Mental health promotion in the workplace...it s your business! Julie Bennion Mental Health Service

Transcription

1 Mental health promotion in the workplace...it s your business! Julie Bennion Mental Health Service

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3 Aims Defining what is understood by mental health Mental ill- health in the workplace, prevalence and impact on the individual and the organisation Outlining the role and impact of work /working conditions on employees mental health and wellbeing Defining mental health promotion in the workplace and outlining its key characteristics European Agency for Safety and Health at Work, 2011

4 What is mental health? Mental health is defined as a state of wellbeing in which every individual realises his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his own community. World Health Organisation 2011

5 What are mental health problems? Depression Anxiety Bipolar disorder Schizophrenia Eating Disorders Personality Disorders Dementia Obsessive compulsive disorder

6 Mental Health and the workplace Quiz Facts versus the myths around staff with mental health conditions in the workplace

7 Question 1 What percentage of employees are experiencing some kind of mental health problem at work? A. 2.4% B. 5% C. 22.3%

8 Question 1 What percentage of employees are experiencing some kind of mental health problem at work? A. 2.4% B. 5% C. 22.3%

9 Question 2 Mental ill health is now the; A. Second B. Fourth C. Eighth largest cause of time lost due to sickness absence in organisations in the UK

10 Question 2 Mental ill health is now the; A. Second B. Fourth C. Eighth largest cause of time lost due to sickness absence in organisations in the UK

11 Question 3 Approximately how much does mental ill health at work cost an employer each year? A. 500 for every employee B for every employee C for every employee

12 Question 3 Approximately how much does mental ill health at work cost an employer each year? A. 500 for every employee B for every employee C for every employee

13 Question 4 Impaired performance of people who continue to work whilst mentally unwell costs employers nationally approximately; A. 5 million/year B. 15 million/year C. 15 billion/year

14 Question 4 Impaired performance of people who continue to work whilst mentally unwell costs employers nationally approximately; A. 5 million/year B. 15 million/year C. 15 billion/year

15 Question 5 Good management of mental health at work including prevention and early identification can bring this cost down by as much as: A. 10% B. 20% C. 30%

16 Question 5 Good management of mental health at work including prevention and early identification can bring this cost down by as much as: A. 10% B. 20% C. 30%

17 Summary Nearly a ¼ of the workforce are experiencing mental health problems The second largest cause of sickness absence Costs employers on average 1000 per employee Good management of mental health in the workplace can reduce these costs by 30%

18 The impact of mental health problems in the workplace It costs an estimated 9bn a year in salaries to employers not addressing mental health problems in the workplace After taking six months sickness absence, only 50 per cent of employees return to work Economic downturns are linked to increased prevalence in mental health problems

19 Key points There is no health without mental health Everyone is susceptible to mental health problems In the current financial climate a focus on mental health and mental health problems are even more important than ever

20 The role of work on mental health Work is good for our mental health Work has many psychosocial risk factors

21 What is mental health promotion? Any action to improve mental health. Dr L Freidli How individuals, organisations and communities think and feel The factors which influence how we think and feel (individually and collectively) The impact that this has on overall health and wellbeing

22 Promotion and Prevention Strengthening individuals Strengthening communities Reduce risk factors/increase protective factors Reducing structural barriers to mental health

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24 What can employers do?

25 Quick Quiz: Does your organization have mentally healthy practices Does your organization: 1. Welcome all qualified job applicants and value diversity in applicants? 2. Treat mental illnesses with the same urgency, respect and compassion as physical illness? 3. Promote and support employee health and work-life balance through programs, practices and policies. 4. Train managers and front-line supervisors in mental health workplace issues, including the identification of performance problems that may indicate worker distress and possible need for mental health supports 5. Practice respect and confidentiality when dealing with employee health information 6. Provide access to an Employee and Family Assistance Program (EFAP), Employee Assistance Program (EAP) or other appropriate referral resources to assist staff. 7. Support employees who are on disability leave while they are way and provide an effective return-to-work plan 8. Provide communication to the whole organization about company programs and policies that promote equal opportunity employment, reasonable accommodations, mental health literacy, and mental and physical health and wellness programs. YES NO Mental Health America, Workplaces that thrive: a resource for creating mental health-friendly work environments, (2004) )

26 Aims of MHP in the workplace Identification of workplace risks- ways to reduce them Development of a workplace culture to support wellbeing Flexible working/work- life balance Use of multi component wellbeing programmes (eg including physical exercise programmes in MHP programmes/mental Heath Policies Training and awareness on mental health issues for managers as well as employees Early identification of stress and mental ill-health Access to counselling

27 Returning to work

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30 Good practice in mental health promotion Holistic intervention approach Systematic planning and monitoring of the action Active involvement of workers Commitment from and involvement of the management Assignment of responsibility to the MHP programme Evaluation of the action Ongoing process Good communication- Integration of health promotion and ill-health prevention into policies and daily life

31 Good practice in mental health promotion Holistic intervention approach

32 Good practice in mental health promotion Holistic intervention approach Systematic planning and monitoring of the action

33 Good practice in mental health promotion Holistic intervention approach Systematic planning and monitoring of the action Active involvement of workers

34 Good practice in mental health promotion Holistic intervention approach Systematic planning and monitoring of the action Active involvement of workers Commitment from and involvement of the management

35 Good practice in mental health promotion Holistic intervention approach Systematic planning and monitoring of the action Active involvement of workers Commitment from and involvement of the management Assignment of responsibility to the MHP programme

36 Good practice in mental health promotion Holistic intervention approach Systematic planning and monitoring of the action Active involvement of workers Commitment from and involvement of the management Assignment of responsibility to the MHP programme Evaluation of the action

37 Good practice in mental health promotion Holistic intervention approach Systematic planning and monitoring of the action Active involvement of workers Commitment from and involvement of the management Assignment of responsibility to the MHP programme Evaluation of the action Ongoing process

38 Good practice in mental health promotion Holistic intervention approach Systematic planning and monitoring of the action Active involvement of workers Commitment from and involvement of the management Assignment of responsibility to the MHP programme/policy Evaluation of the action Ongoing process Good communication

39 Good practice in mental health promotion Holistic intervention approach Systematic planning and monitoring of the action Active involvement of workers Commitment from and involvement of the management Assignment of responsibility to the MHP programme/policy Evaluation of the action On-going process Good communication- Integration of health promotion and ill-health prevention into policies and daily life

40 Barriers to Mental Health Promotion

41 Why invest in Mental Health Promotion? It makes business sense.. Productivity and performance No health without mental health Legal requirements Reputation

42 Useful links Shift Offers guidance on how to manage and support employees with mental health problems in the workplace MIND The Taking Care of Business booklet includes practical tips on how to assess mental wellbeing in your workplace, how to plan improvements, how to tackle the causes of mental ill-health and support staff. The Royal College of Psychiatrists website signposts you to relevant guidance, information on mental health problems and practical tools