Tim Dunn, Chief Commercial Officer at Onebright
A mental health audit can help a company better understand parts of its business that could remain hidden from view or present as future problems. The mental health requirements of employees continue to shift, so evaluating where the gaps exist now in terms of mental health training, diagnosis and treatment for conditions, and the use of data to measure the success of the workplace, can help leaders to prepare and make informed decisions about their workforce’s requirements.
Every workplace is different. The needs and requirements shift and change over time. What works for one team may differ from others. Understanding how people have been affected by mental pressures, such as the cost-of-living crisis, can provide insights into the kind of support and resources missing from a business.
Even with highly involved management and executives, it is impossible to have a clear picture of everything happening with an organisation’s employees. This is where a clinically led mental health audit is a cost-effective way of understanding workers’ everyday lived experience and what mental health support is available on the ground. Business leaders can ask themselves: what actions can we take to make life and work more manageable?
What does it mean to incorporate a mental health audit?
Similar to the process of a Health and Safety audit, mental health audits look at various risk factors within an organisation that could negatively impact the mental wellbeing of staff. Using best practices, mental health consultants will explore areas of the organisation that could hinder an employee from effectively carrying out their job.
An audit measures a business’s current practice against a defined standard. These standards form part of clinical governance, which aims to safeguard high-quality clinical care for all employees and those at senior levels.
With more businesses looking to reduce overheads and costs, an audit can help executives make more informed decisions on everything, from where to allocate resources, to predicting the likelihood of sickness, and maximising productivity and engagement in teams.
Mental health audits are not a way to capture or record evidence of a particular employee’s mental health on an employer’s behalf, or a criticism of employers, management, or individuals themselves.
What to do after a mental health audit
After carrying out the audit, a clinician or therapist can deliver a multitude of services to the business. This can be in the form of on-demand mental healthcare and even extend to bespoke mental health training in the workplace. Investing in mental health training is a good start to ensure that business leaders and managers are well-equipped to recognise and find a solution for the risk factors that could negatively impact the organisation.
With all that being said, an audit is an ideal way for companies to future-proof their business and adjust to the ever-changing climate of the workplace.
