Grow and learn from our mental health experts
News & Articles
Expert articles by thought leaders in the space of workplace wellbeing and psychological injury management
Guides & Resources
Informative guides on evidence-based strategies in psychosocial risk management and psychological injury
Discussions & Videos
Check out videos where we delve into the latest trends, address challenges and explore actionable strategies.
Supporting sustainable work for neurodiverse employees with ADHD
In Australia, ADHD affects approximately one in 20 people [1]. ADHD can go undiagnosed in childhood and adult presentations may differ from childhood presentations of ADHD. Adults with ADHD may experience challenges with memory, organisational capacity and abilities, concentration and focus, and emotional regulation and social communication (these presentations can vary in every individual). However, people with ADHD can also possess certain strengths such as creativity, innovation, and intrinsic motivation, which can be further developed with the right support.
Managing neurodiverse employees
When neurodiverse employees thrive and obtain high performance, it is often due to their differences and behaviours being well understood and accepted within their organisations. It also occurs when supportive leaders work with the individual to identify their strengths, weaving these into the job design of their role. Where organisations have put appropriate support measures in place, neurodiverse individuals prove to be comparable to neurotypical employees in work quality, efficiency and productivity and in some cases exceed their neurotypical counterparts in innovation.
Addressing psychosocial risks to support return to good work
Returning to and recovering at work is an important part of rehabilitation following a psychological injury. It helps with recovery, prevents relapse, and provides individuals with appropriate social connections and support mechanisms. However, when an employee returns to work, following a psychological injury, working environments must be safe and free from psychological harm to prevent further risk to their mental health and wellbeing.
When psychological injury claims become “stuck”
Psychological injury claims are a major concern for Australian workplaces. By their very nature, they are a complex, costly, and multifaceted process that involves the interaction of the individual, organisation, and system working together to influence a worker’s recovery and the durability of their return to work.
Coming to terms with an acquired disability
Disability is the great equaliser, it can happen to anyone, at any time. It is one of the few minority groups that any one of us could suddenly become a part of. Disability doesn’t need to equate to a longer term sense of loss though, and resilience coaching can play a part in helping a person with disability to reach a place of acceptance, pride, and even celebration of their disabled identity.
Why a corporate rehabilitation program should be part of your organisation’s mental health strategy in 2023
Advancing the wellbeing of employees in 2023 is going to need more than ‘tick the box’ services or a lunchtime yoga session. With new legislation currently rolling out at a state level and new legal precedence being set in the high court this year, organisations are being called on to do more to protect their people’s mental health and wellbeing.
“A supportive work culture and strong collegial relationships are the foundation of good mental health in the workplace.”
Kristin Tinker, National Manager
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