PART
ONE
PART
SIX
Should you implement the
'preventing mental harm' model?
Society is working hard on breaking down stigma on mental illness
and building awareness of mental health. Make no mistake – while the
workplace is a contributing factor to psychological distress, it is one of
many sources of mental distress. A conscientious workplace is looking
to understand their role and mitigate or prevent while confidently
addressing mental harm and potential mental injuries.
BUT WHAT DOES THIS MEAN FOR EMPLOYERS IN A PRACTICAL SENSE?
Start by assessing where you have the most influence – namely how your people are managed
– and look at how to improve this process step-by-step. It's important to uncover any parts of this
process could be leading to employee distress or mental harm.
This has led to the development of the Preventing Mental Harm model, which identifies three
areas of management opportunity:
promoting mental well-being
preventing mental harm
resolving work-related mental injury
As an employer, it's essential to remember that mental health is not a 'static condition'.
It can be influenced by many factors such as
genetics
life events or conditions
environment
relationships
experiences
resiliency or actions of others
As such, this could result in any employee experiencing mental distress at some point
in their careers.
Workplace Safety & Prevention Services
|
Workplace Mental Health
WSPS.CA
22
WSPS.CA
22
