Written by Tracy Shirvill
TW: psychological harm, suicide
October is Mental Health Month. The Mental Health Commission of NSW’s theme for 2023 is ‘we all have a role to play’. Many of the suggestions on how we can help each other and ourselves to improve our mental health have been acts of self-care and kindness to others. October is also small business month in New South Wales. So today I’m bringing together the two themes to talk about mental health in the workplace.
A Part of The Job
After working in the corporate world for close to 20 years, I’ve seen a lot of things. If you talk to most people about what it’s like to work in an office they will start to mention toxic behaviours. Often in a joking manner. Everyone seems to have a story. Some will be one-off experiences but others will show a pattern of behaviour that leads to a toxic environment.
Most employment contracts have clauses that say a reasonable amount of unpaid overtime is required. Tasks outside of the job description are to be expected. Sometimes this isn’t a problem. Many employees don’t mind working the extra hour here or there to get a task finished. Many don’t even notice the extra they are working but it can turn into a slippery slope of expectation. The occasional extra task becomes a whole new unofficial job description. Staff are expected to take on tasks that were done in roles now made redundant. New processes are put on top of existing ones.
If you work in admin or a support role like I did this is even more stressful. For admin staff the extra hours and tasks don’t often result in more pay and recognition. Seen as ‘just the admin’ (or even the “shared team resource” – yes that is an actual quote said about me), the admin staff are often the ones keeping everything running. Yet they’re the first to not receive their bonuses, excluded from staff events (or attending because they are running the event). They’re the ones on the receiving end of the stress other employees are experiencing.
What’s alarming is the expectation that this behaviour is not only acceptable but to be expected. In each of these examples of workplace bullying other staff members did nothing to intervene, including HR. Managers have told their staff, ‘don’t take it personally’, ‘we’re all under so much pressure’, and ‘go have a cuppa it’ll make you feel better (after being screamed at)’.
Workplace Health & Safety
Under Australian law everyone has the legal right to be safe at work. Companies are good at doing this when it comes to hard hats and high vis clothing, or policies for drug and alcohol use. Training is provided for heavy lifting, and chemicals are kept secure. But how are companies doing with mental health?
Earlier this month, WorkSafe successfully prosecuted Court Services Victoria for misconduct that resulted in psychological harm of employees. Allegations were made about the exposure to traumatic materials, role conflict, high workloads, and inappropriate workplace behaviours. These behaviours included bullying, favouritism, intimidation, perceived threats to career progression, verbal abuse, and invasions of privacy. The culture that was created contributed to Principal in-house solicitor Jessica Wilby taking her own life. With this case employers now know that psychological risks in the workplace can and will be assessed the way physical risks are.
While doing research for this article I kept coming across this comment, ‘If HR won’t help you need to work for a better company’. This brings to mind those who ask victims of domestic violence, ‘why didn’t you leave?’ instead of asking the perpetrator, ‘why did you do this?’. It’s putting the responsibility on the victim and not the people responsible. Everyone’s responsible for safety in the workplace. Just as you’re required to report a spill, you’re required to report bullying and harassment.
Morning Teas Are Great, Action is Better
Throughout the year companies host a variety of morning teas for their staff. Often fundraisers, these morning teas are a chance for staff to take some time away from their desks, socialise and enjoy some free food. They can also be a way for companies to share resources with their staff. One of the more popular campaigns for mental health is R U OK? Day.
R U OK Day was created to encourage conversations about mental health between friends, family, and colleagues. It’s been a great success and has even led to some workplaces implementing new wellbeing processes. There are now workplaces with staff trained in mental health first aid. Others have contracted with employee assistance programs providing staff with free short-term counselling.
While these changes are a positive move in the right direction more needs to be done. Staff need a proper work-life balance. To do this employers should consider:
- flexible work options,
- a fair and liveable salary,
- HR departments that actively prevent and address workplace bullying and harassment,
- provide front line staff with domestic violence and suicide intervention training
- risk assessment and interventions for mental health.
Mental health month is a great time to think about what you can do to improve your mental health or support the people around you. This year consider what your role is in improving workplace mental health.
*Shared with permission
