mind.uk

1. Mental health in the workplace Tom Pollard Senior Policy and Campaigns Officer mind.org.uk

2. Mind is the leading mental health charity in England and WalesWe have been campaigning for better mental health for all, for over 60 yearsWe have a network of 160 independent local Minds providing local servicesOur vision: we won’t give up until everyone experiencing a mental health problem gets both support and respect

3. Key Points Mental health and work -The current picture Managing mental health at work -Promoting wellbeing -Tackling the work-related causes -Supporting employees How Mind can help -Taking Care of Business campaign -Information and resources

4. Mental health and work • The workplace can have a significant impact on mental health – • it can promote wellbeing or trigger distress: • Long hours and no breaks • Poor working environment • Unrealistic expectations or deadlines • High-pressure environments • Job insecurity or change management • Negative relationships or poor communication • Workplace culture

5. The current picture • Conditions like anxiety, depression and unmanageable stress affect 1 in 6 British workers each year • Up to five million workers feel ‘very’ or ‘extremely’ stressed by their work, with half a million believing it is making them ill • Yet eight in ten employers have no mental health policy to help staff sustain good mental health • Mental ill health costs UK employers over £26bn every year as a result of absence, reduced productivity and staff turnover - £1,035 per employee

6. Employees feel unable to speak up about issues, for fear of discrimination - 1 in 5 workers have called in sick for stress, yet the vast majority of these (93 per cent) say they lied to their boss about the real reason for not turning up Employers often fear broaching the subject, for fear of exacerbating distress or any legal consequences If support is not put in place, problems can spiral into a health crisis – with increased costs for individuals and employers Culture of silence Employers need to take the first step in confronting the ‘elephant in the room’

7. Specific reduced costs from avoiding absence, poor productivity and staff turnover Crossover between ‘staff engagement’ and creating a mentally healthy workplace Getting the most out of staff by fostering their potential and wellbeing rather than just pushing them hard Can help to develop commitment and loyalty of staff Benefits of a mentally healthy workforce Creating a mentally healthy workplace benefits all staff

8. Best practice for employers Three-pronged approach Promote wellbeing Tackle work-related causes of mental health problems Support employees with mental health problems A comprehensive mental health strategy will create an open and supportive working environment Senior leadership across the organisation is crucial

9. Promoting wellbeing • Promote work/life balance • Flexible working where possible • Employee engagement and consultation • Promote positive working relationships • Good communication • Exercise provision and social activities • Peer support/buddy systems • Raise awareness of wellbeing • Promote open discussion

10. Tackling work-related causes • HSE Management Standards for Stress • Training for line managers • Regular one-to-ones • Managing workloads among staff • Stress risk assessments • Physical environment • Stress coaching and on-the-job support • Publicise internal and external support pathways • Communication with dispersed workers

11. Supporting employees • Facilitating and responding to disclosure • Tailored support: • Wellness Recovery Action Plan (WRAP) • -Impact of mental health problem on performance • -Workplace triggers -Early warning signs • -Steps for the line manager to take • -Steps for the individual to take • Workplace adjustments

12. BT operates support at three levels Level one: promoting wellbeing and preventing mental distress - advice on intranet and training on soft skills Level two: identifying distress and intervening early to prevent escalation - online stress risk assessment for employees and training for managers Level three: range of support and treatments for people experiencing mental health problems – employee and manager produces an ‘advance directive’, identifying early warning signs and a plan of action and support Case study: BT Outcome: mental health sickness absence reduced by 30%

13. Taking Care of Business campaign Five year campaign to transform attitudes to mental health problems and mental wellbeing at work Raising awareness, building relationships and providing tools to support employers and employees Calling on employers to create open workplace environments, where people feel confident that disclosing a mental health problem will lead to support, not discrimination

14. Phase 1: mentally healthy workplaces ‘Reclaim your lunch break’ launch Employers’ guide to mental wellbeing at work 15,000 people viewed our viral film

15. Phase 2: disclosure Social media ‘elephant in the room’ campaign High-level business summit with employers Disclosure tools for managers

16. Phase 3: behaviour & culture change Launches March 2013: Aim: to help people manage mental health in the workplace and improve engagement levels Focus on line managers and HR professionals who have influence in their organisations needed to change policies and attitudes Series of free webinars and practical guides Introductory guide ‘Mentally healthy workplaces’ out early March Resources and training courses will follow throughout 2013…

17. How Mind can help Free resources for employers Free resources for employees Mind Workplace – training and consultancy Local Minds – counselling services, job retention services Mind Infoline and Legal Advice Service Information on Mind website Get involved in the campaign!

18. To find out more: mind.org.uk/work for information and resources on mental health at work mind.org.uk for general information Contact: t.pollard@mind.org.uk 020 8215 2275