PRACTICAL STRATEGIES FOR MANAGING MENTAL HEALTH RISKS IN

PRACTICAL STRATEGIES FOR MANAGING MENTAL HEALTH RISKS IN THE WORKPLACE The UCT experience Dr Tony Davidson Organisational Health Consultant.

Objectives and Expectations Some definitions Impacts at UCT Key elements in mental health delivery UCT’s approach Some examples of our interventions

What is mental health? According to the World Health Organisation, mental health is defined as a state of wellbeing in which every individual : 1. 2. 3. 4. realises his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to contribute to her or his community.

Mental Illness / Mental Disorder A mental disorder is a change in an individual’s way of thinking and feeling impedes their ability to perform day-to-day activities. These thoughts and feelings increasingly interfere in one’s normal functioning or pleasure.

UCT stats. 2018/2019 ICAS and SADAG interventions : Approx 20% of staff engaged with these two organisations. 1. Mood disorders and stress 2. Relationships. 3. Organisational issues 4. Health & Lifestyle Impacts – absenteeism, presenteeism, team disruption, reduced productivity, 20: 80 rule, etc Incredible burden of stress on the line manager

Key points in a mental health policy. What should employers do - 1? • Recognise mental health problems as a legitimate concern. • Aim to create a healthy environment in which job demands and resources are balanced and support for employees is readily available. • Develop policies and guidelines for alleviating or eradicating possible stressors in the workplace; • Implement stress management and resilience training programmes and wellness programmes, and ensure access to care.

Key points in a mental health policy. What should employers do - 2 ? • Make use of services that aim to increase helpseeking behaviour and identify people in need of care, and provide access to mental and medical health services and crisis management. • Enable access to support services such as supervision and consultation, counselling or coaching, support groups, and community resources.

Key points in a mental health policy What can employees do? • Address self-care such as ensuring enough sleep, regular exercise, a healthy diet , developing good coping skills and avoiding substances. • Seek support and treatment when they struggle, and adhere to treatment (both medication and therapy).

UCT’s Approach

Compassion Trauma counselling Referral Professional counselling Assessments Accommodation Re-integration Manager ID skills Manager referral skills Mental Health 1 st Aid Prevention & Promotion - wellness & mental health education DEATH. BREAKDOWN. BURNOUT. DISTRESS. COPING Link to associated policies Esp - harrassment THRIVING Organisational Culture - engaging/ Developing a positive/reduce stigma “Human Design – centric Organisational – job healthy design. - Manage workload ecosystem”

Discussion regarding work related concerns Identification Self Referral EAP process Manager Referral Professional Assessment • Fitness to work • Return to Work plan • Accommodation etc • Return to Work • New status quo Adaptation / Accommodation Review • Terminate on basis of incapacity Discussion regarding work related concerns Reintegration Discussion regarding work related concerns

Patterns of Work Performance Deterioration Absenteeism Tenacity/Rigidity to Job Lowered Job Efficiency Spasmodic Work Patterns Difficulty in Concentration On-the-Job Absenteeism Poor Employee Relations High Accident Rate “Confusion”

Issues with Stigma Blocks & limits awareness and response.

Approaching with care The informal approach: • Joe, I am noticing that you haven’t been yourself these past few days? Are you/ is everything OK? ……. WAIT, WATCH, …. Expect a delay • If there is anything I can help you with, please don’t hesitate to chat to me…………… WAIT, WATCH, …. Expect a delay

Role of Line Managers/Supervisors Hard. “x”. Yin. Performance Cost-containment Time pressures Customer Expectations No/little reserve to cover/accommodate Team disruption AND Personal impact on LM Care & Concern Manage Stigma Showing Leadership & Loyalty Building/spending trust EEA/LRA Adjust environment Adjust job Time off Extra time Soft. “Y”. Yang

Mental Health Links to Harassment Bullying Sexual Harassment Victimisation ER/HR Issue Deliberate exclusion & other negative interactions Presentation to psycho-social support with mental health issues due to harassment Deal with the psycho-social aspects

Summary Dealing with mental health issues is complex. It is much greater than a medical problem. Enhance the human centric healthy eco-system at the workplace. Link appropriate HR and ER policies to psycho-social support. The organisation and the employees need to engage to make such interventions effective.

Questions? Discussion Dr Tony Davidson tony@orghealth. co. za 0833780313