Managing Mental Health in the Workplace · 2018. 12. 6. · Managing Mental Health in the Workplace...

Managing Mental Health in the Workplace

Dr Richard Castle PhD MDA BA AFBPsS C.Psychol

On Behalf of Dawn Collins Training Ltd

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I am not Dawn Collins!

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My Workplace(s)

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Next Steps in Meeting Mental Health Needs

• What are we Aiming to do?

• Understand the Motivation (Legal, Moral, Good Employer)

• What are the Barriers to treating Mental Health on a par with Physical Health?

• And how can these “Barriers” be overcome?

• Organisational Awareness, Reduce Stigma, Resources Available

• Role of Mental Health First Aid

• Thinking the Unthinkable

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What are we aiming to do?

• Achieve Statutory Compliance• Health & Safety at Work Act 1974 (Section 2)

• Equality Act 2010

• Understand that State of Mental Wellbeing affects People

• Achieve a Positive Approach to Mental Wellbeing

• Point One: Understand what’s going on

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What’s Going On?

Organisational

Factors

Domestic Factors

Work-

Life

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Sources of Stress Moderating Factors

Organisational

Individual

Psychological

Social

Biological

Potential Effects

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8 Minutes

Arsenal 0, Hull City 2FA CUP FINAL, MAY 2014

120 Minutes

Arsenal 3, Hull City 2

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Maths Test

1 x 3 = 3

2 x 3 = 6

3 x 3 = 8

4 x 3 = 12

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Maths Test

1 x 3 = 3 √

2 x 3 = 6 √

3 x 3 = 8 X

4 x 3 = 12 √

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What are we aiming to do?

• Point One: Understand what’s going on

• Point Two: Influence perceptions of Mental Wellbeing

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What can Leaders do Daily to create a supportive Culture of Mental Wellbeing?

• Normalise Mental Wellbeing (Team Meetings etc)

• Open Communication

• Be Approachable

• Setting an Example; Model Healthy Behaviours

• Care over use of Language

• Adopt HSE Management Standards in respect of Mental Wellbeing

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HSE Management StandardsKey Drivers of Mental Wellbeing at Work

• Demands

• Control

• Support

• Relationships

• Role

• Change Management

• Point Three: Risk Audit based on these Criteria underpins Cultural Shift• Team/Union Engagement in Process

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Having that Conversation…..

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What are the Barriers?

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What are the Barriers?

• Don’t know how to start the Conversation• Fear of Reaction/Making things worse• Fear of lack of knowledge/Skills to take forward• Time• Environment• Not Your business• Old School thinking• Culture of Department (Task/Performance focused)• What if not direct line manager• Knowing what support is available

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The basics…………

• Identify Support from HR/OH/EAP before the meeting

• Choose a Setting, and a Time

• Keep the chat positive and supportive, exploring the issues and how you may be able to help

• Keep body language open and non-confrontational

• Listen non-judgementally, and take them seriously

• Don’t offer insensitive and thoughtless advice

• Take into account cultural sensitivities

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Potential Solutions

• Reasonable Adjustments• e.g. Adjustment to working hours, performance objectives etc, advance of pay

• Encourage Professional Support• e.g. Mediation, GP, IAPT, Support Groups

• Encourage self-help Strategies• e.g. Mindfulness, Music, Art, new Hobbies

• Document and Agree follow-up actions

• Point Four: Training to instil Confidence

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Mental Health First Aid Training

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Mental Health First Aid EnglandSocial Mission to:

• Increase knowledge and understanding about mental health

• Increase confidence in mental health skills to support others

• Challenge and Reduce mental health related stigma and discrimination

• Evidence-based and workplace-orientated training packages:• 2-day (Mental Health First Aiders)

• 1-day (Mental Health Champion)

• 4-hour (Mental Health Aware)

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Mental Health First Aid England

Intervention Tool (ALGEE)

• Approach the person, assess and assist with any crisis

• Listen and communicate non-judgementally

• Give support and information

• Encourage the person to get appropriate professional help

• Encourage other supports

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What are the Barriers?

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Royal Air Force Experience

• Identified rise in non-deployable people; link to Anxiety and “Stress”

• Stress Audit (cross-rank team composition)

• Identification of major stressors

• Reduce risk factors (ie, deployment roulements)

• Develop mental health awareness training

• Changes to post-deployment routines

• Introduction of RAF Stress Management and Resilience Policy• Issued to all ranks on a personal basis

• Worldwide Roadshow

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RAF Formations Worldwide

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Thinking the Unthinkable

• What would you do if your organisation was involved in a Disaster?

• Would you know how to react, and to support your people?

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The basics of responding to trauma…

• If someone is bleeding, you don’t ask them how they got the cut, you just want to help them in the moment…..

• Why is it so different in dealing with mental health injuries?

• Avoid Intrusive questions

• Look (for people in distress), Listen, Link

• Reassure them that their psychological response (heightened alert, tearfulness, sleep disturbance, irritability etc) is the brain’s normal response to an abnormal event (for 6-8 weeks)

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In sum

• We know Mental Health matters

• But do we know the stressors within our own organisations?

• How can we reduce the stigma of mental health, and intervene successfully?

• Prevent, Detect, Respond, Train• Understand what it is we are trying to prevent, and why

• Detect principal stressors and attitudes which are making things worse

• Respond by cultural change and daily model behaviour

• Increase awareness of mental health through training and normalisation within HSW world

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Thank you, and Stay Safe

Dawn Collins Training Ltd

dawncollins.mhfa@gmail.com

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