HPP CARES will not approve of any sort of discrimination. All
staff must participate in UB training. UB training seeks to raise
awareness of the mental shortcuts that lead to snap
judgments—often based on race and gender—about people’s talents or
character. Its goal is to reduce bias in attitudes and behaviors
at work, from hiring and promotion decisions to interactions with
customers and colleagues.
HPP CARES will not approve of any sort of discrimination. All
staff must participate in UB training. UB training seeks to raise
awareness of the mental shortcuts that lead to snap
judgments—often based on race and gender—about people’s talents or
character. Its goal is to reduce bias in attitudes and behaviors
at work, from hiring and promotion decisions to interactions with
customers and colleagues.
6 strategies for managing and supporting mental health at HPP
CARES
HPP CARES will not approve of any sort of discrimination. All
staff must participate in UB training. UB training seeks to raise
awareness of the mental shortcuts that lead to snap
judgments—often based on race and gender—about people’s talents or
character. Its goal is to reduce bias in attitudes and behaviors
at work, from hiring and promotion decisions to interactions with
customers and colleagues.
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Survey employees about mental wellness in the workplace. Many
companies implement stress management programs — and that’s a
good start. However, using surveys to improve mental health at
work builds morale and shows that leadership cares.
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Help employees reduce — not just manage — stress. Once you’ve
identified the main stressors, make it a priority to address
employee mental health in the workplace. If flexible hours or
telecommuting will help people juggle work and life, get on it.
If resources are an issue, staff up, contract out, add budget or
shift gears to put some projects on hold.
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Ensure employees are taking time away from work on a regular
basis. While burning the midnight oil seems noble and can net
short-term results, it often leads to burnout. Challenge your
people to regularly rest, recharge and connect with loved ones
to help them stay mentally engaged.
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Make time for fun and relaxation. Whether it’s playing games or
just making time to chat, having fun with coworkers increases
productivity and builds trust. It also relieves stress by
forcing a cognitive shift in how stressors are viewed and
creates a positive emotional response. Plus, laughter triggers
relaxation, thus reducing stress all on its own.
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Keep an eye out for depression. According to the Partnership for
Workplace Mental Health, 70% of the workforce suffers from
depression — and not all of them are aware of their condition.
Nevertheless, only 15% of employers train managers on how to
recognize depression and intervene to help with employee care.
Managing and supporting mental health at work can save employers
$2,000 annually per employee on costs associated with health and
productivity. For more information, contact Mental Health
America or the Partnership for Workplace Mental Health.
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Provide support and employee care. Make sure your company
provides employee mental health benefits and services —
including everything from individual and couples counseling to
group therapy. Employee Assistance Programs (EAPs), for
instance, provide access to services that allow employees to
reduce stress related to childcare, housecleaning and running
errands.
All Leadership and Staff must sign a NDA to ensure the integrity
and safety of all participants’ information.