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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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