A Guide to Creating a Psychologically Safe Workplace for Nonprofits

The Importance of Mental Health in the Nonprofit Workplace

Mental health is an often overlooked but critically important aspect of workplace wellbeing. Nonprofit organizations are especially susceptible because they are tackling some of the world’s most pressing issues. Organizations prioritizing employee mental health can anticipate improved employee engagement, greater satisfaction, and stronger outcomes. A psychologically safe workplace lays the foundation for such achievements. Statistics reveal that one in six individuals experience mental health issues at work, resulting in the loss of twelve billion workdays annually due to depression and anxiety. Additionally, happy employees are shown to be 13% more productive, according to an article by Spill.

The first step to creating a psychologically safe workplace is to understand what it is, and what it is not. A psychologically safe workplace is one where employees feel comfortable, respected, and valued. It is a place where they can express themselves without fear of ridicule, judgment, or discrimination. It is also a workplace where employees can voice their concerns without being punished, and where constructive criticism is encouraged. A psychologically safe workplace is not a place where employees fear retribution for speaking out, where bullying is tolerated, or where mental health concerns are stigmatized.

Creating a Psychologically Safe Environment

To create a psychologically safe workplace, within a nonprofit organization, leaders and managers must prioritize their employees’ mental health and wellbeing. Employees of nonprofit organization often work long hours, and care deeply about the impact they are making. This emotional toll on employees can lead to burnout. By means providing access to mental health resources, including counseling and therapy services, promoting work-life balance, and encouraging self-care, you can help mitigate employee stress. It also means creating clear and fair policies regarding performance evaluation, promotion, and disciplinary action. This way, employees can feel assured that they are being evaluated based on their performance and skills, rather than personal biases or factors outside their control.

Training and education are also crucial to creating a psychologically safe workplace. Leaders and managers should educate themselves on mental health wellness strategies and best practices for supporting employees in this area. They should also provide training to their staff on recognizing and responding to mental health concerns, as well as promoting mental health awareness and reducing stigma. If you want to continue your educational journey, UST’s HR and Compliance partner, Mineral, has a variety of educational resources to help get you started. Read Mineral’s blog, How Employers Can Address Mental Health in the Workplace, by clicking here.

Getting a psychologically safe nonprofit workplace requires continuous dedication, effort, and resources. However, the advantages of a safe and positive work environment for both employees and organizations are worthwhile. By prioritizing mental health and wellbeing, implementing clear policies, and offering resources, nonprofit leaders and managers can establish a supportive, respectful, and inclusive workplace culture for all employees.

Find more resources to navigate your nonprofit’s workplace with UST’s blogs.

Source: https://www.spill.chat/mental-health-statistics/workplace-mental-health-statistics