The action plan is the heart of your Employer Pledge commitment. We believe that to achieve lasting change, it’s important to create a plan of tangible activity to change how your workplace thinks and acts about mental health problems.
Please note: For June 2018 only, we will not be accepting any new Action Plans for review. This is to enable the team to finalise plans already in progress and to prepare resources for future events. We will be ready to receive all new plans from 1st July 2018 onwards and look forward to receiving yours. Please ensure you take this extra period of time into account when considering your proposed Pledge signing date.
To make filling out the plan as simple as possible for you, we have identified seven key principles. We are looking to see at least one activity for each of these areas.
Download our guide to creating your action plan to find out more about how to embed these principles into your workplace (further information below).
If you already have plenty of ideas, download the action plan template and start filling it in!
The seven principles behind the action plan are:
Buy-in from the senior leaders in your organisation is crucial to the success of your action plan. If you have their support, you will find it much easier to change the culture of your workplace.
It is important to find the right team or person for this responsibility to sit with – this will ensure your organisation keeps the momentum going on changing attitudes to mental health. Recruiting Employee Champions is a fantastic way to support your work and help you get the message out to all levels of employees. This Guide to Supporting your Champions can help you to keep your Employee Champions engaged with the action plan.
To create an environment where conversations about mental health are commonplace, you need to make people aware of the issue.
Whether you choose to have a standalone mental health policy or address mental health within existing policies, it is important that employees are informed about what they should do when encountering mental ill health.
By getting just a few people to open up and tell their story, you signal that it’s okay for employees to be open with each other about their mental health.
It’s critical that all of your line managers feel confident having a conversation about mental health with their line reports.
It’s important to provide information about the subject and enable employees to easily access support services available to them when in need.