This document discusses mental health and wellbeing in the workplace. It defines wellbeing and mental health, noting the connection between work and wellbeing. It outlines signs of mental ill health one might notice in colleagues and reasonable steps a manager could take to support staff, including talking privately and making adjustments. The document also discusses discrimination, harassment, reasonable adjustments employers must make, and creating a positive workplace culture that promotes mental wellbeing.

1. An Introduction to
Mental Health and
Wellbeing At Work
©DianeHanna,2020

2. SCOPE:
Wellbeing, mental health, mental ill
health?
What might we notice? Do?
Legislation, responsibilities, and best
practice?
Tools and practices that can support
mental wellbeing in the workplace
Creating a positive workplace culture

3. What is Wellbeing?
Wellbeing is more than the absence of
mental ill health. It includes feeling valued,
having security, positive relationships, work-
life balance, and interests. Measured as a
sense of fulfilment and control in our lives.
There is a connection between work and
wellbeing.

4. Mental ill Health
Feelings, experiences, behaviour,
changes to extremes
Physical signs: sleep appetite, energy
levels
Frequency, intensity, duration
Distress and dysfunction

5. I’M
B O R E D !
: (
COVID
SUCKS!

6. A Mentally Healthy Workplace:
> Managers have excellent people skills
> Staff feel valued and involved
> Attendance culture promoted
> Flexible, well designed jobs
> Common health problems managed
> Promotion of open culture which staff
feel able to discuss their problems

7. 7

8. “When are
employers
allowed to ask
about my
health?”

9. Employers Can Ask About Your Health:
1. Health Questionaires
after job offer made
2. Forms that are
anonymous and seperate
from the job application
3. Returning to work after
absence
4. Health/safety r/vs
connected to your duties

10. When Are Employers NOT Allowed to Ask?
> On job applications
(unless the role has
fitness to practise
criteria e.g armed
forces/police officer
> At interview - can
discuss health, but
not ask direct
questions
> In public places -
like a lunchroom, or
doorway to office
> In staff meetings
> At a social work
function

11. What Might We Notice?
Feelings, thoughts,
behaviour, different
than usual, eg.
tearful, more
stressed than
usual, quite,
withdrawn, usually
talkative
Being late, or
staying back late
Physical changes
due to over/under
eating
Skin breakouts
Rashes/hives
Dark circles under
eyes
An increase in
unexplained absences
or sick leave
Poor performance
Poor time keeping
Poor decision-making
No energy
No communication or
different
communication

12. What Might We Do?
Manage mental health issues the same as physical issues,
support/RTW policy
> TALK - Offer to listen (ask yourself - are they usually ok?
Would they usually come to you with any problems?
> Awareness of the issue - education Understanding -
empathy
> Rapport - best help to identify triggers
> Determine if it is a disability - but not there to CURE,
only to help manage their own condition

13. Approaching People At Work
Private space
confidentiality/boundaries
Say what you see, be specific
Ask open ended questions
Explore their needs
Offer suggestions
Regular contact, review any
adjustments

14. Mental Wellbeing -
What Influence Does
a Manager Have?

15. FACTORS YOU
CAN CONTROL
IN WORK:
WORKLOAD
WORK VARIETY
RELATIONSHIPS
INVOLVEMENT
CULTURE OF
DISCLOSURE
COMMUNICATION
BULLYING

16. Factors you Cannot Control:
Childhood experiences
Family Relationships
Finances
Genetics
Crime
Housing
Bereavement

17. OVER-LAPPING FACTORS
> Money
> Status
> Sense of Purpose
> Stress
> Coping Strategies
> Lifestyle Choices

18. Best Practice:
> Great progress for health & safety - which needs to
extend to wellbeing at work
> ‘Good work’ that is safe and offers some influence and
sense of self worth exceeds risks of unemployment
> The myth that you must be 100% fit to be able to work,
and that it impedes recovery
> Employers are in a position to positively influence health
by using early intervention and addressing stigma
> Increased awareness of wellbeing and mental il health
contributes to better productivity for all

19. What is
Discrimination?

20. 20
Discrimination: 4 types:
Direct discrimination
Indirect discrimination
Harassment
Victimisation

21. Direct discrimination
> Failure to
consider
reasonable
adjustments (no
wheelchair
ramp)

22. Indirect discrimination
> Minimum height
requirements for a job
where height is not
relevant to be able to
perform the role - this
would be discriminatory
to many females as they
are generally shorter
than males

23. Harassment
> Belittling or threatening
behaviour directed to an
individual or group
> Derogatory jokes, racial
slurs, personal insults,
expressions of disgust or
intolerance
> Abuse may include
mocking accents,
intimidation, or displaying
discriminatory symbols

24. Victimisation
> Unfair treatment of a
worker by an employer
because of some
action the worker has
taken (you support a
worker who lodged a
complaint at work - and
now your shifts have
been changed or your
desk/office etc)

25. Reasonable
Adjustments

26. > Disabled people - have a
right to ask for reasonable
adjustments
> Reasonable if it is effective
without being disruptive,
costly, or impractical for the
employer to provide
> Adjustments do not have to
be expensive - many are
awareness and attitudes
focussed and promoting a
culture of openness

27. Examples of Reasonable Adjustments:
Flexible working hours
Phased return to work
Support to manage workload
Change of workspace

28. Recovery Model of
Mental Health

29. Recovery Model Aims:
> Decrease and prevent intrusive or
troubling feelings or behaviours
> Increase personal empowerment
> Improve quality of life
> Assist in achieving own life goals and
dreams

30. Five Key Concepts:
> Hope
> Personal
responsibility
> Education
> Self advocacy
> Support

31. W.R.A.P
Wellness Recovery
Action Plan

32. Key Elements of WRAP
> Wellness tools
> Daily maintenance
plan
> Identify triggers and
action plan
> Crisis plan
> Post-crisis plan

33. > Advance Agreement
> A tool to increase
wellbeing and manage
mental ill health at work
> Created when well,
reviewed after period of
illness
> Sets up clear
communication
> Increases trust in the
relationship

34. Content:
> Specific diagnosis or symptoms and how they
present/impact at work
> Signs may becoming unwell
> How someone would like to be approached
> Reasonable adjustments
> Absence protocol and contact during absence
> Confidentiality and consent

35. Creating a Positive Culture:
> Regular
management
processes
> Encourage an
open culture
> Respect and
dignity
> Promotional
material in
office/field
> Stay connected
> Discuss staff
mental health
at work in
meetings, put
on agenda to
normalise
> Implement
changes such
as flexible
working
> Support the
managers too
> Encourage
self care
activities
> Managers as
role models
for good
stress
management
> Cultural
awareness
and sensitivity

36. > Resources Rx:
> Contact numbers of
local mental health
hospital/
counsellors - add to
medical insurance/
medical policy
> Clinical supervision

37. Thank You!
Any questions?
Find me at
dianehanna599@gmail.com & Skype
diane.hanna22