FEATURE
MIND STATISTICS RELATING TO WORKPLACE WELLBEING SHOW:
• One in five people take a day off work due to stress.
• One in 10 people have resigned a job due to stress.
• 19% of staff feel they can’t speak to managers about stress at work.
• 25% of people surveyed considered resigning due to stress.
• 56% of employers said they would like to improve staff wellbeing but don’t feel they have the right training or guidance.
“MIND STATES THAT A CULTURE OF FEAR AND SILENCE AROUND MENTAL HEALTH IS EXTREMELY COSTLY TO EMPLOYERS.”
saying they were increasing awareness of mental health issues across their staff, compared to 47% in the public sector.
MIND also recognises that work related stress and poor mental health are on the increase, stating that a culture of fear and silence around mental health is extremely costly to employers. The charity’s Time To Change campaign, launched in a bid to end mental health discrimination in all aspects of society, also encourages workplaces to get involved.
Speaking about the CIPD Absence Management survey Emma Mamo, Head of Workplace Wellbeing at Mind said: “These figures show just how common mental health problems are in the workplace and highlight why it’s so important that businesses make promoting staff’s mental wellbeing a priority. Given how prevalent poor mental health is among staff, employers can no longer afford to bury their heads in the sand when it comes to tackling the causes of stress and poor mental health for their employees.
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“It’s positive to see more staff opening up to their employers if they are struggling with their mental health. The stigma surrounding mental health is beginning to dissipate, as awareness increases with more people coming forward. But we know that many people still don’t feel comfortable disclosing, and sometimes those who do aren’t offered the right support at the right time.”
MIND offers a plethora of free resources, available on their website, to assist employers dedicated to tackling poor mental health and promote good wellbeing at work. Emma added: “It’s vital employers proactively promote good wellbeing for all, as well as support members of staff experiencing mental health problems. As well as a legal obligation, it makes business sense too – staff are happier, healthier, more productive, engaged and loyal if they work for a company which proactively promotes wellbeing for their entire workforce.”
Acas, an organisation dedicated to preventing and resolving employment disputes, also recognises the importance of supporting those with mental health problems. Mental health is a costly issue, with Acas stating mental health problems cost employers in the UK £30 billion a year through lost production, recruitment and absence.
Acas encourage employers to tackle the stigma associated with mental health, focus on the practical things that can help employees whilst in work, as well as lend an ear to those struggling. The organisation has teamed up with the NHS’s Mindful Employer initiative to create a training package to aid employers achieving the above objectives.
Adrian Wakeling, Senior Policy Adviser at Acas, said: “Mental health issues can affect people’s personal lives, wellbeing and morale at home. But it can also impact on their performance at work and be costly for businesses.
“Approaching a member of staff about their mental health can be very challenging for a manager or a work colleague. We have offered some top tips on how best to raise the delicate issue of mental health in the workplace.”
ACAS’ TOP TIPS.
• Remain Mindful: a sign that someone may have depression or a problem with their mental health is often evident in their day-to-day behaviour. This could be uncharacteristic behaviour such as not being able to cope with their work, seeming distracted, a sudden loss in motivation or absenteeism.
• Don’t Assume: A change in behaviour doesn’t necessarily mean there is a problem, so if an employee displays inconsistent behaviour try to establish whether it’s just a blip, or perhaps the signs of a more serious problem.
• Approach Employees Tentatively: It’s rare for someone to voluntarily talk about a mental health problem, so arrange a moment to catch someone privately, and informally ask if they are feeling happy.
• Explore How/If You Can Help: Depression or anxiety can sometimes be caused because of a work issue or a personal one. Act accordingly when you establish what the cause of the problem is. If it’s work related then you have the responsibility and control to help remedy it. If it’s a domestic issue, then think hard about the changes you can implement to make things easier, such as flexible working. If they have not already found support, point them in the right direction towards help from their GP or a counsellor.
• Create An Open Culture: Workplaces need to have a culture where individuals feel comfortable to disclose their mental health condition to their manager if they want to. The long-term aim should be to create a working environment which eradicates the stigma mental health can carry.
• Lead by Example: A policy will only work if lived out in practice. Work with your HR manager and team to ask them to train management and staff, and teach them to handle things sensitively.
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