Making sure that your staff are fit and healthy, enabling them to perform their duties at an optimal level, forms an essential part of being an employer of choice. But beyond ensuring that your staff are physically capable, it is essential to also look after their mental wellbeing.
Underestimating the importance of mental health in the workplace is likely to have lasting impacts on your workers, your business and clients.
OHS legislation requires employers to provide a safe and healthy work environment for all workers, which does not cause ill health or aggravate existing conditions.
In a series of articles, we’ll examine the impact of mental health issues in the workplace, how to take appropriate steps to support staff suffering these conditions, and how you can promote mental wellness in your organisation.
WHAT IS mental health?
Mental health is about emotional, psychological and social wellbeing. For an employer, this means keeping an eye on whether your staff are struggling to keep on top of things inside and outside of work, and taking steps to assist them with dealing with any difficulties that may be impacting their productivity.
There are many types of mental illness, including depression, anxiety, obsessive compulsive disorder, personality disorders (such as borderline personality disorder), bipolar disorder, and schizophrenia.
the scope of the issue
According to the Australian Human Rights Commission (AHRC), around 45% of Australians aged between 16 and 85 will suffer from the symptoms of mental illness at some point during their lives. In any given year, one in five adults will deal with a mental illness.
Some workers will commence their employment already suffering from symptoms of mental illness, while others may develop their mental illness while at work.
In many cases, the mental illness will develop separately from circumstances in the workplace. In others, a negative or “unhealthy” work environment will contribute to staff developing mental health issues or may exacerbate underlying conditions.
Some factors which can contribute to poor mental health in the workplace include job stress, poor workload management or unrealistic deadlines, poor communication, bullying and an overall lack of support.
the impact of poor mental health
Research shows that the cost to business of failing to pay proper attention to mental health is significant.
The AHRC reports that workers compensation claims relating to stress and associated mental illnesses cost Australian businesses $10 billion every year. The failure of businesses to recognise the potential impact of mental health issues and failure to implement preventative or remedial measures such as early intervention, has been estimated to cost over $6.5 billion per annum.
Absenteeism due to mental illness is another issue, with an estimated 3.2 days lost each year per worker.
The difference between job stress and psychological injury
When it comes to identifying mental health issues in the workplace, there is a difference between work stress and psychological injury.
Psychological injury includes behavioural, cognitive and emotional symptoms which have the potential to significantly impact a worker’s ability to perform their job and interact with co-workers.
This can be distinguished from job stress, which is generally a reaction to a specific situation which can be resolved, and is not a standalone injury.
To disclose or not to disclose
In some circumstances, it is important for employees to disclose their mental health status. This is particularly the case if they are taking medication which could affect their ability to perform their usual employment, or if there are general concerns about safety or interactions with other staff.
An employer has an obligation not to discriminate against staff because of their physical or mental attributes, including their mental health.
Managing and supporting mental health in the workplace
Employers can provide support by having guidelines in place for how to talk to a worker who has disclosed that they are suffering from mental health difficulties, and how employees can adjust to dealing with a colleague with a mental health issue.
It’s also essential for employers to know how to address performance concerns involving employees who are experiencing mental health struggles, without discriminating or taking ill-considered disciplinary steps.
Creating a safe and healthy workplace for all
This starts with non-discriminatory employment practices and implementing long-term strategies to promote a healthy culture and a positive workplace where staff feel they are making a meaningful contribution to an overall goal, are supported and happy to come to work.
It’s also important to create direct services to assist workers with mental health issues who require support and adjustments in the workplace. According to the AHRC, every dollar spent on identifying, supporting and managing workers’ mental health issues, yields nearly a 500% return in increased productivity.
It is highly likely that at least one worker in your workplace will, at some point in time, have a long or short-term mental illness. While you do not need to become an expert in mental health, having a better understanding of what mental illness is (including its possible effects on a worker) enables you to be more effective in handling issues that may arise.
Content retrieved from: http://www.wiseworkplace.com.au/_blog/WISE_Blog/post/mental-health-in-the-workplace/.