Earlier this year the Staff Governance Committee approved a Mental Health Action Plan for adoption by the Council.
It may not have grabbed the headlines in the way that some reports and decisions do – but it is every bit as important.
The focus of the plan is on ensuring that mental health is a priority for us all and that we continue to build a culture that encourages an open, inclusive and supportive attitude towards wellbeing.
Angela-Jane Hesketh has written an excellent blog post on the subject, following on from the work she and all those who have had an input in creating the plan have done.
It’s something that was raised directly with me, by staff members initially and also trade union representatives, and quickly took shape thanks to the energy and enthusiasm of colleagues from a variety of clusters, led by Organisational Design. I’m delighted to see something so important that has been driven by staff coming to fruition and that’s something we want to see more of in all parts of the Council.
Angela-Jane’s blog post is a really thought provoking read and this particular challenge from Angela-Jane jumps out from the screen: “I ask you all to stand with me, let’s battle the stigma and get the conversation going, raise the awareness that we can only be our best selves if we start by looking after ourselves, mentally as well as physically.”
I echo those sentiments and I’m really keen to do all I can to support the team in promoting and implementing the plan.
At a time when our guiding principles and culture are being shaped, it’s heartening to see the mental health action plan gathering pace and underlining the caring ethos that we want to be running through our relationships with customers and colleagues.
That includes being open about the inevitable pressure that colleagues feel as our staff numbers contract.
I’m very conscious this is impacting on how people feel and the challenges they face day to day, something we have to manage together. The commitment to no compulsory redundancies that was reiterated by elected members at the budget meeting earlier this month means the reduction in posts is being managed through Voluntary Severance and Early Retirement. That is obviously reassuring for staff but I know it brings different worries in terms of covering the workload of those who choose to leave.
We can’t control the funding constraints we face or which areas of the Council colleagues will opt to leave from through VSER. What we can do is ensure we are innovative in how we deal with that, particularly through the digital technology we’re embracing to reduce the volume of manual work required. We must also continue to consider how we adjust our service levels to take into account the financial challenges, with a great deal of work being done around defining what we should and can provide as an organisation by creating commissioning intentions that will map that out in detail.
Turning back to the Mental Health Action Plan I’d encourage everyone to take time to familiarize themselves with it, read Angela-Jane’s blog post and give some thought to what the plan may mean for you and the colleagues around you.
As Angela-Jane points out, we would all know what to do if we cut our finger at work – but not necessarily where to turn if mental rather than physical health is the concern.
The adoption of the plan is a vital first step and my appreciation goes to everyone who has driven the project. It’s up to all of us now to help build the momentum and keep mental health at the top of the agenda.