Tuesday, 13 July 2010
Monday, 12 July 2010
Tools for Social Inclusion
Two major assessment tools have been developed for social inclusion. One is the social inclusion 'Web' and the other is the 'Star' or 'Recovery Star'.
Originally created by the National Development Team (NDT) the web is a simple and effective assessment tool based on five key social domains. The domains were identified as key in the research done in the late 90s and early 2000s around social inclusion.
On the web these domains appear as:
Employment
Education & Training
Arts & Culture
Faith & Cultural Communities
Volunteering & Befriending
Family & Neighbourhood
Services
What makes the web unique for mental health is that it does not record or measure symptoms or diagnoses. A client who wishes to record which services he or she accesses may include the psychiatrist or community mental health team. However, the main purpose of the web is to record the client's involvement in mainstream. More importantly, the web is there to identify client's goals and aspirations in terms of where he or she wishes to be in mainstream.
Originally created by the National Development Team (NDT) the web is a simple and effective assessment tool based on five key social domains. The domains were identified as key in the research done in the late 90s and early 2000s around social inclusion.
On the web these domains appear as:
Employment
Education & Training
Arts & Culture
Faith & Cultural Communities
Volunteering & Befriending
Family & Neighbourhood
Services
What makes the web unique for mental health is that it does not record or measure symptoms or diagnoses. A client who wishes to record which services he or she accesses may include the psychiatrist or community mental health team. However, the main purpose of the web is to record the client's involvement in mainstream. More importantly, the web is there to identify client's goals and aspirations in terms of where he or she wishes to be in mainstream.
Sunday, 11 July 2010
Social Inclusion - the mantra and the tantra
Social Inclusion - Does it exist?
Social Inclusion has long been a mantra for organisations representing clients who may be isolated or marginalised for one reason or another. Government think-tanks in the early 2000s identified key areas or social domains relevant to people's lives and development in the mainstream world. These are: employment, the arts, spirituality & cultural identity, volunteering, sports & healthy living, family and neighbourhood.
As a social inclusion bridge builder for mental health, I work with clients who wish to access Arts & Culture . The social inclusion approach will ask a client to identify which social domains they would like to prioritise for inclusion in mainstream. The bridge builder's role is then to signpost the client to the mainstream domain which has been prioritised. In order to facilitate this, bridge builders must have a wide network of local and regional contacts in his or her field of expertise. Further support relates only to how much or how little the client requests.
As Arts bridge builder for example, I need to know what is out there for clients who may wish to do arts courses or rehearse and record their music. Other clients may be seeking self-employment through tutoring, performing or composing. All of these aspirational goals have had successful outcomes, some of them quite outstanding. All the clients referred to mainstream come from a background of 'severe and enduring' mental health conditions.
The bridge building service is not a clinical or diagnostic one, although we work closely with Community Mental Health Teams. It is designed to enable clients to participate in mainstream, based on their own preferences, choices, skills and dreams. Clients are free to choose whether to disclose their illnesses or not.
When the arts bridge builder meets with a client, the key questions are 'what do you wish to see happen for yourself' or 'what would you like to do'. Bridge building focuses on aspiration, goals and innate gifts and talents. And that's it.
Social Inclusion has long been a mantra for organisations representing clients who may be isolated or marginalised for one reason or another. Government think-tanks in the early 2000s identified key areas or social domains relevant to people's lives and development in the mainstream world. These are: employment, the arts, spirituality & cultural identity, volunteering, sports & healthy living, family and neighbourhood.
As a social inclusion bridge builder for mental health, I work with clients who wish to access Arts & Culture . The social inclusion approach will ask a client to identify which social domains they would like to prioritise for inclusion in mainstream. The bridge builder's role is then to signpost the client to the mainstream domain which has been prioritised. In order to facilitate this, bridge builders must have a wide network of local and regional contacts in his or her field of expertise. Further support relates only to how much or how little the client requests.
As Arts bridge builder for example, I need to know what is out there for clients who may wish to do arts courses or rehearse and record their music. Other clients may be seeking self-employment through tutoring, performing or composing. All of these aspirational goals have had successful outcomes, some of them quite outstanding. All the clients referred to mainstream come from a background of 'severe and enduring' mental health conditions.
The bridge building service is not a clinical or diagnostic one, although we work closely with Community Mental Health Teams. It is designed to enable clients to participate in mainstream, based on their own preferences, choices, skills and dreams. Clients are free to choose whether to disclose their illnesses or not.
When the arts bridge builder meets with a client, the key questions are 'what do you wish to see happen for yourself' or 'what would you like to do'. Bridge building focuses on aspiration, goals and innate gifts and talents. And that's it.
How Social Inclusion is good for business
Social Inclusion - so good for business
The business case for mental health awareness is evidenced by the increasing numbers of employers who are commissioning mental health awareness trainings for their workforce. Employers want trainings which enable their staff to understand more about common mental health conditions. Understanding mental health means that staff can work better with clients and customers. It also allows staff to feel less isolated about personal issues around health and well-being.
Mental health awareness provides the opportunity for employers and employees to find out more about the law as it relates to employment and mental health.
Enlightened employers will seek to develop a workforce team which is happy rather than unhappy, fulfilled rather than excluded. Courses such as MHFA (Mental Health First Aid) show that attendees often feel that one of the benefits of the training in that it allows for a safe space. A safe space where individuals can share feelings about their personal well-being in addition to learning about the broader aspects of mental health conditions and the appropriate interventions.
In addition to mental health, it makes solid sense for businesses to incorporate awareness of social inclusion and mainstream. Returning to or accessing mainstream living is now a key part of the care pathway for those diagnosed with 'severe and enduring' mental health diagnoses. It is equally important for people who may be experiencing conditions such as anxiety, phobia or stress at work.
Both groups - those in primary and secondary care - are being signposted to mainstream life rather than to special settings as a central plank of the recovery process. The implications for any service provider - and that includes businesses - are crucial. Businesses and services are at the receiving end of mainstream.
Clients in recovery are choosing to access their personal goals through a diverse range of outlets. These could range from faith venues to volunteer bureaus, from retail outlets to sports centres, from recording studios to adult education colleges, from libraries to personal counselors, from training venues to department stores.
For businesses, it's not just one in four of their staff who may be experiencing mental health challenges, it's also one in four of their clients, customers and service consumers. Mental health challenges will also have an impact on one in three families. Disclosed or undisclosed, it's clear that mental health and well-being lie at the heart of our transactions and interactions.
The business case for mental health awareness is evidenced by the increasing numbers of employers who are commissioning mental health awareness trainings for their workforce. Employers want trainings which enable their staff to understand more about common mental health conditions. Understanding mental health means that staff can work better with clients and customers. It also allows staff to feel less isolated about personal issues around health and well-being.
Mental health awareness provides the opportunity for employers and employees to find out more about the law as it relates to employment and mental health.
Enlightened employers will seek to develop a workforce team which is happy rather than unhappy, fulfilled rather than excluded. Courses such as MHFA (Mental Health First Aid) show that attendees often feel that one of the benefits of the training in that it allows for a safe space. A safe space where individuals can share feelings about their personal well-being in addition to learning about the broader aspects of mental health conditions and the appropriate interventions.
In addition to mental health, it makes solid sense for businesses to incorporate awareness of social inclusion and mainstream. Returning to or accessing mainstream living is now a key part of the care pathway for those diagnosed with 'severe and enduring' mental health diagnoses. It is equally important for people who may be experiencing conditions such as anxiety, phobia or stress at work.
Both groups - those in primary and secondary care - are being signposted to mainstream life rather than to special settings as a central plank of the recovery process. The implications for any service provider - and that includes businesses - are crucial. Businesses and services are at the receiving end of mainstream.
Clients in recovery are choosing to access their personal goals through a diverse range of outlets. These could range from faith venues to volunteer bureaus, from retail outlets to sports centres, from recording studios to adult education colleges, from libraries to personal counselors, from training venues to department stores.
For businesses, it's not just one in four of their staff who may be experiencing mental health challenges, it's also one in four of their clients, customers and service consumers. Mental health challenges will also have an impact on one in three families. Disclosed or undisclosed, it's clear that mental health and well-being lie at the heart of our transactions and interactions.
Wednesday, 7 July 2010
Is anti-stigma the new stigma?
Is anti-stigma the new stigma?
The 'Time to Change' campaign challenges stigma and discrimination against people with mental health conditions. For the next phase of the campaign Time to Change is helping groups and individuals organise activities which actively cooperate in challenging discriminatory attitudes and behaviours.
Time to Change advises that 'at Get Moving events it is ideal if there is a 50/50 mix of individuals with experience of mental health problems and those without in order to maximise the amount of stigma broken down and the number of stereotypes challenged.' Events suggested are football games, group walks or 'a dance routine which is then performed'.
The campaign promotes 'social contact' and 'social contact theory' put into practice' to challenge stigma and discrimination'.
Why should people with mental health conditions have to access mainstream activities as part of a campaign?
Challenging discrimination is achieved primarily through engaging in mainstream as a contributor, a consumer or a provider. Many people with mental health conditions access mainstream activities, making their own choices as to whether to disclose or not. The most impact in challenging mainstream can be achieved by prioritising individual goals and aspirations. Support is also available to access mainstream from mental health organisations and bridge builders or through direct payments.
People who play football who happen to have mental health conditions are footballers. They aren't required to be 'positive mental health footballers'. People who play guitar who happen to have mental health conditions are guitarists, not mental health guitarists. People who are arts tutors who have a mental health condition are arts tutors. By continuing to tag mental health on mainstream activities and aspirations there is a danger of recycling stigma and not allowing people to move into valued social roles.
Could anti-stigma be the new stigma?
The 'Time to Change' campaign challenges stigma and discrimination against people with mental health conditions. For the next phase of the campaign Time to Change is helping groups and individuals organise activities which actively cooperate in challenging discriminatory attitudes and behaviours.
Time to Change advises that 'at Get Moving events it is ideal if there is a 50/50 mix of individuals with experience of mental health problems and those without in order to maximise the amount of stigma broken down and the number of stereotypes challenged.' Events suggested are football games, group walks or 'a dance routine which is then performed'.
The campaign promotes 'social contact' and 'social contact theory' put into practice' to challenge stigma and discrimination'.
Why should people with mental health conditions have to access mainstream activities as part of a campaign?
Challenging discrimination is achieved primarily through engaging in mainstream as a contributor, a consumer or a provider. Many people with mental health conditions access mainstream activities, making their own choices as to whether to disclose or not. The most impact in challenging mainstream can be achieved by prioritising individual goals and aspirations. Support is also available to access mainstream from mental health organisations and bridge builders or through direct payments.
People who play football who happen to have mental health conditions are footballers. They aren't required to be 'positive mental health footballers'. People who play guitar who happen to have mental health conditions are guitarists, not mental health guitarists. People who are arts tutors who have a mental health condition are arts tutors. By continuing to tag mental health on mainstream activities and aspirations there is a danger of recycling stigma and not allowing people to move into valued social roles.
Could anti-stigma be the new stigma?
Sunday, 4 July 2010
Saturday, 3 July 2010
'Taking Care of Business' - Mind campaign
Mind’s ‘Taking care of Business’ campaign highlights the initiatives being taken by many employers around issues of mental health at work.
Supported by business ‘dragon’ Duncan Bannatyne, the campaign shows that employers are becoming aware of the need to address and support good mental health in the workplace.
The Mind campaign underlines the message that the promotion of good mental health helps employers ‘increase productivity, improve staff performance and save thousands of pounds’.
Mind also hosts a series of follow-up programmes designed to actively encourage good mental health in the workplace.
Some of the companies who have signed up to support the Mind campaign include EDF energy, BT, Hewitt Consultancy, AXA and police and security services. James Kenrick at Hewitt Associates helped set up an Employee Assistance programme allowing staff access to counselling services where appropriate.
Hewitt also initiated a staff health audit which identified stress, anxiety and depression as ‘real issues within the organisation’. James Kenrick states that:
‘after the health audit we sourced a stress vocational rehabilitation service, which has a vocational focus and is staffed by psychologists. Employees who have been absent for 10 days or more are referred for an initial assessment, and recommended the most appropriate treatment plan. We have found that this service, along with early intervention, has greatly reduced the days lost through stress-related absence and stopped stress-related disability altogether’.
Proactive management of mental health in the workplace has allowed Hewitt Associates to save ‘nearly £400’ per employee. More importantly, as Kenrick states:
‘it's the intangible elements that are most rewarding. The feedback from staff who have been helped to recover from difficult circumstances has been exceptional’.
EDF Energy is a major electricity provider. A workplace audit showed that the company was losing around £1.4m in productivity each year as a result of mental ill health among its employees. As part of an Employee Support Programme the company offered psychological support (cognitive behavioural therapy) to employees and trained over 1,000 managers to recognise psychological ill health among staff and to minimise its effects. This resulted in an improvement in productivity which saved the organisation approximately £228,000 per year. Job satisfaction also rose from 36 to 68% (Business in the Community, 2009).
Supported by business ‘dragon’ Duncan Bannatyne, the campaign shows that employers are becoming aware of the need to address and support good mental health in the workplace.
The Mind campaign underlines the message that the promotion of good mental health helps employers ‘increase productivity, improve staff performance and save thousands of pounds’.
Mind also hosts a series of follow-up programmes designed to actively encourage good mental health in the workplace.
Some of the companies who have signed up to support the Mind campaign include EDF energy, BT, Hewitt Consultancy, AXA and police and security services. James Kenrick at Hewitt Associates helped set up an Employee Assistance programme allowing staff access to counselling services where appropriate.
Hewitt also initiated a staff health audit which identified stress, anxiety and depression as ‘real issues within the organisation’. James Kenrick states that:
‘after the health audit we sourced a stress vocational rehabilitation service, which has a vocational focus and is staffed by psychologists. Employees who have been absent for 10 days or more are referred for an initial assessment, and recommended the most appropriate treatment plan. We have found that this service, along with early intervention, has greatly reduced the days lost through stress-related absence and stopped stress-related disability altogether’.
Proactive management of mental health in the workplace has allowed Hewitt Associates to save ‘nearly £400’ per employee. More importantly, as Kenrick states:
‘it's the intangible elements that are most rewarding. The feedback from staff who have been helped to recover from difficult circumstances has been exceptional’.
EDF Energy is a major electricity provider. A workplace audit showed that the company was losing around £1.4m in productivity each year as a result of mental ill health among its employees. As part of an Employee Support Programme the company offered psychological support (cognitive behavioural therapy) to employees and trained over 1,000 managers to recognise psychological ill health among staff and to minimise its effects. This resulted in an improvement in productivity which saved the organisation approximately £228,000 per year. Job satisfaction also rose from 36 to 68% (Business in the Community, 2009).
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