Mark McFall: Let's start talking about mental health

Mark McFall says the business community needs to offer more support to those with mental health issues. Picture: Contributed

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In recent years we have all become more aware of our social, physical and mental health, and the term 'mental health' itself has become more socially acceptable, but has this tolerance spread into the workplace?

Are employers doing enough to support people with mental health issues in the working environment?

With only 30 per cent of employers saying they would recruit someone with a mental health problem, there is clearly still a lot of stigma within the working environment. Why is mental health still seen as a “problem” area for employers?

It is estimated that one in four of us will experience a mental health issue at some point in our lives. That’s a quarter or our workforce that we are ignoring or dismissing when all they need is a little bit extra support. We all need extra support at some point in our working lives, so why punish people for it?

Last week, we held an event for employers to discuss some of the changes that could be made. Representatives from Barclays Reach Network, the Scottish Association for Mental Health (SAMH) and the Glasgow Alphas – the first inclusive rugby club in the city – shared their own mental health stories with a particular focus on their work life and experiences with organisations and employers.

The Health & Safety Executive estimates that every year around 1.5 million people experience a mental health problem that they believe to have been caused by their current or past work. A significant number who we, the business community, could and should be offering support to.

Scots councils urgently need more mental health officers

The wider workforce has to be taken into account too. Companies should consider what training and education can be provided to raise awareness of mental health issues within the workplace, and arm employees with the skills to recognise when they or their colleagues might be vulnerable.

Those attending our event were willing to learn, and this is backed by research, suggesting that 83 per cent of employers want to know more, yet feel unqualified to provide help or support to colleagues. It’s not that they don’t want to help, it’s that they don’t know how.

So, how do we move forward, become more inclusive and support our workforce through stress or episodes of ill health? Below are some initial areas to consider about making a difference within your organisation.

Training and education: Listening goes a long way. Ask employees two simple questions in relation to mental health issues: what do you want, and what do you want to find out? This can be a daunting process for any business, particularly for smaller companies with fewer staff and resource. Don’t get lost in the size of your business; be smart with what you’ve got. Barclays Reach Network began as small focus groups asking employees how they felt about mental health.

What people value most is authenticity. Role models or speakers who share their experiences and their stories is a great way to start creating a face to face discussion platform within your business.