A-Z of mental health
Information and advice on a huge range of mental health topics
Changing attitudes in HR
Posted Thursday 14 February 2013
Human resources professionals are great at discussing things like restructuring, performance management, recruiting and how to hang on to the best talent. One topic we are usually not so good at addressing is mental health.
One in four people will experience mental health issues at some point in their lives and many more will be supporting loved ones dealing with a mental health problem. This is going on right here, right now across every organisation, affecting significant members of staff and yet HR departments so rarely talk about it, let alone do anything about it.
The consequence of so little debate is that more often than not, mental health issues only become apparent in performance management or absence processes... and potentially not even then, as individuals are fearful of the consequences of disclosing their conditions.
Why does it matter? Some of our best people may be affected: mental health does not discriminate on capability or intelligence or experience, it simply is what it is and an employee needs and deserves support, in the same way that they would receive it for any other episode of physical ill health.
There is an indisputable link between a mentally and physically well workforce, which feels supported by the organisation and the engagement, commitment and ability to deliver business results.
In my spare time, I write a blog and curate guest posts over Advent and New Year. On Saturday 12 January I posted this blog, anonymously, from a friend within my professional network. The response was huge, with HR colleagues keen to offer help, ashamed at how little we choose to know and understand of mental health issues and committed to try and do something positive.
We arranged an ‘HR for Mental Health’ evening with Mind within three weeks of the blog appearing. In addition to this, I have been running a series of personal guest posts on my blog about the topic of mental health, particularly as it relates to the workplace. These have been searingly honest, informative and insightful.
Here's some of what I have learnt so far, in no particular order:
- Mind is an amazing charity which has some brilliant resources for businesses. Shame on us if we're not making better use of them.
- It’s not hard to make positive changes to improve how organisations deal with mental health. It can actually be as simple as regularly asking "how are you?" and taking the time to properly listen to the answer.
- The single biggest factor in how supportive an organisation is to someone with mental health issues is line manager competence.
- For individuals with a mental health issue, work is a hugely important part of their recovery and wellbeing. In the majority of cases they already know what will help them to manage their condition; it is simply a case of asking, listening and implementing.
- We need to get away from viewing people who disclose mental health conditions as ‘brave’ and start working out what we can do as organisations to better support them.
- Stand-alone initiatives on mental health are less important than integrating mental wellness into existing support and training to reduce stigma and create a better work environment.
I pride myself on knowing my staff and close colleagues well. Yet, when I sent out an email about mental health in the workplace, I was overwhelmed by the number of responses I received, either disclosing issues that people themselves had experienced in the past, or close family members that they are currently supporting through mental health issues.
Check out the excellent resources from Mind today and start thinking and planning about how you can introduce these ideas in your workplace.
Alison Chisnell (AKA The HR Juggler) is HR Director for a large organisation and passionate blogger with a particular interest in mental health in the workplace.
In 2013 we are relaunching our Taking Care of Business campaign, with a new series of free resources and webinars to show employers how simple and effective measures can boost mental wellbeing at work. On March 26 we will be running a webinar for HR professionals, please get in touch if you would like to register or sign up to receive our enewsletters and resources.
8 Comments
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This is really positive. I'm an HR professional who is bang smack in the middle of a mental health crisis. I'm struggling with the biggest of dark clouds. I'm contemplating going off sick just for the simple reason that just at this moment I'm finding it so hard to perform adequately and unfortunately I think the legacy of not performing will be remembered long after a period of sickness would. I asked for a referral to Occ Health and 4 weeks on I'm still waiting for a telephone assessment to see if I need it!
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Dear Jane, sorry to hear that you are struggling at work. If you really feel that you are not well enough to work then you should see your GP and consider taking some time off. If you do take time off then it might be a good idea to agree with your line manager how you would like to be communicated with while you are off and how often. You could also contact our Legal Advice Line 0300 466 6463 legal@mind.org.uk who can advise you about asking for workplace adjustments. Take care, Nick.
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I so wish you could talk to my line manager. OH have been great, but he so far has not implemented their recomendations.
Is there a way to anonymously pass on this information?
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Nick thank you for replying! I've been to my GP and she's signed me off for a month. I'm taking the weekend to decide whether to submit the note or not. Gosh it's so hard! do I live with the shame and consequences of being off or the shame of under-performing? that's my dilemma. I'm erring on the side of being off but I've never been in this position before and I just don[t want it to follow me around in a reference. tough times!
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Dear Jane, you're obviously going through a tough time. But you shouldn't feel ashamed about having to cope with a mental health problem. I'm not competent to offer advice with regards your employer, but please do speak with our Legal Advice Line 0300 466 6463 if you need support. Best wishes, Nick.
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I actually think this could be a new disorder for the DSM:
"A new condition has been identified that causes cold, callous behaviour with periods of manipulation; this new condition is called 'StaffwhoworkinHR Disorder'
So true, there is so little support from HR departments when it comes to mental illness. I had one nameless organisation send me a warning letter of 'poor attendendance' when I had to take time of with my mental health condition. I was so tempted to name and shame but did not. However, if they read this they will know who they are as the work in mental health. Must stress though it was NOT MIND.
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I am a head teacher with schizoaffective disorder. When I became unwell HR immediately suggested early retirement which I fought. After a short absence I am back in work and the school has been rated outstanding. I could so easily have lost my career and life's work.
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Currently on my way back into the work place I am trying to carve out an armory of things that will help the prospective employers to consider me and yet the biggest barrier I am having is that they are not proactive in mental wellbeing, and have no idea of how to talk about it let alone help.
But there are other issues (see my blog about being pigeon holed here www.livinginamadworld-mythoughts.blogspot.com)
The reality for me has always been if I don't talk they won't ask and much as I have always disclosed, employers largely do not hear what I am trying to get them to understand and have left me with the burdon of making the work place work for me without making any effort to accomadate the minor alterations I have suggested.
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