Lets Make it Better – Mental Health
Companies are recognising the importance of prioritising mental health in the workplace, and the business case to do more.
Every organisation in Britain is affected by poor mental health in its workforce. One in six workers experiences a mental health problem at any one time. As stress, anxiety and depression are thought to be responsible for almost half the working days lost in Britain, the relationship between mental health and the workplace is complex and no more important than ever.
Deloitte’s January 2020 Report on Mental Health and Employers tells us that the cost of poor mental health to UK employers is now in the region of £45 billion. This is made up of absence costs of around £7bn, presenteeism (where an employee comes to work but is not at their most productive) costs from £27-29bn and turnover costs of approximately £9bn.
However, these headline figures are not the only costs to employers. There are also indirect costs in terms of the adverse impact on creativity and innovation and the effects on other employees. This makes for a powerful business case for investing in mental health wellbeing.
Changes in our working practices have provided their own challenges. The increased use in technology often means that employees feel a need to be always available giving rise to a newer trend of ‘leaveism’, where employees feel they must continue working outside of their normal working hours.
In recent years, we have seen some positive changes in working practices around the issue of mental health particularly within larger employers which indicates a shift towards talking more openly about mental health and work and providing greater support to staff.
However, the subject remains difficult and the reality is that only 49% of employees feel able to speak to a manager about their mental health.
As the way in which we work evolves, so do the expectations of how we support our employees. Creating an open and inclusive culture will go a long way towards helping to reduce the associated stigma still affecting mental health. Provision of training and advice to help reach out to all those who may need support and to reassure them that such issues will not have a detrimental effect on their career will also contribute.
We must also be mindful of our future workforce and the fact that young employees are particularly at risk from mental health issues. The 18-20 year old age group is the most vulnerable, with more than double the average number saying they suffer from depression compared with other age groups.
There is a lot of work to be done in this area, but steps to improve the management of mental health in the workplace, including the prevention and early identification of problems, should enable employers to save, with a potential return of £5 for every £1 spent according to Deloitte.
Interventions with highest returns are currently focussed on preventative large-scale initiatives, and on those which use technology or diagnostics to tailor support for those most in need.
More to do
There is much more that we can all do to support our staff. There is scope for more investment around tackling stigma, increasing awareness of mental health issues, and providing adequate training for employees. SMEs are a higher risk category where employees may benefit from a greater and more formalised support. To help with this, the BPMA is delighted to work with its chosen charity of Mind throughout this year, and we will be publishing a series of articles to help members address this important issue.
The BPMA is working with Mind to bring series of practical articles on mental health in the workplace.