The future is in your hands
Mental Health and Wellbeing Policy
- Lydia Ho (Unlicensed)
- Dennis Lam (Unlicensed)
Introduction
We take mental health and wellbeing seriously at Future Group (FG). Stigma around mental health is rife, especially in the workplace. We want to provide support for anyone experiencing periods of mental health problems, as well as implement proactive measures to prevent the development of mental health problems in the workplace.
We can’t create a future free from climate change and inequality without you. So take some time to check out the key takeaways from this policy below, ask questions and give us feedback. It starts with you - the best work, the best team, the best you. And we’re here to help you on your journey.
Background
What is mental health?
The World Health Organisation defines mental health as ‘a state of wellbeing in which every individual realises their own potential, can cope with the normal stresses of life, can work productively and fruitfully and is able to make a contribution to [their] community’.
Why is it important?
Mental illness or poor mental health is really common. At any point in time approximately one in six people of working age will be suffering from a mental illness. Another one in six people suffer from symptoms relating to poor mental health, likely to negatively affect their day to day.
These statistics show just how likely it is that we will all come across mental illness in the workplace, yet the stigma surrounding mental illness is rife and counter-productive.
Stigma occurs when there is shame, prejudice or discrimination held towards people who suffer from a mental health condition. The impact of stigma can be extremely profound. When suffering from a mental health condition, people are usually at their most vulnerable and in most need of help, but stigma prevents them from reaching out. Lack of education and conversations around mental health can also deter others from reaching out to those in need. It is an unfortunate cycle that often remains invisible, serving to further negatively impact individuals when they most need support.
Mental health and the workplace
At FG we want to formally recognize that mental illness and its associated symptoms can affect anyone, of any age and background. We understand that mental illness is not a flaw in someone’s personality but a condition caused by genetic, biological, social and environmental factors and with proper support, including support from the workplace, most people can and do recover.
FG acknowledges that as a workplace we have a real opportunity to support the mental health and wellbeing of our team. Achieving and maintaining good mental health and wellbeing is important for everyone and is an important part of how we work at FG.
The purpose
The purpose of this policy is to promote the importance of mental health and wellbeing at FG and outline FG’s commitments in tackling the stigma surrounding mental health.
Importantly, as an organisation, we want you to feel empowered to have open and transparent conversations with your manager about your role, your workload, your wellbeing, your frustrations, your feedback - to facilitate improvements to your employee experience and best provide for your mental health and wellbeing.
In this policy, “workplace” includes all locations in which people in the FG team (including, but not limited to, employees, directors and independent contractors) are required or approved by FG to perform their official duties.
Scope
This policy applies to all FG employees, directors and independent contractors.
Our goals
To build a workplace environment and culture that supports mental health and wellbeing and prevents all forms of discrimination (including bullying and harassment).
To increase employee knowledge and awareness of mental health and wellbeing issues and behaviours.
To eliminate stigma around depression, anxiety, addiction and all mental illnesses in the workplace. We want to normalise conversations around mental health and wellbeing and create a psychologically safe space to do so.
To facilitate and encourage our team’s active participation in a range of initiatives that support mental health and wellbeing.
To empower each team member to have open and transparent conversations with their manager about their role and wellbeing.
Our commitments
FG acknowledges that a workplace is a mentally healthy workplace when it:
Prioritises mental health. By providing mental health education, raising awareness, increasing understanding and encouraging open discussion.
Provides mental health support. Managers and employees should be responsive and empathetic to a colleague’s mental health conditions. Reasonable adjustments to work and counselling support should be readily available.
Creates a trusting, fair and respectful culture. All team members should treat each other professionally, with respect and fairness. Everyone is responsible for creating a working environment where everyone feels safe to be themselves, contribute and do their best work.
Is inclusive. Differences should be celebrated and people of all backgrounds should feel valued, respected, have access to opportunities and resources, and be able to contribute their perspectives and talents to improve the organisation.
Encourages work/life balance. There should be an understanding that people have both work and life commitments. Everyone should have the opportunity to balance both the demands of work and their family and personal life.
Encourages everyday healthy habits. We want employees to be able to balance work with their lives, and to be able to take on hobbies and habits which are beneficial to their mental health in their everyday life, such as exercise, prioritising connections with friends and family, and getting enough sleep.
Has open and honest leadership. Leaders should promote transparency in the workplace, inviting open communication within their teams and providing - and being open to receiving - honest and constructive feedback.
Provides good job design. Team members should understand the responsibilities and objectives of their role. Roles should be filled by people with the appropriate skill-set and capability needed to confidently execute in their role.
Provides appropriate workload management. Team members should have access to reasonable tools and resources needed to be able to carry out their work, and should be able to finish tasks within a reasonable time frame.
Prioritises employee development. Team members should have access to regular two-way feedback and be acknowledged for their contributions. It’s important to make sure the team feels valued for their achievements.
FG is committed to continuously assessing and improving its mental health and wellbeing strategies in line with the above attributes of a safe and healthy workplace.
In working towards a safe and healthy workplace, FSG is committed to the following actions.
Support, encourage and find opportunities to have open and honest conversations around mental health. We understand that normalising these conversations can have a strong impact on reducing the stigma attached to mental health, and can be pivotal in providing the support individuals need to recover.
Ensure that in the case where a team member is experiencing a period of poor mental health or is suffering from a period of mental illness, the individual, their manager and People & Culture will work together to genuinely consider any flexible work arrangements and/or reasonable adjustments where appropriate. There are no set types of flexible work arrangements (and they will always be considered on a case-by-case basis, but they may include things such as:
changing starting or finishing times;
gradually increasing or decreasing working hours over time;
working from home on a regular basis;
taking a period of leave;
working a compressed work week;
job-sharing – where two employees perform the same role, both on a part-time basis; and / or
changing your location of work.
If a period of leave is required, we also are committed to supporting your re-entry to the workforce when it is safe to do so. We want to make sure that the people in our team feel supported by their workplace when experiencing a difficult time with their mental health.
FG’s SMT and our Mental Health First Aid Officers (MHFA Officers) will contribute by promoting the earlier detection of mental health problems at work and supporting any team members in seeking help and treatment.
Provide opportunities to increase awareness of mental health in the workplace including educating our team by providing access to regular mental health training and accessible resources. Current opportunities for training include the following:
Compulsory mental health training for all new managers, in recognition of their additional responsibility in safeguarding their team’s mental health and wellbeing;
Managers and the broader team will be required to participate in mental health training every 2 years;
New starters will be required to complete the training as soon as practicable, then every 2 years as required; and
Mental Health First Aid Officers will be required to participate in Mental Health First Aid Accreditation Training every 3 years.
Provide access to an Employee Assistance Program, currently Uprise, for all employees and their families. Uprise provides a range of services for team members – including in-person counselling, health and wellbeing content and telehealth coaching and counselling – which is all on a confidential basis and uses accredited counsellors, psychologists and specialists to provide these services. We will continue to promote the use of Uprise, support its confidentiality, and make sure that information on how to access and use Uprise is readily available.
Championing diversity, equity and inclusion in the workplace and creating a safe space where all employees feel respected and are able to bring their whole selves to work. In keeping with this, we take bullying, discrimination and harassment very seriously. These kinds of behaviours are not tolerated at FG. All employees including Board members and Non-Executive Directors, casual staff, and independent contractors are expected to uphold the responsibilities and directions in our Workplace Behaviour Policy and Anti-Racism Policy.
Understand that intergenerational trauma, ongoing traumatic events and significant dates like NAIDOC, Sorry Day etc impact Aboriginal and/or Torres Strait Islander employees and provide appropriate support where needed.
Provide Mental Health Leave to all permanent employees, with the aim of supporting the mental health and wellbeing of our employees by providing additional time off periodically, solely for the purpose of self-care.
Encourage employees to discuss flexible working arrangements with their managers. We will try our best to make sure that work fits into our team members’ lives, not the other way around. In practice this might look like a longer lunch break so you can get to that gym class, a walking phone call meeting instead of a video call, or taking a break in the afternoon to pick up your kids from school. Speak to your manager about what you would find most helpful.
Engagement surveys will generally be circulated on a quarterly basis with results to be shared to the wider business at the completion of each survey. The results will help inform any action that needs to be undertaken, to maintain healthy employee engagement.
Provide social opportunities for team members to connect on a regular basis. Workplace relationships can impact a person’s stress levels, productivity and general feelings of happiness. We acknowledge that fostering healthy workplace relationships is important to an individual’s wellbeing.
Ensure employees have regular opportunities for 1:1 check-ins with their managers. We recognize that this is an important exercise as it allows managers to get to know each team member as individuals, and makes it more likely that managers will a) notice changes in behavior and performance earlier on if they arise b) feel more comfortable asking about their wellbeing and mental health and c) understand the work from home experience for employees and ensure their wellbeing and connectivity is maintained We also recognise that regular feedback can help individuals feel more valued, and it allows for an opportunity to discuss expectations so the individual has clarity around their role, which can help reduce workplace stress.
Most importantly, FG recognizes that as an organisation we are not perfect. We are committed to supporting our team to identify gaps within our operations and providing a safe space to raise feedback. We are committed to acknowledging these gaps and resolving them as best we can. Please reach out to People & Culture or use the comment feature in this document to make comments and suggestions. The mental health and wellbeing of the team is everyone’s business.
If you are experiencing poor mental health, or you believe a colleague is experiencing poor mental health, please speak or write to your manager, People & Culture, a MHFA Officer or a member of FG’s Senior Management Team (SMT). All conversations will be treated confidentially, however medical or emergency services may be contacted if there is an immediate threat of self-harm or danger to an individual.
No employee will be subject to discrimination, victimisation or adverse impacts as a result of their choice to disclose any information regarding their mental health, and disciplinary action (up to and including termination of employment without notice) may follow if a team member is found to be engaging in such behaviours.
Rights and Responsibilities
All employees are strongly encouraged to:
Understand this policy and seek clarification from People & Culture or management where required;
Consider this policy while completing work-related duties and at any time while representing FG;
Support fellow team members in their awareness of this policy;
Support and contribute to FG’s aim of providing a mentally healthy and supportive environment for all team members;
Seek assistance from their manager, supervisors and / or MHFA Officers if they have any concerns or are having difficulties.
Additional Responsibilities of Directors, Managers, Supervisors and MHFA Officers
Directors, managers, supervisors and MHFA Officers have a responsibility to:
Ensure that all team members are made aware of this policy; and
Actively support and contribute to the implementation of this policy, including FG’s commitments.
Communication
FG will ensure that:
All team members receive a copy of this policy during the onboarding process, and understand their obligations and rights under this policy;
This policy is easily accessible by all members of the organisation;
All team members are informed when a particular activity aligns with this policy;
All team members are encouraged to actively contribute and provide feedback to this policy; and
All team members are notified of all changes to this policy.
If you have any questions, comments or suggestions about this policy, please comment directly on this document or reach out to People & Culture or your manager.
Additional policies and resources
We encourage you to read and consider this policy in conjunction with other relevant FSG policies and resources, including:
Flexible Work Guidelines
Return to Work Plan Template
Additional Resources
Emergency Support
If you or someone in your workplace is in a crisis and you think immediate action is needed, call emergency services (triple zero - 000), contact your doctor or local mental health crisis service, or go to your local hospital emergency department.
Emergency contact information - 24 hours. If you or someone you know needs help, call:
Emergency on 000 (or 112 from a mobile phone)
Lifeline on 13 11 14
Kids Helpline on 1800 551 800
MensLine Australia on 1300 789 978
Suicide Call Back Service on 1300 659 467
Some fineprint
Any obligation contained in this policy does not create contractual rights. Any benefits or entitlements described in this policy is discretionary and FG has the right to change, remove or replace any obligation, benefit or entitlement at any time.
If you have any questions, please email us at peopleandculture@futuresuper.com.au.
No FTRE without U