'Sometimes there’s a focus on statistics that can be overwhelming and off-putting'
Data-driven approaches have long been advocated by human resources departments across Australia for their ability to offer valuable insights into the workforce.
However, the surge of data and statistics from multiple sources can at times be overwhelming for HR professionals, especially when they indicate negative insights at work.
Ross Iles, Chief Research Officer at SuperFriend, cautions employers about becoming overly focused on negative statistics when addressing mental health in the workplace. Speaking about the common challenges HR professionals face, Iles emphasised the importance of adopting a strength-based approach rather than allowing troubling data to overshadow positive outcomes.
"Sometimes in this space, there's a focus on statistics that can be overwhelming and they can be really off-putting — that the problem can be too huge, and that it's terrible, and it's drastic — and sometimes it can also cause a disconnect," he said.
While data shows that 44% of people feel that work either caused or worsened their mental health, Iles stressed that employers should also take note of the 12% who report that their workplace has a positive impact on their mental health.
"We can focus on the 12% and focus our efforts to increase the 12 and emphasise those positives," he said.
This positive spin, according to Iles, is not only motivating but essential for shaping workplace policies that truly support mental well-being. By highlighting the positives and striving to improve them, he believes employers can avoid a negative spiral and help employees thrive.
"Let's encourage them and give them the tools to help people thrive at work, so they don't actually go down that path to begin with," he said.
Iles also underscored the need for organisations to move beyond generic mental health policies and adopt a more meaningful, data-driven approach.
"I think having data to guide policies is actually really, really important… in terms of not only developing policies, but actually making sure the policies are more than a tick-the-box exercise."
He added that given the variety of mental health risks across industries, employers must also leverage data to identify the most pressing hazards specific to their workforce.
"If an employer is trying to write a policy or procedure that addresses 17 different psychosocial hazards, they'll spend their entire month doing that," he said. "This is knowing well what are the biggest, riskiest hazards for my industry? What do I need to address first?"
By relying on data to pinpoint industry-specific risks, employers can prioritise their efforts more effectively.
"We can focus those efforts on those things that are most important."
Current trends in Australia relating to mental health indicate a paradox: despite an increase in mental health-related claims, there is growing optimism about the impact of mental health policies and workplace support.
Iles, citing data from their Indicators of a Thriving Workforce, pointed to significant improvements in workplace policies aimed at preventing negative behaviours, such as bullying, while also noting that rising claims reflect the positive outcomes of greater awareness and access to mental health resources.
"The clearest trend that is happening is that claims related to mental health are going up. People's mental health is impacting their ability to work, and that can lead to claims for compensation or income support down the track."
While the increase in claims might seem alarming at first glance, Iles suggests that it is actually a reflection of growing awareness and improved workplace practices.
"When we look at the proportion of workplaces that have policies specifically to prevent negative things like bullying, [those numbers are] going up. People are also more comfortable talking about their mental health in the workplace — that continues to go up."
He then offers an optimistic take in the rising claims for mental health.
"What we need to be clear on is that this increase in claim behaviour is a reflection of people's increased knowledge and awareness of what supports are available to them," Iles said. "As you increase awareness, more people realise, 'Oh, hang on, I can actually seek support in this space,' and more people will."
