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Employer checklist for creating mentally healthy workplaces

Value mental health and wellbeing as core assets of your organisation

Commit to developing an approach to mental health at work that protects and improves mental health for everyone, whilst supporting those people who experience distress. Designate board * *   champions, and ensure senior leaders and middle managers are responsible for implementing mental health programmes.

Commit to reviewing the way you do business to ensure your everyday working culture is as mentally healthy as possible. Make evidence-based mental health promotion tools like mindfulness and exercise available to all staff.

Regular staff surveys and other research to build data about staff mental health, using findings to plan and deliver action and inform workplace policies. Recognise and celebrate the impact of existing employee benefits and corporate social responsibility activities on the mental health and wellbeing of staff.

Support the development of compassionate and effective line management relationships

Provide opportunities for managers to attend relevant training to support staff living with mental health problems and the wellbeing of all staff more widely.

Provide proactive support for staff line-managing people with mental health problems, including access to HR and, where necessary, occupational health services.

Recognise that line manager who have personal lived experience of mental health problems are a unique asset to a company.

Address discrimination

Ensure that discrimination on the grounds of mental health status is seen to be as unacceptable as discrimination in relation to other protected characteristics such as race, gender or sexual orientation.

Encourage staff to report any discrimination or harassment they face and to blow the whistle on the discrimination they witness.

Support national and local anti-stigma initiatives such as Time to Change, Time to Change Cymru, See Me and Mental Health Awareness Week.

Value the diversity and transferable skills that lived experience of mental health problems bring and support disclosure

Include mental health in diversity and inclusion strategies, and recognise the mental health component of wider equality initiatives. Ensure your business creates opportunities to link with employability providers to enable people with mental health problems to join your workforce.

Give people positive reasons to disclose by establishing a culture that values authenticity and openness – this should be led from the top of the organisation.

Explore setting up peer support and mentoring programmes for staff with lived experience of mental health problems.

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