reduced stigma and increased awareness of mental health have prompted more people to seek treatment. However, there is much more to the story. According to Professor Roger Wilkins (University of Melbourne), mental health within the community is deteriorating, stemming from increased financial insecurity and lack of social connectedness.
Source: Australian Institute of Health and Welfare report
Around the world, it has been labelled the ‘hidden pandemic’. People have been exposed to unforeseen psychological distress resulting from COVID-19 and consequent lockdowns. As we return to work, it is important for businesses to recognise that the mental health impacts of COVID-19 may linger for far longer than the pandemic itself.
"Essentially our brains have lived through two years of extreme threat and anxiety...When we experience a threat, stress hormones, adrenaline and cortisol are increased substantially to enable us to be vigilant. Those stress hormones have stayed high for two years, causing anxiety."
Susan Rossell, professor of cognitive neuropsychology at Swinburne University of Technology (source: ABC News)
Identifying risks and responsibilities
Australia workers continue to feel the pressures and disruptions of COVID-19. Allianz Australia, a major workers’ compensation insurer, commissioned a report (October 2020) and the results were as follows:
35% of employees felt unsatisfied with their employer’s ability to create a mentally healthy workplace.
24% of employees felt that their manager did not check in with their mental health enough.
31% of managers expected their teams to make them aware of any employee concerns.
Read the full report here.
According to WorkSafe Victoria, employers are responsible for creating a ‘mentally healthy workplace’. Furthermore, in Section 5 of the Occupational Health and Safety Act 2004, health is defined as including "psychological health". Therefore, when identifying hazards and risk controls, those associated with mental health are just as important as physical dangers.
Here are some strategies to help employers and employees navigate mental health issues.
1. Clear policies
Staff are better equipped to cope with psychological distress when their workplaces have a structured plan in place. Workers express mental health injuries in many forms, from yelling at co-workers to isolating oneself. It can be difficult to decipher how to address these varying types of behaviour. Organisations should develop policies that distinguish between different behaviours, what they might signal, and their unique treatments and conditions for returning to work. For example, workers experiencing excessive stress may benefit from a temporary job reassignment, and workers having violent thoughts may require intervention and referral to a health specialist.
Such policies will provide clarity for all staff and give managers the confidence to address mental health concerns. A structured plan will also demonstrate that your company is serious about creating a mentally healthy workplace.
2. Training
With clear policies in place, it is just as important that staff are properly trained in how to implement them. Managers may be trained in how to role-model behaviour that values mental wellbeing and promotes openness. In addition, company-wide training on topics such as workplace bullying and stress management can increase mental health literacy, increase empathy, and foster supportive conversations about mental health resources. Adequate training helps to cultivate a zero-tolerance workplace and erode stigma around mental health.
3. WorkWell by WorkSafe Victoria
“WorkSafe's WorkWell Program supports workplace leaders to prevent mental injury and promote safe and mentally healthy workplaces by providing access to tools and resources, funding and networking opportunities.” (WorkWell). With templates, case studies, and tailored advice all in one spot, business leaders can follow an easy, step-by-step approach to promote mental health and prevent mental injury.
Access your free WorkWell Toolkit at https://www.workwell.vic.gov.au/
4. Partners in Wellbeing
The Partners in Wellbeing Helpline is a free and confidential government-funded service that provides support for small business owners and employees. This includes wellbeing coaching, financial counselling, and business advisory. Many small business owners have found it extremely helpful for professional wellbeing and financial advice.
Find out more and hear testimonials from small businesses at https://www.partnersinwellbeing.org.au/small-business-support
5. Mindarma
The Victorian Government is offering free access to an online learning app to support the mental health and wellbeing of Victorian small business owners and employees. The user-friendly app offers practical cognitive solutions and mindfulness practices for coping with stress or uncomfortable emotions.
Delivered via an app, Mindarma is highly interactive and entertaining. It is currently being used by thousands of workers across various industries, including Ambulance Victoria.
The Victorian Government is offering Mindarma as a free tool for eligible Victorian small business owners and employees through to the 31st of December 2022.
Discover more at https://business.vic.gov.au/business-information/workplace-wellbeing/mindarma
6. Certex
Certex offers many FREE COVID-19 and employee management resources for our clients – these can be found in OneHub. Feel free to contact us for additional support.