Positive mental health and wellbeing in the workplace

1. Positive mental health and wellbeing in the workplace Sophie Isaacson

2. Hello  Who am I? And why am I passionate about this? What do I do to unwind?

3. Talk to your neighbour

4. Let’s think about This • What is mental health? • “The emotional and spiritual resilience which enables us to survive pain, disappointment and sadness. It is a fundamental belief in our own and others’ dignity and work” • What is Wellbeing? • “A positive physical, social and mental state; it is not just the absence of pain, discomfort and incapacity. It requires that basic needs are met, that individuals have a sense of purpose, that they feel able to achieve important personal goals and participate in society. It is enhanced by conditions that include supportive personal relationships, strong and inclusive communities, good health, financial and personal security, rewarding employment and a healthy and attractive environment.”

5. QUIZ • 1. How many people in the UK will experience a mental health problem every year? • 1 in 6 people  • 1 in 8 people • 1 in 4 people  • 2. What proportion of people with mental health problems experience stigma? • 90%  • 50% • 10%

6. QUIZ • 3. What proportion of people with mental health problems believe that workplace stress contributed to their illness? • Two thirds of people  • One third of people • One fifth of people • 4. How long do the majority of people with a mental health problem wait before telling their closest family and friends about it? • Over a year  • 7 months • 2 months

7. QUIZ • 5. Which country’s Prime Minister was re-elected in 2001 after publicly taking time off for depression? • Norway  • Mexico • Poland

8. 1. 1 in 4 (1 in 6 in the workplace) • 2. Our research shows that up to 90% people with mental health problems experience some form of stigma, whether from friends and family, at work, in education or during treatment. • 3. About two thirds of people with mental health problems believe that long hours, unrealistic workloads or bad management either caused or exacerbated their condition. • 4. A Time to Change survey showed that 60% of people with a mental health problem waited over a year to tell the people closest to them about it. • 5. Norwegian Prime Minister KjellMagneBondevik announced in 1998 that he was experiencing a depressive episode, and took three weeks of sick leave, before returning to office. Bondevik said he received thousands of supportive letters.

9. A good work / life Balance What does that really look like? How do we help our team get ‘resilience’? “The capacity to recover quickly from difficulties / toughness”

10. The continuum of mental health • Turn to the flipchart… I apologise in advance for my drawings… it’s nerve wracking drawing in front of a room of people

11. 5 ways to wellbeing Connect with others Be active Keep learning Give to others Be mindful NHS Choices 2016

12. Financially? (If that’s what your into) • In 2015/16 stress accounted for 37% of all work related ill cases and 45% of all working days lost due to ill health • The total number of working days lost to this condition in 2015/16 was 11.7 million days. This equated to an average of 23.9 days lost per case.

13. So how can we begin to change things? • Reasonable adjustments – what can we do? • *It’s 2019 – be flexible – use technology • Michael C Bush, from an organisation called, the Way we work, who survey thousands of people from all sectors to find out about what makes them happy at work… • He has discovered that three things.. Above all else…. Beyond yoga or mindfulness or lunchtime kale smoothies… • "It’s much more about how people are treated by their leaders, and, the people who they work with” • Trust & Fairness • LISTENING being humble. Listening to ideas – taking them on board – allowing their ideas to shape future decisions…

14. I did a survey of my friends and loved ones..

15. Let’s keep our team at work when that’s what they want

16. That conversation

17. It doesn’t need to be so scary

18. What could be..

19. This is when people are attending work even though they are unwell due to physical or mental health conditions. • Presenteeism can be a major concern if people won’t take time to recover because for example, they : • *Don’t get paid when they are off sick • *Are worried about losing their job • *Don’t want to adversely affect their promotion chances • *Don’t want to add to other people’s pressure because they are covering for them • You are working for a board of voluntary directors / and / or your community !! • When people are ill they are less productive, can’t fully concentrate, are more prone to making errors or having accidents, and may be infectious – causing others to become ill – or disengaged from the organisation. • Costs 1.8 X that of absenteeism!! Presenteeism…

20. Health & Safety Executive – The management Standards • 1. Demands • 2. Control • Workload, Work patterns, working environment • Ideas from 12 board members + outcomes of funders + views of the community • How much say the person has in the way they do their work • Trust in our team, let them guide you, listen to their ideas

21. Health & Safety Executive – The management Standards • 3. Support • 4. Relationships • This includes the encouragement, sponsorship and resources provided by the organisation, line management & colleagues • Small teams / board is voluntary / community not always supportive / time off / Reporting to directors • This includes promoting positive working to avoid conflict and dealing with unacceptable behavior • Working alone, controversial projects, working with volunteers …

22. Health & Safety Executive – The management Standards • Role • Change *Whether people understand their role within the organisation and whether the organisation ensures that they do not have conflicting roles *Sometimes we end up taking on many roles, go back and check in on job descriptions *How organisational change (large or small) is managed and communicated in the organisation * Applying for funding for your own projects / role… ??

23. Stress

24. Calling Managers & Board Members who are line managers to staff – Train them – Train them to spot the signs - Train them to have human conversations – to listen, to know when to sit quietly – to know when to take a situation further and go for more advice & help. • Everyone can do this. • Listen. Make adjustments. Make tea • Our teams just want commitment – that they can speak safely about mental health. That you are prepared to listen.

25. Let’s lead by example.. Make people feel valued • Give your team / employees permission to speak safely, and be prepared to listen. • Read reports from staff / staff – remind them… • Turn your work e-mails off when you finish work • Put your phone down when you are in a meeting with someone

26. End • “Talk about mental health in the workplace. Talk about it in your community. Know how to listen. Be the manager you’d like to have if you were experiencing anxiety or depression” • “You don’t make more people unwell by speaking about mental health. You give them the opportunity to seek help sooner" • “Offer support to your people” • “If you see someone struggling, ask them if they are ok, make them a cup of tea”

27. www.time-to-change.org.uk www.seventhwavescotland.comsoph@7thwavescotland.com