Watch out for the Mental Health Expert

Introduction:
When it comes to developing a health and mental health strategy, many organizations default to HR as the obvious choice. However, in this blog post, we will delve into whether HR should lead your mental health strategy, or if there is a more effective approach for creating real culture change. While HR should certainly be involved, let's explore why it might be more beneficial to have a standalone unit with various stakeholders, including HR, but not exclusively led by HR.

Insufficient Expertise in Health and Mental Health:
One reason why HR may not be the ideal candidate for leading a health and mental health strategy is that their expertise lies primarily in HR-related matters. While they excel at writing policies and strategies, health and mental health require a specialized skill set that may not be their focus. Although some HR professionals do possess knowledge in these areas, it is not necessarily their core training or job responsibility.

Preventing Siloed Strategies:
In some organizations, when HR takes the lead on mental health policies, it inadvertently creates a siloed approach. While the organization may boast a comprehensive mental health policy, it often remains separate from the overall culture. It becomes just another document displayed on the company website alongside maternity leave policies and grievance procedures. To foster meaningful culture change, it is essential to integrate mental health initiatives throughout the entire organization, going beyond HR.

Balancing Interests and Responsibilities:
HR primarily handles personnel-related matters, such as recruitment, terminations, and safeguarding the organization's interests. However, the same individuals who develop HR policies may not possess the necessary expertise to truly support employee well-being. Having the same person responsible for creating policies and managing grievance processes, as well as looking after employee welfare, can create conflicts of interest. To effectively address mental health, it requires a different skill set that may not align with HR's core responsibilities.

The Optimal Approach:
While HR should undoubtedly be involved in mental health initiatives, establishing a standalone unit with input from various stakeholders is pivotal for success. This approach ensures that mental health strategies receive insights from multiple perspectives, while still benefiting from HR's expertise in dealing with personnel matters. In an upcoming article, we will further explore where mental health should reside within an organization and how HR can contribute effectively, leveraging their expertise without compromising their core role of protecting the organization.

Conclusion:
It is essential to carefully consider the role of HR in leading a mental health strategy. While their involvement is necessary, a standalone unit with input from diverse stakeholders may prove more effective. By promoting a holistic approach, organizations can create a culture that values and supports employee well-being. We invite HR professionals and individuals from all backgrounds to share their thoughts on this topic. Stay tuned for our upcoming article diving deeper into this subject. If you're ready to take action, consider signing up for Amy's practical, skills-led course on creating and implementing an organizational health, mental health, or well-being strategy and program - check out more info HERE