A 4-year capability rollout across 7 sites & 4,500 employees - NSW HSEC Awards Finalist 2024
What does it take to move beyond one-off initiatives and build sustainable mental health capability at scale?
This case study breaks down how one of Australia’s leading mining organisations implemented a structured, multi-year strategy, delivering measurable improvements in leadership confidence, workforce resilience and psychosocial risk management.
Employees engaged
Sessions delivered
Confidence increase in self-managment
Rating for leadership satisfaction
*Measured outcomes from a multi-year, organisation-wide rollout
Psychosocial Hazard Questionnaire.
Comprehensive psychosocial hazard training course.
Review of your organisation's existing control measures and psychosocial risk assessment.
Apply the proposed control measures to address psychosocial risks within the business.
Regular monitoring and reviewing of the psychosocial risk management process.
A structured four-tier model for improving workplace mental health systems across Australian organisations.
Our Capability Ladder maps how mental health support is structured at every level, from workforce awareness through to leadership accountability.
Rather than standalone initiatives, it focuses on organisational alignment so each layer reinforces the next to achieve measurable behavioural change and sustainability across the workforce.
The breakdown below shows how each tier works within the Capability Ladder framework:
This tier focused on building foundational mental health awareness and practical skills across the entire workforce.
It establishes a baseline understanding of mental health, how it can present in the workplace and practical ways employees can support their own wellbeing, alongside awareness of psychosocial hazards.
This tier focuses on equipping supervisors and frontline leaders with the skills to recognise signs of distress, have early conversations and connect employees to appropriate support.
This tier focuses on developing accredited peer supporters who provide early intervention support, respond to emerging concerns and assist in managing critical incidents when they arise.
To support long-term sustainability, peer supporters are also provided with ongoing professional development, debriefing opportunities and access to support channels to ensure they remain engaged and confident in their role.
This tier focuses on embedding psychosocial safety into leadership behaviour, ensuring leaders reinforce mentally safe practices to sustain workplace culture change over time.
A high-level overview of the organisation, the challenge, the approach and the outcomes delivered through the program.
One of Australia’s leading coal mining organisations, operating across seven sites and employing 4,500 people in a high-risk, geographically dispersed environment.
Inconsistent approaches to workplace mental health across sites, with fragmented initiatives and increasing pressure to build leadership capability, awareness and peer support at scale.
A structured four-year strategy aligning workforce education, frontline leadership, peer support and leadership development into one integrated model.
A measurable shift in leadership confidence, workforce engagement and consistency in how mental health support was understood and applied across the organisation.
Psychosocial Hazard Questionnaire.
Comprehensive psychosocial hazard training course.
Review of your organisation's existing control measures and psychosocial risk assessment.
Apply the proposed control measures to address psychosocial risks within the business.
Regular monitoring and reviewing of the psychosocial risk management process.
A detailed breakdown of how a structured, organisation-wide approach was implemented across multiple sites, including the framework, delivery model and measured outcomes.
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