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Top 10 Wellbeing Recommendations

LGBT Great is proud to have brought our organisational members together to devise LGBT Great's Top 10 Wellbeing Recommendations: 

 

1. EDUCATE YOUR WHOLE ORGANISATION ON THE BROAD SPECTRUM OF MENTAL WELLBEING

  • Create a cross-company steering group for mental health across all diversities.
  • Mental health is a very broad term that can mean different things to different people. This can make accessing mental wellbeing support and asking for help intimidating. 
  • Encourage training and learning opportunities for employees across the organisation and encourage a culture of conversation.

 

2. SUPPORT THE C-SUITE AND SENIOR LEADERS TO ADVOCATE FOR WELLBEING REGULARLY 

  • Get your CEO and senior leaders onboard to share and spotlight personal stories
  • Turn vulnerability into a strength as opposed to a weakness. It is vital that leaders are visible in their support for others.
  • Visibility through video communication from business leaders can be hugely effective in amplifying a message of openness and support. 

 

3. EMPOWER EMPLOYEES TO BECOME VISIBLE ROLE MODELS AND ALLIES 

  • Employees need to be given the time and space to engage with mental health initiatives.  This trust will also make them more likely to engage.
  • Find different ways for employees to support initiatives, whether it is through training as a mental health first aider, becoming a role model within the organisation, or something else.

 

4. BUILD MENTAL WELLBEING AWARENESS INTO CAMPAIGNS TO PRESENT A UNIFIED MESSAGE

  • Make sure that your organisation is making clear statements of support for better mental wellbeing. This will send a clear message to employees and clients. 
  • Work with partners to highlight the good things that you are doing as an organisation. Amplify the message!  

 

5. CREATE WAYS FOR EMPLOYEES WHO DO NOT WANT TO BE OPEN TO ACCESS SUPPORT

  • Remember, not everyone will want to take part in videos or put their story out publicly. 
  • Make sure there is space behind the scenes of campaigns for employees to contribute, such as writing blog posts or sharing resources and information with them. 

 

6. BUILD VISIBILITY ACROSS INTERSECTIONAL DIVERSITY AND INCLUSION DIMENSIONS 

  • Everyone has mental health. 
  • It is important to recognise that there can be unique challenges around mental wellbeing for people from minority backgrounds, such as LGBT+ or ethnic minorities for example.
  • By empowering advocates and role models from within, employees will feel more comfortable discussing their own challenges.

 

7. CREATE A CULTURE OF TRUST TO PROVIDE A SAFE SPACE FOR CONVERSATION 

  • Show employees that their contributions will be handled sensitively and respectfully.
  • Recognise that different people will want to share their stories in different ways and give them the space to engage how they wish.

 

8. CONNECT ALL NETWORKS AND EMPLOYEE RESOURCE GROUPS WITH MENTAL WELLBEING 

  • Employee Resource Groups can be a brilliant way to engage with wider employee groups, particularly those from minority backgrounds.
  • By ensuring mental wellbeing is on the agendas of these groups, or by having an ERG specifically focused on wellbeing, you will naturally identify advocates and role models, and gather greater knowledge on the topic.

 

9. IDENTIFY TIMES IN YOUR ORGANISATION WHERE STRESS LEVELS COULD BE HIGHER

  • By bringing mental wellbeing into your everyday thoughts, it will be simple to identify times that might be particularly stressful for employees.
  • These can include redundancies or organisational changes, but any significant change in the organisation can be a stressful time for employees.
  • Putting safeguards in place and checking in with employees around these times will prove that you are an inclusive and caring employer, and help to secure better wellbeing for all employees.

 

10. IDENTIFY THOSE PEOPLE WHO ARE TRUSTED AND EMPOWER THEM TO ENCOURAGE OTHERS

  • There are those within any organisation that will naturally support people with problems and challenges.
  • They might be people with structured roles within the business, such as HR or talent management, or they might be people that naturally fulfil that social role.
  • Identify what is it that they do and teach others to do the same.
  • By identifying these individuals and upskilling them as mental health advocates they will be able to support employees with ease and provide valuable knowledge.

 

Share your thoughts with us: info@lgbtgreat.com