Just 52% of Australian employers are making sure their employees' experiences at work align with their overall wellbeing – a sad statistic considering the effort that many health practitioners and researchers have put into improving mental health in the workplace. The same study, from APS and Curtin University, also found about 20% of respondents felt their employer cared little, or not at all, about their wellbeing.
As government researchers have noted, ‘candidates want employers to support good mental health’ – and a mentally healthy workplace was the second most important factor in an employee’s decision to accept a new role after pay.
It’s clear more organisations would benefit from reviewing recruitment processes to make them more inclusive of people with mental health conditions.
To help, we’ve put together tips for creating a supportive and inclusive hiring environment – which will not only help candidates feel welcome and accommodated but also support a healthier workforce.
Identify Unconscious Biases
Though hiring managers may not consciously set out to discriminate against a candidate based on their characteristics – such as their mental health – unconscious biases can still affect how they evaluate candidates.
Mental Health Australia highlights that stigma and discrimination are some of the biggest barriers to employment for people experiencing mental ill-health. Over 70% of people with experience of mental health challenges are employed, but the employment rate for people with mental health challenges (particularly severe or complex) remains well below the general population. Only 26% of people with a psychosocial disability are employed, compared to 57% of people with other disabilities and 80% of those without disabilities.
Learning how to recognise your unconscious biases is the first step toward greater awareness of mental health in recruitment for your organisation. After all, it isn’t easy to address something you’re unaware of.
Deliver Mental Health & Wellbeing Training
To support candidates with mental health conditions, providing mental health and well-being training to employees involved in the hiring process is critical.
This training should cover the importance of mental health support, recognising the signs of mental health issues, what to do if a candidate discloses a mental health condition and learning how to create a supportive environment.
You may like to deliver training internally, developing a program that reflects your organisation’s mental health policies. Free resources such as Mentally Healthy Workplaces can give you access to specific tools and knowledge that equip hiring managers with the skills to support mental health.
Additionally, partnering with an education and social services recruitment specialist with core values of accountability and respect can help adjust your recruiting practices. (Connect with our team to find out how we can help!)
Create a Safe Space for Candidates
Supporting mental health in recruitment starts with an environment where candidates feel comfortable discussing any accommodations they may need. This can be as simple as including this information (as well as mental health resources) in the job posting. Reminding candidates they’re welcome to share any concerns or requests they may have at the start of an interview is also a sensible approach.
Remember that there are legal obligations around discussing mental health with a candidate. Any candidate disclosing a mental health condition or requesting particular accommodations is protected by privacy laws – meaning you must have their explicit consent to record and document this information and share it with others.
Ultimately, normalising these conversations builds trust and demonstrates your organisation is serious about supporting mental health in recruitment and in the workplace.
Nurture a Mentally Healthy Workplace Culture
Inclusive hiring practices are essential, but it’s important to ensure these are reflected in your workplace culture, too.
If you’re hoping to take the next step toward increased employee wellbeing in your organisation, here are a few strategies to consider:
Supportive policies: A 2022 Atlassian survey of US and Australian workers found that when people have flexibility at work, only 14% report burnout symptoms – as compared to 36% who have no flexibility. Keep a close eye on employee workloads and consider implementing policies such as custom flexible working arrangements, mental health days & access to counselling services.
Leadership commitment: As with other workplace factors, support of mental health and inclusivity is a top-down practice that starts with managers. Leaders should model inclusive behaviour, actively participate in mental health initiatives and regularly reiterate the importance of mental health support.
Encourage feedback: Whether it be through anonymous surveys, suggestion boxes or HR open-door policies, ensure that employees feel safe to reach out – and that their concerns will be addressed promptly.
Make Employees Aware of Support Resources: Whilst 81% of organisational leaders say their workplace offers mental health support for employees, over a third (35%) of employees are unaware of these resources or how to access them. At the most basic level, make sure that your team members know what support they can access at work for mental health and wellbeing.
The Final Word…
These practices and strategies can help your organisation make its mark as an employer of choice, one that is serious about supporting worker wellbeing by backing up words and policies with sensible action. After all, your recruitment process is the first experience your employees will have of your organisation, so it makes sense to make it as inclusive as possible.
For tailored advice on supporting mental health in the recruitment process, please don’t hesitate to get in touch with the Tradewind team. As specialists in Education and Social Services recruitment, our award-winning services are designed to support organisations in building inclusive workplaces, helping you attract and retain top talent.
