employee mental health presentation

• SUGGESTED TOPICS
• The Magazine
• Newsletters
• Managing Yourself
• Managing Teams
• Work-life Balance
• The Big Idea
• Data & Visuals
• Reading Lists
• Case Selections
• HBR Learning
• Topic Feeds
• Account Settings
• Email Preferences

It’s a New Era for Mental Health at Work

• Kelly Greenwood

Research on how the past 18 months have affected U.S. employees — and how companies should respond.

In 2019, employers were just starting to grasp the prevalence of mental health challenges at work, the need to address stigma, and the emerging link to diversity, equity, and inclusion (DEI). One silver lining amid all the disruption and trauma over the last two years is the normalization of these challenges. In a follow-up study of their 2019 Mental Health at Work Report, Mind Share Partners’ 2021 Mental Health at Work Report, the authors offer a rare comparison of the state of mental health, stigma, and work culture in U.S. workplaces before and during the pandemic. They also present a summary of what they learned and their recommendations for what employers need to do to support their employees’ mental health.

When we published our research on workplace mental health in October 2019, we never could have predicted how much our lives would soon be upended by the Covid-19 pandemic. Then the murders of George Floyd and other Black Americans by the police; the rise in violence against Asian Americans and Pacific Islanders (AAPIs); wildfires; political unrest; and other major stressors unfolded in quick succession, compounding the damage to our collective mental health.

• Kelly Greenwood is the Founder and CEO of Mind Share Partners , a national nonprofit changing the culture of workplace mental health so both employees and organizations can thrive. Through movement building , custom training, and strategic advising, it normalizes mental health challenges and promotes sustainable ways of working to create a mentally healthy workforce. Follow her on LinkedIn and subscribe to her monthly newsletter.
• Julia Anas is the chief people officer at Qualtrics, the world’s #1 Experience Management (XM) provider and creator of the XM category. At Qualtrics, she is responsible for building a talented and diverse organization and driving employee development as well as organizational design, talent, and succession planning.

Partner Center

A quick note about our cookies

We use cookies so we can give you the best website experience possible and to provide us with anonymous data so we can improve our marketing efforts. Read our cookie policy and privacy policy.

Login to your account

New here? Sign up in seconds!

Use social account

Or login with an email

Create an account

Already have an account? Login here

Or sign up with an email

We’re uploading new templates every week

We’d like to send you infrequent emails with brief updates to let you know of the latest free templates. Is that okay?

Reset your Password

Please enter the email you registered with and we will send you a link to reset your password!

Check your email!

We’ve just sent you a link to
 . Please follow instructions from our email.

• Most Popular Templates
• Corporate & Business Models
• Data (Tables, Graphs & Charts)
• Organization & Planning
• Text Slides
• Our Presentation Services

Get your own design team

Tailored packages for corporates & teams

Mental Health Awareness PowerPoint Presentation

Number of slides: 10

Mental health in the workplace is such an important topic! People spend most of their lives working and deserve a positive work environment where they feel safe and able to thrive. Do you want to address mental health in the workplace? Is your company implementing a Mental Health Program? Our Mental Health Awareness PowerPoint Template is excellent to show the commitment of the company with the employees’ psychological well-being and how they can receive support if required. Open communication about mental health is key!

• About this template
• How to edit
• Custom Design Services

Free Mental Health Awareness PowerPoint Presentation

Mental health introductory slide .

It is imperative that mental health problems are treated with the same speed and priority than physical illnesses. Sadly, we are not there yet. However, your company can give the first step by addressing mental health issues at work. Use this slide to educate employees on the importance of mental health and start a discussion around the topic. 

Mental Health Program Slide 

It’s time to introduce your workplace mental health program! Which will be the company's efforts to create a healthy workplace? Here are some ideas: name mental health ambassadors who can give short talks about mental health every month, bring a psychologist to the workplace once a week so your employees can have someone to talk to in case they need it, teach how to help a colleague in distress, etc.

Mental Health FAQ Slide

Gather the questions your colleagues may have about mental health like, does health insurance cover mental therapy? What are the different types of mental health therapies? etc. Do some research and the day of your presentation use this slide as a FAQ section to clear the most common doubts about mental health among your workers.

Good mental health

A healthy working environment makes happy and competent employees which also translates into better outcomes at work.

Mental Health Stigma

Often people with mental illness do not reach for help because of social prejudices about psychiatric disorders. The first step to fight mental health stigma is talking openly about it.

The importance of discussing mental health

Mental illnesses affect not only how people think but also how they feel and act. And, if left untreated, these problems can lead to fatal scenarios. It is time to raise mental health awareness!

FIND OUT MORE ABOUT OUR CUSTOM DESIGN SERVICES

Todd Speranzo

VP of Marketing at Avella

"24Slides helps us get PowerPoints on-brand, and improve overall design in a timeframe that is often “overnight”. Leveraging the time zone change and their deep understanding of PowerPoint, our Marketing team has a partner in 24Slides that allows us to focus purely on slide content, leaving all of the design work to 24Slides."

Gretchen Ponts

Strata Research

"The key to the success with working with 24Slides has been the designers’ ability to revamp basic information on a slide into a dynamic yet clean and clear visual presentation coupled with the speed in which they do so. We do not work in an environment where time is on our side and the visual presentation is everything. In those regards, 24Slides has been invaluable."

"After training and testing, 24Slides quickly learnt how to implement our CVI, deliver at a high quality and provide a dedicated design team that always tries to accommodate our wishes in terms of design and deadlines."

What's included in Keynote Template?

I want this template customized class="mobile-none"for my needs!

69 beautifully designed slides 67 icons included PowerPoint and Keynote ready 16:9 full HD class="mobile-none"resolution

Check out other similar templates

Science Icon Template Pack

General PowerPoint Icons Template

Dark themed 30 Slide Template Pack

Generic Mobile Pack Templates

Fact sheets

• Facts in pictures
• Publications
• Questions and answers
• Tools and toolkits
• Endometriosis
• Excessive heat
• Mental disorders
• Polycystic ovary syndrome
• All countries
• Eastern Mediterranean
• South-East Asia
• Western Pacific
• Data by country
• Country presence 
• Country strengthening 
• Country cooperation strategies 
• News releases
• Feature stories
• Press conferences
• Commentaries
• Photo library
• Afghanistan
• Cholera 
• Coronavirus disease (COVID-19)
• Greater Horn of Africa
• Israel and occupied Palestinian territory
• Disease Outbreak News
• Situation reports
• Weekly Epidemiological Record
• Surveillance
• Health emergency appeal
• International Health Regulations
• Independent Oversight and Advisory Committee
• Classifications
• Data collections
• Global Health Estimates
• Mortality Database
• Sustainable Development Goals
• Health Inequality Monitor
• Global Progress
• World Health Statistics
• Partnerships
• Committees and advisory groups
• Collaborating centres
• Technical teams
• Organizational structure
• Initiatives
• General Programme of Work
• WHO Academy
• Investment in WHO
• WHO Foundation
• External audit
• Financial statements
• Internal audit and investigations 
• Programme Budget
• Results reports
• Governing bodies
• World Health Assembly
• Executive Board
• Member States Portal
• Fact sheets /

Mental health at work

• Decent work is good for mental health.
• Poor working environments – including discrimination and inequality, excessive workloads, low job control and job insecurity – pose a risk to mental health.
• 15% of working-age adults were estimated to have a mental disorder in 2019.
• Globally, an estimated 12 billion working days are lost every year to depression and anxiety at a cost of US$ 1 trillion per year in lost productivity.
• There are effective actions to prevent mental health risks at work, protect and promote mental health at work, and support workers with mental health conditions.

Work can protect mental health

Almost 60% of the world population is in work (1) . All workers have the right to a safe and healthy environment at work. Decent work supports good mental health by providing:

• a livelihood;
• a sense of confidence, purpose and achievement;
• an opportunity for positive relationships and inclusion in a community; and
• a platform for structured routines, among many other benefits.

For people with mental health conditions, decent work can contribute to recovery and inclusion, improve confidence and social functioning.

Safe and healthy working environments are not only a fundamental right but are also more likely to minimize tension and conflicts at work and improve staff retention, work performance and productivity. Conversely, a lack of effective structures and support at work, especially for those living with mental health conditions, can affect a person’s ability to enjoy their work and do their job well; it can undermine people’s attendance at work and even stop people getting a job in the first place.

Risks to mental health at work

At work, risks to mental health, also called psychosocial risks, may be related to job content or work schedule, specific characteristics of the workplace or opportunities for career development among other things.

Risks to mental health at work can include:

• under-use of skills or being under-skilled for work;
• excessive workloads or work pace, understaffing;
• long, unsocial or inflexible hours;
• lack of control over job design or workload;
• unsafe or poor physical working conditions;
• organizational culture that enables negative behaviours;
• limited support from colleagues or authoritarian supervision;
• violence, harassment or bullying;
• discrimination and exclusion;
• unclear job role;
• under- or over-promotion;
• job insecurity, inadequate pay, or poor investment in career development; and
• conflicting home/work demands.

More than half the global workforce works in the informal economy (2), where there is no regulatory protection for health and safety. These workers often operate in unsafe working environments, work long hours, have little or no access to social or financial protections and face discrimination, all of which can undermine mental health.

Although psychosocial risks can be found in all sectors, some workers are more likely to be exposed to them than others, because of what they do or where and how they work. Health, humanitarian or emergency workers often have jobs that carry an elevated risk of exposure to adverse events, which can negatively impact mental health.

Economic recessions or humanitarian and public health emergencies elicit risks such as job loss, financial instability, reduced employment opportunities or increased unemployment.

Work can be a setting which amplifies wider issues that negatively affect mental health, including discrimination and inequality based on factors such as, race, sex, gender identity, sexual orientation, disability, social origin, migrant status, religion or age.

People with severe mental health conditions are more likely to be excluded from employment, and when in employment, they are more likely to experience inequality at work. Being out of work also poses a risk to mental health. Unemployment, job and financial insecurity, and recent job loss are risk factors for suicide attempts.

Action for mental health at work

Government, employers, the organizations which represent workers and employers, and other stakeholders responsible for workers’ health and safety can help to improve mental health at work through action to:

• prevent work-related mental health conditions by preventing the risks to mental health at work;
• protect and promote mental health at work;
• support workers with mental health conditions to participate and thrive in work; and
• create an enabling environment for change.

Action to address mental health at work should be done with the meaningful involvement of workers and their representatives, and persons with lived experience of mental health conditions.

Prevent work-related mental health conditions

Preventing mental health conditions at work is about managing psychosocial risks in the workplace. WHO recommends employers do this by implementing organizational interventions that directly target working conditions and environments. Organizational interventions are those that assess, and then mitigate, modify or remove workplace risks to mental health. Organizational interventions include, for example, providing flexible working arrangements, or implementing frameworks to deal with violence and harassment at work.

Protect and promote mental health at work

Protecting and promoting mental health at work is about strengthening capacities to recognize and act on mental health conditions at work, particularly for persons responsible for the supervision of others, such as managers.

To protect mental health, WHO recommends:

• manager training for mental health , which helps managers recognize and respond to supervisees experiencing emotional distress; builds interpersonal skills like open communication and active listening; and fosters better understanding of how job stressors affect mental health and can be managed;
• training for workers in mental health literacy and awareness, to improve knowledge of mental health and reduce stigma against mental health conditions at work; and
• interventions for individuals to build skills to manage stress and reduce mental health symptoms, including psychosocial interventions and opportunities for leisure-based physical activity.

Support people with mental health conditions to participate in and thrive at work

People living with mental health conditions have a right to participate in work fully and fairly. The UN Convention on the Rights of Persons with Disabilities provides an international agreement for promoting the rights of people with disabilities (including psychosocial disabilities), including at work. WHO recommends three interventions to support people with mental health conditions gain, sustain and participate in work:

• Reasonable accommodations at work adapt working environments to the capacities, needs and preferences of a worker with a mental health condition. They may include giving individual workers flexible working hours, extra time to complete tasks, modified assignments to reduce stress, time off for health appointments or regular supportive meetings with supervisors.
• Return-to-work programmes combine work-directed care (like reasonable accommodations or phased re-entry to work) with ongoing clinical care to support workers in meaningfully returning to work after an absence associated with mental health conditions, while also reducing mental health symptoms.
• Supported employment initiatives help people with severe mental health conditions to get into paid work and maintain their time on work through continue to provide mental health and vocational support.

Create an enabling environment for change

Both governments and employers, in consultation with key stakeholders, can help improve mental health at work by creating an enabling environment for change. In practice this means strengthening:

• Leadership and commitment to mental health at work, for example by integrating mental health at work into relevant policies.
• Investment of sufficient funds and resources, for example by establishing dedicated budgets for actions to improve mental health at work and making mental health and employment services available to lower-resourced enterprises.
• Rights to participate in work, for example by aligning employment laws and regulations with international human rights instruments and implementing non-discrimination policies at work.  
• Integration of mental health at work across sectors, for example by embedding mental health into existing systems for occupational safety and health.
• Participation of workers in decision-making, for example by holding meaningful and timely consultations with workers, their representatives and people with lived experience of mental health conditions.
• Evidence on psychosocial risks and effectiveness of interventions, for example by ensuring that all guidance and action on mental health at work is based on the latest evidence.
• Compliance with laws, regulations and recommendations, for example by integrating mental health into the responsibilities of national labour inspectorates and other compliance mechanisms.

WHO response

WHO is committed to improving mental health at work. The WHO global strategy on health, environment and climate change and WHO Comprehensive mental health action plan (2013– 2030) outline relevant principles, objectives and implementation strategies to enable good mental health in the workplace. These include addressing social determinants of mental health, such as living standards and working conditions; reducing stigma and discrimination; and increasing access to evidence-based care through health service development, including access to occupational health services. In 2022, WHO’s World mental health report: transforming mental health for all , highlighted the workplace as a key example of a setting where transformative action on mental health is needed. 

The WHO guidelines on mental health at work provide evidence-based recommendations to promote mental health, prevent mental health conditions, and enable people living with mental health conditions to participate and thrive in work. The recommendations cover organizational interventions, manager training and worker training, individual interventions, return to work, and gaining employment. The accompanying policy brief by WHO and the International Labour Organization, Mental health at work: policy brief provides a pragmatic framework for implementing the WHO recommendations. It specifically sets out what governments, employers, organizations representing employers and workers, and other stakeholders can do to improve mental health at work.

• World employment and social outlook - Trends 2022. Geneva: International Labour Organization; 2022 ( https://www.ilo.org/global/research/global-reports/weso/trends2022/WCMS_834081/lang--en/index.htm , accessed 26 August 2022)
• Women and men in the informal economy: a statistical picture. Geneva: International Labour Organization; 2018 ( https://www.ilo.org/global/publications/books/WCMS_626831/lang--en/index.htm , accessed 26 August 2022).

More about mental health

• Collections

Recruitment

• Employee Management
• Employee Mental Health

Best Employee Mental Health PPT And Google Slides Themes

Employee Mental Health Presentation Slides

Features of this templates.

• 100% customizable slides and easy to download.
• The slide contains 16:9 and 4:3 formats.
• Easy to change the colors of the slide quickly.
• Highly compatible with PowerPoint and Google Slides.
• Mental Health
• Mental Health At Workplace
• Mental Health At Work
• Employee Health
• Mental Health For Employee
• Employee Mental Health Infographics
• Google Slides

148+ Templates

Achievement

262+ Templates

55+ Templates

Certificate

54+ Templates

Rewards & Recognition

107+ Templates

94+ Templates

congratulations

24+ Templates

Winner Podium

22+ Templates

229+ Templates

Roles and Responsibility

34+ Templates

You May Also Like These PowerPoint Templates

As described in the Privacy Policy of the American Psychiatric Association (APA), this website utilizes cookies for multiple purposes including to provide you with personalized content, evaluate and analyze the use of our site, and to identify which advertisements bring users to APA’s websites. By closing this message, continuing the navigation, or otherwise continuing to view the APA’s websites & applications, you confirm that you understand and accept the terms of the APA’s Privacy Policy, including the use of cookies. Read our full Privacy Policy here .

Mobile search

Mental health and well-being in the construction industry, 2021 pulse survey results and report.

Download .PDF Version

Introduction

Growing mental health concerns exist in the construction industry because it ranks second highest in suicide rates among major industries. 1

Research shows that up to 90% of people who die by suicide have a mental health condition. 2 Depression is the most common, however other conditions may impact suicide rates including substance use disorders — most commonly alcohol misuse, anxiety, and trauma. 3

Multiple factors likely contribute to higher suicide rates and mental health concerns in the construction industry, including the following:

• Male dominated industry, with men experiencing the highest suicide rates
• Toughness and strength are valued, mental health conditions, or seeking help, may be seen as personal weakness
• Stigma and fear of consequences associated with mental health issues and help seeking
• Shame and fear of judgment
• Chronic pain
• Seasonal and cyclical work contributing to family and financial strain
• High stress and deadline driven work
• Limited job control
• Long work hours including potential for large volume of overtime leading to fatigue
• Separation of family when working away from home

When it comes to mental health conditions, the best outcomes occur when people seek and connect with care early.

This pulse survey was conducted to better understand mental health experiences and needs in the construction industry. The questions focused in four key areas:

Leadership Engagement

Raising mental health awareness: resources & strategies, creating a mentally healthy organizational culture, enhancing access to services and supports.

The survey findings and report recommendations provide a blueprint for what’s needed to support the mental health and well-being of construction workers. It also offers key insights into how issues are viewed at multiple levels of construction organizations.

Organizations across industries increasingly identify addressing mental health and well-being as a top priority given the impact on safety, quality performance, productivity, employee recruitment and retention, and the bottom line. There is growing recognition that people will care about an organization’s strategy when they believe that the organization cares for their well-being.

Methodology

The online pulse survey was launched in March 2021. It was distributed in all regions of the country by the four sponsoring organizations, along with state chapters of national construction trade associations, labor unions, and joint labor-management benefit trusts.

The survey consisted of 20 questions. A total of 1,175 respondents completed the online survey, with 26% sharing comments on the topics covered in the survey.

In addition, respondents were permitted to provide their email address to receive the survey report. Nearly half of respondents (45%) shared their email address showing a high level of interest in the issues covered in the survey.

Respondent Demographics

45% of survey respondents represented C-Suite leaders, showing the importance of these issues to construction leadership.

Type of Construction Organization

• 28% - Specialty Trade Contractors
• 23% - Commercial Property or Vertical General Contracting or Construction Management
• 23% - Infrastructure, Street/Road, Bridge and Heavy/Highway
• 7% - Industrial General and Specialty Trade Contractors
• 4% - Site Development, Utility, Underground, and Energy
• 4% - Crafts/Trades-worker
• 4% - Residential Construction
• 3% - None of the Above
• 3% - Professional Partners of Construction Companies
• 1% - Architectural/Engineering

Primary Job Function

• 29% - CFO/Controller or Finance/Accounting
• 22% - Safety/Risk Management
• 16% - President/CEO/Owner
• 13% - Field Management/Supervision/Project Management
• 7% - Human Resources/Benefits Coordinator
• 4% - Labor Union/Trust Representative
• 2% - Technology/Building Information Modeling/CAD
• 1% - Architect/Engineer

Union Status

Organization Size

• 16% - Less than 49
• 15% - 50-99
• 20% - 100-249
• 15% - 250-499
• 12% - 500-999
• 21% - 1,000 or more
• 1% - Don't know

Location by Region

• 8% - Northeast
• 7% - Mid-Atlantic
• 25% - Midwest
• 8% - Southeast
• 9% - Southwest
• 13% - National (multiple regions)
• 3% - International

Key Findings

The survey showed that 77% of Presidents, CEOs, and Owners 4 recognized as a priority addressing mental health at work by promoting awareness, helping to reduce stigma, and encouraging people to get help when needed. Whereas CFO, Controller, and Finance respondents agreed at a lower level of 48%. Other respondents were somewhere in the middle in prioritizing these issues (56% of field management/supervision and 69% of HR/Benefits Coordinators), except for Safety and Risk Management professionals, who were closer to CEOs with strong support for prioritizing these issues at 72%.

When asked whether addressing mental health at work is a sound business practice, 93% of respondents agreed. (55% of respondents strongly agreed, 38% agreed, 5% were undecided and 2% disagreed.)

Organizations in the construction industry recognize the value of making mental health more visible and sharing resources. This serves to educate workers about mental health, reduces stigma, and shows organizational commitment to worker mental health and well-being.

94% of all survey respondents recognize the importance of sharing mental health resources with workers to raise mental health awareness, reduce stigma, and encourage people to get help when it’s needed.

Mental Health Resources Respondent Organizations Make Available to Workers

• 63% - Employee Assistance Program (EAP)
• 54% - Toolbox Talks
• 33% - Emails on Mental Health
• 32% - Fact Sheets
• 32% - Posters
• 28% - Newsletter Content
• 25% - Employee Training
• 25% - Supervisor Training
• 10% - Wallet Cards
• 10% - Hardhat Stickers

Mental Health Resources Respondent Organizations Identified as Most Helpful to Share with Employees

• 69% - Supervisor Training
• 66% - Employee Training
• 64% - Toolbox Talks
• 51% - Fact Sheets
• 48% - Employee Assistance Program (EAP)
• 43% - Posters
• 39% - Mental Health Apps
• 36% - Newsletter Content
• 31% - Hardhat Stickers
• 25% - Wallet Cards

Construction organizations clearly see the value and importance of training. This is a key area to address with 25% of respondents currently offering supervisor training while 69% saying they would find it helpful to offer training. Similarly, 25% of respondents make worker mental health training available, while 66% reported it would be helpful to do so. The Safety and Risk Management respondents ranked highest in recognizing the importance of offering supervisor (75%) and employee (72%) mental health training to workers.

Also, when it comes to EAPs, 63% of respondents offer an EAP, yet only 48% identified an EAP as a helpful resource for employees. Of the CEO, President, and Owner respondents, only 39% say that an EAP is helpful to share with workers. A similar difference in responses exists for HR and Benefits Professionals with 79% reporting they make an EAP available, yet only 52% saying it is helpful to share with employees.

Also, the economy is doing well, offering workers options to change jobs, with some leaving the workforce, and rising labor shortages. Those organizations that create a caring culture are likely to experience higher retention rates, higher performance and productivity, and better business results.

What are elements of a caring culture? For starters, it’s people feeling a sense of connection with peers and belonging within the organization. Most people value feeling a sense of trust and community with those they work alongside. Organizational culture starts at the top, making it essential that leaders recognize their role in helping workers feel valued and appreciated for their contributions as key members of the work community.

A caring culture is also one in which leaders reinforce the importance of workers taking care of their mental health and well-being and reaching out for help when it’s needed. This includes leaders modeling and communicating that “it’s ok to not be ok” and reminding people to get help when it’s needed as you would for physical health conditions.

Less than half of people who experience mental health conditions receive care. 6 Organizations increasingly recognize the role they can play in normalizing these conditions and breaking down barriers to people accessing care.

Many survey respondents say they do not believe that construction workers feel comfortable openly discussing mental health with supervisors (37%), while others were either undecided (31%) or did not know (15%). Only 17% thought workers would discuss mental health issues with their supervisor.

Similarly, when asked if employees feel comfortable openly discussing mental health with co-workers, only 18% agreed, with 31% undecided, 31% disagreeing, and 20% saying they did not know.

For some, connection to care starts with the Employee Assistance Program (EAP). Others experience frustration in calling a toll-free number and not finding the help they need. Still others avoid reaching out, not trusting that the EAP is confidential and believing that the company will learn they are seeking help, risking negative job consequences.

Survey respondents largely agreed (71%) that their organizations recognize the benefits of an EAP as a service to offer workers. However, a closer look shows that 80% of Presidents, CEOs, and Owners recognized the benefits, while a little more than half (58%) of CFO, Controller, and Finance Professionals see the benefit.

Lower rates of respondents say that their organization promotes services of the EAP:

• 62% of President, CEOs, and Company Owners
• 47% of CFO, Controller, and Finance Professionals
• 56% of Field Management

Most respondents were undecided or did not know when asked if their organization had seen a measurable impact from the use of the EAP. Low percentages of respondents say they see a measurable impact:

• 30% - Strongly Agree/Agree
• 60% - Undecided/Don't Know
• 10% - Strongly Disagree/Disagree
• 10% - Strongly Agree/Agree
• 65% - Undecided/Don't Know
• 25% - Strongly Disagree/Disagree
• 17% - Strongly Agree/Agree
• 72% - Undecided/Don't Know
• 11% - Strongly Disagree/Disagree
• 48% - Undecided/Don't Know
• 22% - Strongly Disagree/Disagree

Here is what respondents say about whether workers needing help with mental health or substance use disorder concerns are likely to seek care :

Strong consensus exists on the top 4 reasons why workers needing help with mental health or substance misuse conditions may not seek care when needed :

• 78% - Shame and stigma
• 77% - Fear of judgement by peers
• 55% - Fear of negative job consequences
• 46% - Don't know how to access care

Bottom Line Recommendations

Articulate a vision and implement policies and practices that communicate that addressing mental health is a strategic imperative for the company and where senior leadership is:

• Visible: exhibiting united leadership on the importance of addressing mental health as a sound business practice and as the right thing to do.
• Vocal: making a commitment to regularly communicate care and concern for the well-being of employees and their families.
• Vulnerable: sharing personal stories of “lived experience” demonstrating from the leadership level that “it is ok to not be ok” and creating empathy and trust among the workforce by reducing stigma and fear of judgment.

Raising Mental Health Awareness: Resources and Strategies

• Human Resources: recruitment, hiring, onboarding, engagement, training and development, and coaching.
• Employee Benefits and Wellness: examine data and engage in EAP promotional campaigns to increase utilization, improve productivity, and develop solutions for substance misuse treatment and recovery.
• Safety and Health: safety orientations, company gatherings, daily safety huddles and warmup exercises, pre-season and pre-project kickoff meetings, and stand-downs.
• Share a continuous stream of information and resources on mental health and substance misuse, including in newsletters, posters, and information about the EAP, crisis hotlines, and well-being resources.
• Check with your EAP about what they offer in training and resources.
• Check with community organizations like NAMI or Mental Health America.
• Consider consulting with the American Psychiatric Association Foundation’s Center for Workplace Mental Health or other consulting firms on customized mental health presentations and trainings available for supervisors and employees.
• Reach out to the National Council for Mental Wellbeing which offers Mental Health First Aid courses.
• Review resources offered by the American Foundation for Suicide Prevention to share with managers and supervisors.
• Avoid a “one-and-done” approach in sharing resources. Show a sustained commitment in making mental health and substance misuse resources available to workers throughout the year and use multiple channels for dissemination.
• Consider offering culturally sensitive and linguistically appropriate mental health resources for diverse populations comprising the construction workforce.
• Build a caring culture that promotes “psychological safety” by showing concern and empathy for workers and their families and reinforces a respectful workplace culture, free from harassment, discrimination, bullying or inappropriate teasing, and harsh judgment of peers.
• Clearly convey that workers will not be subject to negative job consequences solely for seeking help when it’s needed. In fact, seeking help should be encouraged for the well-being of workers and to ensure they can meet expectations on safety, productivity, engagement, and performance.
• Be aware of the risks associated with offering alcohol at company sponsored events. That is difficult for workers in recovery and can lead to unhealthy alcohol misuse, especially if consumed to cope with high stress, burnout, or mental health issues.
• Consider creating a mentorship or peer support initiative. This can be challenging for projects with tight timelines and budgets, but it can also prove helpful in retaining top talent and building a stronger sense of community.
• Take the STAND-up pledge for the Construction Industry Alliance for Suicide Prevention ( preventconstructionsuicide.com ).
• Does your company have an EAP?
• If you’re a union contractor, does your EAP cover the field workers?
• Is the EAP embedded within insurance coverage or a standalone program?
• Do you know the utilization rate and impact metrics for your EAP?
• Do you know who is eligible for your EAP? Any waiting periods?
• Do you know your EAP benefits and frequency of services?
• Do you share the EAP number with your employees?
• When and how do you promote the EAP to your employees?
• Offer expanded and periodic worker education on Employee Benefits.
• Invite spouses and partners to attend Employee Benefit Open Enrollment meetings.
• Change EAP provider.
• Expand number of EAP counseling sessions per issue or concern.
• Initiate chaplaincy services to foster employee care and support.
• Offer telehealth options for physical and mental health services.
• Invite labor union partners to offer jobsite explanations on how to access benefits.
• Negotiate increased preventive care services.
• Reduce or eliminate co-pays for in-network providers.
• Expand number of in-network mental health providers.
• Allow biometric testing to be performed by primary care providers.
• Sponsor family health and wellness fairs and include information about mental health and substance misuse.
• Incentivize use of wearable monitors.
• Provide digital apps for mental health counseling services.
• Offer mindfulness, resiliency, and well-being apps.

• Leading trade industry publications featuring cover stories and informational articles on mental health, substance misuse, and suicide prevention.
• Industry professional associations and labor organizations covering mental health, suicide prevention, and substance misuse in publications, conference presentations, and trainings.
• Formation of the Construction Industry Alliance for Suicide Prevention in 2016.
• 2021 National Construction Safety Week theme was “Committed to Holistic Safety” with the industry focusing on physical and mental health in maintaining workplace safety.

This pulse survey sheds light on the importance of worker mental health and well-being in construction and opportunities to continue moving forward in effectively addressing these issues.

• Peterson C, Sussell A, Li J, Schumacher PK, Yeoman K, Stone DM. Suicide Rates by Industry and Occupation — National Violent Death Reporting System, 32 States, 2016. MMWR Morb Mortal Wkly Rep 2020;69:57–62. DOI: http://dx.doi.org/10.15585/mmwr.mm6903a1 .
• Brådvik L. (2018). Suicide Risk and Mental Disorders. International Journal of Environmental Research and Public Health, 15(9), 2028. https://doi.org/10.3390/ijerph15092028 .
• For purposes of this survey, the term “owners” refers to individuals with an ownership interest in the company and not organizations that hire contractors who perform work on their behalf.
• Vahratian A, Blumberg SJ, Terlizzi EP, Schiller JS. Symptoms of Anxiety or Depressive Disorder and Use of Mental Health Care Among Adults During the COVID-19 Pandemic — United States, August 2020–February 2021. MMWR Morb Mortal Wkly Rep 2021;70:490–494. DOI: http://dx.doi.org/10.15585/mmwr.mm7013e2
• Statistics published online by the National Institute of Mental Health (NIMH). Accessed at https://www.nimh.nih.gov/health/statistics/mental-illness .
• Beyer, Cal. (August 2021). Improving Access to Health Care and Wellness Services for Construction Trade and Craft Workers. Construction Executive. https://www.constructionexec.com/article/improving-access-to-health-care-and-wellness-services-forconstruction-trade-and-craft-workers
• Manager & Supervisor Training from the American Psychiatric Association Foundation (APAF). Center for Workplace Mental Health. Notice.Talk.Act.™ At Work. Creating a Mentally Healthy Workplace e-learning module. https://workplacementalhealth.org/NTAatWork
• Right Direction Initiative. Web-based initiative that provides employers with free tools and actionable strategies to raise awareness about depression, reduce stigma, encourage help-seeking behavior, and improve workplace mental health. https://www.rightdirectionforme.com
• Infographic: Five Myths vs. Facts About Depression. Developed by the APAF Center for Workplace Mental Health. https://workplacementalhealth.org/employer-resources/infographic-five-myths-and-facts-about-depression
• Beyer, Cal. (May 2020). Why Employee Assistance Programs Are Valuable During and After COVID-19. Construction Business Owner. https://www.constructionbusinessowner.com/workforce-management/why-employee-assistance-programs-are-valuable-during-after-covid-19
• Beyer, Cal and Dahl, Rob. (July/August 2021). What’s Under the Hard Hat? Addressing Mental Health in Construction with a Respectful Workplace Culture. Associated General Contractors of America. Constructor. https://www.constructor-digital.com/ngcs/0421_july_august_2021/MobilePagedArticle.action?articleId=1705456#articleId1705456
• Beyer, Cal and Spoor, Leia. (June 2021). The Human and Financial Costs of Behavioral Health. Construction Users Round Table. The VOICE. http://flip.matrixgroupinc.net/curt/2021/issue02/#page=30
• Beyer, Cal and Dyme, Bernie. (August 2021). The Impact of Employee Assistance Programs. Construction Users Round Table. The VOICE. http://flip.matrixgroupinc.net/curt/2021/issue03/#page=30
• Beyer, Cal and Gillespie, Chuck. (August 2021). Defining, Developing & Driving the Success of In-house Programs That Build Healthier Employees. The Why Behind Wellness and Well-being. Construction Business Owner. https://www.constructionbusinessowner.com/workforce-management/defning-developing-driving-success-house-programs-build-healthier-employees
• Blair, Scott and Buckley, Bruce. (July 28, 2021). Safety Advocates See Strength in Numbers to Combat Suicide and Substance Misuse. Engineering News-Record (ENR). https://www.enr.com/articles/52163-safety-advocates-see-strength-in-numbers-to-combat-suicide-and-substance-misuse
• Building a Caring Culture: Addressing Mental Health in the Workplace. Link to download PDF version. https://think.holmesmurphy.com/WC-WP-Building-A-Caring-Culture_Brochure--Form-v3.html
• Frost, Steve. (March 23, 2021). Ten Tips for Creating a Workplace Suicide Prevention Plan. Construction Executive. https://constructionexec.com/article/ten-tips-for-creating-a-workplace-suicide-prevention-plan
• Gruttadaro, Darcy and Beyer, Cal. (Dec 2020). Fading Away: Construction Leaders Speak Out About Mental Health. Construction Users Round Table. The VOICE. http://flip.matrixgroupinc.net/curt/2020/issue04/#page=18
• Kime, Mandi. (July 5, 2020). The Importance of Storytelling in Messaging Suicide Prevention in the Workplace. Construction Executive. https://constructionexec.com/article/the-importance-of-storytelling-in-messaging-suicide-prevention-in-the-workplace
• Payne, Ali, and Beyer, Cal. (November 6, 2020). Generational Challenges and Opportunities in Addressing Mental Health and Suicide Prevention. Construction Executive. https://constructionexec.com/article/generational-challenges-and-opportunities-in-addressing-mental-health-and-suicide-prevention

Contact the Center

• 202-559-3140
• Meet The Staff

Across every industry, field, and background, employers have an incredible opportunity

Get Free Tools, Resources & Mental Health News

• The Business Case
• Mental Health Topics
• Case Studies
• Employer Resources
• News & Multimedia
• Take Action
• Corporate Sponsors
• Center Advisory Council
• Depression Calculator
• Access to Care
• AD/HD in Adults
• Alcohol Use Disorders
• Anxiety Disorders
• Autism Spectrum Disorders
• Bipolar Disorder
• Collaborative Care
• Eating Disorders
• Employee Assistance Programs
• Integrated Care
• Knowing the Warning Signs
• Mental Health Parity
• Opioid Disorders
• Physician Burnout
• Postpartum Depression and Anxiety
• Posttraumatic Stress Disorder
• Reasonable Job Accommodations
• Suicide Prevention
• Workplace Stress
• Violence in the Workplace
• Share Your Story
• Guides and Toolkits
• Infographics
• Training and Turnkey Programs
• Multimedia and Webcasts
• Partnerships and Initiatives
• COVID-19: Mental Health and Well-being
• Mental Health Works Issues
• Let's Talk: Mental Health Works
• Mental Health Works Podcast
• Economic Impact of ADHD in the United States
• Quantifying the Cost of Depression
• Survey of U.S. Workers Reveals Impact on Productivity from Depression
• Gender Pay Gap Contributes to Increased Rates of Depression and Anxiety Among Women
• How to Effectively Invest In Suicide Prevention
• Suicide Rates Across Job Categories: CDC Report
• Understanding & Addressing Violence in the Workplace
• Employee Mental Health & Well-being During & Beyond COVID-19
• Literature Review: Young Adult Worker Mental Health
• May Is Mental Health Month Toolkit
• Mental Health and Well-being in the Construction Industry Survey Report
• Mental Health Works Guide
• Recommendations for Improving Access to Mental Health and Substance Use Care
• Returning to the Workplace Guide
• Supporting Caregivers in the Workplace
• The Working Well Toolkit
• War in Ukraine: How Business Leaders Can Support Employees Affected by the Crisis
• Working Remotely During COVID-19
• Infographic: 988 Crisis Hotline
• Infographic: Beating Burnout at Work
• Infographic: Depression
• Infographic: Five Myths and Facts About Depression
• Infographic: Mental Health Parity
• Infographic: Supporting Someone Experiencing Anxiety
• Infographic: The Collaborative Care Model
• Notice.Talk.Act.® at Work
• Right Direction
• Frontline Connect
• The Path Forward Initiative

Got any suggestions?

We want to hear from you! Send us a message and help improve Slidesgo

Top searches

Trending searches

61 templates

el salvador

34 templates

17 templates

16 templates

49 templates

american history

85 templates

Mental Health in the Workplace Workshop

It seems that you like this template, mental health in the workplace workshop presentation, free google slides theme, powerpoint template, and canva presentation template.

Everyone needs to ask for help from time to time! Even in the workplace, sometimes we need a helping hand in order to feel better. If you want to promote a positive work environment where everyone feels comfortable and safe, we offer you this presentation available in Google Slides and PowerPoint that you can use in your workshop about mental health in the workplace. It is very easy to use, you just have to fill it in with the data you want to include, plus you have all the necessary elements so that the information is clear and everyone understands it!

Features of this template

• 100% editable and easy to modify
• 22 different slides to impress your audience
• Contains easy-to-edit graphics such as graphs, maps, tables, timelines and mockups
• Includes 500+ icons and Flaticon’s extension for customizing your slides
• Designed to be used in Google Slides, Canva, and Microsoft PowerPoint
• 16:9 widescreen format suitable for all types of screens
• Includes information about fonts, colors, and credits of the resources used

How can I use the template?

Am I free to use the templates?

How to attribute?

Attribution required If you are a free user, you must attribute Slidesgo by keeping the slide where the credits appear. How to attribute?

Register for free and start downloading now

Related posts on our blog.

How to Add, Duplicate, Move, Delete or Hide Slides in Google Slides

How to Change Layouts in PowerPoint

How to Change the Slide Size in Google Slides

Related presentations.

Premium template

Unlock this template and gain unlimited access

'Employee mental health' presentation slideshows

Employee mental health - powerpoint ppt presentation.

Federal Public Service Workplace Psychological Health and Safety

Federal Public Service Workplace Psychological Health and Safety. Union of National Defense Employees February 23 rd 2019 Denis St-Jean Public Service Alliance of Canada Co-chair, Centre of Expertise on Mental Health in the Workplace. Membership Mandate.

497 views • 34 slides

View Employee mental health PowerPoint (PPT) presentations online in SlideServe. SlideServe has a very huge collection of Employee mental health PowerPoint presentations. You can view or download Employee mental health presentations for your school assignment or business presentation. Browse for the presentations on every topic that you want.

JavaScript seems to be disabled in your browser. For the best experience on our site, be sure to turn on Javascript in your browser.

• My Wish List

• Compare Products
• Presentations

Mental Health at Work

You must be logged in to download this file*

item details (6 Editable Slides)

(6 Editable Slides)

Related Products

The environment, policies, and culture of an organization play a significant role in maintaining the emotional health of employees. Content and satisfied employees tend to be more productive. Grab our high-definition Mental Health at Work slides, ideal for Microsoft PowerPoint and Google Slides presentations, to describe the importance of mental health at the workplace and the factors that impact it adversely.

HR managers, senior managers, and chief human resource officers can capitalize on this uncluttered set to explain the ways to promote the mental well-being of employers and employees at work. You can also describe how mental health affects the business and employees. Moreover, the opportunities, do's, and don'ts of mental health care also be depicted. The trendy illustrations in this deck will let you display your presentation on big screens without hindering the optical resolution.

Sizing Charts

Striving for mental health excellence in the workplace

Organizational leaders are well-positioned to influence a positive culture shift and normalize mental health in the workplace.

America’s mental health is in crisis. Close to two-thirds of adults (63%) said their life has been forever changed by the COVID-19 pandemic, according to APA’s 2022 Stress in America poll . Many reported worse mental health, lower physical activity, disturbed sleep, and increased reliance on unhealthy habits—all of which have an impact on employees’ health and well-being, the workplace environment, and productivity.

Basic care for employees’ psychological well-being is the fundamental expectation—aka table stakes—for today’s competitive and successful businesses.

Equipping workers to manage daily stress and handle the inevitable challenges that affect their mental health costs money, time, and energy. But evidence shows that the cost of failing to support employees’ psychological well-being is often far higher.

By taking strong actions that support employee mental health, employers can facilitate a cultural shift that accepts and elevates help-seeking and other affirmative behaviors. Research shows that these essential programs and policies are vital to these efforts.

Actions you can take

Train your managers to promote health and well-being

Increase employees’ options for where, when, and how they work

Reexamine health insurance policies with a focus on employee mental health

Listen to what employees need and act on it

Take a critical look at equity, diversity, and inclusion policies

Develop programs and policies that support employee mental health

Webinar recording

What You Need to Know About Mental Health Benefits in the Workplace: The Mental Health Parity Law

This information was developed by CEOs Advancing Health Equity , a group of executives from some of the nation’s largest nongovernmental, nonprofit organizations who joined forces during the Covid -19 pandemic to improve health equity. The group has worked on vaccine adoption and a workplace culture shift to address mental health stigma and support employee well-being.

• 9800 4th St N, St. Petersburg, FL 33702
• (727) 201-5470
• [email protected]

• Accepted Insurances

The right connected partners for your mental health needs.

Services provided, live video sessions in the comfort of your home or your office.

OUTPATIENT CARE

For children, adolescent and adults.

• Comprehensive Psychiatric Assessment
• Diagnostic Formulation
• Psychotherapy & Pharmacotherapy
• Medication Management
• Integrative Mental Health Care
• Peer-led-Support
• Collaborative Care & Referrals
• Health Advocacy

Our Location

• Convenience parking for customers and employees.
• Easy access to public transportation in major roads.
• Other nearby primary care.
• Other mental health counseling services.

Hours of Operation

Now accepting.

Need Help with?

• Clinical Depression
• Major Depressive Disorder
• Bipolar Disorder
• Cyclothymic Disorder
• Dementia & Alzheimer’s Disease
• Alcohol Abuse
• Autism Spectrum Disorder
• Delusional Disorder
• Schizophrenia Disorder
• Schizoaffective Disorders
• Any Personality Disorders
• Specific Phobia
• General Anxiety Disorder
• Anxiety Disorders
• ADHD & ADD
• Obsessive Compulsive Disorder
• Separation Anxiety Disorder
• Posttraumatic Stress Disorders
• Eating Disorders: Anorexia & Bulimia Nervosa
• Adjustment Disorders
• Panic Disorder
• Social Phobia
• Agoraphobia

Schedule an appointment today

Connection behavioral health llc © 2020.