We can do better for our people who can't, won't or don't ask for help

"Whilst on sick leave for three months, with the exception of her work friends, the lack of support from the Court and from CSV [Court Services Victoria] was stark. The pressure she felt she was under at work and her distress about the workplace environment is compelling."

She was so worried about the effect her mental illness might have on her reputation and career prospects that she did not disclose a suicide attempt to any of the seven GPs, three psychiatrists and four psychologists she saw over 39 appointments over about six months.

Richard Baker's compelling report in The Age tells how the NSW Coroner provided a damning account of the VIC Coroner’s Court’s culture, due to work stresses, in a recent review of the plight of Jess Wilby, who took her own life. Jess feared that her mental health challenges would harm her career.

This is a very common response from people. The fear of being judged as less-than, or not a team player, not up to the task, their reputation and career prospects, is deeply embedded in our survival instinct.

The response to stigma is to normalise conversations around mental health. It is okay to not be okay. We need to feel safe in asking for help. And it is up to people leaders to foster that environment where it is safe to do so.

It isn’t difficult to upskill your people leaders to be able to have those caring conversations. When we offer the space for our people to feel safe in reaching out, we create a culture and supportive environment that pays huge dividends in cost-saving, increased productivity, significant reduction in lost workdays and increased profitability.

To say nothing of the embracing mindset of your teams, their cohesion, retention of your people and attraction of new talent, given your company’s reputation as a good place to work.

Let’s have a conversation about how I can help to lift your leaders.