“People with mental health conditions remain among the most excluded within our society. And nowhere is this exclusion more evident than in the workplace.”
(2009: Working our way to Better Mental Health).
The powerful sentiment of this statement is uncomfortable and exacting, but not irreversible. We strongly believe that a proactive approach to mental wellness in the workplace can create a fulfilling, productive environment for all.
We work with employers and employees to create a better experience, greater engagement, lower absence and increased wellbeing when working with a long term mental illness. Our approach is to consult and offer solutions that fit your situation – we believe one size fits one – and are always happy to talk to employers and employees, as well as their representatives, to discuss how best to meet their needs.
Key Issues
While statistics vary, the certainty remains the same: a significant proportion of all adults of working age have mental health conditions. Most of these conditions are transient or at least short-term and may never recur, or may re-emerge for brief periods from time to time; for a smaller group of people, though, mental illness is a long-term problem, something they live with all the time and a condition that is unlikely to go away completely.
For employers, this can give rise to a number of challenges. The Disability Discrimination Act (1995 as amended 2005) applies to employees with mental health conditions and an employer must ensure that reasonable steps are taken to avoid discriminating against them; beyond this, though, there are a number of reasons why employers need to pay attention to long term mental illness in their workforce and ensure that they are geared up strategically and operationally to implement best practice. Conditions such as Asperger’s and other Autistic Spectrum Disorders are not uncommon in some areas of work, yet require knowledgeable and appropriate support for both the employer and the employee. Mental illness is not confined to one socioeconomic group – it emerges at all levels in the workplace from the shop floor to the boardroom, and it often embraces some of the most talented people in an organisation.
For employees there is a further challenge; people suffering from a mental illness need access to suitable health care that understands both the illness and the context within which the person is working. In addition, they need access to support, advocacy, information and mentoring to help them remain at work, productive and engaged. Furthermore, colleagues sometimes need advice, support and help in working effectively with a team member who has a mental illness.
Our Approach
Understanding the impact of mental health conditions in the workplace, and for individual employees requires sensitive, insightful analysis. Our approach is respectful, transparent and open. Our work helps to support individuals and organisations on three levels:
- We work directly with employees who have a mental health condition. This work can help individuals understand their contribution to the organisation, and help build strong, sustainable performance.
- We work with teams impacted by mental health conditions to create an inclusive, fully effective environment.
- We work with organisations to harness the potential of all employees to deliver optimum business performance.
Our work can incorporate one, two or all of these areas, depending on the needs of our clients.
Success Factors
Understanding the issues impacting workforce performance from a mental health perspective is challenging, rewarding work. Successful outcomes hinge on a number of factors, but one is common to all interventions: the sense of partnership between us, and our client. It perhaps sounds like another consultancy cliche, but it is absolutely essential. If you are considering taking a proactive approach to managing mental health in the workplace, finding experts you can trust and rely upon is critical.
There are several other factors worth considering before you embark on what can be a transformational journey, not just for individual employees, but for your organisation, and for yourself as a business leader.
- Spend time gaining clarity and focus regarding the results you wish to achieve. Determine what success looks like for your organisation and how it fits within your culture.
- Examine the real value that a proactive approach could provide. While the overall number or percentage of people with a mental health condition in your workplace might be low, the impact might be far reaching. High performers are often the most susceptible to mental illness. How you tap into their talent and potential is critical for you as an organisation and for them as individual contributors.
- Build an approach fit for the future. A partner should be able to create innovative solutions which are applicable now, but which give you the framework of an approach which has lasting benefits for the organisation.