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What to consider when implementing a Mental Health and Safety Program in your workplace

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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

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