Online events and a conference at The Atrium, Wherstead Park, Ipswich IP9 2BJ
Prevention is better than cure, but how do you prevent mental ill health from occurring? And what does a person’s mental health have to do with the workplace anyway?
- We are all born with a set of physical and emotional needs. Find out how these 12 key needs can be better supported in the workplace to avoid stress and mental ill health
- Explore our needs for: Security, Control, Attention, Status and Respect, Community, Privacy, Emotional Connection, Achievement, Meaning and Purpose, Sleep, Food & Drink, and Movement
- Discover how a leading local employer has embraced the approach and seen the reward
- Guest interview: What are the benefits, barriers and longer term goals?
Putting your employees’ mental health at the centre of your business can transform your culture and help you become a truly empowered company.
- Mental health is undergoing a seismic shift. Discover more about the explosive growth in supporting mental health and preventing psychological harm.
- What is the cost of poor mental health and stress to employers?
- ROI to employers from timely mental health interventions in the workplace
- What can we learn from best practice examples?
- Mental health risk analysis
With the rapidly growing focus on mental health at work comes a cautionary tale. While we have seen a huge rise in awareness and conversations are being encouraged, people are struggling to support and maintain boundaries around mental health in the workplace. How do you navigate serious mental health issues and offer individual, flexible support?
- Why are common mental health disorders often undiagnosed – particularly in the workplace?
- Mental health problems vs major psychiatric disorders – spotting the difference
- Common workplace behaviours which can signpost distress and a need for support
- The dangers of ‘have-a-go heroes’
A mental health condition is considered a disability if it has a long-term effect on your normal day-to-day activity under the Equality Act 2010.
- Which forms of mental ill health amount to a disability?
- Disability discrimination under the Equality Act, Disability Discrimination Act, Mental Health Act review
- Making reasonable adjustments and supporting employees to return to work
- Long term work absence related to mental health
- Mental health and disciplinary processes
- The action plan template: What were our problems, issues and risk in the organisation?
- What resources are needed now, and in the future?
- Stakeholder feedback: Engagement strategies, managers and leaders
- Monitoring outcomes: Assessing, planning and implementing evaluations
- The toolkit for mental health in the workplace: Launch, feedback and different multimedia channels
- The story so far: Workstation Wellbeing Clinic
- Identifying mental health needs across different sectors and people in the Square Mile
- Gaining the right support and setting up partnerships
- The launch and work of the Dragon Café in the City
- Identifying need and gaining a 360˚ view of your workforce
- Developing a series of inclusive wellness support spaces and initiatives: the wellness lounge, technology and meditation
- Supporting different groups from LBGT to neurodiversity inclusion
An interactive session focussing on your challenges and goals using lessons learnt from a practitioner who successfully made the change – and overcame key barriers along the way.
- Managing board commitment and continuous employee buy-in
- Where did we start? - set up – establishing aims
- Engaging people with the findings – creating a supporting environment
- Working with external organisations and companies
Given diverse working environments, industries and types of organisation there is no one-size fits all mental health policy. There are, however, some key sectors which need special focus and support in East Anglia, from rural farming workers to industrial and transportation.
- Creating an inclusive working environment, and why this is important for isolated workforce
- Men’s mental health: Making a start and using positive mental health champions to provide support in a crisis and promote positive mental health
- Great local initiatives: Taking inspiration from local mental health initiatives how they did it
- Scalable models on a tight budget
- Communication and extending the awareness and reducing stigma within traditional working communities
- The start of the BT network: Identifying needs and gathering resources
- Who can benefit from peer support?
- Training and signposting requirements
- Getting the message across
- Overcoming barriers to adoption and support
Mental health programmes are changing the role, influence and structure of traditional HR departments – it’s a revolution which is gathering speed.
This panel will look at a company’s employee-related data to solve specific business problems in areas such as talent management, sales productivity, fraud and customer satisfaction. You will walk away with dozens of ideas of how to make better business decisions:
- Is my organisation structured to deliver on new human capital challenges: What needs to change?
- Visualise the perfect organisation with the right structure, roles and capabilities to successfully deliver your business strategy
- How to avoid being ‘stuck in neutral’: Making progress which is vital to the growth of business
- Build an enhanced decision-making analytics organisation to deliver and report where better information is needed
- What have we learned today?
- What one thing will you implement tomorrow?
All sessions subject to change.
Download our Wellbeing at Work white paper
An introduction to workplace wellbeing for employers and HR professionals. Find out about the issues and research, and get some ideas to improve wellbeing in your workplace.
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Date and time
Mon 30 March 2020
University of Suffolk
19 Neptune Quay