Mind in Gwent have signed the mental health at work commitment – a simple framework that based on the Thriving at Work standards, using up-to-date research, from UK employers and mental health experts.

We believe the Mental Health at Work Commitment, and the 6 standards which underpin it, are a roadmap that can support any organisation to achieve better mental health outcomes for their people.

We wish to lead the way in implementing each standard for our people and drive change. It’s a way of showing our values. We are declaring publicly that mental health at work is a priority for us — we have joined the growing movement of likeminded employers, businesses and organisations across the UK.

The 6 standards

6 clear standards based on what best practice to create an environment where employees can thrive.

Standard 1: Prioritise mental health in the workplace by developing and delivering a systematic programme of activity.

Standard 2: Proactively ensure work design and organisational culture drive positive mental health outcomes.

Standard 3: Promote an open culture around mental health.

Standard 4: Increase organisational confidence and capability.

Standard 5: Provide mental health tools and support.

Standard 6: Increase transparency and accountability through internal and external reporting. 

Each standard has a set of actions that help you achieve the commitment.

Learn more about the standards and actions.

Mind in Gwent have been a signatory of the Mindful Employer Charter since 2017.  It is for Employers Positive About Mental Health committed to supporting mental health at work – no matter where they may be in that journey – and it is about helping those employers to achieve this goal. By signing the Charter, our organisation will be making a public declaration of your ambition to support the mental health and wellbeing of your staff by agreeing to uphold the following values:

• To provide non-judgemental and proactive support to staff with experience of mental ill-health.
• To avoid making assumptions about a person with a mental health condition and their ability to work.
• To be positive and enabling toward all employees and applicants with a mental health condition.
• To support line managers in managing mental health in the workplace.
• To ensure the fair recruitment of staff in accordance with the Equality Act (2010).
• To make it clear that people who have experience of mental ill-health will not be discriminated against.