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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.
Use our library of evidence-based research and wellbeing statistics to build the business case for your wellbeing strategy.
Download the Thrive at Work toolkit
The Thrive at Work toolkit is a downloadable version of the Thrive…
A Western Australian Government Department’s internal workplace planning team wanted to investigate unplanned absenteeism within the department.
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.
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.
Ensure leaders, HR and OSH personnel understand how to design work for people managing, or recovering from, mental illness at work.
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.
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.