Julius Baer, a global wealth management firm, wanted to enhance their approach to workplace wellbeing. They had launched a Mental Health First Aid (MHFA) network as part of their wellbeing strategy, hoping to foster a culture where mental health conversations could thrive for both employees and clients.
However, the initiative faced some hurdles. Engagement with the MHFA network was lower than anticipated, and there was confusion about what being a Mental Health First Aid entailed. While the initial training equipped volunteers with foundational knowledge, it wasn’t enough to sustain long-term impact. The network reported feeling unprepared for complex conversations, while others struggled with the emotional demands of the role, leaving the network inconsistent and at risk of burnout.
We sat down with Monique King, Head of Operational Risk and MHFA Lead at Julius Baer, to reflect on these challenges and the partnership they built with Everymind at Work. Monique shared:
We realised that a two-day training course was just the starting point. To truly embed mental health into our culture, we needed to think long-term. It became clear we had to offer continuous support, tailored development, and a way to track the impact of what we were doing.
A fresh approach: Partnering with Everymind
Julius Baer partnered with Everymind at Work to rethink their approach and relaunch the MHFA network. The partnership focused on embedding the network into their broader wellbeing strategy through a four-pillar approach. Together, we created a tailored framework that aligned with the unique needs of their business.
Recruitment done right
Finding the right people to join the MHFA network was critical. Instead of focusing solely on enthusiasm, the recruitment process was designed to assess key qualities like empathy, active listening, and an ability to manage sensitive conversations with care. Importantly, Julius Baer also recognised that not everyone interested in the role would be the right fit at the time. This thoughtful recruitment approach created a foundation of trust and capability within the network. Monique explained, “some candidates were keen but not in the right place emotionally or mentally to take on the responsibilities. For those individuals, we introduced a ‘champion’ role, which allowed them to contribute to our wellbeing strategy without the reactive demands of being a MHFAider. This distinction ensured the right people were in the right roles.”
MHFA training just wasn’t enough
The initial MHFA training provided a useful baseline, but Julius Baer recognised the need for tailored development that reflected their specific organisational challenges. The Everymind team worked with them to adapt the ongoing training to address issues like menopause, neurodiversity, and safeguarding in a way that was directly relevant to the workplace. The training also explored boundaries and self-care for MHFAs, helping them to feel more confident in handling their responsibilities while protecting their own wellbeing. Monique shared “Tailored training gave our MHFAs the confidence to handle real-life scenarios they might face in our environment. It wasn’t about ticking a box; it was about preparing them to truly make a difference.”
Ongoing support that matters
Through Everymind’s platform, their MHFA network had access to on-demand support, live monthly expert-led sessions, and 24/7 access to a library of resources. The platform also allowed MHFAs to anonymously log conversations so Monqiue and the rest of the business had oversight of what was happening within the workforce.
This continuous support system made a huge difference. The network felt more equipped to navigate challenging conversations, and the business could monitor trends to address key issues across the network. Monique emphasised,
Having a centralised platform means our MHFAs feel supported, even after the toughest conversations. It’s also given us a way to identify emerging trends and take proactive steps to address them.
Insights that drive action
Data gathered through the Everymind platform revealed key trends in the types of conversations MHFAs were having. For example, there was an increase in bereavement-related discussions, which highlighted the need for targeted support in this area. By identifying these patterns, Julius Baer was able to proactively provide resources and training that addressed specific challenges employees were facing. “The insights we’ve gained have been game-changing. It’s allowed us to focus our resources on what employees actually need and adapt our strategy to stay ahead of the curve,” Monique noted.
The impact: A cultural shift
The changes made to the MHFA network have had a transformative impact across the organisation. Some of the key outcomes include:
- Increased engagement: With a 1:10 ratio of MHFAs to employees, the network is thriving, and confidence in the program has grown significantly.
- Stronger support for the network: They now report feeling empowered and supported in their roles, reducing the risk of burnout.
- A proactive approach to wellbeing: Data-driven insights have enabled Julius Baer to address specific trends while continuing to improve overall employee wellbeing.
These efforts have also contributed to a noticeable cultural shift. Mental health conversations have become more open, and employees feel more comfortable seeking help when they need it. As Monique summarised:
We’ve seen a real cultural shift. Mental health is no longer a taboo subject, and our MHFAs are truly making a difference. The feedback we’ve received has been incredibly positive – it’s clear this approach is working.
Julius Baer’s experience highlights key lessons for businesses aiming to implement or refresh their MHFA networks. Successful programs require careful recruitment to ensure the right fit, tailored training that addresses the organisation’s unique needs, ongoing support to empower MHFAs, and data-driven insights to identify trends and guide proactive initiatives. By focusing on these areas, organisations can create sustainable and impactful mental health support systems.
Monique put it best, “This wasn’t about patching up what wasn’t working. It was about building something better, something sustainable that makes a lasting impact on everyone involved.”
Ready to rethink your MHFA network? We’re here to help. Book a call to learn how we can support your business.
