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Employers encouraged to remove barriers to seeking mental health at work
Employers encouraged to remove barriers to seeking mental health at work
EMPLOYERS across Scotland are being encouraged to take action on employee wellbeing, and address the factors that are preventing employees from speaking up and seeking support when they need it. See Me, Scotland’s programme to end mental health stigma and discrimination, is calling on senior leaders to show a commitment to improving workplace mental health, invest time and effort into improving their practice, and role model non-stigmatising attitudes and behaviours.
Despite progress in recent years in terms of public awareness of mental health, stigma – negative attitudes or beliefs based on a preconception, misunderstanding or fear of mental health – and fear of discrimination continue to hold workers back from speaking up when they’re struggling in the workplace.
The Scottish Mental Illness Stigma Study, published in 2022 by See Me and the Mental Health Foundation, found that more than three quarters (77%) of people with experience of severe, enduring and complex mental illness have faced stigma at work. Of those who identified employment as an area where stigma had the greatest impact, 71% reported being treated unfairly by employers, supervisors or managers.
To help businesses take action against stigma, and recognise where they can do more to support staff wellbeing, See Me’s workplace team will host a series of webinars and masterclasses in the months ahead. The free online sessions will showcase how taking action to tackle mental health stigma at work can benefit businesses – by saving money, reducing absenteeism and presenteeism, and creating a better working environment for staff.
Employers across Scotland are seeing the benefit of engaging with See Me to take action against mental health stigma, including ScottishPower. Vicky Philips, Occupational Health, Hygiene and Wellbeing Director at ScottishPower, said: “Employee wellbeing is hugely important to ScottishPower, and mental wellbeing is a key component of that. Our partnership with See Me has been really influential as part of our journey to improve attitudes and awareness surrounding mental health in the workplace. They’ve worked with us every step of the way and provided independent expert guidance to help keep us on track. We look forward to continuing our partnership with See Me for the rest of our journey, however long it takes.”
The upcoming sessions will cover a range of topics, including understanding mental health at work, the role of managers in supporting staff mental health, and how to have conversations to reduce work-related stress. Attendees will also get the chance to find out more about the type of support See Me has to offer workplaces, and the free resources on offer to help you take action against stigma as part of the wider See Us movement.
Dr Patty Lozano-Casal, programme manager at See Me, said: “It is estimated that mental health problems currently cost employers in Scotland £2 billion annually, between sick leave and recruitment when staff are no longer able to stay in their role. Mental health stigma and discrimination in the workplace often comes from a lack of knowledge. It can damage employees’ confidence, limit their potential and prolong an illness. All of this harms the employer as well as the individual. Speaking to your employees about their mental health and creating a culture where people can talk openly will not only get the best out of people, but the different insights people can give can actually help achieve organisational goals.
Patty added: “Our series of free online events offer an ideal opportunity for line managers, HR professionals and company leaders to find out more about different aspects which can improve wellbeing at work, while removing some of the barriers which are stopping people from speaking up about how they are feeling.”
Narcissistic leaders cause employees undue stress in crisis situations
Narcissistic leaders cause employees undue stress in crisis situations
Vulnerable narcissistic leaders are especially likely to make employees irritated during crisis situations, reveals new research from NEOMA Business School.Birgit Schyns, Distinguished Professor of People & Organisations at NEOMA, and co-authors analysed survey data on workers in the UK education sector during the COVID-19 pandemic.
Respondents reported their levels of irritation and Coronavirus-related worry in five weekly surveys, as well as their experiences with vulnerable narcissistic leadership – an unstable form of leadership characterised by covert feelings of entitlement.
The study finds that employees subjected to this kind of behaviour reported feeling more irritation in general, and this irritation worsened in weeks when they were exposed to higher amounts of vulnerable narcissistic behaviour from those in charge.
“Resources are often already stretched thin in crisis situations. Vulnerable narcissistic leaders strain them further, for instance by giving employees no guidelines on how to accomplish goals or blaming others for their own shortcomings. Employees already short on time and energy are required to invest more in making sense of their leader’s behaviour,” explains Professor Schyns.
The researchers suggest organisations should watch out for red flags of narcissistic leadership, such as punishing others for taking the initiative, as the irritation this causes followers can lead to more severe mental health impairments.
“Followers can be protected by implementing checks and balances and adjusting HR practices to better deal with these behaviours,” says Professor Schyns.
OUT TODAY – SEPTEMBER 2023 Issue of Hr NETWORK Magazine
OUT TODAY – SEPTEMBER 2023 Issue of Hr NETWORK Magazine
Hr NETWORK is ‘The Hub’ of Scottish HR and people development with an ‘Access All Areas’ pass to Scotland’s most influential human resource and business professionals across all sectors in Scotland. As well as readers from the world of HR, the magazine is also extremely popular within SME (Small and Medium Enterprise) organisations and is very useful for line managers, heads of department, senior management, managing directors and other professionals throughout the country who play a vital role in the development of people within all industry sectors in Scotland. Published bi-monthly, Hr NETWORK Magazine is informative and a ‘must have’ for its readers, and brings with it in every issue, great opportunities and benefits for advertisers and sponsors too.
Hr NETWORK Magazine September 2023
Employing Ex-offenders: Everyone deserves a second chance
More ex-offenders and those nearing the end of their prison term are being given the chance to re-enter or enter employment. Many HR practitioners consider this a welcome opportunity to both address their talent shortages and improve diversity. But are there risks? Andy Moore finds out.
Also in the latest issue:
- The regular sections of the magazine include: Stats, EXTRA and The Bookshop
- The ‘Insights’ section features first class comment from those in the know on a range of subjects including: Pets in the Workplace; Always On; Sustainability; Bullying & Harassment
Click the front cover below to read the latest issue:
Work impacted for over a quarter of overseas employees with wellbeing issues
Work impacted for over a quarter of overseas employees with wellbeing issues
Wellbeing issues severely or significantly compromise the ability to function at work for over a quarter (26.4%) of overseas employees with wellbeing concerns, according to data released recently by Towergate Health & Protection. The figures are from one of Towergate Health & Protection’s leading global employee assistance programme (EAP) providers that looks after over 6.5 million employees worldwide.
- 54.5% of employees in Africa who contacted the service said their ability to function at work was severely or significantly compromised by wellbeing issues
- 28.3% of employees in Europe said their ability to function at work was severely or significantly compromised
- 25.8% of employees in the Asia Pacific region said work was severely or significantly affected by their wellbeing
Sarah Dennis, head of international at Towergate Health & Protection, says: “Employers of staff overseas mustn’t underestimate how work can be impacted by employees’ health and wellbeing. These figures show that putting support in place is not just a nice-to-have, it’s fundamental for the business.”
Work impact is assessed at the time of intake and is based on a bespoke workplace assessment functioning scale. The assessment measures a range of outcomes including absenteeism, presenteeism, compromised performance and reduced concentration, with the impact on being able to function properly at work categorised from minimal/negligible to severe. Over a quarter (26.4%) of those contacting the global EAP service were categorised as having their ability to function at work significantly or severely compromised.
The data shows that some of the most common issues that impede optimal productivity for overseas employees are relationships, stress, and anxiety, but also money management, housing, and legal concerns. Access to support needs to encompass all of these areas, such as via global employee assistance programmes that are holistic and can provide access to support for a range of interventions, from psychosocial to legal and work life services. Specific support can also be extended to managers and family members too – widening the benefit to the business.
Sarah Dennis concludes: “While the data shows how detrimental poor wellbeing can be to a business, employers should take comfort from the fact that solutions are available to mitigate the impact, and we would encourage them to investigate such support which meets the specific needs that employees overseas face.”
Importance of inclusive language in neurodiverse workforces highlighted in study
Importance of inclusive language in neurodiverse workforces highlighted in study
75% of respondents disliked the use of the term ‘disabled people’, instead noting a preference for ‘person-first’ language, such as ‘people living with a disability’ or ‘people with a disability’, according to the survey.
87% of respondents with dyslexia oppose the term ‘dyslexics’, in comparison to 71% of respondents preferring to be referred to as ‘people with dyslexia’. Additionally, respondents indicated a significant preference for ‘dyspraxia’ over ‘developmental coordination disorder’ (DCD), with 92% voting in favour of ‘dyspraxia’.
Exceptional Individuals the UK’s first employment agency for the neurodiverse community, conducted The Exceptional Individuals Language Consultation Report to highlight the need for inclusive language when referring to neurodiverse individuals within the workplace.
Respondents with ADHD, dyspraxia and dyslexia favoured ‘person-first’ language by 88.9%, 65.5% and 71% respectively.
The survey found that respondents preferred the term ‘neurodivergence’ (40%) over ‘condition’ (34%), ‘difference’ (20%), or ‘disorder’ (6%). ‘Disorder’ saw the lowest number of votes, with one person noting that they “very much dislike the words ‘disorder’ and ‘ condition’”, and another stating “I use ADHD because people understand what that is. However, I really hate the word disorder.”
Matt Boyd, Founder of Exceptional Individuals, said: “The meaning of a word can evolve over time. Some good words turn bad. Some bad words turn good. So it’s important that we stay vigilant of what is and isn’t considered acceptable language within our communities. But change doesn’t happen overnight. In the long, messy phase between words shifting from appropriate to inappropriate, or vice versa, there is often confusion, mistakes, and maybe even unintended hurt caused. In these moments, there needs to be patience and compassion, alongside consideration for those affected by these words.”
“Our findings make clear that there is no specific, ‘correct’, language we should all be using, but rather that we need to respect individual preferences to be truly inclusive.”
A recent study reported that 65% of neurodivergent employees fear discrimination from management within the workplace, whilst 55% fear discrimination from colleagues. 40% of respondents also claimed that there aren’t enough knowledgeable staff to help. In addition, the report also found that all neurodivergent employees reported low levels of well-being – highlighting the importance of ensuring that all members of staff use inclusive language.
Fintan O’Toole, HR expert and Owner of The HR Dept. shared his insights into the importance of valuing neurodiversity in the workplace: “Employers need to embrace the different skills and competences that they have in their workforce and to explore individual development plans for all staff regardless of their apparent abilities. What may at the outset present itself as an obstacle may well be a strength that can be built on for both the employer and the employee.”
“All staff should be made to feel welcome in the workplace. Diversity including Neurodiversity can be celebrated and recognition given to the real achievements of the whole team and the individuals in it. Employers have a duty of care and a legal obligation to provide a safe place of work and should consult with all employees and respond to the feedback they receive from that process”
SSE launch third jobs programme to help STEM professionals return to renewables sector
SSE launch third jobs programme to help STEM professionals return to renewables sector
SSE has stepped up its collaboration with return-to-work experts STEM Returners to help more engineers in Scotland re-enter the renewables sector after a career break. The partnership has launched a third returners programme across SSE’s Transmission and Renewables Teams in Scotland and the rest of the UK. Recruiting to roles such as Project Engineering, Asset Management and Project Management, the programme acts as a ‘returnship’ allowing returners to be reintegrated into an inclusive work environment.
STEM Returners, a leading organisation in the UK in returner programmes, will source candidates and provide them with additional support including advice, career coaching, and mentoring; ensuring applicants are ready and confident to return to work.
This is the third programme between SSE and STEM Returners, after two previous programmes enabled 20 professionals back to work. One of those professionals was Sue, who took had to take a career break to move to Scotland to care for a loved one with Alzheimer’s Disease. When it was time for her to return to the workplace, she found it an uphill task. But through the STEM Returners programme, she secured a Development Project Manager role with SSE Transmission.
Sue said: “It was daunting, mainly because many years had passed it was a challenge to get my head back into ‘work speak’. I was quite close to starting my own business as it had been a thankless task being rejected out of hand because of the gap. I thought it might not happen. But then I came across the STEM Returners website and literally couldn’t believe my luck that SSE had a programme, up the road in Perth.
“I had fond memories of working for big utility companies and so it felt like returning home. The flexibility of the role was really important to me and the support I’ve received from my Manager has been a major factor in my successful return. Not only have I been supported in finding my feet but also encouraged to find ways to promote and utilise the experiences I have had across my career. In effect we are redefining my original role and that demonstrates the benefit of the returner programme.”
Annual research from STEM Returners shows the challenges people who have had career break face, when trying to return – recruitment bias being the main barrier to entry. Sixty-six percent of STEM professionals on a career break say they are finding the process of attempting to return to work either difficult or very difficult and that nearly half (46%) of participants said they felt bias because of a lack of recent experience.
Additionally, it is hoped that the new programme will help fill an emerging green energy skills gap. It is estimated that around 200,000 new workers are needed it the UK is to deliver on long term energy security and meet its energy transition targets. *
Natalie Desty, Director of STEM Returners said: “The number of green energy roles is growing across the sector and there is a hidden workforce that can help fill those roles but are often overlooked.
“People who have a had a career break face an uphill battle to return to the industry – there is a misconception that a gap on you CV leads to a deterioration of skills but that couldn’t be further from the truth. Many returners keep themselves updated with the developments from their industry and have developed transferable skills that can benefit their employers.
“We are very proud to be continuing our strong partnership with SSE to return highly skilled people back into the industry they love. Only by partnering with industry leaders like SSE will we make vital changes in STEM recruitment practices, to help those who are finding it challenging to return to the sector and improve diversity and inclusion.”
Gordon Macfarlane, Head of Resourcing at SSE said: “We are delighted to extend our partnership with STEM Returners for another year. Our collaboration has already delivered remarkable outcomes, and we take great pride in providing support and opportunities to individuals seeking to re-enter the workforce after a career break.
At SSE, we are deeply committed to promoting diversity and inclusion across all areas, and have been supporting STEM activities for several years. This includes engaging with primary and secondary schools to offering returnships. As we embark on our third year of collaboration with STEM Returners, we look forward to doing more to remove the barriers that put people off returning to or transitioning into the industry.”
Since STEM Returners first launched in 2017, more than 400 STEM Returners candidates have joined programmes across the UK.