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Creating a culture of wellbeing in law firms
Now more than ever, fostering a culture of wellbeing in law firms is a professional necessity for the success of our business and our industry, writes Belinda Winter.
Belinda Winter
As a partner in a law firm, a wellness advocate and coach, and the chair of the Queensland Law Society Wellbeing Working Group, I have observed the dynamics that have shaped our profession over the past 20 years. It is apparent to me that, now more than ever, fostering a culture of wellbeing in law firms is a professional necessity for the success of our business and our industry.
Understanding the importance of mental health
Mental health is a cornerstone of overall wellbeing, and this is particularly true in the legal profession. According to Beyond Blue, lawyers are more likely to experience depression and anxiety compared to the general population. The demanding nature of our work, coupled with high expectations and long hours, can take a significant toll on our mental health. As partners, it’s our responsibility to address this issue head-on.
Promoting open communication
Creating a culture of wellbeing begins with open communication. In our firm, we encourage our colleagues to speak openly about their mental health without fear of stigma or retribution. Regular check-ins, anonymous surveys, and an open-door policy are some of the strategies we employ. Training partners and senior leaders to recognise signs of distress and to engage in supportive conversations can also make a significant difference. This proactive approach helps create an environment where everyone feels valued and supported.
Investing in executive coaching
Executive coaching of partners and other leaders can be instrumental in the journey towards creating a culture of wellbeing. Personalised coaching sessions equip leaders with the skills needed to support their teams effectively. Research from the International Coaching Federation (ICF) shows that coaching improves work performance, communication skills, and overall wellbeing. By investing in executive coaching, we are not only enhancing our leadership capabilities but also fostering a more inclusive and supportive work environment.
Implementing comprehensive training program
Workplace training programs focused on mental health and wellbeing are essential. These programs educate employees about stress management, resilience, and self-care strategies. Moreover, training sessions help reduce stigma and promote a culture of empathy and understanding. A study by the Chartered Institute of Personnel and Development (CIPD) found that employees who receive mental health training report higher levels of job satisfaction and lower levels of stress.
Creating a supportive work environment
A supportive work environment that is inclusive, flexible, and accommodating is crucial for employee wellbeing. This includes offering flexible working hours and remote work options and providing access to mental health resources such as counselling services and employee assistance programs (EAPs). Additionally, creating physical spaces that promote relaxation and mindfulness can help employees recharge and stay focused.
Leading by example
As partners and leaders, we set the tone for our organisational culture. By prioritising our own mental health and wellbeing, we can serve as role models for our teams. This includes taking regular breaks, setting boundaries, and practising self-care. When leaders demonstrate a commitment to their own wellbeing, it encourages employees to do the same. In my role, I make it a point to share my own wellness practices and challenges, fostering a culture of transparency and mutual support.
Fostering a sense of community
A strong sense of community can significantly impact employee wellbeing. Team-building activities, social events, and opportunities for colleagues to connect on a personal level are helpful in this regard. They help to build trust, foster collaboration, and create a sense of belonging. Research from Gallup shows that employees who have strong social connections at work are more engaged and productive.
Conclusion
Creating a culture of wellbeing in law firms requires commitment, empathy, and strategic action. By promoting open communication, investing in executive coaching and training, creating a supportive work environment, leading by example, and fostering a sense of community, we can cultivate an inclusive culture that prioritises mental health. In doing so, we not only enhance the wellbeing of our colleagues but also drive the sustained success and growth of our firms.
Belinda Winter is a partner in employment law and workplace relations at Cooper Grace Ward Lawyers. She is also an executive and leadership coach, qualified workplace conflict mediator, and Mental Health First Aid trainer.
