The Business Case for Mental Health Awareness

The economic and social cost of mental health problems in the United Kingdom is well documented. In 2002/03 the economic and social cost of mental health problems in England was £77 billion. (SCMH, 2003).  The economic and social cost of mental health problems is greater than that of crime and larger than the total amount spent on all NHS and social services in the UK (HM Treasury, 2005).

Dame Carol Black's 2008 report 'Working for a Healthier Tomorrow' was a major attempt to address these concerns. Legislative review such as the 2005 amendments to the Disability Discrimination Act (DDA) highlighted the need to address the massive economic and social attrition behind issues of mental ill-health. In 2005 the Confederation of British Industry was concerned enough to commission its own research.  Stress, anxiety and depression accounted for a third of the 168 million working days lost in the UK for health and related reasons in 2004, translating to a cost of sickness absence of about £4.1 billion (Confederation of British Industry, 2005).

As a result of legislation, employees have more rights and employers more responsibilities relating to the incidence of mental health in the workplace.  Employees who choose to disclose a mental health condition to their employers are strongly protected by legislation and have the right to 'reasonable adjustments' that they may request their employers to make.  In practice, it is still true that people with mental health diagnoses may well feel little confidence in this legislation.  Nonetheless,  their rights are enshrined in law.  Similarly,  employers have a legal responsibility not to discriminate against employees who have disclosed a mental health condition and to make any reasonable adjustments that have been requested.

Recovery

Recovery

Recovery is a process of hope and aspiration that signals the return to mainstream life for those who have experienced mental health problems. Recovery can take place regardless of whether the individual is symptom-free or not. Hope and recovery are recognised as key parts of the care pathway. Social inclusion bridge builders work with clients on a recovery programme based on the client's own choices and aspirations.

More about Recovery and the work of Dr. Pat Deegan

Planning for Good Mental Health & Social Inclusion: Course Testimonials

Planning for Good Mental Health & Social Inclusion

Training testimonials:

'Such a huge subject - well covered in the time allotted'.

'The course has enabled me to be 'more assertive in recognising and prioritising mental health issues'.

 I shall 'develop a knowledge base of local services and encourage others to make appropriate referrals'.

'John is a very calm person. Used the background music to create a non-threatening, relaxed atmosphere'.

 I shall 'explore in greater depths what services are available to individual clients'.

'I feel I am more aware of what to look for in myself and others'.

The course 'has made me more aware of the need to ensure people return to mainstream after illness'.

'Ideas and information given to think outside the box'.

The course reinforced 'the importance of mainstream social inclusion'.

I now have 'more awareness of organisations and can utilise the social inclusion 'web' tool in assessments.'

Planning for Good Mental Health & Social Inclusion

Planning for Good Mental Health & Social Inclusion

Commissioned by a major Surrey NHS Trust success the training 'Planning for Good Mental Health & Social Inclusion' has been a great success and is now running throughout 2010.  Attendees include health visitors, GPs, occupational therapists, members, social workers and day centre workers.  Library managers and staff have joined the training cohort, making for diverse and lively learning.  The training has been put together by John Vanek, an experienced Social Inclusion bridge builder and qualified Mental Health First Aid Instructor.

Current attendees on the 'Planning for Good Mental Health & Social Inclusion' course cover a broad range of professional disciplines from across NHS and commissioning services.  These have included Health Visitors, Social Workers, a service commissioner, a GP, specialised Physiotherapist and a Dietician.

The course is designed to be of benefit for anyone who is a service provider, not specifically within the caring or health professions.

Typical groups who benefit from the trainings include:

• Employers who wish to know more about common mental health conditions
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• Business owners who wish to address problems of lost productivity due to undiagnosed or diagnosed staff mental health problems
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• Anyone who wishes to know more about current mental health legislation and their legal rights and requirements.
•  
• Community-based workers who wish to learn about developments in social inclusion over the last fifty years.
•  
• HR practitioners who wish to gain simple assessment skills and tools for helping clients or employees make a successful return to mainstream life after illness or setback.
•  
• Health & Safety personnel keen to know more about what's out there for people who may be experiencing mild or more severe mental health challenges.

NHS and Primary Care Team staff evaluations for 'Planning for Good Mental Health & Social Inclusion' trainings.

Pat Deegan on film

How mental health can enrich the work environment

People with mental health conditions who are returning to employment or even accessing it for the first time can often make exceptional contributions to the workplace.

Their previous experience can be considerable and many individuals returning to mainstream carry high levels of skills and expertise.  It may also be the case that the previous workplace was a contributory factor and there is no desire to return to 'the scene of the crime'.

Individuals returning to mainstream often do so with care and caution.  The pathway back to employment may begin with voluntary work or a part-time position.  Often it provides an opportunity to discover an area of interest the individual has always wanted to take up but never had the chance.  A part-time post in a related field can help to prepare the way for a full-time salaried position.  The returning employee makes his or her way back into the workplace with new skills, new experiences and new life encounters.

An art tutor who understands mental illness from first-hand experience will apply non-discriminatory and more inclusive practice alongside his or her skills.  An individual in recovery might discover through accessing a mainstream service that he or she has gifts that can be developed and extended.

The way back into mainstream for people who may have never worked due to illness needs to happen through gradual re-skilling and training.  With good bridge building, clients can identify the kind of special gifts they may have never identified previously.  Person-centred planning is designed to help clients discover genuine aspirations and goals.  It is not designed to force individuals to  fit  into a particular job role nor to be assigned to sheltered employment outside mainstream, except where the individual feels this may be appropriate.

Identifying a suppressed aspiration as the cause of stress at work can lead to formidable achievement when previously hidden dreams are pursued and developed in the appropriate mainstream setting.  This too creates employment or self-employment alongside increased cashflow and profits for the service providers and employers who are helping individual dreams to become reality.

Who should take an MHFA England course?

Who should take an MHFA England course?

Anyone can benefit from Mental Health First Aid (MHFA). It is open to members of the general public. Families affected by mental health problems, teachers, health service providers, emergency workers, frontline workers who deal with the public, volunteers, human resources professionals, employers and community groups are just a few of the groups who have benefited from MHFA.

Mental Health First Aid covers a comprehensive range of common mental health conditions and their appropriate first aid interventions.  The conditions covered range from psychosis to phobia, from bi-polar to anxiety, from schizophrenia to stress at work.  From this point-of-view MHFA is highly intensive, detailed and excellently put together.

It is important to bear in mind that MHFA is more than mental health awareness.  A good mental health awareness course may well be a good 'Level I' for those who wish to find out more about general  mental health before deciding to go on to MHFA at 'Level II'.

Social Inclusion Facebook Group

Social Inclusion Facebook Group is now open for anyone interested in issues of social inclusion, health, mental health, arts, goals and dreams.  Welcome!

The Business Case for Mental Health Awareness

The Business Case for Mental Health Awareness.  The economic and social cost of mental health problems in the United Kingdom is well documented. In 2002/03 the economic and social cost of mental health problems in England was £77 billion. (SCMH, 2003).  The economic and social cost of mental health problems is greater than that of crime and larger than the total amount spent on all NHS and social services in the UK (HM Treasury, 2005).

Dame Carol Black's 2008 report 'Working for a Healthier Tomorrow' was a major attempt to address these concerns. Legislative review such as the 2005 amendments to the Disability Discrimination Act (DDA) highlighted the need to address the massive economic and social attrition behind issues of mental ill-health. In 2005 the Confederation of British Industry was concerned enough to commission its own research.  Stress, anxiety and depression accounted for a third of the 168 million working days lost in the UK for health and related reasons in 2004, translating to a cost of sickness absence of about £4.1 billion (Confederation of British Industry, 2005).

As a result of legislation, employees have more rights and employers more responsibilities relating to the incidence of mental health in the workplace.  Employees who choose to disclose a mental health condition to their employers are strongly protected by legislation and have the right to 'reasonable adjustments' that they may request their employers to make.  In practice, it is still true that people with mental health diagnoses may well feel little confidence in this legislation.  Nonetheless,  their rights are enshrined in law.  Similarly,  employers have a legal responsibility not to discriminate against employees who have disclosed a mental health condition and to make any reasonable adjustments that have been requested.

How businesses profit from mental health

How businesses profits from mental health.

Businesses and services are developing the understanding that informed practice around mental health benefits both service delivery and profits. Staff are happier and more productive when they know that their employers' practices and procedures do not stigmatize or discriminate against illness or experience.

Days lost to absenteeism, sickness or unproductive presenteeism decrease when employees are not anxious about being dismissed should they choose to disclose a mental health condition.  The attrition of unexplained job resignations or sudden departures decreases when taboos around mental health are dismantled by enlightened policies and staff trainings.

Business and services profit from individuals who are being signposted to mainstream as part of their recovery plans. Mainstream social inclusion takes place in any outlet where a recovering individual feels he or she can prioritise a personal goal. Venues such as education and training centres, sports facilities, colleges, recording studios, voluntary organisations and arts groups are benefiting substantially and financially from motivated people accessing mainstream.  Where individuals are not paying all the costs themselves, there may well be contributions from schemes such as direct payments or from built-in concessions and offers. The increased business generated by mainstream social inclusion is considerable.