Of course ‘Mental Health’ isn’t such the taboo subject it was but there is still a huge social and self stigma fog to break down.
Back in 2017, the then Prime Minister, Theresa May, commissioned Lord Stevenson and Paul Farmer (CEO of Mind) to investigate and report on mental health at work. This resulted in “Thriving at Work” published in October 2017.
Some of the key findings of this report were disturbing:
- 300,000 lose their jobs each year due to mental ill health – far higher than the incidence of physical health
- Around 15% of people at work have symptoms
Key recommendations from this report:
- Produce, implement and communicate positive mental health in the workplace
- Develop mental health awareness among staff
- Encourage open conversations about mental health
- Provide employees with work/life balance options
- Routinely monitor employee wellbeing
More ambitious ‘enhanced’ standards from this report include:
- Increase transparency and accountability through internal and external reporting
- Demonstrate accountability
- Improve the disclosure process
- Ensure provision of tailored inhouse mental health support and signposting to clinical help
At the time of this report only 11% of employees discussed a recent mental health problem with their line manager – meaning 89% did not feel able to disclose. In addition at the time of this report in 2017 only 11% of the Top 100 companies disclose their initiatives in their annual reports.
Only 24% of managers in 2017 received some form of training in mental health at work.
4 years later – has anything changed?
That’s what I keep asking myself. On the surface, businesses seem to feel they’ve done all that they can. They’ve usually rolled out MHFA training, assigned some people who’ve done MHFA training as ‘First Aiders’ to their peers who might be struggling. Is that effective? Is it enough?
I don’t think so. Businesses need to think about what their business and staff need to really thrive not just do a tick in the box training exercise with a proven reactive programme like MHFA just because it’s the most well known.
MHFA is an excellent programme for those interested in the subject area. It teaches in-depth information on mental health conditions, legislation and how to support, listen and signpost someone once they have experienced an issue. Devised by Betty Kitchener, a mental health nurse in Australia, and her partner Professor Anthony Jorm. With a global reach, it has become the go to product for businesses to deliver mental health training – but it was not designed for the workplace!
Selecting a unique, accredited programme like I-act, specifically written for the workplace and accredited by the Royal College of Psychiatrists with over 50 self care tools, guidance on how to build a mentally positive and healthy workplace as well as evaluation and development tools for those doing the training to support others – makes more sense. Cost effective and efficient.
Maybe if more employers choose to build a select menu of options for resilience, wellbeing, and positive mental health for their business and staff – the stats will be much better in another four years.
Or will we continue to kick the can down the road? Businesses are not the same. Why select the same training as your competitors when your business is different? Isn’t it better to lead than follow?
At Jane James’s Consultancy Ltd, we deliver the I-act training for managers and non-managers along with devising bespoke bolt ons to meet staff and business needs. Financial awareness, self-employment, team empowerment, financial awareness, know your purpose, what’s your journey – and many more. Financial awareness for staff is a key point in the new international guidelines ISO45003.
If you want to ensure your business and staff are thriving, why not get in touch to discuss options?