Mental Health in the workplace: Unite Regional Conference October 2016. Mike Jeffries Birmingham Mind
Mind Local Mind Associations (LMA s) are affiliated to National Mind. National Mind campaigns for improved rights and services for people recovering from mental health difficulties and provide us with a quality monitoring framework and policy advice etc. Local Minds (LMA s) provide a wide range of services for people with mental health issues.
Mind Mind at a national level produce a wide range of information leaflets and booklets: http://www.mind.org.uk/information-support/a-z-mentalhealth/
And increasingly work around Mental Health in the workplace!
This week in the UK 104 people will take their own life 250,000 people will visit their doctor about a mental health problem 750,000 prescriptions for antidepressants will be issued.
World Health organisation film about Depression.
Mental Health related Facts & Figures: One in four people will experience a mental health problem in any given year. 2014 figures suggest 70% increase in 10 14 year olds attending A&E because of self harm.. Number of people subject to the Mental Health Act has risen in the last five years. While there are over 2,000 fewer Inpatient beds. One in ten young people at any one time. 947,000 Adults were referred to Talking therapies. 2013 2014. 1 in 10 people have resigned a job due to stress, 1 in 4 have thought about it. Depression affects 1 in 5 older people. 1 in 5 people take a day off work due to stress.
According to the World Health Organization, by 2020 depression will be the second most common cause of ill health after heart disease.
In the workplace: 1 in 6 workers are dealing with mental health related symptoms of Depression/Anxiety/Stress etc. 21% of workers say they have rung in sick to avoid work based stress. 14% of workers have resigned due to stress, whilst 41% say they have considered it. 56% of employers say they would like to improve staff Wellbeing.
Primary Care workers: On 11 th August 2016 Mind released research about the work life stress of Primary Care workers: It revealed that almost nine in ten (88%) of primary care workers find their work life stressful. The poll of over 1,000 NHS workers in primary care, including GPs, practice nurses, practice managers and their colleagues, also showed that work is currently the most stressful area of their lives, ahead of their finances, health, family life and relationships.
Construction workers: Research carried out by the HSE in 2007, on the industry: Found that 88% of those working in the construction sector experienced some level of work-related stress, and 5% described themselves as suffering from an illness related to stress, depression or anxiety. More recent research from the US, published in 2013, found 16% of construction workers were distressed, with 3% showing clinical signs of suicide risk. But the vast majority of those who reported being distressed had not sought professional help. Building.co.uk (May 2014).
Construction continued: Paul Hodgkinson, then Chief Executive and Chairman of contractor Simons Group and a trustee of the Mental Health Foundation, (2014): What makes working in construction particularly difficult for those struggling with mental health issues is the industry s general reluctance to accept such problems and to openly discuss them. If people hear about you having experienced problems, they might think you re a slacker, or in some way deficient, or not up to the job I don t think we talk about this stuff enough, or a lot, or at all, in some cases.
The Cost of Mental Health problems: According to the 2013 Annual Report (Released Sept 2014) of the Chief Medical Officer, mental health problems cost the UK economy an estimated: 70-100 billion each year, and account for 4.5% of GDP. It is estimated that: 20% of this cost is attributed to health and social care costs 30% to lost productivity, and the remaining 50% to human suffering
Breaking the Silence BUPA report 2014 Dr Paul Zollinger-Read Chief Medical Officer BUPA: The main thing I take from all of this is that employees are being reduced to being defined by their condition rather than their skills, experience and expertise. These don't disappear because of a mental health problem much like they wouldn t if you broke your leg. With support, treatment and the right culture, those who experience mental health problems can and do recover and excel. However, he added, those with mental health issues are often labelled erratic, unpredictable and weak. Sadly, because of fear, and a lack of understanding and compassion, over a third of leaders have seen employees be the victim of bullying because of their condition.
And yet. Building workplaces that are mentally healthy and supportive for those with mental health difficulties is not difficult or complex and will bring rewards such as: Increased productivity Increased loyalty and commitment to the organisation/team Reduce sickness levels, presentism and turnover Improved channels of communication As well as meeting employers duty of care
Financial Rewards Research shows that 80p on health promotion and intervention saves 4 in costs due to absenteeism, temporary staff and presenteeism Mindful Employer 2014
Just because I am a bit tense/quiet/grumpy doesn t mean that I am becoming unwell, I may just be having a bad day just as everyone else does. But if it lasts a week then ask if I am ok.
What are we looking for? Changes in behavior/attitude/appearance/mood that are significant for that person Perhaps seeking constant reassurance - Frequent self criticism Absenteeism Presentism Morale problems Lack of co-operation Safety problems Frequent complaints of being tired all the time Complaints of unexplained aches and pains Alcohol and/or other drug misuse A lack of interest in the future/giving away possessions or putting affairs in order.
So why don t people ask for help? Nine out of ten people with mental health problems (87%) reported the negative impact of stigma and discrimination on their lives. Time to Change, Stigma shout survey. Making friends, holding down a job, keeping fit, staying healthy these are all normal parts of life. But the stigma that surrounds mental illness makes all these things harder for people who have mental health problems. People with mental health problems have the highest want to work rate of any disability group but have the lowest in-work rate. One third report having been dismissed or forced to resign from their job and 70% have been put off applying for jobs, fearing unfair treatment.
So why don t people ask for help? Stigma isolates people. People often find it hard to tell others about a mental health problem they have, because they fear a negative reaction. And when they do speak up, the overwhelming majority say they are misunderstood by family members, shunned and ignored by friends, work colleagues and neighbours. Stigma prevents people seeking help. We know that when people first experience a mental health problem they tend not to seek help early and tend to come into contact with mental health services only when a crisis has developed. Stigma has a negative impact on physical health. We know that people with mental health problems tend to have poorer than average physical health and their physical health problems are often misdiagnosed: Time to Change.
Unite action on Mental Health:
We can make it safe to talk about! And a priority that the conversation is had! Three key areas that can underpin a strategy! 1) Promote Wellbeing for all staff. 2) Tackle the causes of work-related mental health problems. 3) Support staff who are experiencing mental health problems. Can also bring you rewards in terms of: Increased productivity Increased loyalty and commitment Reduced sickness levels
Formal campaigns and events which may help! Time to Change: A national campaign to end the stigma and discrimination that people with mental health problems face in England. Run by the charities Mind & Rethink Mental Illness, with funding from the Department of Health, Comic Relief and the Big Lottery Fund. Mental Health Awareness Week 2016 took place in May, with the theme of relationships. Coordinated by Mental Health Foundation. World Mental Health Day is observed on 10 October every year, with the overall objective of raising awareness of mental health issues around the world and mobilizing efforts in support of mental health.
Employer Pledge HMRC sign the pledge in 2014 The Time to Change Employer Pledge is an aspirational statement with meaning, indicating to employees, service users and the public that an organisation wants to take action to tackle the stigma and discrimination around mental health, focusing on the workplace in particular.
Employee engagement is good for everyone's health! Essential manager behaviours that help employees to feel valued and supported: Offering clarity Appreciation of employees efforts, achievements and contribution Treating people as individuals Ensuring work is organised efficiently and effectively There is an interdependence between a Mentally Healthy workplace and employee engagement!
The HSE Management Standards The Management Standards define the characteristics, or culture, of an organisation where the risks from work-related stress are being effectively managed and controlled. The Management Standards cover six key areas of work that, if not properly managed, are associated with poor health and well-being, lower productivity and increased sickness absence.
The Six Standards Demands this includes issues such as workload, work patterns and the work environment Control how much say person has in way they do their work Support this includes the encouragement, sponsorship and resources provided by the organisation, line management and colleagues Relationships this includes promoting positive working to avoid conflict and dealing with unacceptable behaviour Role whether people understand their role within the organisation and whether the organisation ensures that they do not have conflicting roles Change how organisational change (large or small) is managed and communicated in the organisation
Using the 5 ways to Wellbeing (The New Economics Foundation) Five Ways to Wellbeing APP available for Android and iphones. (Through Google Play).
What Midland Businesses are doing Seen some great practices out there o o o o o Having staff trained as Mental Health First Aiders as standard. Investment in wellbeing training and activities. Employee support schemes. Workplace Wellbeing Groups. Mindfulness training in the workplace. Great commitment to improving wellbeing and making work places safer for people to be honest about mental health issues they may be experiencing.
Our Work with Midland Businesses o Often Use Wellbeing/Mental Health days o After a tragedy o When something has gone wrong i.e. discrimination/bullying o Through work that Head Offices have been doing nationally or in other regions o Through competitive Tenders o Due to leadership/commitment to mental health from CEO/Leader/Manager
Birmingham Mind Resources
Mind at a national level: Taking care of business Lots of information on it s website about looking after our Mental Health at work, both in terms of what we can do for ourselves but also what our Employers should be doing to look after our Mental Health. www.mind.org.uk/for-business/
What kind of things might a local Mind be able to offer you? May be able to help employers design systems to provide a health check of their organisation. May offer a variety of training such as: Wellbeing at Work Mental Health Awareness Mental Health Awareness for Line Managers Mental Health First Aid (MHFA) Stress Reduction Courses Mindfulness Sessions/Courses As well as more specialist courses such as ASIST and SafeTalk (Suicide prevention training).
Mind How to find your nearest Local Mind Association (LMA):. http://www.mind.org.uk/information-support/local-minds/ Can search by location or Post Code. Can search by Borough or Council.