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Mental Health in the Workplace Costing the Earth

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Mental Health in the Workplace Costing the Earth Chester Law School 2nd April, 2014 mind.org.uk Your Speaker for today James Moore Background in Psychiatric Services ... – PowerPoint PPT presentation

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Title: Mental Health in the Workplace Costing the Earth


1
Mental Health in the WorkplaceCosting the Earth
  • Chester Law School
  • 2nd April, 2014

mind.org.uk
2
(No Transcript)
3
Your Speaker for today
  • James Moore
  • Background in Psychiatric Services
  • Working in the field since 1983
  • Associate Trainer with MIND since 1998
  • Currently working part-time in practice with
    service users who experience a range of mental
    health difficulties as well as with MIND.

4
1 in 4 people will experience a mental health
problem in any one year.
Source Goldberg and Huxley (1992), Common
mental disorders, Routledge
5
  • This week in the UK
  • 104 people will take their own life
  • 250,000 people will visit their doctor about a
    mental health problem
  • 750,000 prescriptions for antidepressants will
    be issued.

6
  • The Business Case for
  • Workplace Mental Health.

7
Introduction to mental health in the workplace
  • Mental health exists along a spectrum
  • Everyday stress, feelings of anxiety and
    depression exist at one end of a spectrum, with
    severe forms of these conditions existing at the
    far end
  • A diagnosis of a mental health problem occurs
    when the severity of symptoms impact on a
    persons ability to function

8
Mental health conditions in Britain
  • The Office of National Statistics says 9.2 of
    adults in Britain have a combination of anxiety
    and depression
  • Around 1-2 of the population experience a severe
    condition such as psychosis or bipolar disorder
  • Personality disorders uncertain, under review
  • Office of National Statistics 2012

9
Work-related stress
  • The adverse reaction people have to excessive
    pressure or other types of demand placed upon
    them
  • Health and Safety
    Executive, 2004

10
The case for managing mental health at work
  • Legal
  • Ethical
  • Business

11
Legal
  • Health and Safety at Work Act
  • (1974), duty to take measures to identify
  • and control risk
  • Management of Health and Safety Regulations
  • (1999), assess the risk of stress-related ill
    health
  • arising from work activities
  • The Equality Act (2010), duty to make reasonable
    adjustments in order not to discriminate against
    someone with a disability

12
Legal contd
  • Whether or not you have a mental health problem,
    an employer has a duty of care to their
    employees physical and mental health under
    health and safety legislation
  • Employers have a duty to assess the risks arising
    from hazards at work, including work-related
    mental health problems e.g someone becoming very
    stressed due to an increased workload

13
Ethical
  • Physical effects of stress such as heart disease,
  • back pain, headaches, gastrointestinal
  • disturbances and a wide range of other
  • ailments
  • Psychological and social effects associated with
    stress and other mental health conditions such as
    anxiety and depression loss of concentration
    and decision making, and a wide range of
    emotional and behavioural changes that impact
    negatively on a persons wellbeing, both in and
    outside work

14
Business
  • Staff performance and productivity
  • Attendance levels
  • Employee commitment to work
  • Accidents or mistakes caused by human errors
  • Staff turnover and intention to leave
  • Staff recruitment and retention
  • Customer satisfaction
  • Organisational image and reputation
  • Potential litigation

15
A brief reminder of what happens when mental
health isnt managed at work
  • Cases of stress related illness in 2011/12
    accounted for 40 of all work related illnesses
    (HSE 2012)
  • 44 of employers reported an increase in mental
    health problems
  • Stress has become the most common cause of long
    term sickness absence for all employees
  • Average level of employee absence has fallen
    compared with last year from 7.7 days to 6.8 per
    year
  • But this fall coincides with an increase in the
    number of employers reporting an increase in the
    number of people going into work ill
    presenteeism
  • (CIPD Absence management survey 2012)

16
What does a Mentally Resilient Workplace look
like ?
17
Promoting wellbeing and encouraging disclosure
  • Support a culture of openness and ease in
    relation to stress and mental health problems
  • Managers should role model good stress management
  • Posters, leaflets, booklets promoting mental
    wellbeing
  • Encourage self care stress management, support,
    exercise, balanced diet, getting involved,
    staying connected
  • Sensitivity to mental health in male staff (less
    likely to disclose, less likely to seek support)
  • Cultural awareness and sensitivity to differing
    beliefs and norms concerning mental health

18
Heron Teasdale 2009 (Shift Resources for
Managers)
19
What is reasonable? The 65,000 question!
  • This depends on the person requiring support, the
    organisation, and the particular circumstances
    involved
  • An adjustment that is reasonable for someone in
    one department might not be reasonable for
    someone else in a different department or another
    organisation

20
The HSE Management Standards
  • Demands
  • Control
  • Support
  • Relationships
  • Role
  • Change

21
  • Demands this includes issues such as workload,
    work patterns and the work environment
  • Control how much say the person has in the way
    they do their work
  • Support this includes the encouragement,
    sponsorship and resources provided by the
    organisation, line management and colleagues

22
  • Relationships this includes promoting positive
    working to avoid conflict and dealing with
    unacceptable behaviour
  • Role whether people understand their role
    within the organisation and whether the
    organisation ensures that they do not have
    conflicting roles
  • Change how organisational change (large or
    small) is managed and communicated in the
    organisation

23
  • The law requires us to consider
  • Cost
  • Practicality
  • Effectiveness
  • Disruption
  • Effect on others
  • Health and safety
  • Length of service
  • Valuable skills, contacts or training
  • External sources of help, e.g. Access to Work

24
Challenges Opportunities going forward in 2014
beyond
25
Health at work an independent review of
sickness absence in Great Britain
  • On 17 February 2011 the government called for a
    major review of the sickness absence system in
    Great Britain in order to help combat the 140
    million days lost to sickness absence every year.
    The review was jointly chaired by David Frost,
    former Director General of the British Chambers
    of Commerce, and Dame Carol Black, then National
    Director for Health and Work, and published on 21
    November 2011

26
Health and Work Service
  • provide occupational health advice and support
    for employees, employers and GPs to help people
    with a health condition to stay in or return to
    work
  • There are 2 elements to the service
  • OT assessment once employee has reached, or is
    expected to reach 4 weeks sickness absence
  • will receive a return to work plan
  • a tax exemption of up to 500 a year for each
    employee on medical treatments recommended by the
    Health and Work Service or an employer-arranged
    occupational health service

27
Mental Health Employment of Veterans
  • Figures obtained by the charity Veterans In
    Prison revealed that 7,999 of the country's
    80,000 prisoners had served in the forces ( Daily
    Mail, 2/4/2014)
  • Been described as UKs Mental Health ticking
    timebomb

28
Anybody there? At Mind theres always someone to
turn to Mind InfolineMonday to Friday, 9.00am
to 6.00pm0300 123 3393info_at_mind.org.uk
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