Around a third (35%) of manager respondents in the UK have received training to help spot mental health issues in the workplace, according to research by office stationery supplier Viking.
Its survey of 1,500 managers also found, however, that only 17% of respondents feel very confident in their ability to support staff experiencing mental health issues, and a further 45% have never received training to equip them with the skills they need to spot mental health issues within their teams.
Clare Porciani, senior manager, HR operations UK and Ireland at Viking, said: “Our findings highlight that, despite the workplace showing great positive movements in quality of life, inclusivity and many other areas, [employers are] falling short when it comes to knowing how [they] can support those struggling with their mental health.”
More than two-thirds (65%) of respondents have been approached regarding issues relating to mental health, stress or anxiety, and 42% have had an employee requesting a day off for issues linked to mental health, stress or anxiety.
A total of 67% of respondents believe there is a stigma around stress, anxiety and other mental health issues within the workplace; only 6% disagree and think there definitely is not a stigma around these topics.
Porciani added: “With so many managers believing that mental health problems are stigmatised in the workplace, it’s plain to see that there’s a lot more to be done.
“Employers need to ensure that every employee, and particularly managers, receive[s] training around mental health issues, and that this training offers knowledge that each employee can fall back on should they notice a colleague struggling or should they themselves be affected.”
This is heartening news, but there is still a long way to go. How about getting managers to take diagnosed mental health conditions seriously, and give them equal weight to physical health problems? It is vital they acknowledge their impact on performance, and take them into account when considering capability. Lack of awareness, understanding and manager training tipped me into not coping with depression and anxiety. Waiting for overdue treatment, I became suicidal, and resigned as a survival measure. Spotting problems is only the beginning: managers need broader understanding of their impact, and more humane, adaptable policies to keep affected employees in the workplace, facilitate recovery and better support return to work after absence. “One size fits all” policies just don’t cut it.
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