Background

Tackling a significant challenge that affects us all

In the National Service Framework (NSF) for Mental Health under Standard One, a duty was placed on Health and Social Care organisations to develop a strategy for the employment of people experiencing mental distress in their workforce. However, it was recognised that not only did Health and Social Care organisations require support to develop an effective strategy, so too did employers in the private sector, particularly in small and medium sized enterprises.

Research indicates that less than 40% of employers would consider employing someone with a mental health problem. [1] Such discriminatory attitudes prevent staff disclosing or discussing mental health issues and so contribute to a negative workplace culture.

Workplaces that are not mentally healthy are likely to suffer from higher rates of poor performance, staff turnover and sickness absence - people affected by poor mental health caused by, or made worse by work, may take an on average almost six weeks sick leave over a 12 month period. There is therefore a pressing health and business case for promoting mental well-being at work.

Nationally, 40% of the 2.68 million people currently claiming incapacity benefit have a mental health condition. [2] This number is reflected locally and represents an ever increasing pressure on local industry and the benefits service. With appropriate support, employers in Stoke-on-Trent and Staffordshire can gain the confidence to recruit and retain staff with experience of mental ill health, and in so doing bring valuable expertise and diversity to their workforce, whilst also contributing to social inclusion.

References

[1] C Manning and PD White, Attitudes of employers to the mentally ill, Psychiatric Bulletin, 19 (1995): 541-543
[2] Depratment of Work and Pensions Labour Market Survey August 2006