The document discusses workplace mental health and highlights that currently workplace health protection programs are often separated from health promotion programs. It notes that health protection typically resides in non-health units while health promotion is a function of human resources. The document then outlines strategies organizations can take to promote mental health at work, including ensuring safety and support for employees, fostering a positive organizational culture, and implementing health promotion initiatives.

1. Working Well
more than the absence of mental
illness

2. Currently most workplace health
protection programs...are separated from
workplace health promotion programs.
The two are often housed in completely
distinct organisational divisions with health
protection often residing in non-health
orientated units and health promotion a
function of human resources and benefits.
American Collelege of Occupational and Environmental Medicine
(2011)

3. mental health at work
positive mental
health
mental health
problems
positive emotions chronic stress
engaged fatigue
positive relationships disengaged
meaning and purpose lacking purpose
accomplishment burnout
mental health awareness mental illnesses
linked with good physical health linked with poor physical health

4. mental health at work
benefits costs
31 % higher productivity 2 x sick leave
37 % more sales 2 x conflict
3 x more creativity 3 x cardiovascular
increased customer satisfaction 3 x back pain
reputation as a good place to
2 x 3 injuries
work
Sources:
Harvard Business Review 2012, Robertson and Cooper 2011, Canadian Mental Health Commission

5. The effect of shifting the mean of the mental
health spectrum
Huppert (2009)

6. safety and
support
organisatonal
culture
health
promotion
Poor mental health Optimal mental health

7. Safety and support
• Identifying psychological distress
• Building an environment of trust
• Normalising/humanising
• Supporting a recovery plan
• Sick leave and performance management
• Return to work
• Focusing on strengths
• Employee Assistance Programmes
• Comprehensive information on where to get help

8. employment status by symptoms of mental
distress
Source: Statistics New Zealand General Social Survey

9. Safety and support
• Identifying psychological distress
• Building an environment of trust
• Normalising/humanising
• Supporting a recovery plan
• Sick leave and performance management
• Return to work
• Focusing on strengths
• Employee Assistance Programmes
• Comprehensive information on where to get help

10. safety and
support
organisatonal
culture
health
promotion
Poor mental health Optimal mental health

11. Organisational Culture
• Work is inherently mentally healthy
• Fairness, civility and respect
• Emotions are contagious
• Workplace wellbeing surveys
• Identify and mitigate psychological hazards

12. safety and
support
organisatonal
culture
health
promotion
Poor mental health Optimal mental health

13. invest in your mental wealth!

14. health promotion
• Healthy thinking habits
• Promote 5 ways to wellbeing
• Wellbeing games
• Mental Health Awareness Week
• Mindfulness
• Sleep relaxation and rest
• Resilience training

16. health promotion
• Healthy thinking habits
• Promote 5 ways to wellbeing
• Wellbeing games
• Mental Health Awareness Week
• Mindfulness
• Sleep relaxation and rest
• Resilience training

17. Mental health (capital)
UK government report (Foresight Project)
a positive sense of well-being; individual
resources including self-esteem, optimism
and sense of mastery and coherence; the
ability to initiate, develop and sustain
mutually satisfying personal relationships
and the ability to cope with adversity
(resilience)