Title: Mental Health, Social Inclusion and the Workplace
1(No Transcript)
2Mental Health, Social Inclusion and the
Workplace Dr Jeanne Moore Policy Analyst,
NESC NDA Seminar 13th May 2011
3- If you broke your leg youd be fairly confident
that your company would stick by you and youd
still have your job to walk into when youd be
better again. If youre off with depression,
because theres that whole is he mental? thing
about it, is he a liability? that you would
fear what your company will do when you get
back.. - Employee, Dublin.
4Key Points of Presentation
- The NESF Project on Mental Health and Social
Inclusion - 3. Why Mental Health is Everyones Business
- 4. The Role of the Workplace
- Millward Brown IMS Research
- 5. Towards an Integrated Approach
- Main Recommendations
5- National Economic and Social Forum (2007) Mental
Health and Social Inclusion Report - NESF Project Project Team
- Chaired by Professor Cecily Kelleher, UCD.
- Representatives from four strands of social
partners and included clinicians and service
users. - Aim of Project
- To increase the social inclusion of people with
mental ill-health as well as identify broader
strategies and actions for the promotion of
mental well-being across Irish society.
6Key Perspectives of NESF Report
7Mental Health and Social Exclusion
- Mental health is used here to refer to a state
of well-being in which the individual realises
his or her abilities, can cope with the normal
stresses of life, can work productively and
fruitfully and is able to make a contribution to
his or her community (World Health Organisation,
20011). - Those who are socially excluded have an increased
incidence of mental ill-health and vice versa so
that it can develop into a cycle of exclusion
(Social Exclusion Unit, 2004).
8Mental Health is Everybodys Business (WHO,
2005)
- The societal costs of poor mental health are
enormous reduced economic performance, human and
social capital and increased health and social
welfare costs (WHO, 2006). - Not just about specialist services The vast
majority of mental health care in Ireland happens
in primary care- 85 of GPs referred fewer than
5 of their patients to mental health
specialists. - Not just important for health policy
International good practice guidance makes clear
that mental health should be an interdepartmental
concern (Amnesty International, 2010).
9Widening the Focus on Mental Health
- The WHO European Ministerial Conference on Mental
Health (2005) concluded that mental health is
central to the human, social and economic capital
of nations and should therefore be considered an
integral and essential part of other public
policy areas such as human rights, social care,
education and employment. - E.g. Finnish Health in All Policies includes
housing, transport, education etc. - 2005- EC Green paper Improving the Mental Health
of the Population- EU strategy on mental health.
2008-European Pact for Mental Health and
Well-being - 2011- No Health without Mental Health (2011) A
Cross Government Mental Health Outcomes Strategy
(England)
10Irish Policy Context
- We have the vision. The blueprint for mental
health policy development in Ireland is A Vision
for Change (Department of Health and Children,
2006). Provides policy framework for an
integrated approach. - The Independent Monitoring Group (IMG) is
monitoring progress. Implementation has been slow
to date without a comprehensive implementation
plan (2009). Mental Health Commission (2009) From
Vision to Action Analysis of the Implementation
of A Vision for Change and (2007) The Quality
Framework for Mental Health Services in Ireland
Amnesty International (2010) The Missing Link
Co-ordinated Government Action on Mental Health. - A welcome development has been the establishment
of the Office for Disability and Mental Health
which is driving implementation of this policy
the Mental Health Commission. - Wider context National Disability Strategy
National Action Strategy on Suicide Prevention
NAPS. - Commitment in new (2010) Programme for Government
for cross-departmental group.
11Improving Mental Health Co-ordinated Action
Across Levels
Improving Mental Health
12Why Work is Key
- Maintaining work can be critical for those
experiencing mental ill-health (Fine-Davis et al,
2005). The risks of social exclusion greatly
increase with loss of employment. Most people
with severe and enduring mental ill-health are
not in employment. - Work is a gateway to civil and economic life of a
community (Pavis et al, 2002). Many paths to
recovery work is a continuum from meaningful
unpaid activity to paid employment. - Retaining employment makes sense for everyone if
supports are there. - At the time of the project, little was know about
attitudes in the workplace towards mental health
issues.
13Mental Health and the Workplace
- Millward Brown IMS Research
- Lack of workplace policies only 20 of
employers had written policies in place but most
wanted more information and guidance. - Mostly supportive of employees with mental
ill-health but still some negative attitudes -54
agreed with the statement that they would be
taking a significant risk when hiring someone
with mental ill-health. - Disclosure- There is a fear of disclosing a
mental health issue to employers and colleagues-
58 of employees would tell their employer and
43 would tell their colleagues. - 16 of employees experienced mental ill-health in
last 2 years.
14Workplace Research Conclusions
- The stigma of mental health is in the workplace.
Negative attitudes persist. - Employers and employees need information,
guidance and guidelines as to what to do if they
face a mental health problem. - At a policy level, the workplaces role to
support and foster positive mental health has not
received sufficient attention.
15Work, Training and Meaningful Occupation
- A range of schemes, programmes, rehabilitative
training and workshops and supported employment
exist. - Shift towards placement in jobs rather than
prevocational training increases peoples chance
of genuine social inclusion. - Early intervention is key.
- A virtual ramp for returning to employment
(Hooper, 1996). - Aim is facilitate the delivery of a seamless
service through formal coordination structures
(Vision for Change, 2006).
16Six Pillars of Recommendations
17The Workplace and Employment
- A Health and Well-Being Framework Strategy for
the workplace including - Guidelines and information on good employment
- A code of practice for employers and employees on
their statutory obligations and duties. - An integrated strategic plan for the delivery of
training, work and employment services. - Integrated vocational support within mental
health services a part of a Supported Employment
model.
18Final Conclusions
- Actions in mental health have to be considered
across the breadth of all social, economic and
health policy in Ireland. Constrained resources
can be a driver for collaboration and
stream-lining approaches. - Responses have to be both at a strategic level,
for everyone, and targeted at vulnerable groups
and individuals. - Policy implementation is complex and messy-
requires organisational and cultural change as
well as clear delivery plans, accountability,
targets and a focus on outcomes. Lessons from
NESF work on implementation of Child Literacy and
Social Inclusion and Home Care Packages. - Current work at NESC- Quality and Standards in
Human Services
19Contact Details
- For further information please contact
- Dr Jeanne Moore
- The National Economic and Social Council
- Direct Line 01 814 6366
- Email Jeanne.Moore_at_nesc.ie
- All references in this presentation are available
in the Mental Health and Social Inclusion Report
and this report alongside the Mental Health in
the Workplace Report are still available to
download from NESF website www.nesf.ie or hard
copies are available from the NESC. - .