June 2024 – Parks & Recreation - 36

MENTAL HEALTH
completed; make schedules predictable;
increase access to paid
medical and family leave; respect
boundaries between work and nonwork
time.
4
5
Mattering at Work: Ensure
workers know that they matter,
have a sense of purpose and
meaning, and have dignity in
their work. Provide a living wage;
engage workers in workplace decisions;
build a culture of gratitude
and recognition; connect individual
work to the organization's mission
and purpose.
Opportunity for Growth: Promote
equitable pathways for
growth. Provide quality training,
education and mentoring; ensure
workers have the ability to learn
new skills and knowledge, experience
leadership opportunities, and
contribute to an organization's
mission; ensure relevant and reciprocal
feedback.
Schwartz recommends that lead " Workplaces,
through their
benefits, culture, operations,
communications and team
building, can play a critically
beneficial role in confronting the
mental health crisis, especially in
the context of social isolation. "
ers start with the strategies that
work. " Less than a third of workers
say that their employer offers
an [EAP], and only 43 percent
report that their employer offers
health insurance with coverage for
mental health. Many organizations
can start with the basics - availability
of resources and awareness
of resources are the best places to
start. To address the most common
challenges, an organization
should consider: (1) EAPs, which
provide
resources
connected
to
mental health needs; (2) insurance
coverage that provides access to
mental health professionals
like
that offered for physical health; (3)
adequate time-off policies; and (4)
mental health days. "
NRPA has taken steps to prioritize
mental health in the workplace.
Stratton shares, " Workplaces,
through their benefits, culture, operations,
communications and team
building, can play a critically beneficial
role in confronting the mental
health crisis, especially in the context
of social isolation. Workplaces
offer connection, collaboration and
shared purpose, which can serve
as an antidote to the negative implications
of
disconnection
and
isolation.
At NRPA, we approach
this responsibility with even more
intention, because we have been remote
first since March 2020. Now
that we no longer can rely upon casual
in-office interactions, we are focused
on creating opportunities for
staff connection and collaboration.
Interactive monthly staff meetings,
interdepartmental working groups,
social hours, virtual co-working
time and a strong well-beingcentered
benefits package are a
few of the commitments we have
made. We are also proud to be striving
for mental health excellence as
part of the Mental Health in the
Workplace commitment [tinyurl.
com/59hr3k4v]. "
Overcoming Obstacles
Normalizing mental health in the
workplace is not an easy feat. Historically,
society has struggled to
place the same value on mental and
emotional well-being as they have
on physical health, largely due to
the persistent stigma connected to
mental health. Schwartz believes
36 Parks & Recreation | JUNE 2 0 2 4 | PARK S ANDRECRE AT ION . OR G
that park and recreation leaders
can help to address the stigma.
" [B]y making it clear that leadership
prioritizes mental health and
well-being, and by providing educational
opportunities and training
to all employees that focus on mental
health as an essential part of
overall well-being, an organization
can help to dismantle the stigma
that still exists toward those with
mental health challenges and encourage
employees to seek appropriate
help when needed. "
A.C. Gonzalez, former city manager
of Dallas and a strategic advisor
to the Texas City Management
Association and the International
City Managers Association, agrees
that local government leaders have
a role to play in helping to overcome
the stigma, guide their workforces
and lead their communities.
Changing practices and policies is
one way to solidify and sustain this
effort. " City leaders face these personal
challenges, but more importantly,
they can do something for
themselves and the organizations
they lead. As resource managers,
we establish rules and procedures
to properly maintain the physical
assets of our organization. We establish
rules by which personnel
are required to take care of the
tools, vehicles
and facilities entrusted
to them. Yet, we make little
effort to establish maintenance requirements
for our personal physical
health and, as bad or worse, we
do next to nothing to require maintenance
of our brain. It [mental
health] has not been normalized.
And nothing gets normalized until
change is introduced and becomes
an expectation. "
Stratton agrees and encourages
park and recreation leaders and
key decision-makers to
what they can do. " I love the Mr.
consider
http://tinyurl.com/59hr3k4v
June 2024 – Parks & Recreation

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