Copy
Conversations about mental health
View this email in your browser
Share
Tweet
Share
Forward
Dear <<First Name>>

We were delighted to support the Time to Talk, #timetotalk day earlier on this month, encouraging everyone to have a conversation which will start to change the way we think and act about mental health. But what happens if you don't talk about mental health in the workplace?

There is the more obvious impact of the lack of openness that increases presenteeism and impacts on early intervention, which can keep an individual in work.  There are also less obvious outcomes.

In this newsletter we will explore some of the outcomes of having conversations at work on mental health, with expert insights and thought provoking articles.
If you would like to have a conversation with us about how we can help your organisation, contact the Maudsley Learning at Work team.

Healthy mind or healthy body?

Since the seventeenth century, thinkers have wrestled with the mind–body problem that questions how our minds and bodies interact. René Descartes proposed in 1641 that our minds and bodies are two fundamentally separate entities and this division has carried on through history, and certainly seems alive and well in physical and mental wellbeing.

Times are changing and while some clinicians think that the connection between physical and mental health should be abandoned, there is still a long way to go. We know instinctively we can feel down when a cold won’t shift or a sports injury prevents us exercising. A long physical illness can lead to isolation and depression. And likewise, depression can exacerbate conditions such as eczema or psoriasis, or self-medicating with alcohol or drugs with the knock-on effects on health which that brings.

Read more
Jonathan Naess - The Supportive Workplace
The Supportive Workplace 
Click the video to find out more.

  

Wellbeing Index Survey


You are invited to participate in a Wellbeing Index Survey run by Barnett Waddingham. The survey will report on opinions and perceptions of employers and the wellbeing within their workforce. This is the third year that the survey has been run and it continues to give insight to trends and barriers within wellbeing, absence and emotional and physical health.
 
The survey takes approximately 15 minutes to complete and we would really appreciate your input.
Take the survey
For every survey completed this year, Barnett Waddingham will be donating £1 to their chosen charity, Crisis – the charity for the homeless, and you will receive a free copy of the report too.

To disclose or not to disclose



Disclosure around mental health in the workplace is a key issue. 1 in 4 of us are affected by mental health issues in any given year, yet the recent report published by BITC on Mental Health in the Workplace, highlighted that almost half of employees said that they would not discuss their mental health with their line manager and less than 4% said they would ask HR for help with a mental health issue. Removing stigma in the workplace around mental health and creating a culture of openness is essential.

An employee may ask who do I turn to? what are the benefits of disclosing or otherwise? how will this affect my future with this company? will I be denied opportunities for training, promotion or transfer? Fear of employers’ attitude towards mental health or the potential experience of discrimination can prevent individuals from disclosing about their mental health. Disclosing your mental health status to your employer should mean that you are covered by the Equality Act and discrimination against you can be unlawful. Employees need to feel they are safe and comfortable to disclose such personal information, it is important they are met with understanding. Having an open culture in the workplace with open conversations offers great benefits to the employees and employers.

If managers understand mental health, they are in a position to develop better outcomes for employees and the organisation. An employer may ask how do organisations manage disclosure? should it be mandatory? do I know enough about mental health? Maudsley Learning at Work can help managers by training them to start the dialogue and challenge myths.

Read more about disclosure in the workplace.
 

Tweet of the month

Conversations change lives - #timetotalk - Start the conversation pic.twitter.com/GlLWIyiNhO


Join the conversation - follow us @MaudsleyLearn
Copyright © 2017 Mental Health at Work, All rights reserved.


Want to change how you receive these emails?
You can update your preferences or unsubscribe from this list
If you do not want to receive future emails from Mental Health at Work you can unsubscribe here