R U OK? Day: Creating a Culture of Support in Training and Workplaces

Work can get hectic, deadlines pile up, and sometimes we get so wrapped up in our daily to-do list that we forget the simple but powerful question: “Are you OK?”

That’s where R U OK? A day makes a real difference. It’s not just a reminder to check in on those around us; it’s about creating workplaces and training environments where open conversations about mental health and well-being are part of everyday life, not just once a year.

But how do we move beyond a one-day initiative and build workplaces and classrooms where support, care, and connection are the foundation? Let’s explore how we can make that happen.

Why R U OK? Day Matters

R U OK? Day is more than an awareness campaign. It’s about starting meaningful conversations that could change someone’s life. Sometimes, a small check-in is all it takes to let someone know they’re not alone.

In fast-paced work environments, it’s easy for people to mask how they’re really feeling. That’s why this movement is crucial; it reminds us that looking out for each other is part of building a stronger, healthier community.

In both workplaces and training organisations, fostering this culture of support is key. Employees and students who feel cared for are not only happier but also more motivated and engaged.

Creating a Caring Workplace

At Great Place to Work, research shows the power of a caring culture. In 2024, only 64% of employees in a typical Australian workplace said they felt their colleagues cared about each other. But in Australia’s Best Workplaces, that number rose to a remarkable 96%.

This difference is massive. It shows that when people genuinely feel cared for, it sparks a ripple effect of more trust, stronger teamwork, and a workplace where people thrive.

Imagine walking into a workplace where people greet you with a smile, check in if they notice you’re stressed, and celebrate your wins. That’s the type of environment that boosts morale and builds stronger professional relationships.

The Power of a Psychologically Healthy Workplace

Support isn’t just about being friendly; it’s also about creating workplaces that actively protect emotional and mental well-being.

Unfortunately, in 2024, only 51% of Australian employees said their workplace was psychologically and emotionally healthy. Compare that to 92% in Australia’s Best Workplaces, and the difference is striking.

A psychologically healthy workplace doesn’t happen by accident. It comes from intentional efforts to:

• Reduce stigma around mental health.
• Provide resources like Employee Assistance Programs (EAPs).
• Foster open, judgment-free conversations.

This ties directly to the message of R U OK? Day. If we want people to feel comfortable answering honestly when asked if they’re OK, then workplaces and training providers must build safe spaces where people can share openly.

What Leaders Can Do to Support Mental Health

Leaders, whether managers, trainers, or team supervisors, play a key role in shaping workplace culture. Their actions and attitudes set the tone for everyone else.

Here are some simple but powerful ways leaders can make a difference:

1. Regular Check-Ins

Don’t wait for R U OK? Day to roll around. Incorporate simple check-ins into team meetings, one-on-ones, or training sessions. It doesn’t have to be formal; sometimes a quick “How are you going?” is all it takes to build trust.

2. Provide Resources

Ensure employees and learners know where to turn if they need support. Access to resources like mental health hotlines, counselling services, or government-funded training programs makes a big difference.

For example, courses like a Certificate IV in Mental Health not only prepare individuals for careers in mental health support but also raise awareness in workplaces about how to respond to colleagues in distress.

3. Encourage Vulnerability

Leaders who share their own challenges or show empathy create a ripple effect. When vulnerability is accepted, it strengthens team connections. It also makes it clear that needing support is not a weakness but a step toward resilience.

Great Workplaces Foster Real Care

When workplaces and training providers prioritise well-being, everyone benefits. Research consistently shows that happy, supported employees are more engaged and productive.

It’s not just about reducing absenteeism or turnover; it’s about creating environments where people feel they truly belong.

That sense of belonging is powerful. Imagine the difference between a workplace where you’re just a number versus one where colleagues remember your birthday, check in when you’re stressed, and genuinely want you to succeed.

This R U OK? Day, we’re reminded that it’s not enough to simply ask the question once a year. The real challenge and the real opportunity is making care and compassion part of everyday culture.

Training Environments: Building Support Beyond Workplaces

It’s not just workplaces that need this cultural shift; training environments are equally important. Students and learners often juggle work, study, and personal responsibilities, which can take a toll on mental health.

Training organisations have a responsibility to create spaces where learners feel safe, supported, and connected. This means:

• Trainers checking in on students’ well-being.
• Providing access to mental health support services.
• Encouraging peer support networks among learners.

For example, courses like a Certificate IV in Leisure and Health can prepare individuals to design activities that boost well-being in community and aged care settings. By embedding mental health awareness into training, we prepare future workers to carry this culture of care into their careers.

How to Build a Culture of Everyday Support

Here are some practical steps for creating a supportive culture in both workplaces and training settings:

1. Normalize conversations – Make talking about mental health as natural as discussing workloads or deadlines.
2. Educate and train – Encourage staff to pursue courses like Certificate IV in Mental Health or Certificate 4 in Mental Health, Government Funded, equipping them with the skills to support others.
3. Celebrate progress – Recognize small wins, celebrate personal milestones, and show appreciation for each other.
4. Lead by example – Leaders who model care and empathy inspire others to do the same.
5. Stay consistent – Remember, R U OK? Day is a reminder, but the real impact comes from consistency, checking in not just on one day but all year round.

The Bigger Picture: Why This Matters

Mental health challenges are on the rise, and workplaces can no longer afford to ignore them. Creating a culture of support isn’t just about being nice; it directly impacts performance, retention, and overall workplace success.

When employees and learners feel safe, supported, and heard, they bring their best selves to work and study. That’s the environment we should all strive to build, not just on R U OK? Day, but every day.

Final Thoughts

R U OK? Day is a powerful reminder that a simple question can spark meaningful change. But the bigger goal is to embed that spirit of care and support into the everyday workplace and training culture.

Leaders, colleagues, trainers, and learners all play a part in building environments where people feel safe to speak up, seek help, and know they are not alone.

At DP Training, we believe in building supportive communities not just in the workplace but also through education. That’s why we offer nationally recognized programs like the Certificate IV in Mental Health and Certificate IV in Leisure and Health. These courses empower individuals to make a real difference in their workplaces and communities by promoting mental health awareness and practical support skills.

So this R U OK? Day and everyday, let’s go beyond the question. Let’s listen, support, and take meaningful action.