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Feeling overwhelmed by the complexities of mental health at work? You're not alone. Discover the often-unseen, yet profound, impact of workplace mental health policy impact – and learn how policies can either hinder or help foster a supportive and thriving environment. Curious to know if your workplace policies are truly helping? Let's explore together...

Uncovering the Impact of Policy on Mental Health in the Workplace

Introduction: The Growing Importance of Workplace Mental Health Policies

Understanding the Link Between Workplace Environment and Mental Well-being

The environment within a workplace significantly influences the mental state of its employees. Factors such as excessive workload, lack of control, poor relationships with colleagues or managers, and job insecurity can contribute significantly to stress, anxiety, and depression. A supportive and positive work environment, conversely, can enhance resilience and protect against mental health issues. Research indicates that negative work environments can increase the risk of mental health problems by factors ranging from 2 to 4 times, depending on the specific stressors involved.

Creating a workplace that prioritizes mental well-being goes beyond simply avoiding negative factors. It involves fostering a culture of psychological safety where employees feel comfortable discussing their mental health without fear of judgment or reprisal. This positive environment is directly shaped by the policies and practices implemented by the organization's leadership. The cumulative effect of these environmental factors, whether positive or negative, directly informs the overall workplace mental health policy impact.

The Role of Mental Health Legislation in Shaping Workplace Culture

Mental health legislation at national and regional levels plays a crucial role in setting minimum standards and expectations for employers regarding employee well-being. Laws related to occupational health and safety often include provisions that implicitly or explicitly cover psychological hazards. For example, some jurisdictions mandate risk assessments that include psychosocial risks, compelling companies to identify and mitigate stressors that can harm mental health.

Beyond safety regulations, anti-discrimination laws ensure that individuals with mental health conditions receive reasonable accommodations, preventing unfair treatment based on their health status. While legislation provides a foundational framework, the true impact of workplace mental health policy is often realized through proactive organizational initiatives that go above and beyond legal requirements, fostering a genuinely supportive culture rather than merely complying with mandates.

Defining Workplace Mental Health Policies and Their Scope

What Constitutes a Comprehensive Workplace Mental Health Policy?

A comprehensive workplace mental health policy is a formal document or set of guidelines that outlines an organization's commitment to promoting and protecting the mental well-being of its employees. It typically covers a range of areas, including prevention, early intervention, support for those experiencing mental health issues, and procedures for returning to work after absence. Such policies aim to create a safe, inclusive, and supportive environment where mental health is treated with the same importance as physical health.

These policies should be clearly communicated to all employees and integrated into the company's overall health and safety framework. They often include specific procedures for accessing support services, guidelines for managers on how to support their teams, and a clear statement against stigma and discrimination related to mental health. The scope extends beyond reactive measures, emphasizing proactive strategies to build resilience and prevent mental health challenges before they escalate, thereby maximizing the workplace mental health policy impact.

Key Elements of Effective Mental Health Policies in the Workplace

Effective workplace mental health policies are built upon several core components designed to address the multifaceted nature of mental well-being at work. These elements work together to create a supportive ecosystem.

• Employee Assistance Programs (EAPs)

  These confidential counseling services provide employees and their families with access to professional support for a range of personal and work-related issues, including mental health concerns. EAPs offer a crucial lifeline, providing immediate access to help often free of charge for a limited number of sessions. Studies frequently show that EAP utilization, when properly promoted, can lead to reductions in absenteeism and improvements in productivity, illustrating a tangible workplace mental health policy impact.

  For instance, research on EAPs suggests that for every dollar invested, employers can see a return of anywhere from $3 to $10 through reduced healthcare costs, decreased absenteeism, and improved productivity. EAPs typically offer services like short-term counseling, crisis intervention, and referrals to external resources, ensuring employees have a pathway to professional help when they need it most.

• Mental Health Awareness Training

  Providing training to employees and managers is fundamental to reducing stigma and building a culture of support. This training educates individuals about common mental health conditions, how to recognize signs of distress in themselves and others, and how to approach conversations about mental health empathetically. It also informs them about available resources.

  Manager training is particularly vital, equipping leaders with the skills to support team members, identify potential issues early, and navigate conversations about accommodations or support needs respectfully and effectively. Organizations that invest in such training often report increased comfort among staff in discussing mental health issues, a critical step towards fostering a supportive environment and strengthening the workplace mental health policy impact.

• Flexible Work Arrangements

  Policies that allow for flexibility in work hours, location (e.g., remote work), and task management can significantly reduce employee stress and improve work-life balance. Flexibility enables employees to manage personal appointments, caregiving responsibilities, or simply structure their day in a way that best supports their mental and physical health.

  Offering options like compressed workweeks, flextime, or hybrid work models acknowledges that employee needs vary and that rigid structures can be detrimental to well-being. Data from companies adopting flexible work often show higher employee satisfaction and lower stress levels, demonstrating a direct positive workplace mental health policy impact on individual well-being and retention.

The Positive Impact of Supportive Workplace Mental Health Policies

Reduced Stigma and Increased Help-Seeking Behavior

Supportive workplace mental health policies actively work to dismantle the stigma surrounding mental illness. By openly discussing mental health, providing resources, and training employees and managers, organizations signal that mental health is a legitimate health concern that warrants attention and support. This creates an environment where employees feel safer and more comfortable admitting they are struggling and seeking help.

When stigma is reduced, employees are more likely to utilize confidential EAPs, talk to their managers, or take necessary time off for their mental health without fear of negative repercussions on their careers. For example, surveys show that in organizations with strong mental health programs, employees are often 30-50% more likely to report feeling comfortable discussing mental health issues at work compared to those in less supportive environments, a clear indicator of positive workplace mental health policy impact.

Improved Employee Productivity and Engagement

Employees who feel supported in their mental health are generally more focused, motivated, and engaged in their work. When stress, anxiety, or depression are left unaddressed, they can significantly impair concentration, decision-making, and overall cognitive function, leading to decreased productivity. Policies that provide support mechanisms help employees manage these challenges, allowing them to perform at their best.

Furthermore, feeling valued and supported by one's employer fosters a sense of loyalty and commitment, increasing discretionary effort and engagement. Companies with robust mental health support programs often report higher levels of employee engagement, sometimes seeing improvements of 10-15% or more, which translates directly into enhanced performance and innovation, highlighting a significant workplace mental health policy impact on organizational output.

Lower Absenteeism and Turnover Rates Due to Mental Health Issues

Mental health conditions are a leading cause of absenteeism and long-term disability in many countries. When employees do not have access to support or feel unable to take time off when needed, they may take more frequent sick days or eventually require extended leave. Similarly, a lack of support can lead employees to seek employment elsewhere in search of a healthier work environment, driving up turnover costs.

Effective workplace mental health policies address these issues proactively. By providing resources like EAPs, promoting flexible work, and encouraging early intervention, organizations can help employees manage their conditions while remaining at work or facilitate quicker, healthier returns after absence. Data consistently shows that organizations with strong mental health support see lower rates of absenteeism related to mental health, sometimes reporting reductions of 20% or more, and improved retention rates, demonstrating a tangible positive workplace mental health policy impact on workforce stability.

Enhanced Overall Organizational Performance

Ultimately, the cumulative effect of reduced stigma, improved productivity, higher engagement, and lower absenteeism and turnover is enhanced overall organizational performance. A workforce that is mentally healthy is more resilient, adaptable, and collaborative. This positive environment fosters innovation, improves customer service, and strengthens the company culture.

Investing in employee mental health is not just a matter of corporate social responsibility; it has a clear and compelling business case. Studies from organizations like the World Health Organization and various consulting firms estimate that for every dollar invested in mental health support, businesses can see a return of $4 to $5 in improved health and productivity. This robust return on investment underscores the significant positive workplace mental health policy impact on a company's bottom line and long-term success.

Analyzing the Negative Consequences of Inadequate Mental Health Policies

Increased Stress and Burnout Among Employees

Inadequate workplace mental health policies fail to provide employees with the necessary support and resources to manage work-related stressors. This lack of support can exacerbate pressure, leading to chronic stress and burnout. When employees feel overwhelmed, unsupported by management, or lack control over their work, their capacity to cope diminishes significantly.

Without clear policies on workload management, stress reduction, or access to mental health resources, employees are left to navigate challenging situations on their own. This often results in higher levels of reported stress, with surveys frequently indicating that over 50% of employees feel stressed at work, a figure that is often higher in organizations lacking strong mental health frameworks. This persistent stress is a direct negative workplace mental health policy impact.

Higher Rates of Mental Health Conditions (Anxiety, Depression)

A workplace lacking adequate mental health support can become a breeding ground for mental health conditions. Chronic work-related stress is a significant risk factor for the development or worsening of anxiety and depression. When employees feel psychologically unsafe, face discrimination due to past mental health issues, or lack confidential avenues for seeking help, they are less likely to receive timely intervention.

This environment can lead to a higher prevalence of diagnosable mental health conditions within the workforce. For example, industries known for high stress and long hours without sufficient support structures often report higher rates of employee anxiety and depression compared to sectors with stronger mental health policies. This direct correlation highlights the detrimental workplace mental health policy impact when support is absent.

Decreased Job Satisfaction and Morale

When employees feel their mental well-being is not valued or supported by their employer, job satisfaction inevitably declines. A lack of accessible mental health resources, coupled with a potentially stigmatizing environment, can make employees feel isolated and uncared for. This negative perception erodes morale and reduces employees' overall satisfaction with their work and workplace.

Low job satisfaction can manifest in various ways, including reduced motivation, increased cynicism, and a general lack of enthusiasm for work. Surveys on employee morale often show a significant drop in companies perceived as unsupportive of mental health needs, sometimes by 20-30% compared to those with positive policies. This decline in morale is a clear and negative workplace mental health policy impact.

Legal and Financial Risks for Employers

Failing to address workplace mental health can expose employers to significant legal and financial risks. Inadequate policies can lead to increased workers' compensation claims related to stress or psychological injury. Discrimination lawsuits may arise if employees with mental health conditions are not provided reasonable accommodations or are unfairly treated.

Moreover, high rates of absenteeism, presenteeism (working while unwell, leading to reduced productivity), and turnover due to mental health issues incur substantial financial costs for businesses. Estimates suggest that mental health issues cost the global economy billions annually in lost productivity. Organizations with poor mental health policies contribute disproportionately to these costs and face potential legal liabilities, demonstrating a substantial negative workplace mental health policy impact on their financial health and legal standing.

Case Studies: Examining Real-World Examples of Workplace Mental Health Policy Impact

Case Study 1: Johnson & Johnson - Successful Implementation of a Mental Health Program

Johnson & Johnson (J&J), a global healthcare company, has long been recognized for its comprehensive employee wellness programs, including significant investments in mental health support. Recognizing the link between employee well-being and business performance, J&J implemented a robust mental health strategy integrated into its broader health and wellness initiatives.

Policy Implemented

J&J's approach included enhancing its Employee Assistance Program (EAP), providing extensive mental health education and training for employees and managers, and promoting a culture where seeking help is encouraged. They invested in on-site health centers that included mental health professionals and services. Their policies emphasized early intervention and confidential access to care, aiming to destigmatize mental health issues across their diverse global workforce.

Results Observed

The company reported significant positive outcomes from its investment. One frequently cited result is a strong return on investment (ROI) for their health promotion programs, including mental health components, with figures often cited around $2.71 saved for every dollar spent, primarily through reduced healthcare costs and decreased absenteeism. They also reported improvements in employee health risk profiles and increased productivity. The proactive and accessible nature of their mental health support has been credited with fostering a more resilient workforce and demonstrating a clear positive workplace mental health policy impact.

Case Study 2: Starbucks - Challenges Faced Due to Lack of Mental Health Support

Starbucks, despite its public image, has faced criticism and challenges regarding employee well-being, particularly during periods of high stress and workload. While the company has made efforts to improve benefits, including mental health support, past or perceived policy deficiencies have led to significant employee dissatisfaction and public scrutiny.

Policy Deficiencies

Reports from employees and labor organizers have sometimes highlighted issues such as understaffing, unpredictable scheduling, and perceived insufficient support for partners (employees) struggling with stress or mental health issues, especially during peak times or crises. While Starbucks does offer benefits like access to therapy sessions, the accessibility and sufficiency of these benefits, coupled with demanding work conditions, have been points of contention, suggesting a gap between the policy on paper and the lived experience of employees, thus impacting the perceived workplace mental health policy impact.

Consequences Experienced

The challenges faced by Starbucks, partly attributed to perceived inadequate support for employee well-being, including mental health, have contributed to high turnover rates among baristas and significant unionization efforts across numerous stores in the United States. Employees citing burnout, stress, and a lack of support as key reasons for organizing or leaving the company. This situation illustrates how perceived deficiencies in workplace mental health policies and their implementation can lead to widespread employee discontent, labor disputes, and reputational damage, representing a significant negative workplace mental health policy impact.

Measuring the Effectiveness of Workplace Mental Health Initiatives

Evaluating the effectiveness of workplace mental health policies is crucial to understand their impact and identify areas for improvement. Measurement provides data-driven insights into what works and what doesn't.

Key Performance Indicators (KPIs) for Mental Health Policy Evaluation

Several key performance indicators can be used to gauge the success of mental health initiatives. These KPIs help quantify the workplace mental health policy impact.

• Employee Surveys and Feedback Mechanisms

  Regular, anonymous employee surveys are invaluable for gathering direct feedback on stress levels, job satisfaction, perceptions of support, and awareness and utilization of mental health resources. Comparing survey results over time can indicate whether policies are leading to positive changes in employee well-being and attitudes towards mental health in the workplace. For example, tracking the percentage of employees who feel comfortable discussing mental health with their manager can be a direct measure of reduced stigma.

  Beyond formal surveys, establishing channels for confidential feedback, such as suggestion boxes or an ombudsman, can provide qualitative insights into the employee experience and highlight specific issues or successes related to mental health policies. Analyzing this data allows organizations to understand the human impact of their policies.

• Tracking Absenteeism and Presenteeism Related to Mental Health

  Monitoring absence data, specifically identifying absences potentially related to mental health issues (while maintaining confidentiality), provides a quantitative measure of the impact of stress and mental health conditions on workforce presence. A decrease in mental-health-related sick days following the implementation of supportive policies indicates positive progress.

  Measuring presenteeism, which is harder to track but can be estimated through productivity metrics or self-report in surveys, is also vital. Presenteeism due to mental health issues can cost organizations significantly more than absenteeism. Tracking changes in self-reported presenteeism or observed productivity dips related to stress can highlight the positive workplace mental health policy impact on employee functionality while at work.

• Monitoring Utilization of Mental Health Resources (EAPs, Counseling)

  Tracking the uptake and usage rates of mental health resources provided by the company, such as EAPs, counseling services, or mental health training sessions, indicates how accessible and appealing these resources are to employees. Increased utilization of confidential resources can suggest that employees feel more comfortable seeking help.

  Analyzing the types of issues employees are seeking help for can also provide insights into prevalent stressors within the workplace, informing policy adjustments. While maintaining employee anonymity, aggregated utilization data offers a clear metric of whether the resources offered as part of the workplace mental health policy are being accessed and are potentially having an impact.

Challenges and Barriers to Implementing Effective Policies

Implementing effective workplace mental health policies is not without its hurdles. Several challenges can impede progress.

Overcoming Stigma and Resistance to Change

Deep-seated societal and organizational stigma around mental health remains a significant barrier. Employees may fear judgment, discrimination, or negative career consequences if they disclose mental health struggles. Managers, too, may feel ill-equipped or uncomfortable discussing the topic. This fear can prevent policies from being fully utilized and undermine efforts to create a supportive culture.

Overcoming this requires sustained effort, including visible leadership commitment, ongoing awareness campaigns, and training that directly addresses stigma and promotes empathy. Resistance to change within organizational culture can also slow down the adoption and integration of new policies, requiring careful planning and communication to build buy-in across all levels. The successful workplace mental health policy impact depends heavily on breaking down these attitudinal barriers.

Ensuring Adequate Resources and Funding

Developing and sustaining comprehensive mental health policies requires dedicated resources, including funding for EAPs, training programs, and potential adjustments to workloads or work environments. Budget constraints can limit the scope and quality of available support, making it difficult to provide effective help to all employees who need it.

Organizations must prioritize mental health as a strategic investment rather than a discretionary expense. Allocating sufficient budget ensures that policies can be effectively implemented, resources are accessible, and initiatives are not just symbolic gestures. Inadequate funding directly limits the potential positive workplace mental health policy impact.

Addressing Confidentiality Concerns

Employees need assurance that their personal mental health information will be kept confidential when they seek support or disclose information to HR or management. Concerns about privacy can prevent employees from accessing essential services or speaking openly about their needs, undermining the trust necessary for a supportive environment.

Policies must clearly outline how confidential information will be handled, adhering to legal and ethical standards. Training for managers and HR staff on maintaining confidentiality is crucial. Building trust requires transparent communication about data protection and consistent adherence to privacy protocols, ensuring employees feel safe utilizing the resources outlined in the workplace mental health policy.

Adapting Policies to Diverse Workplace Environments

Workplaces vary significantly in size, structure, industry, and employee demographics. A "one-size-fits-all" approach to mental health policy may not be effective. Policies need to be adaptable to meet the specific needs of different teams, locations, and employee groups, including remote workers, frontline staff, and individuals from diverse cultural backgrounds.

This requires understanding the unique stressors and challenges faced by different segments of the workforce and tailoring support programs accordingly. What works in a corporate office might not be suitable for a manufacturing plant or a retail environment. Flexibility and customization are key to ensuring that the workplace mental health policy has a relevant and positive impact across the entire organization.

Best Practices for Creating and Implementing Workplace Mental Health Policies

Creating policies is only the first step; effective implementation is critical for realizing their intended benefits.

Leadership Commitment and Employee Involvement

Strong, visible commitment from senior leadership is paramount. When leaders openly champion mental health initiatives, share their own experiences (where appropriate), and allocate resources, it sends a powerful message that mental well-being is a genuine organizational priority. This leadership buy-in helps to reduce stigma and encourages employee participation.

Involving employees in the development and review of policies ensures that they are relevant, practical, and meet the actual needs of the workforce. Employee feedback groups or mental health committees can provide valuable insights and foster a sense of ownership over the initiatives. This collaborative approach strengthens the workplace mental health policy impact by ensuring it resonates with those it is designed to support.

Comprehensive Training and Awareness Programs

Ongoing training for all employees, particularly managers, is essential. Training should cover recognizing signs of distress, having supportive conversations, understanding available resources, and promoting a positive work environment. Awareness campaigns, through various communication channels, can help normalize discussions about mental health and inform employees about the policies and support systems in place.

These programs should be regular, not one-off events, and tailored to different roles within the organization. Educating the workforce is a continuous process that reinforces the importance of mental well-being and ensures that everyone understands their role in creating a supportive environment, thereby maximizing the positive workplace mental health policy impact.

Regular Policy Review and Updates

Workplace needs and best practices for mental health support evolve over time. Policies should not be static documents but should be regularly reviewed and updated to reflect changes in legislation, organizational structure, employee feedback, and advancements in mental health understanding and support.

Setting a schedule for reviewing policies, perhaps annually or bi-annually, ensures that they remain relevant and effective. Gathering feedback through surveys, EAP utilization data, and direct employee input should inform these updates. A dynamic approach to policy management ensures that the workplace mental health policy impact remains strong and relevant.

Creating a Culture of Open Communication and Support

Ultimately, the success of any workplace mental health policy hinges on the organizational culture. Fostering an environment where open communication about mental health is encouraged, where employees feel safe to speak up, and where support is readily available and non-judgmental is the goal.

This culture is built daily through interactions between colleagues and managers. It involves actively promoting psychological safety, celebrating diversity, and embedding empathy and understanding into the fabric of the workplace. A truly supportive culture amplifies the positive workplace mental health policy impact, making mental well-being an integral part of the employee experience.

The Future of Mental Health in the Workplace: Policy Trends and Innovations

The landscape of workplace mental health is continuously evolving, driven by technological advancements, changing workforce expectations, and a growing understanding of the importance of well-being.

The Rise of Technology-Based Mental Health Solutions

Technology is playing an increasingly significant role in expanding access to mental health support. Digital platforms offer confidential self-assessment tools, online therapy options (telehealth), mindfulness and meditation apps, and mental health education resources accessible anytime, anywhere.

Workplace policies are beginning to incorporate and promote the use of these digital tools as part of their mental health offerings. While not replacing human interaction, technology can provide accessible, scalable support, particularly for remote or dispersed workforces. The integration of these tools into policies represents a key trend shaping the future workplace mental health policy impact by increasing reach and flexibility of support.

Proactive Mental Health Strategies and Prevention Programs

There is a growing shift from purely reactive support (addressing issues after they arise) to proactive prevention and early intervention strategies. Future policies will likely place a greater emphasis on identifying and mitigating workplace stressors before they negatively impact mental health.

This includes designing jobs to be less stressful, promoting healthy work-life boundaries, training employees in resilience-building techniques, and fostering positive team dynamics. Prevention programs aim to build a mentally healthy workforce from the ground up, reducing the incidence of mental health issues and demonstrating a forward-thinking workplace mental health policy impact focused on well-being promotion.

Integrating Mental Health into Overall Wellness Programs

Mental health is increasingly being recognized as intrinsically linked to physical health and overall well-being. Future workplace policies will likely see mental health support fully integrated into broader corporate wellness programs, rather than being treated as a separate, siloed issue.

This integration could involve offering combined physical and mental health assessments, promoting activities that benefit both mind and body (like exercise or mindfulness breaks), and ensuring seamless access to a range of health resources. A holistic approach acknowledges the interconnectedness of health aspects, aiming for a comprehensive positive workplace mental health policy impact on employees' total well-being.

Conclusion: Prioritizing Mental Health for a Thriving Workplace

The Business Case for Investing in Employee Mental Health

The evidence is clear: investing in employee mental health is not just the right thing to do ethically, but it also makes sound business sense. The positive workplace mental health policy impact is measurable in terms of reduced costs associated with absenteeism and turnover, increased productivity and engagement, and enhanced overall organizational performance. Companies that prioritize mental well-being build more resilient, innovative, and loyal workforces.

Ignoring mental health, conversely, leads to significant human and financial costs. Stress, burnout, and untreated mental health conditions erode morale, hinder productivity, and expose organizations to considerable risks. The financial return on investment estimates, often cited at $4-5 for every dollar spent on mental health support, underscore the compelling economic imperative for action.

Call to Action: Creating a Mentally Healthy and Supportive Work Environment.

Creating a mentally healthy workplace is an ongoing journey that requires commitment, resources, and a genuine desire to support employees. Organizations must move beyond token gestures and implement comprehensive, well-communicated, and consistently applied workplace mental health policies.

This involves leadership taking a stand, investing in training and resources, actively working to reduce stigma, and fostering a culture where empathy and support are the norm. By prioritizing mental health, businesses can not only mitigate risks and improve their bottom line but also cultivate environments where employees feel valued, supported, and empowered to thrive, leading to a powerful and positive workplace mental health policy impact for everyone.

Final Reflection: The Weight of Wellbeing: Policies and the Future of Work

The mental health crisis isn't just a personal struggle; it's a systemic issue profoundly impacted by workplace policies. Failing to prioritize mental wellbeing within the professional sphere not only harms individuals but also undermines productivity, innovation, and overall societal progress. The cost of inaction is far greater than the investment in proactive, supportive policies.

The pervasive influence of workplace culture on mental health is undeniable. We've explored how policies, or the lack thereof, directly shape employee experiences, fostering either supportive environments or breeding grounds for stress and burnout. The best way to find yourself is to lose yourself in the service of others, – Mahatma Gandhi. This quote, while seemingly unrelated at first glance, highlights the crucial role of supportive workplaces in fostering a sense of belonging and purpose, which are vital for mental wellbeing. The policies we create reflect our values, and those values directly impact the mental health of those who work within the systems we build.

Now, consider your own workplace. What policies are in place to support mental health? Are they sufficient? More importantly, are they actively implemented and utilized? This isn't just about ticking boxes; it's about creating a culture of care, understanding, and genuine support. Take a moment to reflect on your role in fostering a healthier, more compassionate workplace. Advocate for change, challenge the status quo, and remember that your actions, no matter how small, can contribute to a significant shift in the landscape of workplace mental health.

Unlock Your Workplace Wellbeing: Take Action Today!

Thanks for taking the time to explore the crucial link between workplace policy and mental health. We hope this article equipped you with valuable insights into creating a more supportive and thriving work environment. Now, let's turn those insights into action!

• Prioritize Mental Health in Your Workplace: Identify one specific policy change you can implement immediately – perhaps a flexible work arrangement or improved mental health resources. Even a small step makes a difference.
• Share this knowledge: Discuss this article with your colleagues, team, or manager. Spark a conversation about how to create a more mentally supportive workplace.
• Explore further resources: Dive deeper into the wealth of information available online and within your organization to discover further steps you can take.

Ready to make a positive impact on workplace wellbeing? What small change will you make this week to support mental health in your organization?