It’s only really in fairly recent history that we have started such open dialogue as regards mental health at work.
Safeguarding employees from psychological risk has always come under the responsibility of Health and Safety. Previously emphasis and resources have tended to focus on physical risk though.
Health and safety risk assessment results often focused on physical risk, as the higher and most visible risk. And frankly, usually the easier fix.
During my working life I have suffered from workplace stress and anxiety so I know firsthand that it is miserable issue. Racing heartbeat, breathlessness and panic attacks at work due to workload and pressures of a role. Working huge hours, answering emails and phonecalls at any time of the day, evening and at weekends. Working during scheduled leave and cutting short maternity leaves.
No one ever questioned what effect working like this could have on me, or, discouraged my behaviour in any way. Indeed I felt it was considered how I should behave in a senior role.
Negative stigma for workplace mental health disorders
When my anxiety issues began, I kept quiet. I feared that negative repercussions may come by sharing my issues and I may even be considered not up for the job.
I could have been correct to take this stance as even recent surveys showed that up to 9% of people who disclosed a mental health issue to their employer were demoted, disciplined or even dismissed as a result.
Thankfully times have moved on and much work has been done to raise awareness of workplace mental health. To encourage open communication, reduce stigma and increase understanding.
But how can employees and employers both learn from the mistakes of the past and set themselves on a positive path for the future. One that will benefit everyone ?
Why do we want to Discuss Workplace Mental Health with our Colleagues and Employees ?
During and post pandemic there was an explosion of surveys, knowledge, information. And most importantly, financially quantifiable information available to companies and Health and Safety professionals as regards poor workplace mental health. This information included:
The latest UK mental health statistics for Anxiety
- 58% of employees surveyed reported that they are experiencing anxiety
- Only 9% were seeking mental health treatment
The latest UK mental health statistics for Depression
- 52% of employees surveyed reported that they are experiencing depression
- Only 12% were seeking mental health treatment
The latest UK mental health statistics for Stress
- Over 7% of people in the UK report feeling stressed very single day. The most likely cause is work related stress, often caused specifically by workload
- Many report that these high levels of stress effect their productivity at work
These disorders cost the global economy in excess of 1 trillion dollars per year !!!
So how do we begin Addressing this ? Firstly, by Talking about it
If we noticed physical symptoms on a colleague we wouldn’t hesitate to ask them about. But as employers, health and safety Managers and colleagues we can feel uneasy of approaching conversations regarding suspected ill health. We might fear being seen as “nosy”, or overstepping boundaries. Alienating the person from us or even making a situation worse by bringing an issues into the open.
How May we have Spotted Mental Ill Health ?
You may have noticed the person exhibiting symptoms, such as:
- Avoiding others
- Blaming others
- Snapping at others
- Mood swings and changes
- Losing or gaining weight
- Smoking or using alcohol more
- Having panic attacks
- Exhibiting concentration problems
- Memory lapses
- Difficulty in making decisions
- Via health and safety risk assessments
Creating the Right Conditions to Chat
Think about when and where you might approach the conversation.
Choose somewhere quiet and perhaps outside of the working environment. Grab a coffee or go for a walk if you can.
If it must be done virtually, on a phone or video call. Be aware that active listening should be demonstrated more here than in person.
Ask Open Questions
- “How are you today?” – make it in the present rather than general
- Be specific “I’ve noticed you’ve seemed down lately, how are you feeling ?”
- Other questions could include, “What support do you have in place ?” “Who can you talk to?
- Let them know that you are there to listen and help if they wish for that
Do reflect back and clarify If someone says something they say isn’t clear. But don’t put words in their mouth.
But Don’t Worry about Saying the Wrong Thing !
But above all, bear in mind that there are no perfect ways to start a conversation about someone’s mental health. If you are non-judgemental, kind and empathetic you can help to make a big difference.
You are not expected to be an expert, but perhaps let them know of expert resources that could help. These include the UAE toll-free hotline – 800 HOPE (4673) to support people with their mental health. The Ministry of Health and Prevention’s support line (04 519 2519), SEHA’s Estijaba helpline (8001717) and the 24-hour walk in at Al Amal Hospital.
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