Wellbeing › RUOK? Day: Our year-round commitment to mental health
Here, Jas outlines what lies behind RUOK? Day, and the approaches Valmont takes to improving mental wellbeing in the workplace.
RUOK? Day is on Thursday 14 September, and it’s a brilliant campaign that encourages conversations and provides valuable resources to help recognise signs of someone not feeling okay. While Valmont promotes the day actively, we also believe that mental health should be a priority every day of the year. Mental wellbeing exists on a continuum, and we all move along that spectrum.
So, how can we ensure that our friends, family, and colleagues are supported throughout the year?
We understand that preventing psychological harm is crucial to creating a healthy and safe workplace. The model Work Health and Safety (WHS) laws now include regulations regarding psychosocial hazards. To comply with these laws, we have adopted a new model Code of Practice on Managing Psychosocial Hazards at Work. This code outlines practical steps for managing workplace risks to psychological health.
Our goal is to identify and resolve Psychosocial Risk Factors/Hazards within our business, through the lens of WHS legislation. With the introduction of the Code of Practice and the stipulations set forth by WorkSafe, organisations like ours are now mandated to conduct risk assessments akin to those performed for physical hazards. These assessments aim to identify, control, and monitor these psychological risks.
The risk management process involves four key steps:
Just like the mental health continuum, our approach is ongoing, and we view it as our corporate responsibility to maintain a strong mental health pulse within our business.
A crucial factor contributing to the success of this code is the unwavering commitment from our leadership and management team. Our Valmont management team is deeply dedicated to promoting mental health. Alongside myself, our Head of People and Culture and our Training and Development Leader, we are well-positioned to drive meaningful change that adapts to the evolving needs of our people, the market and the broader environment, all while soliciting input from our dedicated staff.
Through our governance structures and resource allocation decisions, we actively shape the organisation, and the way work is conducted. It is especially heartening to see the number of team members who share my passion for mental health. Engaging in open and authentic discussions across our various sites has been both refreshing and a poignant reminder of how profoundly mental health impacts everyone.
Furthermore, we draw upon the workplace wellness expertise from our sister company Geyer coupled with our existing Employee Assistance Program (EAP) counselling available to all our staff, offering a confidential support.
And so, what ’s our desired outcome? A psychologically and socially flourishing culture and workplace where leaders can bring inspiration, innovation and intelligence to the commercial built environment.
We acknowledge the traditional custodians of the land on which we stand. We pay respect to the Elders past, present and emerging and extend that respect to other First Nations people.