What is R U OK? Day and why it matters to us

R U OK? is a national suicide prevention charity and public-health promotion, founded to encourage people to stay connected and have meaningful conversations when someone is facing personal difficulties.

Its impact is measurable. Over time, awareness of R U OK? Day has increased substantially: in one study, awareness rose from about 66% in 2014 to 78% in 2017, and participation (i.e. people doing something in response to the campaign) increased from 19% to 32% in the same time. Exposure to the campaign has been shown to quite significantly increase helping intentions and actions - people exposed are much more likely to reach out to someone who might be struggling.

At BIC Consolidated, our people are our strength. We know that work isn’t just about tasks, metrics or output. It’s about the people doing the work. And people bring their whole lives to work. When someone is struggling, whether with mental health, stress, or life outside work, that doesn’t stay outside the gate. It affects us all: performance, safety, morale, retention.

This year, our participation in R U OK? Day will include (or has included) the following:

• Dedicated conversations in our teams: managers will lead with openness, checking in with individuals in an informal setting
• Visible reminders and resources: placement of posters and guides in common areas, sharing digital conversation tools from the official R U OK? workplace resources
• Training and refreshers for leaders: equipping our leadership and people & culture teams so they are more confident asking, listening, supporting
• Encouragement for every team member: not as observers, but as participants in creating a supportive culture

What I’ve learned from People & Culture

Over the years leading People & Culture here, I’ve learned a few hard truths and a few hopeful ones about what it takes to have these conversations and make them meaningful.

1. Asking “Are you OK?” is only the beginning
    The real work is in listening deeply, without judgement, and then following up. Many people may say “I’m fine” even when they’re not. What matters is that we stay. That we notice change, check back in, and let people know they are not alone.
2. We need skills, not just awareness
    It’s one thing to know what “R U OK?” is; it’s another to know how to have a conversation. Tools like the R U OK? Conversation Guide, workplace flowcharts, or templates help.  Training managers so that they understand signs of distress, mental health first ideas, and how to refer (or support someone to seek help) is critical.
3. Culture trumps policy (but policy helps)
    Policies, EAPs (Employee Assistance Programs), and procedures for escalations are necessary. But they don’t substitute for a culture where people feel safe to voice struggle, safe to say they’re not OK. If someone fears judgment, or that talking about mental health will be a disadvantage, they will stay silent.
4. Small acts of connection make a difference
    Sometimes it’s the informal check-in - “How’s your week?” or “You seem quieter than usual” - that matters more than any formal program. Recognising the load someone is carrying, acknowledging it, offering flexibility or support, those are the difference-makers.
5. Consistency over time
    Mental health, wellbeing, and life stresses are not once-off events that neatly align with R U OK? Day. They ebb and flow. The more habitual we make connection, checking in, and supporting each other, the stronger we become as a team and as a workplace.

Why asking “R U OK?” can’t wait for one day

R U OK? Day is powerful. It unites us, raises awareness, and reminds us. But as many sources emphasise, the goal is not just one day. R U OK? is no longer only a National Day of Action; it’s meant to be part of our everyday narrative.

Here are some reasons why:

• Mental health challenges do not follow a calendar. People may be struggling at any moment; waiting for “the right day” may be too late.
• The earlier we notice and reach out, the better. Preventing isolation, reducing stress, recognising early signs helps avoid escalation.
• Trust is built over time. When someone sees we care regularly, they are more likely to open up when things are tough.
• Psychological safety requires repetition. Consistent behaviours, not just occasional good deeds, make people believe it is safe to speak up.

What R U OK? Day means for BIC Consolidated and what I hope we take forward

For us at BIC Consolidated, observing R U OK? Day is a statement: that we want our workplace to be one where wellbeing is as much a priority as performance, where people know they matter beyond their role. But more than that, I hope that what we do on R U OK? Day becomes the seed for continued growth:

• That leaders and managers continue to ask, continue to be vulnerable, and continue to listen
• That our People & Culture function ensures the support structures are visible, usable, and responsive
• That every one of us, regardless of role or seniority, feels we can ask “Are you OK?” and feel okay being asked
• That we build a more compassionate, connected, resilient BIC Consolidated, because when people feel supported, when they feel seen, when they feel cared for, they do better, and so does the organisation

In closing

So, on this R U OK? Day, I invite every person at BIC Consolidated: take a moment. Ask someone you’ve perhaps overlooked lately, or someone you see every day but haven’t truly asked how they are. It could be a team member, a colleague in another department, or a subcontractor. And then stay with them - listen, care, follow up.

Because being OK is more than a question for one day, it’s a practice. And when we all practice being genuinely curious, being human, being present, we help each other to be more than just “OK.”

About the author - Shaun Stone

General Manager – People & Culture

Shaun Stone leads the People & Culture function at BIC Consolidated, driving initiatives that strengthen organisational culture, engagement, and workforce capability. With extensive experience in human resources and leadership, he plays a key role in aligning people strategies with business objectives to support growth and performance. Shaun oversees talent acquisition, employee development, diversity and inclusion, and change management, ensuring that every team member feels valued and empowered. His people-first approach fosters collaboration, continuous improvement, and a workplace culture built on respect and integrity. Shaun’s leadership underpins BIC Consolidated’s vision of being an employer of choice and a trusted partner across the industry.