Help end stigma

Stigma And The Workplace

Mental health is one of the most important issues facing employers and employees. Taking and keeping a job has consistently been shown as a key life goal, and the confidence and self-esteem employment provides is a key to emotional wellbeing. A workplace that promotes good mental health achieves more through greater morale and productivity.

Why tackle stigma in the workplace?

Even given the powerful evidence that mental health problems in the workplace impair the success of those workplaces through days lost, stress or staff turnover, the stigma surrounding mental health issues in Scottish workplaces still exists.

In a recent ‘see me’ study with around 1200 people with experience of either mental health problems or caring for someone with mental health problems (or both), we found that:

  • 46 % had experienced stigma in employment situations (47 % of those who were currently employed) – higher for 25-34 year olds (66 %)
  • 52 % of respondents said that they had acted differently because they were worried about stigma or discrimination in employment situation

'see me' survey (2004) of people with personal experience of mental health problems found that:

  • 57 % of respondents had concealed their psychiatric history for fear of losing their job
  • 43 % had not applied for a job or promotion because of fear of how their mental health history might be perceived
  • 43 % said they had felt 'encouraged to leave', or not return to work after being absent because of mental ill health.
  • 20 % said they had been denied promotion as a direct result of their mental health problems.

According to a recent SHAW Trust survey of 500 leading UK employers, ‘one in three employers think that people with any form of mental ill-health are less reliable than other employees. A similar number say that negative attitudes from workplace colleagues are a major barrier to employing people with any form of mental ill-health.’

Economic and human cost of mental health problems

It makes good business sense to promote mental wellbeing and tackle stigma and discrimination both at recruitment and in work. Work can be hugely beneficial to people’s recovery; conversely, lack of work may prolong and worsen mental health problems.

The combined costs of output losses in the Scottish economy as a result of people being out of work is £2,378 million, and in 2004/05, the share of sickness absence due to mental health problems of the overall cost was almost £360 million.

The employment rate for people with any kind of mental health problem in Scotland is 65% behind that of the general population.

What does the law say?

The Disability Discrimination Act (2005) (DDA) says that it is unlawful for an employer to discriminate against you, or treat you less favourably,* if you are disabled, and this covers employment offers, opportunities for promotion, and unfair dismissals. Disability is defined as ‘a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities’.

The DDA also ‘introduced a requirement for employers to make reasonable adjustments for people with disabilities, to enable them to do their jobs’. These can vary widely, from allowing variations in working hours to moving someone’s workstation, changing communication methods, agreeing “early warning system”, or provide training for staff. Most reasonable adjustments do not cost anything.

What can employers do?

  • Make commitment by signing the ‘see me’ Anti-Stigma Pledge
  • Include signing an action plan
  • Promoting a broader culture change
  • Raise awareness and tackle stigma in the workplace
  • Display a range of free ‘see me’ materials in your workplace
  • Promoting payslip messages or email signature message
  • Placing articles in staff/industry newsletters
  • Change Policies and provide training for staff and managers

For further information and advice on all aspects of employment and mental health problems, contact: