Lucy Brogden Wikipedia, Bio, Maiden Name, Leicester, Age

Lucy Brogden Wikipedia, Bio, Maiden Name, Leicester, Age

Lucy Brogden Wikipedia, Bio, Maiden Name, Leicester, Age – In his remarks to the audience during the launch webinar for Risk Education eXpress’ Mental Health Peer Connect, Brogden emphasised that “culture eats strategy for breakfast.”

Lucy Brogden Wikipedia, Bio, Maiden Name, Leicester, Age
Lucy Brogden Wikipedia, Bio, Maiden Name, Leicester, Age

What types of actions are we rewarding? What do we put up with? To what do we close our eyes? These things are incredibly telling about the culture of (a workplace),” she said.

Culture comes before adaptability, according to mental health expert Lucy Brogden AM

According to estimates, presenteeism and absenteeism related to occupational mental illness cost Australian employers between $13 billion and $17 billion annually.

“Workplaces provide a fantastic potential to safeguard people’s health and fend off illness. What we know is that it may be quite costly to the workplace if we don’t get that right,” Brogden added.

“I recognise the importance of resilience for both our first responders and those who report to work not knowing what they will encounter each day. And you require plans of action for it. But if our firms, which perform more professional service-type activities, are considering resilience training, I really want them to consider what it is in their organisation for which they are asking employees to become resilient. stated Brogden.

“Because we’re typically asking them to overcome something that is wrong in the workplace. Instead of attempting to equip people with the necessary tools to deal with an unjust situation, I would prefer that they address the structural and cultural concerns.

“Through this new Mental Health Peer Connect platform, you might be able to think about ways you can support each other in identifying culture elements that might need to be discussed in the context of supporting each other and creating a more positive environment,” Brogden added.

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“It is upsetting to hear firms in 2020 continue to fail to recognise their legal duty to create a workplace that is psychologically safe. However, maintaining that level of literacy, awareness, and comprehension of our compliance requirements is a struggle for us.

We need to make our workplaces a place where individuals feel comfortable being themselves, she continued. According to Brogden, creating work that is meaningful, psychologically and physically safe, and inspiring requires taking into consideration the cognitive, psychosocial, and physical components of a role.

By giving them a place to discuss and collaborate on workplace-related issues, seek expert advice, upskill, and enhance their knowledge with the most recent practise and research, icare’s Mental Health Peer Connect assists Mental Health First Aiders in contributing to the creation of mentally healthy workplaces.

In order for Mental Health First Aiders to know they are not alone, it is crucial that they have a support structure, according to Sharon Johnson, Client Education Lead, Agency Engagement at icare.

In addition to providing assistance for Mental Health First Aiders individually, Mental Health Peer Connect aims to equip participants with the knowledge and skills necessary for them to contribute to the creation of mentally healthy workplaces in the present and the future.

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