Search our resources to help your workplace thrive.
This project aims to develop the capability of first responder workplaces to improve mental wellbeing, prevent harm and protect our first responders, including those in a volunteer and paid career roles against psychological risk.
Discover how mining organisations are applying the Thrive at Work Framework to create mentally healthy, safe, and sustainable…
In the first of a broader series of Thrive at Work Survey Insights reports, we discuss findings from the survey and outline the key strategies that organisations can undertake to best address different aspects of the mental health spectrum.
Practical, evidence-based tools to help mining organisations design mentally healthy, safe, and respectful workplaces.
Developed through the…
Use our library of evidence-based research and wellbeing statistics to build the business case for your wellbeing strategy.
Flexible Work Resources
Funded by the Western Australian State Government, this project aims to provide evidence-based and…
Funded by the Western Australian State Government, this project aims to provide evidence-based and practical resources that…
Technological innovation, automation, big data, and demographic changes are leading to disruption in the way we work – better understanding of future work skills is needed.
Download the Thrive at Work toolkit
The Thrive at Work toolkit is a downloadable version of the Thrive…
Job crafting occurs when an individual alters aspects of their own tasks in order to improve the fit between their work and their individual preferences.
Follow our Thrive at Work at Home Series to gain practical tips to support you and your team in being productive and mentally healthy when working from home.
Work design affects both how people feel about their job and organisational outcomes – including increased productivity, financial growth, and lower rates of accidents and incidents.
The WA Police wanted to uncover data driven insights into unique work design aspects of remote working and the potential effects these have on staff, managers and the broader organisation.
The Mental Illness Fellowship of Western Australia (MIFWA) wanted to measure employees’ overall well-being and psychosocial risks pre and post the introduction of the National Disability Insurance Scheme (NDIS).
A Western Australian Government Department’s internal workplace planning team wanted to investigate unplanned absenteeism within the department.
FOWI collaborated with the Royal Automobile Club of Western Australia (RAC) to undertake an audit of RAC’s current mental health and well-being activities.
Optimised work systems will enable operational personnel to perform and thrive in an increasingly complex, uncertain and technology-driven environment.
A large Federal Government agency wanted to embed positive work design practices into their workforce planning and decision-making activities.
This partnership focused on understanding the cognitive, motivational, and social-psychological factors that contributed to – or inhibited – the success and sustainability of the program.
FOWI partnered with the Department of Fire and Emergency Services (DFES) to deliver organisational resources aimed at improving the recruitment and retention practices of emergency service volunteers.
The Western Australia Police Force (WA Police) wanted to adopt an evidence based and integrated approach to taking stock and improving employee mental health.
Flexible work of the future means designing work at a team and organisation level that permits flexibility.
Use this handy tool to calculate the return on investment of health initiatives planned to decrease absence and turnover.
Collecting data is an integral part of the Thrive initiative. Our comprehensive guide helps you to collect and track key organisational metrics and employee perception data.
Implement flexible working arrangements for leaders and employees to maximise the opportunities and benefits that flexibility brings.
The Future of Work Institute recently conducted research funded by the Mental Health Commission of Western Australia in which more than 3,000 FIFO workers and partners were surveyed or interviewed.
Continuous, lifelong learning will future proof the workforce and help people retain relevancy in the future world of work.
A ‘how to’ guide to workplace cultural diversity, designed to help employers make the most of a culturally diverse workforce.
Creating a well-being strategy
The desirable end goal of the Thrive at Work process is a an…
The Future of Work Institute’s assessment tool enables you to review your organisation’s current state and create an action plan that forms the basis of your well-being strategy.
Understand your responsibilities with respect to bullying, harassment and discrimination and download a policy template for your organisation.
The Healthy workers initiative provides guidance on five key aspects of good health at work- Eat Well, Move More, maintain a Healthy Weight, be Smoke-free and reduce consumption of Alcohol.
Understand the factors that contribute to workplace fatigue and their interaction with the way work is designed, including how these can be improved to address and reduce the risk of fatigue.
Ensure leaders, HR and OSH personnel understand how to design work for people managing, or recovering from, mental illness at work.
Connections formed in the workplace, by virtue of the amount of time spent there, help to accomplish the work of organisations and help individuals to Thrive.
Information on workplace support programs to assist people experiencing mental health concerns should be promoted, leaders aware how to use them and employees able to access them.
Inclusion is a critical component of workplace diversity strategies in the future world of work.
The opportunity to contribute to the community through work leads to work being experienced as a more meaningful endeavor.
Strategies that allow employees to use their natural talents to become strengths have the potential to greatly improve productivity.
The research was funded by the Western Australia Department of Health to understand the impact of multi-professional team briefings on hospital outcomes.
Employee assistance programs can provide external psychological assistance to your employees for work and non-work issues.
Employees’ ability to recognise and assist with mental health conditions (both their own and their peers’) can be improved by mental health training and education.
People leaders in a workplace need to understand their pivotal role in looking out for their team’s wellbeing – training can help them to do this.
It’s important to keep mental health topics at the forefront and regularly refresh employee knowledge and skills in raising mental health issues.
A return to work program is designed to outline requirements for an injured employee returning to work. Adopting a work design approach is critical.
For any stigma to be reduced requires continual discussion. Workplaces play a key role in reducing the stigma around mental health.
Measuring the success of any initiate you implement in the thrive process is critical – One of the richest sources of data is an employee focus group.
Legal guidelines require employers to consult with employees before implementing changes that may affect an employee’s job.
Employers and employees have a shared responsibility to create safe work environments – employers are required to create psychologically safety as far as is reasonably practicable.
Employees have the right to complete their job without being exposed to risk of physical harm – both employer and employee have responsibilities to ensure their safety.
Addressing psychosocial risks in the workplace is key to creating a psychologically safe workplace.
Addressing the experience of stress at work can increase productivity, reduce absenteeism, and presenteeism and provide a safer workplace.
Work-related stress is a leading cause of work-related mental ill health, and there are both individual and organisational factors that can prevent and reduce it.