What Can I Do?

Mental health matters to you. A workplace that promotes good mental health achieves more through greater morale and productivity. A workplace that gives a home to stigma can face legal action and loss of valuable staff.

Stigma is morally and legally unacceptable and you can help to defeat it.

Taking up the anti-stigma message isn’t hardÉas an individual, or an employer, you can be as involved as you want. It all counts, and it all helps end stigma in the workplace.

If you are an individual, click here for some basic advice and some things you might be able to do.

If you are an employer, here are some steps you can take to make a difference in your workplace.

As an Individual:

Getting the right information and having a positive attitude to people with mental health problems is vital. The term “mental health problem” (or mental ill-health) is used to describe a range of symptoms and experiences, such as depression, anxiety, eating disorders, schizophrenia and manic depression. For more information about what these conditions mean, visit our links section, or download factsheets from the library.

You can make all the difference. It isn’t hard to do; with a little information and some thought, you can be a good colleague and a good friend. You may be in a position to take up training, or you may only have time to put up some posters, or download a screensaver. Go to our library of resources to download or order campaign resources.

Tackling the myths about mental ill-health

There are many myths surrounding mental health in the workplace. Most of these are untrue!

“Taking time off with mental health problems puts pressure on colleagues and damages the business.”

A well-managed team should not need to regard mental health-related absence any differently to other absence.

“People with mental health problems are largely to blame for their own condition.”

One in four people in Scotland experience mental health problems in their life. Mental health problems can have a number of triggers. Sometimes problems just build up over time, so slow changes in a person’s behaviour may be hard to see.

Most people recover fully. Some people will need help engage with working life on an equal basis.

“People who’ve had mental health problems are difficult to talk to”

One of the things that people with mental health problems say is that colleagues find it hard to approach them. Colleagues may not know what to say! Being a supportive friend and colleague can really make a difference.

How you can fight stigma

People who have experienced mental health problems may have low self-esteem or lack confidence. When attitudes in the workplace contribute to these feelings, a person already finding work, or returning to work, hard, can find it impossible.

Sadly, in many workplaces, speaking out about your experience still results in discrimination. People have been sacked, demoted, ignored, bullied, and physically harassed by colleagues. You can help to stop this.

Look after yourself, and your colleagues. Get hold of accurate information.

As an Employer:

Mental health matters to you. A workplace that promotes good mental health achieves more through greater morale and productivity. A workplace that gives a home to stigma can face legal action and loss of valuable staff.

Stigma is morally and legally unacceptable and you can help to defeat it. This section gives some practical steps that any employer can take.

Change Your Culture

People with mental ill health keep quiet for fear of the response. This can mean delays in seeking help, which in turn leads to increased costs and inconvenience.

An open and supportive environment is a common-sense approach to people management, which will help to defeat stigma and promote mental well-being. Such a culture reaps dividends in increased morale, respect, and trust, and enables you to meet your legal commitments.

Managing People with Mental Health Problems

Most people with mental health problems recover fully and return to work, and you can help this. Raise the issue, produce a mental health policy, and make sure all staff know what it means for them.

Support those with mental ill-heath by making simple changes to working practices, such as: additional support, mentoring, or flexible working.

Many employers worry about mental health because they do not know where to go for advice and help. View sources of further support.

Don’t miss out on the best person for the job

Gaining work is a huge obstacle for people with mental health problems. Stigma shuts the door on talent, and robs businesses of vital skills and experience.

Focus on competence for the job. Look beyond the diagnosis at the person who wants to work for you. Ask about any changes you can make.

Ensure health-related information is worded sensitively, and distanced from the recruitment process/paperwork.

For advice on the law, and recruiting disabled people, contact the Disability Rights Commission.

Absence and Return to Work

Manage mental health related absence sensitively, to maintain a positive atmosphere among your staff and minimise the effect on your business.

Many employees would like more information about mental health. Promote general awareness so that staff are informed and supportive.

Find out if the absent employee wants the reason for absence disclosed and respect their wishes.

Keep the person involved in working life and maintain contact where appropriate. The person may be keen to keep in touch with colleagues. This helps minimise stigma.

If an employee knows they will always be welcomed back you will enjoy increased trust and communication, making it easier for you to plan for the absence and return.

For help and advice, contact Scotland’s Health at Work, Safe and Healthy Working, or The Health and Safety Executive.

You can also download the MindOut Managers Toolkit from our Library Section, for a practical guide to managing people with mental health problems.