Midlands Engine Mental Health and Productivity Pilot

What is the Mental Health and Productivity Pilot?

The Mental Health and Productivity Pilot will see the implementation of new workplace interventions at pilot organisations and the rollout of existing interventions in small, medium and large businesses across the Midlands Engine geography. The programme aims to contribute to the reduction of  mental  health distress and break down the barriers to accessing care faced by people experiencing mental illness; support their continuation in and return to work  and ultimately make a positive contribution to organizational productivity, in both quantitative (monetary) and qualitative (wellbeing) terms.

The programme aims to contribute to the reduction of mental health distress and break down the barriers to accessing care faced by people experiencing mental illness; and ultimately make a positive contribution to organisational productivity, in both quantitative (monetary) and qualitative (wellbeing) terms.

We are now working with businesses in the D2N2, Herefordshire and Shropshire and Stoke and Staffordshire regions to help integrate effective mental health provision into their workplace. We welcome enquiries from businesses of any size with the aim of working with you to create a ‘road map’ of support for your employees - nurturing a positive culture that develops strength in the workplace.

This project is funded by the Midlands Engine.

Six mental health at work standards for all employers

The following standards are underpinned by the Thrive at Work key standards, existing pledges and research from UK employers and mental health experts. These standards are key to launching your organisation in the right direction for improving health and wellbeing at work, and growing a healthier, happier workplace.

Priorities mental health in the workplace by developing and delivering a systematic programme of activity

This standard contains four main actions:

  • Produce, implement and communicate a mental health at work plan, drawing from best practice and representing the views of employees across the organisation, specifically exploring feedback from people with mental health problems
  • Demonstrate senior ownership and drive board-level accountability, underpinned by a clear governance structure for reporting
  • Routinely monitor employee mental health and wellbeing using available data
  • Seek feedback from your employees and create clear opportunities to make improvements based on feedback.

Proactively ensure work design and organisation culture drive positive mental health outcomes

This standard contains five main actions:

  • Provide employees with good physical workplace conditions
  • Create opportunities for employees to feed back when work design, culture and conditions are driving poor mental health
  • Address the impact that a range of activities have on employees, including organisational design and redesign, job design, recruitment, working patterns, email, ‘always-on’ culture, and work-related policies
  • Give permission to have work-life balance and to work flexibly and agile
  • Encourage openness during recruitment and throughout employment so appropriate support can be provided.

Promote an open culture around mental health

This standard has three parts:

  • Proactively change the way people think and act about mental health by increasing awareness and challenging mental health stigma
  • Empower employees to champion mental health and positively role model in the workplace
  • Encourage open two-way conversations about mental health and highlight the support available at all stages of employment

Increase organisational confidence and capability 

This standard has four parts:

  • Increase mental health literacy of all staff and provide opportunities for staff to learn about how to manage their own mental health
  • Ensure all staff are suitably prepared and educated to have effective conversations about mental health, and where to signpost for support, including in inductions for all new staff
  • Train your line managers in spotting and supporting all aspects of mental health in the workplace, and include regular refresher training
  • Support managers to think about employee mental health in all aspects of their role including during staff inductions, one-to-one meetings, team meetings and return-to-work meetings.

Provide mental health tools and support

This standard has three parts:

  • Raise awareness of the resources and tools available, including Mental Health at Work
  • Ensure provision of tailored in-house mental health support and signposting to clinical help, including but not limited to digital support, occupational health, employee assistance programmes, the NHS
  • Provide targeted support around key contributors of poor mental health, e.g. financial wellbeing.

Increase transparency and accountability through internal and external reporting 

This standard has two parts:

  • Identify and track key measures for internal and external reporting, including through the annual report and accounts
  • Measure organisational activity and impact using robust external frameworks, e.g. the Business in the Community Responsible Business Tracker and Mind’s Workplace Wellbeing Index.

Ways in which you can support mental health in your workplace include:

Local Resource Packs

The Marches Stoke and Staffordshire D2N2

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Business Resources

Access free resources to help you and your business during these challenging times.

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