The Mentally Healthy Workplaces Program (MHWP) is an 18-month program featuring a wealth of industry-specific, evidence-based, training programs designed and delivered in collaboration with industry leaders in the fields of mental health, behavioural change and organisational psychology.
It’s designed to promote mental health awareness, psychological safety, positive cultural and behavioural change, with the aim of creating a safe and thriving music industry for all. In line with our First Nations Strategic Plan, the program will deliver culturally intelligent, respectful and trustworthy support to all First Nations peoples accessing it.
It will also assist participants to meet their legal obligations under the new Respect@Work legislation, which imposes a positive duty on employers and Persons Conducting a Business or Undertaking (PCBUs) to take proactive and meaningful action to prevent gender-based harassment, discrimination, bullying or victimisation from occurring in the workplace or in connection to work.
It’s currently free and available to any music-based business operating in Australia, thanks to the support of our donors and sponsors.
WHAT’S IT ALL ABOUT?
WHY SIGN UP?
The music industry is a fun and exciting place to work, however we understand that it can also be a challenging, isolating and unsafe place for many.
Harassment, bullying and discrimination have a huge impact on the mental health of music industry workers, as highlighted in our 2022 Mental Health and Wellbeing in Music and Live Performing Arts survey and the Music Industry Review’s 2022 Raising Their Voices report.
As the music industry’s leading charity and wellbeing advocate, we strongly encourage and promote safety, mental health and wellbeing best practice. Find out how our programs support the recommendations of the Raising Their Voices report.
So what can you do to help us build a healthier, happier and more inclusive music industry?
- Sign up and commit to our Minimum Standards for a Mentally Healthy Music Industry
- Talk to your organisation about starting this Mentally Healthy Workplaces journey
By taking part, your organisation will:
The MHWP is split into six 3 months ‘chunks’. Each chunk is designed to nurture mentally healthy practices within your organisation.
Each 3 month chunk will include:
➜ A Hero Offering: Specialised workshops all designed to educate and promote greater awareness around mental health and wellbeing, psychological safety, diversity, equity and inclusion.
➜ 3 Quarterly perks: Monthly EDM, Digital Brunch Bootcamp and a team Support Session + access to many of Support Act additional services.
FREQUENTLY ASKED QUESTIONS
Australian-based businesses and organisations whose service is primarily music-based.
It’s important to us that everyone has the opportunity to take part. If you’re a sole trader or part of a small business with less than 8 employees, we’ll be providing open-access sessions (scheduled based on interest) throughout the year which will allow you or your small business the chance to move through all the offerings of the Mentally Healthy Workplaces Program, and gain accreditation.
If you’d like to find out more, contact email@example.com and we’ll get back to you shortly to discuss your requirements.
This program is currently free thanks to support from our donors and sponsors. If higher levels of customisation are required, then charges may be incurred.
The Mentally Healthy Workplaces Program is designed to run across 18 months, with a hero offering being provided each quarter.
This program is currently in its pilot stage and we are more than happy to discuss any modifications or specific arrangements that would allow us to better support you and your organisation.
A mentally healthy workplace is one that promotes and supports the psychological wellbeing of its employees. It’s a work environment where employees feel valued, respected and supported in their work, and where their mental health is prioritised. A mentally healthy workplace should have the following characteristics:
Open communication: Employees should be able to communicate openly and honestly with their colleagues and superiors without fear of retaliation or discrimination.
Positive relationships: The workplace should foster positive relationships between employees, and support teamwork and collaboration.
Supportive leadership: Leaders should promote a culture of support and empathy, and be willing to listen to and address the concerns of their employees.
Work-life balance: The workplace should encourage a healthy work-life balance, with flexible working arrangements and policies that support employee wellbeing.
Mental health support: The workplace should provide resources and support for employees who may be experiencing mental health issues, such as access to counselling or employee assistance programs.
Training and development: Employees should be provided with training and development opportunities to enhance their skills and knowledge, which can contribute to their sense of purpose and self-esteem.
Overall, a mentally healthy workplace is one that recognises the importance of employee wellbeing and actively promotes a culture of positivity, support and growth.
Psychological safety refers to the feeling of being able to express oneself without fear of negative consequences such as punishment, ridicule or rejection. It’s a sense of trust and confidence that individuals have in their workplace or team environment that allows them to share their thoughts, opinions and experiences without the fear of retaliation.
In a psychologically safe workplace, employees feel comfortable and supported to speak up, ask questions and make mistakes without fear of negative consequences. This allows for open communication, creativity and collaboration, which can ultimately lead to improved performance, innovation and job satisfaction.
Psychological safety is important in any workplace because it allows employees to feel respected and valued, and encourages them to take risks and share their knowledge and expertise. It helps to create a culture of trust and inclusivity, which in turn can lead to higher levels of employee engagement, productivity and well-being.
Psychological safety is essential for creating a positive work environment where individuals feel comfortable and confident to express themselves, contribute to team goals, and grow both personally and professionally.
Psychosocial hazards in the workplace refer to factors that can impact the psychological wellbeing of employees. These hazards can arise from a range of workplace factors such as the work environment, work organisation, job design, work demands, social relationships and leadership styles.
Examples of psychosocial hazards include:
Workplace violence: Threats, bullying, harassment, sexual misconduct or physical violence from colleagues, clients or customers can impact employee mental health and wellbeing.
High job demands: When employees are expected to work long hours, manage high workloads or complete tasks with insufficient resources, it can lead to stress and burnout.
Poor communication: Inadequate communication from management, unclear job expectations,or lack of feedback can cause anxiety and confusion among employees.
Poor social relationships: Negative relationships with colleagues, conflicts and lack of social support can lead to feelings of isolation and loneliness.
Poor leadership: Ineffective or unsupportive leadership, micromanagement and lack of recognition and feedback can negatively impact employee wellbeing.
Psychosocial hazards in the workplace can impact employee mental health, job satisfaction and productivity, and can lead to absenteeism, high staff turnover and increased health care costs. Therefore, it is essential for organisations to identify and manage psychosocial hazards in the workplace to promote employee wellbeing and organisational success.
Mental Health Advocates are people at your workplace who are keen to be dedicated advocates of mental health awareness and active supporters of psychological safety and wellbeing in the workplace.
We recommend you nominate a legendary team of Mental Health Advocates – roughly 15-20% of your team/staff who are eager and dedicated to improving their knowledge and skill set about active and ongoing mental health support.
Specific training and resources will be made available to these people.
Understanding mental health and learning how to better support others is a lifelong journey, which requires lifelong learning. At Support Act, we are continually developing and refining our offerings of programs and resources to provide opportunities for continued professional growth.
Email firstname.lastname@example.org to register your interest and we’ll get back to you shortly to discuss your requirements.