Measure how your workplace ‘Responds’
Measuring how your workplace ‘Responds’ to support people experiencing mental ill-health or distress can help you identify areas where you can provide additional support, training or resources.
Part of the Measure what matters module.
Data can help you ‘Respond’ to support people in need
Data can help you understand how well people in your workplace can:
- recognise and respond to signs of mental ill-health and distress and engage in supportive conversations
- support return to work or stay at work (e.g. make reasonable work adjustments, train managers to recognise when workers may need help, engage qualified professionals when necessary)
- tailor approaches to encourage people to seek help when needed and get the right support
- check in to ensure support is provided as needed, and approaches are inclusive and free of stigma.
Useful data about how well your organisation ‘responds’ to mental health issues includes number of work adjustments requested and implemented, use of Employee Assistance Programs, and funds allocated to mental health activities.
How data can help
Data can help identify areas where you can provide additional support, training or resources, by helping you answer questions such as:
- Do we regularly consult (sensitively and compassionately) with workers about their mental health needs?
- Are managers making appropriate work adjustments for workers with mental health needs, including people returning to work following periods of mental ill-health?
- Has privacy been maintained with respect to personal data?
- Are external support programs (e.g. Employee Assistance Program) used or helpful?
- Are staff using flexible work opportunities?
- Are managers aware and applying policies and procedures to support people experiencing mental ill-health?
- Are performance review criteria applied equitably to ensure fairness for people with mental health needs?
- How many people returning from leave for mental ill-health have a return-to-work plan in place?
Some example measures
Your organisation must choose the measures that it needs. Here are some examples of potential measures:
- percentage of managers trained to support mental health at work
- number of workers participating in a confidential needs review consultation
- number of self-reported cases of burnout
- numbers and percentages of worker interactions with Employee Assistance Programs
- numbers of workers requesting work adjustments or other types of mental health support
- number of work adjustments or support plans implemented to schedule
- rate of satisfaction with mental health supports
- level of staff with mental health needs who report feeling supported
- funds allocated to mental health plans and activities.