Helping you Create an Enabling Environment 
for Change

In practice this means strengthening:

• Leadership and commitment to mental health 
  at work, for example by attending Ēpiónē PP 
  delivered and engagement with training and 
  workshops, in Mental Health to allow integration 
  of this at work. Then to apply this learning into 
  relevant policies, which are regularly reviewed 
  and updated (annually).
   
• 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. Through discussion with Ēpiónē PP and 
  feedback that allow for reflection and employee engagement that ensure that the investment is appropriate for those they are aimed to help. 
   
• 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. Ēpiónē PP will help you to consider if 
  this is being done in a way that is conducive to 
  those that need this and is implemented on 
  an individual basis.  
   
• Integration of mental health at work across 
  sectors, for example by embedding mental 
  health, not just wellbeing,  into existing 
  systems for occupational safety and health. 
  Ēpiónē PP will support you test out if this is 
  working and offer options on how to be more 
  agile if it isn't. 
   
• 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. Ēpiónē PP offer consultation 
  before this is enacted to allow for role playing 
  when needed to review how this can be 
  delivered and engaged well.
   
• 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. Ēpiónē PP will help 
  walk you through this and allow 
  discussion/reflections to consider any impacts 
  that might need to be adjusted. 
   
• Compliance with laws, regulations and recommendations, for example by integrating 
  Mental Health into the responsibilities of 
  national labour inspectorates and other 
  compliance mechanisms. Ēpiónē PP will review, 
  in partnership, with you, that this is the case 
  and not simply a tick box exercise, that is 
  outsourced to others, and leaving you vulnerable 
  to breaches. 
   
• Integrity - what you say you are doing is 
  being delivered. Ēpiónē PP will enable an 
  understanding of why expecting an employee 
  to engage in Psychotherapy is insufficient 
  when considering the risks to poor Mental 
  Health in the Workplace and why engagement/
  change in the workplace from managers, 
  leadership and the involvement of the executive 
  teams is just as important to work alongside HR/Occupational Health Teams to drive change 
  for a more efficient and lasting impact 
  from therapy! 
   
• Acceptance and inclusion - Removing obstacles 
  that adversely impact comfort, engagement and performance for employees. Consideration of 
  support and advice to help individuals learn 
  strategies to regulate and manage their own 
  symptoms of mental health with the manager/leaderships active support (sometimes 
  this means being a co-therapist in the workplace 
  to role play how to do this for other employees, 
  to learn how to do this for managers/leaders/
  executives but also to support the individual 
  accessing therapy). Ēpiónē PP offer 1-2-1 
  sessions with managers and leaders to enable 
  this to happen safely and facilitate the practice 
  needed to enable a positive experience for all. 
   
• Belonging - enabling an employee to sense that 
  their uniqueness is accepted and even treasured 
  by their organisation and colleagues. Belonging 
  is developed through an accumulation of 
  day-to-day experiences that enables a person 
  to feel safe and bring their full, unique self 
  to work. It runs deeper than appreciation. 
  Ēpiónē PP will help you to evaluate the sense 
  of belonging in the workplace by looking at the 
  seven main aspects of 1. Favouritism, 
  2. Involvement in business decisions, 
  3. Transparency, 4. Fair promotions, 
  5. celebrating accomplishments and learning 
  from mistakes, 6. welcoming new employees 
  and valuing those who are already present, 
  7. embracing the whole individual, alongside collaboratively creating an action plan with 
  support to address issues as they arise.