Psychological Injury RTW Management

1. Psychological Injury RTW Management We can do better

2. What we want Application of the functional expectation of the diagnosis Functional expectations of the diagnosis applied to task performance Knowing what the occupational functional requirements are Clear treatment objectives matching functional task performance Engagement of all key parties www.purposeforpeople.com.au

3. What we know Confusion Seemingly endless Lack of objectivity Poor planning Limited engagement of stakeholders Resentment Waiting to “feel better” No application of medical information relevant to workplace needs Psychology confused with attitude and personality www.purposeforpeople.com.au

4. We want more........ Development of milestone achievements outside of lost time, and increased hours – ie measure of productivity that focus on the person/job fit. Clear identification of what the “ end point” actually is. Driving of the rehabilitation process in terms of function, sometimes despite or in spite of “ feelings”. Education of the “illness/ Injury” Building of psychological resilience, including learning to say No Building a culture of support with accountability www.purposeforpeople.com.au

5. How?........ Keep the end in mid from the beginning Accurate identification of real and perceived need in the beginning Accurate diagnosis Objective analysis of functional expectations of the diagnosis Objective assessment of functional demands of the occupation Engagement of all stakeholders Keeping all stakeholders accountable www.purposeforpeople.com.au

6. How can we help Build on existing organisation knowledge and skills Assessment the functional demands of an occupation Conference with GP’s and health professionals, with clear objectives for the conference Drive accountability Drive upgrades in line with functional improvement www.purposeforpeople.com.au

7. Why bother? 1 in 6 people are diagnosed with a mental illness in Australia ( these stats were taken from Beyond Blue in April 2011, they may have changed). These are known presentations to medical and health professionals. It is foolish for us to think that mental health is not in our workplaces. It is expensive HRM and risk management not to acknowledge the direct and indirect costs that poorly executed mental health initiatives will incur. www.purposeforpeople.com.au

8. What not to do Blame and shame is not an effective workplace mental health strategy www.purposeforpeople.com.au www.purposeforpeople.com.au