About Hpp Cares

Unconscious Bias

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.

Bullying In Workplace

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.

Mental Health Matters

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.

1. 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.

Privacy

All Leadership and Staff must sign a NDA to ensure the integrity and safety of all participants’ information.