Workplace Investigations and Mental Health Matters
Future of Workplace Investigations: Focus on Mental Health and Employee
Well-Being
The #MeToo movement and a heightened focus on mental health have propelled the evolution of workplace investigations, moving us beyond traditional approaches to embrace one focused on employee wellness. This blog post offers an exploration into this shift: from uncovering factors behind it such as increased awareness of stressors at work, to what these changes could mean going forward for those invested in creating more supportive workplaces.
From business owners, executives, and senior managers…to lawyers and investigators - join us now as we consider how all players might be affected by this development that is transforming our industry.
In today's ever-changing world, it is essential that companies prioritize mental health and employee well-being in order to cultivate a productive work environment. Keeping an open dialog about emotions during investigations, working with qualified professionals for resources when needed, and providing follow-ups to check on progress are imperative steps forward toward creating safe workplaces where everyone can thrive.
Mental health awareness matters – now more than ever.
In the future of workplace investigations, more focus will be placed on mental health and employee well-being.
To ensure employees’ psychological safety, organizations must be prepared to shift the focus of workplace investigations from punitive measures towards a holistic approach that takes into account mental health needs.
Looking beyond simply addressing root causes, employers can take action with "trauma-informed" inquiries that seek to understand and heal underlying issues in order for their workers to return feeling secure and empowered.
By investing in these healing practices – rather than merely punishing individuals involved -- companies are helping create workplaces where everyone feels supported on the path toward future success.
This shift will help to create a better working environment for everyone involved.
The winds of change are blowing across the workforce, and companies have responded with comprehensive strategies that prioritize employees' well-being. These approaches foster a sense of motivation rather than toxicity; creating vibrant workplace cultures where communication is open and mental health support is readily available.
To remove any stigma associated with mental health in our workspaces, businesses can help by providing resources for their team members to cope better as well as proactively addressing issues or conflicts related to this topic.
Tips on how to implement consideration of employee well-being and mental health into workplace investigations.
Employers have a responsibility to foster an environment that supports the mental health and well-being of their employees. A prevention strategy to help achieve this is including considerations for mental health when implementing workplace investigations. Employers should look closely at how their inquiries can be structured not just to identify substandard performance or misconduct but also with an open mindset to look out for any potential issues related to mental health and well-being that could be contributing factors.
Part of this prevention tactic in investigations might involve the use of mental health professionals as part of the investigation team - someone with qualifications, training, experience, and empirical knowledge on the matter. Experts like these can provide insightful guidance in creating more effective prevention strategies and help ensure that misuse of safety protocols doesn’t lead to inadvertent organizational risk related to mental health issues.
Other ideas include:
Training: Provide training for managers and human resources personnel on how to recognize and respond to signs of mental health issues in the workplace. This can include training on how to conduct sensitive and confidential investigations and how to provide support to employees who may be experiencing mental health issues.
Resources: Provide resources and support for employees who may be experiencing mental health issues, such as an employee assistance program or access to a confidential counseling service.
Confidentiality: Ensure that any information or discussion related to an employee's mental health is kept confidential and only shared with those who need to know. Not only is this good business practice but in some situations, it may be required by law.
Collaboration: As we mentioned above, work with mental health professionals or employee representatives to ensure that investigations are conducted in a way that is sensitive and respectful to the employee's well-being.
Addressing discrimination: Address and take appropriate action against any discrimination related to mental health in the workplace. This could be done by revising workplace policies to training for all employees, such as including mental health training as part of anti-harassment training.
Creating a culture of support: Encourage open communication and a culture of support and understanding around mental health within the workplace. Some companies offer Employee Assistance Programs (EAPs), providing access to confidential counseling services and resources through Employee Assistance Programs (EAPs) for employees and their families. Other benefit perks that companies may offer to support the mental health of employees include:
Mental health days: Some companies are starting to allow employees to take mental health days, similar to sick days, to address mental health concerns without fear of repercussions. For example, a growing list of companies offer employees a week off work to prioritize mental health and prevent burnout.
Wellness programs: Companies are offering wellness programs to promote physical and mental well-being, such as yoga classes, meditation sessions, and health coaching.
Flexible working arrangements: Companies are promoting flexible working arrangements, such as remote working or flexible hours, to help employees better manage their mental health and work-life balance (note that offering these types of arrangements may be required and/or necessary under the Americans with Disabilities Act or similar state law).
Stigma-reduction campaigns: Companies are launching internal campaigns to reduce the stigma around mental health, encouraging employees to talk openly about their experiences and seek support when needed.
Creating Mental Health Champions: Companies are creating mental health champions within their organization to act as a point of contact and support for employees experiencing mental health issues.
In conclusion, the workplace is changing and so are the types of investigations that need to be conducted. In the future, more focus will be placed on mental health and employee well-being. This shift will help to create a better working environment for everyone involved by providing mental health support, addressing the root causes of employee complaints, and developing a prevention strategy.
Looking for experienced advice on how to support your team's well-being through workplace investigations? Wagner Legal has the resources and consultations you need to create an enriching atmosphere where employees feel heard, respected, and safe. Get in touch with us today to get started!
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