Supporting employees with more complex mental health conditions

Supporting employees with more complex mental health conditions Richard Frost Employment Specialist Team Lead

The Mental Health Continuum • No absolutes Maximum mental wellbeing A person with a high level of mental wellbeing despite being diagnosed as mentally ill Severe mental illness/ disorder A person with a mental illness and a low level of mental wellbeing A person with a high level of mental wellbeing and no mental illness A person with no diagnosable illness but who has a low level of mental wellbeing Minimal mental illness/ disorder (Adapted from “Mental Health Promotion: Paradigms and Practice” K Tudor 1996)

Complex Conditions • Bi-polar Disorder • Psychosis & Schizophrenia

Possible Causes Biological Psychological Social Genetic factors Childhood experiences – e. g. abuse/parenting style Poverty Drugs/alcohol Self esteem levels Unemployment Bio-chemical imbalance Locus of control Isolation Use of coping mechanisms/learned behaviour Poor housing Stress Crime Brain injury Medical problems Source: Adapted from NHS Southwark

Influencing Factors What damages our mental health? Overuse of alcohol Exclusion Misuse of drugs Racism and discrimination Other extreme behaviours Prolonged uncertainty or anxiety Avoidance Lack of a valued role or job Isolation Abuse Lack of activity or over-activity Poverty and social deprivation Self harm Bullying & harassment Repeated dismissive or disrespectful treatment Trauma Source: Adapted from NHS Southwark

Signs of Mental Distress Erratic or unpredictable behaviour Agitation or overt anxiety Uninhibited behaviour Social withdrawal / avoidance of social interaction or contact Unexplained or prolonged crying Change or disturbance in eating / sleeping patterns Incoherent speech Paranoia Physical ill-health Hearing voices / hallucinations Behaviour inappropriate to the social context Any verbalised thoughts of suicide / harm Source: University of Liverpool

Recovery medication psychological therapies specialist services through good help and support at work Source: ACAS 2012

Influencing Factors Positive coping mechanisms Sharing the problem, expressing feelings Good relationships Seeking professional help Meaningful activity Problem solving skills Leisure Exercise and activity Coping skills Rest Relaxation Time management Good physical health and self-care Healthy eating Feeling included and respected Medication Talking therapies Treating oneself Pets Building self esteem 5 ways to wellbeing: connect, give, be active, take notice, keep learning Source: Adapted from NHS Southwark

5 Ways to Wellbeing The concept of ‘wellbeing’ is more complex than being ‘well off’ or ‘happy’ and is generally understood to include two main elements: feeling good and functioning well. Devon Partnership NHS Trust 2011

5 Ways to Wellbeing • • • Connect – with the people around you Be Active – exercising makes you feel good Take Notice – be aware of the world around you Keep Learning – try something new Give to others - do something for someone else www. fivewaystowellbeing. org New Economics Foundation 2008

WRAP • Daily Maintenance Plan - ‘What I’m like when I’m well’ and ‘Things to do daily to stay as well a possible’, • Wellness Tools • Identifying Triggers and an Action Plan • Identifying early warning signs • Go back to things to do daily and Action Plan

Main features of WRAP • Based on common sense and experience • Easy to use • Stresses how we all go through similar processes but in very individual ways • May be solely for our own use or can be shared with others

WRAP Wellness Recovery Action Plan www. mentalhealthrecovery. com Feeling Stressed, Keeping Well www. mindfulemployer. net/support/publications

Supporting Presence, Managing Absence What happens in organisation to support staff who may have a mental health condition? Application stage, Interview, Post-Interview checks Supporting presence Managing Absence What works? What could be improved?

Supporting Presence, Managing Absence Mentally healthy, supportive work environment – informal and formal Regular supervision, appraisal & feedback Reasonable adjustments Keeping in touch & phased returns Mental health awareness training for line managers Liaison with GPs and health professionals

Signposts to further support – advice & information ACAS – www. acas. org. uk Helpline Tel: 08457 474747 MIND – www. mind. org. uk Rethink – www. rethink. org MINDFUL EMPLOYER – www. mindfulemployer. net

MINDFUL EMPLOYER Line Managers’ Resource Being Mindful – half-day workshop for managers Being Aware – half-day workshop for staff Keeping Well at Work – workshop & booklet www. mindfulemployer. net

Thank You Richard Frost 01392 677050 www. workways. org. uk www. mindfulemployer. net