The core principles of the Mindflow Charter
The Mindflow Charter is an actionable framework that sets out good mental health practice for construction companies, across core principles covering policy, leadership, culture and support. See what each one asks here.
2. Policy
A comprehensive mental health and wellbeing policy is the safe pair of hands every organisation needs. It provides a solid foundation by clearly setting out company goals, strategies, and commitments. This clarity enables all staff to perform at their best while understanding their role in promoting mental health and wellbeing.
⭐ Core mental health & wellbeing policy written and approved (in line with Mindflow good practice)
⭐⭐ Mental health & wellbeing policy complies with ISO:45003
⭐⭐⭐ Annual review of mental health & wellbeing policy and its effectiveness in delivering measurable positive impact
3. Ownership
Effective delivery of the policy depends on clear ownership. Responsibilities set out in the mental health and wellbeing policy must be allocated to the right people within the organisation. Delivery should be measured regularly, and accountability ensured at all levels.
⭐ Mapping of responsibilities set-out in the mental health & wellbeing policy allocated to the management and senior leadership
⭐⭐ Delivery against these responsibilities measured regularly
⭐⭐⭐Performance reviews include accountability for effective delivery of responsibilities
4. Equality & Diversity
A key player in our defensive line-up: Foster an inclusive workplace that respects and represents the diverse backgrounds and communities of the workforce. Everyone on site should have equal access to resources and support, with initiatives designed to address cultural sensitivities, eliminate barriers, and ensure staff feel comfortable raising concerns and seeking help.
⭐ Mental health access plan for all staff across all sites
⭐ Wellbeing Hub on every site
⭐⭐ Minimum 1 mental health first aider per 20 workers per project
⭐⭐⭐ Mental health first aider available
on all sites every working day
5. Psychological safety
Completing the back four is our central defender: Create a workplace where psychological safety is prioritised. Put proactive systems in place to identify potential mental health risks, and remain mindful of workload, working conditions, and organisational pressures that could negatively affect staff wellbeing.
⭐ Assessment of mental health & wellbeing risks included in site assessments in line with principles of occupational Health and Safety
⭐⭐ Mechanisms identified to address identified risks and actioned routinely through a closed-loop system (Assess, Plan, Do, Measure)
⭐⭐⭐ Hazard identification and control extended to address job characteristics, team and social dynamics, and organisational practices
6. Leadership
A strong player at the centre of our team: Provide leaders with mental health awareness training so they can spot, understand, and manage mental health issues sensitively and effectively. Leadership should set the tone for a supportive workplace culture.
⭐ Company mental health policy training
available for all managers
⭐⭐ Company mental health policy training mandatory for all managers
⭐⭐⭐ Half–day mental health first aider training for all Black Hats/Supervisors
7. Cross team awareness and education
Our midfield drives opportunities: Embed mental health awareness into inductions and ongoing training. Establish a wellbeing calendar that includes monthly toolbox talks, drop-in sessions, and quarterly focus events. Involve all staff actively, ensuring shared responsibility for workplace wellbeing.
⭐ Mental health awareness content included in onboarding for all staff
⭐⭐ Quarterly mental heath awareness and training campaigns
⭐⭐⭐ Calendar of monthly mental health and wellbeing activations
8. Conflict resolution and fair practice
Creating a safe and supportive Health, Safety and Wellbeing (HSW) environment means more than setting out a policy—it’s about living those values every day on site. From the site induction, everyone is shown how to raise concerns and where to find support.
⭐ HR policies in place for interpersonal conflicts, harassment, bullying, and grievances
⭐⭐ Training on HR policies (above) included in all staff onboarding and manager training
⭐⭐⭐ Routine reporting by HR to senior
leadership on interpersonal conflicts, harassment, bullying, and grievances
9. Measurable positive impact
Set clear objectives and KPIs to monitor and improve mental health and wellbeing across the organisation, including on site. Allocate sufficient resources - human, financial, time, space, and technological, to meet these objectives, ensuring progress is visible and measurable.
⭐ Quarterly mental health & wellbeing surveys for all; Baseline data collated on mental health & wellbeing negative impact, e.g. burnout, turnover, accidents, violence, suicide
⭐⭐ SMART targets in place to reduce mental health & wellbeing negative impact
⭐⭐⭐ Monthly mental health & wellbeing performance reporting
10. Communication and stakeholder engagement
Regular and open communication keeps wellbeing visible. Share mental health information with staff, contractors, and stakeholders. Senior leadership should champion wellbeing, provide non-judgemental support, and encourage open dialogue at all levels.
⭐ Mental health awareness training
(min 1 hour) within induction
⭐ Information on mental health & wellbeing policy provided to staff, contractors, and other relevant stakeholders
⭐ Mental health & wellbeing noticeboards across site
⭐⭐ Mental health annual campaign calendar
⭐⭐ Senior leadership champion wellbeing routinely, e.g. site walks, meetings, emails, brochures
⭐⭐⭐ Contractor marketing materials highlight mental health & wellbeing
11. Engagement with preventive and treatment services
Engage with external practitioners and platforms to strengthen support for staff. Raise awareness of available NHS, charity, and private-sector resources, ensuring escalation routes and referrals are clearly communicated and accessible when required.
⭐ Clear mapping of mental health prevention and treatment services available to staff for all sites
⭐⭐ Outreach to each service to ensure availability and staff access, if required
⭐⭐⭐ Quarterly review of services to ensure ongoing and current availability
Join the movement
This isn’t just about awareness. It’s about action. Mindflow is here to build a healthier, safer construction industry for all — and we need your support.
