Breaking down stigma is an important first step to tackling the challenges of mental ill health in the workplace, but what else can employers do to encourage better mental health among staff? According to NHS England, there is a clear link between physical and mental ill health, emphasising the importance for businesses to equally support mental ill-health provision within their health and wellbeing strategies.
Stigma: a barrier to seeking help
Research by anti-stigma campaign Time for Change suggests that nearly nine out of 10 people with mental health problems feel negatively affected by stigma and discrimination. This can compound existing problems and interfere with the person’s willingness to seek help and support. In the workplace, if someone does not feel they can be open about their problem with their manager, their work may suffer, relationships with colleagues may deteriorate and performance drop.
Early intervention is key
Evidence from Managing and supporting mental health at work: Early intervention - spotting the signs of stress and mental ill health, published by the Chartered Institute of Personnel and Development and mental health charity Mind in December 2011 clearly shows that early intervention not only helps staff return to work sooner, but to stay in work in the first place..
Concerns over confidentiality, a belief in self-sufficiency, language, ease of access and stigma can all act as barriers to early intervention. Therefore, it is important for organisations to review their culture, communication and support services as part of their wellbeing programme.
How can businesses improve employee wellbeing?
Specialist support services are available to help employers promote better mental health in the workplace. These may include telephone counselling helplines, face-to-face counselling sessions, online interaction and training such as awareness seminars.
The most important thing, however, is that the services offered are fully accessible and staff are encouraged to use them. Encouragement to utilise support services should come from the top down. Everyone, including senior management, should take steps to encourage a positive and supportive culture of openness.
How can businesses help those with mental health conditions?
When it comes to improving mental health, there is no one-size-fits-all approach. Each workforce is unique and may respond differently to the employees of another organisation. Therefore it is important that employers identify what their employees' needs are, select services and initiatives that they can be confident staff will respond well to and monitor their outcomes.
Employee assistance programmes (EAPs): cost-effective support for staff
EAPs are offered by many employers, providing their staff with confidential support, which, crucially, sits outside of their usual network. EAPs typically include benefits such as telephone support, face-to-face counselling and life management services, supporting employees to deal with both their personal and work related issues.
EAPs have come under recent scrutiny, to provide effective support to employees. Therefore, it is vital to ensure that when selecting an EAP service for a workforce, it meets the unique needs of the business. For instance: that it contains access to a suitable number of counselling sessions to support the needs of the workforce; that each case is clinically led from the initial phone call; and that employers have access to confidential management information, which they can utilise to further develop their mental health provision.
By choosing an EAP that fits staff needs, the business will get much better value out of the service.
The manager's role is crucial
Managers have a critical role to play in safeguarding psychological wellbeing. They should be offered training and support to understand the importance of mental health and know what to do if they find that a member of their team is struggling.
The workforce should be encouraged to look after their own mental wellbeing and be offered training and guidance to help recognise when they might benefit from support. Training can also help line managers discuss mental wellbeing with confidence and sensitivity, and, importantly, to know how to handle the employee’s response and how to manage referrals to specialist support services.
Creating a culture of openness
It may also be effective for line managers to talk about mental health regularly in catch-ups, because the more we talk openly about mental health, the more we can normalise the impact. Asking someone if they're ok... and then asking again, is a great start.
Box copy: Key statistics
24% - Increase in the number of working days lost to stress, depression and anxiety since 2009. Source: The Department for Health, 2014.
£26 billion – Cost to UK economy in lost working days, staff turnover and lower productivity due to work-related mental ill health. Source: Mind.
Mark Winwood is director of psychological health services at Axa PPP Healthcare
