Transcript Presentation by Sorcha Lowry, See Change

MENTAL HEALTH?
Hallucinations
Helplines
MENTAL HEALTH?
Manic depression
One flew over the cuckoos nest
What is mental health?
Whether you call it wellbeing, emotional welfare
or mental health, it’s key to living a fulfilling life.
How you think and feel about yourself and your life affects how
you behave and how well you cope when times are tough.
It affects your ability to make the most of the opportunities that
come your way and play a full part in your family, workplace,
community and among friends.
It’s also closely linked with your physical health.
.
You bring what’s happening in your life to work with you every
day: That’s no-one’s fault. It’s just the way we are.
Mental health affects how you respond to pressure and react to
events.
What are mental health problems?
Mental health problems affect the way you think,
feel and behave.
About ¼ of the population experience some kind of mental health
problem in any one year.
•Anxiety and depression affect 1 in 10 at any one time.
•Only 1-2% of people experience a severe mental illness, such as
bipolar disorder or schizophrenia.
People with mental health problems can and do recover .
(Kahlil)
That’s enough to fill Croke Park 14 times over !
What is stigma?
Negative attitudes and behaviours based on fear,
myths and misconceptions.
Stigma can and does stop people coming forward for help.
Stigma has been proven as a key barrier to recovery.
People who experience mental health problems report that stigma can
often be as difficult to deal with as the experience of being unwell.
Stigma has a social and human cost for the individual; limiting access
to employment, housing, education and social participation.
Stigma is felt most acutely by groups at higher risk of suicide,
including males aged 18-24.
.
Social contact and the open sharing of personal experience with a
mental health problem is a highly effective way to create
understanding and challenge stigma.
What do we know about Irish attitudes?
1 in 2 Irish people would not want others to know
if they had a mental health problem
People in the workplace along with farmers & young males are
most affected by stigma:
•Least likely to be open or talk about their own & others; mental health
•Some to the extent that it would prevent them from seeking help.
•57% believe that being open about a mental health problem at
work would have a negative impact on job and career
prospects, up from 48% in 2010.
•47% believe that being open about a mental health problem at
work would have a negative effect on a person’s relationship
with colleagues, up from 36% in 2010.
What does the law say?
The Employment Equality Acts 1998-2011 ban
employment-related discrimination.
.
• Advertising
• Equal pay
• Access to employment
• Vocational training and work experience
• Terms and conditions of employment
• Promotion or re-grading
• Classification of posts
• Dismissal
• Collective agreements.
Reasonable accommodation under Equality legislation
Employers are obliged to make appropriate
measures so that employees who have a
disability, including people with experience of
mental health problems, can:
• Have access to employment
• Participate or advance in employment
• Undertake training
Reasonable accommodation in practise
• Time off to attend medical appointments
• Mentoring and peer support within the workplace
• Consulting with an employee in order to accommodate their return to
work
• Adjusting an employee’s attendance hours or allowing them to work at
home
• Relieving an employee of certain tasks, and substituting other
equivalent duties, in consultation with the employee
• Provision of relevant training to support the employee to carry
out their duties.
•It may be useful to get additional advice, with the agreement of
the employee, from the employee’s doctor, an occupational
health specialist, a mental health service or a mental health
support group.
How to know if a colleague is experiencing diffuculties?
There is no simple way of knowing if someone
has a mental health problem and sometimes you
don’t need to know.
It’s more important to respond sensitively to
someone who seems troubled than to find out
whether or not they have a diagnosis.
.
.
Anxiety
Depression
How to recognise if someone is in need of support
People who are depressed may
•be tearful, nervous or irritable
•have low confidence
•lose interest in their work and find it difficult to concentrate
•feel overwhelmed & unable to deliver on expectations
•lose their appetite
•get tired easily
At worst, they may feel suicidal.
People experiencing anxiety may seem unusually worried or fearful
in most situations.
They may:
• appear pale and tense
•be easily startled by everyday sounds
•have difficulty concentrating
• be irritable
• try to avoid certain situations
•experience panic attacks
Responding to a crisis
Breaking down in tears, having a panic attack, feeling suicidal, or
losing touch with reality can be a response to a build up of stress
at work or at home.
•Listen to your colleague without making judgements
•Reassure them and offer practical information or support
•Ask your colleague what would help them
•Avoid confrontation, even if they become agitated or aggressive
•Ask them if there is anyone you would like them to contact
perhaps a friend, relative or carer
•Encourage them to get appropriate professional help
If you are aware that a colleague has self-harmed, make
sure they get the first aid they need
You may feel a sense of crisis too, but it’s important to
stay calm yourself..
Responding to a crisis
Suicidal It is very important to encourage someone to get immediate help
intent through Samaritans, GP, family, friends or mental health services.
You can ask your colleague how they are feeling and let
them know that you are available to listen.
Delusions Seeing, hearing or believing things that no-one else does can be the
symptom of a mental illness. It can be frightening and upsetting.
Gently remind your colleague who you are and why you are there. Don’t
reinforce or dismiss their experiences, but acknowledge how the
symptoms are making your colleague feel.
Panic Stay with the person. Explain to them what is happening and let them
attacks know that this wIIl pass. Try to get them to focus on deep breathing.
Helping someone with a mental health problem through a crisis can be
Protect stressful and upsetting. It is important to talk it through with your HR
yourself manager or boss or a friend without identifying your colleague.
Samaritans are there for you too.
How to support employees and colleagues
Although you can’t solve a someone else’s
problems, knowing the basics about how to
support your colleague can really help you – and
them.
Working in a supportive team that cares about
the wellbeing of its members can make a huge
difference to their ability to cope.
How to support a colleague
It’s good to talk:. Let your colleague know that you are there if they want to talk.
Let your colleague share as much or as little as they want to Ask questions to
help you understand but tell them that they don’t have to answer any questions that
make them feel uncomfortable.
Don’t try to diagnose someone or second guess their feelingsTry not to make
assumptions or jump in too quickly with your own solutions.
Keep your questions open-ended Try to keep your language neutral. Give the
person time to answer & try not to grill them with too many questions.
Reassure them that what they tell you is private Ask if they have discussed it
with others & if they do or don’t want you to mention it to anyone else.
Talk about wellbeing Talk about ways of de-stressing & ask your colleague if there
is anything that they find helps.
The power of words Jokes and banter may seem harmless, but can be hurtful &
makes it less likely they will open up. This can be classed as harassment & bullying.
What can a manager do?
Take time to talk to the person privately: Ask if something is wrong
but take your steer from them.
Be honest in assesing the employees recent performance.
Don’t make assumptions about what someone can & can’t do.
In the language you use & the attention you give them, treat them with
respect & act as a model to encourage other colleagues to do the
same.
Be aware that changes, restructuring or the risk of redundancy can be
especially difficult.
Suggest they ask for advice from your occupational health advisor or
contact any support service your organisation uses.
Keep the dialogue going.
Tips on supportive listening
Sometimes the most important part of talking is letting
the other person know that you are listening.
Listen carefully to what your colleague is saying to you and repeat what they
have said back to them to ensure you have understood it.
Try to interpret the words in terms of feelings so you could respond ‘I can see
that it makes you very unhappy when…’
You don’t have to agree with what your colleague is saying, but by showing
you understand how they feel, you are letting them know that you respect their
feelings.
If you disagree, be open and honest about it, and continue to
listen to what they have to say.
Making returning to work easy
Managers
Returning to work after a period of ill health can be exhausting.
Managers could explore phased return arrangments for employees.
HR & occupational health advisors can advise on what is reasonable.
Colleagues
Keep in touch to overcome possible awkwardness.
Ask the person who is off work what they would like their colleagues to
be told –maintain confidentiality while letting others understand what’s
happening
Invite them out to staff social & leisure activities as normal
Send cards & call your colleague just as you would if they had a
physical health problem
Have a ‘cup of tea’ policy where someone can come into the office
informally before returning to work.
Create an open workplace culture
Through open conversation & a supportive
environment, a cultural shift can occur where
employees begin to feel secure in starting a
discussion about their mental health.
Managerial
level
Staff-wide
Public
engagement