Mental health training

Have you ever sat down to unearth tips about Mental Health In The Workplace Initiatives just to discover yourself staring wide eyed at your computer screen? I know that I have.

Organisations should value mental health and wellbeing as core business ets and support the development of compionate and effective line management relationships. Organisations can make use of Occupational Health services like the government’s Fit To Work service and professional third parties and charities to address health problems and make any necessary adjustments in the workplace. Disclosure can be a positive experience, but discrimination and self-stigma remain big issues. A majority of respondents to the workplace mental health and wellbeing survey who disclosed a mental health problem to an employer described it as an overall positive experience, and were more aware of the support available to them than those who had not. If employers take action on mental health then that action should be clear and easily understood by everyone. Making any action clear to everyone will show people which help and support works best. Organisations should establish communication processes that address employees’ education, awareness, and understanding of stigma, psychological illness, and safety relating to mental health. When you’re open about the importance of mental health, your best people stay loyal to both you and your business, reducing staff turnover.

.Mental Health In The Workplace Initiatives.

Work can cause mental health problems or make mental health problems worse. Issues like bullying, uncertainty, lack of control and a demanding role are all linked to the development of common mental health problems. Positive work and line management can help people with mental health problems, providing identity, income and purpose. A staff session on mental health and wellbeing is a good way to get colleagues together, share information and explore relevant issues. Increasing awareness can help to normalise the conversation about mental health at work. Fostering positive health and wellbeing is essential to building a successful and sustainable organisation and can have a range of benefits from improving engagement, recruitment and retention to enabling people to fully develop in their roles. By demonstrating a commitment to effective mental health policies your organisation can attract and retain an engaged and motivated workforce. Mental health problems are a personal and sensitive issue and often people may not feel confident in talking openly about their problems at work because of the ociated stigma. As there is often no outwardly visible sign of a mental-health condition, this means providing the appropriate support can be difficult. For employers not investing in wellbeing initiatives, how to manage an employee with anxiety can be a difficult notion to comprehend.

Positive Attitudes To Mental Health

Although it may seem tempting to eat your lunch while also catching up on some emails, it is important to step away from your work and take some time for yourself mid day. Taking a lunch break every day can help improve your mood, wellbeing and even lead to higher engagement at work. Only three quarters of people with mental health problems receive any support. Among those who do receive care, too few have access to the full range of evidence based interventions. Government and NHS bodies need to continue their work to put mental health on a par with physical health. Mental health problems will always exist and we still need improvement in the access to, and quality of, clinical care available through the NHS. There has been a lot written about how to tackle mental ill health and promote wellbeing in the workplace. If you have to take time off with a mental health problem, returning to work can be quite daunting. But it can also be an important part of your recovery, and you don’t have to be a hundred per cent well to go back. you don’t have to apologise or justify being unwell, any more than you would if you were recovering from an accident or operation. Programme learning and knowledge sharing are essential for any successful organisation and this is even more important in an area such as workplace mental health and wellbeing where collective knowledge is in its infancy. To be successful all programmes should be iterative with results evaluated and lessons embedded. An opinion on workplace wellbeing ideas is undoubtebly to be had in every workplace in the country.

The truth is, we’re facing a mental health crisis. Simply Business recently surveyed almost 800 small business owners in the UK and found that 82% reported poor mental health in the last 12 months. In fact, more than half of all business owners suffered from anxiety, 62% have been affected by stress, and 30% experienced depression. It’s clear that prioritising mental health should be at the forefront of recovery after the pandemic. To empower employees to improve their health and wellness at work, there needs to be a shift in the way that wellbeing solutions are provided. That means changing how your organization approaches employee wellbeing on every level. Rather than thinking about wellbeing as a beneficial add-on, it’s time to place it front and centre in everything your organization does. Aside from considering the financial investment in mental health at work, we also need to look at how we can give ourselves permission as individuals to invest our time and energy in self-care modalities. It is estimated that one in four people experience a mental health issue in any given year, and that one in six employees is depressed, If an employee is living with a medical condition, you have a legal responsibility to consider making “reasonable adjustments” to enable them to remain in work. Most reasonable adjustments are simple and inexpensive, and are really just good people management and part of your general duty of care to your employees. But in some cases employees with a mental health condition may need further professional support. Subjects such as employers duty of care mental health can be tackled by getting the appropriate support in place.

Strengths And Limitations

It's important to recognize that a high level of mental health struggle is very common right now. People are struggling with a very difficult situation. Experiencing mental health symptoms, such as stress, anxiety and depression, is a normal response to an abnormal situation. While there are more people at work with mental health conditions than ever before, 300,000 people with a long term mental health problem lose their jobs each year1, and at a much higher rate than those with physical health conditions. The awareness of mental health and wellbeing issues in societies is increasing. The Organisation for Economic Co-operation and Development (OECD)’s report shows the whole of Europe is struggling with the burden of mental ill health, which affects an estimated 84 million people – one in six. The cost to the UK economy is in line with the average for Europe at 4 per cent of GDP (approximately costing £94 billion per year). Mental ill health can affect all aspects of the workplace. If members of staff are suffering, the knock-on effect is that employers are losing valuable working days from even more valuable employees. As it stands, mental illness represents up to 23% of the total burden of ill health in the UK, making it the largest single cause of illness. A Mental Health and Work document commissioned by the cross-government Health Work and Wellbeing Programme reviews health-related factors that influence working life in Great Britain. Did you know that poor mental health and work-related stress now accounts for over half of absences in the workplace? Last year, in the UK alone, 15.4 million working days were lost due to conditions ociated with poor mental health and wellness. More people are taking “sick days” to work on mental well-being (versus taking days off to address physical illnesses or injuries), resulting in costs of up to $1 trillion in lost productivity for the global economy. Thinking about concepts such as workplace wellbeing support is really helpful in a workplace environment.

Only 13% of Britons are living with high levels of positive mental health. Many employers still feel uncertain about their responsibilities around protecting employees set out in the Equality Act 2010 and using health questionnaires during recruitment, as well as how to make suitable reasonable adjustments for employees experiencing a mental health problem. When cancers are caused by people’s work, they are called occupational cancers. Occupational cancers can be caused by many things, and affect many workers, but despite this they have often been overlooked. As a result, occupational cancer is sometimes referred to as a ‘forgotten epidemic’. A business environment that supports and values employees living with mental health problems is a significant part of the solution to the problem of people falling out of work, losing income and risking a fall into poverty. It is also the key to businesses thriving and making the most of the skills and talents of their people. People often suffer in silence and don’t get the care that they need. They might blame themselves, lack access to the right resources or fear discrimination from their employer. Something as simple as a Slack channel for employees to discuss the topic or an internal directory of mental health resources can go a long way in establishing a culture of psychological safety. Similarly to any change that happens within organizations, discussions around managing employees with mental health issues need planning and implementing properly.

Invest In Mental Health Training

Creating a buddy or mentoring system can help someone who is struggling at work. This can be a formal or informal process. When leaders are open about their mental health, it creates an environment where others can be open too. Likewise, workload and unmanageable deadlines have a significant impact on employee stress, so it’s crucial to help instil boundaries, respect them, and be in constant communication about your teams’ capacity. Mental health difficulties such as stress, depression and anxiety affect up to 1 in 6 employees at any time. Enhanced skills and better understanding of mental health enables team management and creates healthier and happier organisations. You can check out further details appertaining to Mental Health In The Workplace Initiatives in this Health and Safety Executive web page.

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Last edited by marianna on 31 March, 2022 04:30 AM

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