How to Create a Mental Health Employee Resource Group
Work can be tough sometimes, and it's okay not to be okay.
38% of Canadians have taken time off work in the last 5 years because of mental health issues. When these problems aren't dealt with through avenues like depression therapy or anxiety therapy, it can make it harder to do a good job, feel happy at work, and even affect how well the whole company does.
While a Mental Health Employee Resource Group might not fully replace 1:1 therapy, it can be a great way to signal to your team that you care about their well-being. Here’s how to create one in your workplace.
The Impact of Mental Health in the Workplace
A Mental Health Employee Resource Group (ERG) is a voluntary, employee-led group within a company or organization that focuses on promoting mental health awareness, support, and advocacy in the workplace.
These groups are typically formed by employees who are passionate about mental health issues and aim to create a supportive community for individuals within the organization who may be struggling with mental health challenges or interested in promoting mental wellness.
When Mental Health Employee Resource Groups are implemented effectively in the workplace, it can help:
Reduce mental health stigma
Increase awareness and education
Peer support and connection
Advocacy and policy change
Improved employee engagement and retention
Enhanced organizational culture
The Benefits of a Mental Health Employee Resource Group (ERG)
Improved Employee Morale and Satisfaction
Think of a Mental Health Employee Resource Group as a special club just for people who want to support each other's mental health. When you're part of a group like this, you can feel like you belong and that you're not alone. You can talk to others who get what you're going through, make new friends, and learn from each other's experiences.
Reduced Stigma Surrounding Mental Health
Mental Health Employee Resource Groups can play a pivotal role in dismantling the stigma that often surrounds mental health conditions.
Through educational initiatives like workshops, seminars, and guest speaker events, ERGs can raise awareness about mental health issues, challenge misconceptions, and promote understanding.
Employee Resource Groups for Mental Health can also provide resources like mental health hotlines, counselling services, and online support groups, making it easier for employees to access the help they need.
Increased Productivity and Engagement
Mental health ERGs contribute to a more positive and inclusive workplace culture where employees feel valued and empowered to take care of their mental health.
By offering resources and support, ERGs can help employees develop coping mechanisms for stress, anxiety, and other mental health challenges. They can provide opportunities for skill-building workshops, resilience training, and mindfulness practices, equipping employees with the tools they need to manage their mental well-being effectively.
Additionally, ERGs can foster a sense of camaraderie and connection among employees, leading to increased collaboration, creativity, and innovation. When employees feel good mentally and emotionally, they are more likely to be engaged in their work, motivated to achieve their goals, and committed to the success of the company!
How to Create a Mental Health Employee Resource Group
Identify the Purpose of Your Mental Health ERG
Before diving into the creation of your Mental Health Employee Resource Group (ERG), it's essential to clearly define its purpose.
What specific goals and objectives do you want to achieve through this group?
Are you aiming to raise awareness about mental health issues, provide support and resources to employees, or advocate for policy changes within the company
Remember, the ERG should be a resource for employees, by employees, so their input is invaluable!
Set SMART Goals
Setting SMART goals is a crucial step in ensuring the success and effectiveness of your mental health ERG.
SMART stands for Specific, Measurable, Achievable, Relevant, and Time-Bound.
Specific goals clearly define what the ERG aims to accomplish.
Measurable goals allow you to track progress and assess impact.
Achievable goals are realistic and attainable within the available resources and timeframe.
Relevant goals are aligned with the overall purpose of the ERG and the needs of the employees.
Time-bound goals set deadlines for achieving specific milestones, ensuring that the ERG remains focused and accountable.
Secure Leadership Support
Identify potential sponsors or champions within the organization who are passionate about mental health and can advocate for the ERG at the executive level. This could be a senior leader, HR representative, or even a colleague who has a personal connection to the cause.
To garner leadership support, clearly demonstrate the value that the ERG brings to the company and its employees. Highlight how addressing mental health in the workplace can lead to increased productivity, reduced absenteeism, improved morale, and enhanced employer branding.
Build Your Team
Recruit employees who are passionate about mental health and have a genuine interest in supporting their colleagues. Look for individuals with diverse backgrounds, experiences, and perspectives to ensure that the ERG represents the broader workforce. Encourage participation from all levels of the organization, including both individual contributors and managers.
Once you’ve assembled your team, clearly define roles and responsibilities for each member. This will help to ensure that everyone understands their contributions and that the workload is distributed fairly. Some key roles to consider include:
A chairperson or leader
A vice-chair
A treasurer
A secretary
Committee chairs for specific initiatives or projects
Build a Leadership Structure
This structure should outline the roles and responsibilities of the leadership team, as well as the decision-making processes and communication channels within the group. The leadership team should consist of individuals who are passionate about the ERG's mission, possess strong leadership skills, and are committed to driving the group's success.
When building your leadership team, ensure that it is representative of the ERG's membership and reflects the diversity of the company. This means including individuals from different departments, levels of seniority, and backgrounds. A diverse leadership team can bring a wider range of perspectives and experiences to the table, making the ERG more inclusive and effective.
Create Guidelines and Policies for a Safe Space
To ensure that your mental health ERG is a truly safe and supportive space for all members, it's crucial to establish clear guidelines and policies. These guidelines should outline expectations for respectful communication and behavior, emphasizing the importance of empathy, active listening, and non-judgment.
They should also address confidentiality and privacy concerns, assuring members that their personal experiences and information will be treated with the utmost respect and discretion. It's important to communicate these guidelines and policies clearly to all members, both during onboarding and through regular reminders, to create a shared understanding of the group's values and expectations.
Know How to Handle Sensitive Information
Given the sensitive nature of mental health discussions, it's important to equip ERG leaders and members with the knowledge and skills to handle disclosures of mental health challenges appropriately. This includes providing training on active listening, empathetic responding, and recognizing signs of distress.
It's also important to have resources and referrals for professional help, like trauma therapy from a Hamilton therapist, readily available so that members can access appropriate support when needed.
Maintaining confidentiality and respecting the privacy of individuals who share their experiences is paramount to building trust and ensuring a safe space for open dialogue.
Provide Educational Initiatives
Organizing workshops, seminars, and training sessions on various mental health topics, can raise awareness, reduce stigma, and empower employees to prioritize their well-being. Invite guest speakers and experts to share their knowledge and insights, offering diverse perspectives on mental health challenges and solutions.
Develop and distribute educational materials, such as brochures, fact sheets, and online resources, to provide employees with easy access to reliable information on mental health conditions, treatment options, and support services.
Build Peer Support Networks
Peer support is a powerful tool for promoting mental well-being. By facilitating peer support groups or mentorship programs within the ERG, you can create a space where employees can connect with others who understand their struggles and offer encouragement and support.
These networks can provide a sense of belonging, reduce isolation, and foster a community of care. Encourage employees to share their experiences, offer advice, and learn from one another.
Complement Your ERG Programs with Access Therapy!
Our team of expert Hamilton therapists help our clients develop and implement successful mental health practices in their lives. As you’re growing your Mental Health Employee Resource Group, see how partnering with Access Therapy can give your employees access to more resources!
Book a free consultation today and discover how Access Therapy can partner with you to create a mentally healthy workplace!
