By Erica Apeatua Addo
Bogoso New Site (W/R), Oct. 28, GNA – AECI Mining Explosives West Africa, has rolled out an Employee Assistance Programme (EAP) in Ghana, to strengthen employee well-being and foster a supportive workplace culture.
The EAP was a confidential and professional support system designed to help employees and their families in managing challenges that affected their well-being and performance.
AECI Mining Explosives West Africa had contracted Supreme Healthcare Management Services South Africa to implement the programme.
At the launch at Bogoso New Site, Madam Hannah Heloo, the Human Capital Manager, AECI Mining Explosives West Africa, said the introduction of this programme in Ghana highlights their commitment to building a workplace culture grounded in care, trust, and support.
She noted that their Human Capital strategy in the region had adopted a holistic approach balancing performance with employee well-being, both within and outside the workplace.
“We cannot separate the personal form professional. People do not leave their stress, grief, anxiety, or responsibility at the door. As an organisation that values people deeply, we must meet them where they are” Madam Heloo stated.
She, therefore, expressed appreciation to their leaders and line managers for their pivotal role in promoting wellness within the organisation and setting a positive example.
Madam Heloo added “As we embed this offering into our people practices, I encourage each of you to keep creating spaces of psychological safety, where conversations about wellness are normalized, and support is encouraged, not stigmatised.
Miss Patience Osekre, the Managing Director, Supreme Healthcare Management Services South Africa, explained that mining was one of the most demanding and dynamic industries that required long hours, focus, endurance, and teamwork.
She said many employees worked in high-pressure environments, underground, at remote sites, or under physically and mentally challenging conditions.
“Beyond the machinery and production targets, we know there are real human pressure: fatigue, family separation, uncertainty, and sometimes emotional weight that come from constantly pushing through tough conditions,” she said.
She noted that these realities could take a toll and that was where the EAP came in not just as a well-being initiative, but as a safety and performance enhancer.
Ms Osekre said while helmets, boots, and harness protected their bodies, the EAP would protect their mind, adding “when the mind is well, focus improves, accidents reduce, and both individual and organisational performance soar.”
Through this programme, every employee now had access to confidential counselling and psychological support from licensed professionals, assistance for stress, trauma, grief, and family or financial challenges, she said.
Additionally, they would have critical incident and trauma response services when difficult events occurred at work or in personal life, workshops and well-being resources such as monthly newsletters, wellness presentations and webinars to help teams build resilience, manage emotions, and maintain a healthy work-life balance.
She assured the employees that everything shared through the EAP remained strictly confidential and information discussed with their counsellors would not be disclosed to management.
“When employees feel seen, heard, and supported, you build more than just a workforce, you build a community of care. That sense of belonging and safety leads to strong teamwork, better focus, and greater trust at every level of the organisation.”
Ms Osekre, stated that seeking help was not a sign of weakness but a testament to their strength and commitment to maintaining their health, well-being, and resilience.
The introduction of this programme demonstrated that AECI valued its people, prioritised their mental well-being, and believed that a strong, healthy mind was the foundation for a safe and successful workplace, she said
Some employees, who spoke with the Ghana News Agency after the event, encouraged their colleagues to utilise the programme, noting that their employer had made a significant invest in it.
GNA
Edited by Justina Paaga/ Christabel Addo