STAGE four: resources


Stage 4: Resources provides valuable content, programs and initiatives that can be utilised in the workplace. The resources include our Mental Health Matters Awareness Campaign, our Workplace Champions Peer Support Program, our Mental Health Matters Resource Book and our Onsite clinical support.

These resources have been developed through research, are evidence based and clinically backed. These resources will assist you develop and maintain a mentally healthy, supportive workplace. These resources re-enforce the messaging of the previous stages and continue raising awareness, educating and supporting the workplace long after we have left.

The goal is to develop a self sufficient, mentally healthy, supportive workplace and these resources assist in doing just that.


Topic 1: Mental Health vs Mental Illness.

Topic 2: Mental Health Cup: Checking in.

Topic 3: The Mental Health Scale: Being accountable

Topic 4: Baseline Method. Signs & symptoms of poor mental health

Topic 5: Seeking Support

Topic 6: Being A Support. Role and Responsibility

Topic 7: Proactive Over Reactive. A mindset to improved mental health outcomes

Topic 8: The Mental Health Management Blueprint

Topic 9: EAP Promotion. Facts vs Fiction

Topic 10: Gratitude

Topic 11: Mindfulness

Topic 12: Nutrition

Topic 13:  Exercise

Topic 14:  
Sleep: Managing fatigue

Topic 15:
Mental Ilness: The most common mental illnesses

If selected participants also receive a copy of the Mental Health Matters Awareness Campaign Resource Book, a one stop shop in the palm of your hand that will be your guide to improved mental health outcomes.


• Employees will be selected to undertake accredited mental health training. This training will provide the awareness, education, tools and confidence to become a Workplace Champion. Each workplace Champion will receive a pack containing a support network tool kit, WPC sticker (to be used to identify themselves) and role outline and responsibilities.
• A Workplace Champion’s role is to become the link on the job between the individual going through a mental health struggle and the support they may need. Their responsibility is to provide consistent support and link individuals that come to them with other consistent supports
• The Workplace Champion is someone that is a caring, a responsible leader, who has a good relationship and rapport with fellow workers

• To develop supportive leaders within the workforce.
• To develop streamline support networks within the workplace.
• To maximise the uptake of the EAP (employment assistance program)
• To develop a mentally healthy culture and working environment
• To develop the Workplace Champion to become equipped to be a consistent support network, with their primary role being to
support and link to other supports, not to diagnose, give answers or solutions
• To empower the workforce and the company and maximise the investment of the Mental Health Workplace Blueprint
• To support the Workplace Champions through our ongoing personal development units and debrief meetings with our clinical support. (psychologist, psychotherapist).

onsite clinical support

Experience has demonstrated that when the Mental Health Workplace Blueprint is delivered within workplaces, there can be an increased uptake to traditional workplace support services. Traditional Employee Assistance Programs can sometimes not keep up with this demand. Experiences has shown us that In some cases the employee does not receive the support needed. This can be a huge detriment to the company and the support that is available. When this happens it also supports the already poor perception of the Employee Assistance Program within the Australian workplace. Mental Health Movement can provide your company with onsite support with over 80 years of experience within the industry. This support includes psychologists, counsellors, psychotherapists, suicidologists and social workers

• Increased recognition of mental health impacts in the workplace.
• Decreased stigma of mental health issues and adoption of an "incident management" approach similar to physical conditions.
• Increased willingness to address mental health issues with supervisors making referrals of staff.
• Increased referral to the 1:1 clinical support on site and EAP off site.
• Positive working relationships with several working groups meaning that staff will raise and discuss issues early, minimising work and life impact.
• Positive working relationships with the staff tasked with managing critical incidents, resulting in extremely proactive, responsive service.
• Increased reliance on professional input for employee wellbeing