VOICE OF THE
WORKERS ISSUE 27 July 2014
Mental Health at work
Awareness as the agent of change
Contents The private tear
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Investing in the greatest asset 03 Towards a framework policy for mental health at work
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Mental health at work: The essentials
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On average, most of us spend at least eight hours, or one third of our day at work. If one considers that we spend an average of eight hours sleeping, this means that we are talking about two thirds of our lives. A good number of workers spend more time at work than with family and friends It is every worker’s right to be happy at work, safe from physical as well as mental harm. Most of the time, however, we tend to give major importance to physical health and safety at work, but not enough to mental health. When work is going well, it does much more than provide an income. Work provides a connection to the world around you, a sense of purpose and meaning, a feeling of accomplishment, as well as a sense of personal identity.
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Generally, ‘good’ work is also a very good antidote to general anxiety and depression that may set in at some time during a person’s lifetime. The opposite is true when our work is devoid of purpose, too stressful, and where relations and the general ambience at work are strained or outright toxic. Although mental health can be down to the individual and to the job he or she is doing, there
Editor’s note josef Vella
“We need to acknowledge more that what happaens during work will affect the rest of our lives”
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may be issues relating to the job itself, difficult relationships with peers or managers, organisational factors, as well as issues that relate to what is going on personally, as well as individual factors, including the personality type, ways of coping with stress, as well as the personal level of resilience. Naturally, there are also instances of persons falling mentally ill due to other factors unrelated to work, and the effects of the illness are ‘imported’ into the work environment. We need to acknowledge more that what happens during work will affect the rest of our lives. High job strain, lack of appropriate recogmition for effort , lack of organisational justice, and job insecurity, are major challenges to workers’ mental health. Together
with this, one needs to also include aspects of harassment and bullying, that may be present at our places of work much more than we are ready to admit. We need to encourage managements and workers alike to give mental health the same priorities as physical health and safety. We need to increase awareness of our responsibilities for mentally safe and healthy workplaces. Mental health of employees needs to be addressed as an aspect of strategic importance in every organisation. Mental health issues in Malta are still taboo. We might have progressed, but we still have a long way to go. The unwillingness of affected persons to open
up, admit they have an issue, and seek relevant help for fear of retribution, is damaging not just to the person but also to the whole organisation. Mental health is known to be one of the major contributors to absenteeism, and lack of awareness means that colleagues and managements do not know how to handle such situations. This leads to problems that can spiral out of control. We all need to become aware, and discuss these issues together as an organisation. Talking about a mental health issue should be as easy as talking about a physical health issue. Eckhart Telle stated that awareness is the greatest agent for change. Old ways will not open new doors. But attitudes will.
The private tear Most people suffering from mental health issues, suffer in silence. Research shows that 20.3% of Maltese workers stated that their work has in fact caused them some form of emotional or mental health problems. Simply put, that’s one in five workers. In many instances, underlying problems are not tackled becoause of the stigma associated with mental health issues. We need to combat stigma and social exclusion, if we are to prevent Maltese workers from drawing a private tear. We need to become aware of the root causes of mental health risks at work, and take the necessary measures at tackling them. VOICE OF THE
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Investing in the greatest asset Interview with Bernard Caruana Clinical Psychologist
Clinical Psychologist Bernard Caruana is the President of the Malta Union of Professional Psychologists and a member of the Presidens’ Council of the European Federation of Psychology Associations (EFPA). Two years ago Bernard was elected also as an Executive Council of The European Federation of Psychology Associations (EFPA) and is now one of the seven psychologists who represent all the Psychology and Psychologists in Europe. Bernard is also a National Council Member of the Confederation of Malta Trade Unions.and a popular contributor on various television and radio programmes as well as on the printed media.
What, do you think, are the major issues surrounding the mental health of work When discussing mental health at the place of work, many times, people assume we are speaking about tackling mental ill-health issues. This is not all. Way back in the 1940’s The World Health Organisation defined health as a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity. Therefore, when speaking about mental health we must speak about a state of mental well-being. Wellbeing is a positive outcome that is meaningful for people and for many sectors of society. It tells us that people perceive that their lives are going well. Thus, working towards mental health at the VOICE OF THE
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workplace does not imply merely dealing with issues of mental illhealth but helping our employees experience a sense of wellbeing – looking at their lives and feeling a sense of ‘OKness’. When employees have that sense of well-being, and particularly when their employment is offering them / contributing towards that sense of well-being, they will give much more to their employer. In his encyclical letter Laborem Exercens John Paul II said that work is a fundamental dimension of man’s existence on earth. Rather than a punishment, work is a uniquely human characteristic which enables him to join in God’s work of creation. Man must earn his daily bread through work but he/she also contributes to the
continual advance of science and technology and to elevating unceasingly the cultural and moral level of the society within which s/he lives in community with those who belong to the same family. This applies to all type of work whether manual or intellectual, whatever it’s nature or circumstances, states John Paul II. When the worker looks at work in this way, work will be contributing towards his/her well-being. When the employer respects the worker and acknowledges his/her contribution without exploiting or manipulating him/her, the worker will find meaning in his /her job and carry it out fervently. I have known persons who suffer from mental ill-health in the psychiatric hospital who missed work almost more than they missed 3
Feature story
their family. They missed work because they felt understood and respected by their employer and colleagues and felt that it gives them meaning – a sense of purpose in life. I cannot say that these were the majority or that indeed they were a great number but I met such people. On the other hand I met others who were not understood by their employer and / or colleagues and their place of work was a source of further distress. What contributes to mental well-being at the place of work is an atmosphere of respect, dignity security and collegiality. If the place of work is not a source of stress and ill-health but a source of nourishment, where an individual feels dignified and feels a sense of purpose meaning, then it will be contributing towards the workers’ well-being. Do you think that there may be trends in Malta that may be different from our European counterparts? When we are referring to mental illness we are referring to difficulties which affect the way people think, feel and act. These are universal and affect people similarly all over the globe. These include, among others, psychotic, mood, anxiety and personality disorders. A study indicated that 1 in 4 of British adults experience at least one diagnosable mental health problem in any one year, and 1 in 6 experience this at any given time. One in five Americans experienced some sort of mental illness in 2010, according to a new report from the Substance Abuse and Mental Health Services Administration. About 5 percent of Americans have suffered from such severe VOICE OF THE
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mental illness that it interfered with day-to-day school, work or family. Apart from mental illnesses there are also the effects of stress. There are internal as well as external sources of stress. Some external sources of stress may emanate from the same place of work. There is no reason to believe that the situation is Malta is very much different from that in other European Countries. The major difference might lie in the fact that Malta is a small island where everybody knows each other and this may have its pros and cons. Lack of privacy and individual space might be on the negative side while a sense of community (as vs an anomie society) on the positive side. Malta is also a country which is rapidly changing from a traditional society to a more progressive social milieu.
To what extent is the stigma surrounding mental health still prevalent in the Maltese workforce? Unfortunately in the Maltese workforce there is still a substantial amount of stigma surrounding mental ill-health. In the past years, due to efforts made by the Mental Health Services, other non-governmental organisations and the media, the public became more informed and sensitised thereby the stigma reduced substantially. There, however, is still much more we need to do in this regard. The stigma is felt not the least in persons who require help but are afraid to admit it. Let’s be honest: it is much easier to admit a physical problem than to admit that there is something wrong in the way you think and perceive things, in your emotions or in your behaviour.
Apart from mental illnesses there are also the effects of stress. There are internal as well as external sources of stress. Some external sources of stress may emanate from the same place of work. 4
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What skills do you think are needed for workers to be better able to invest in their mental health? In order to invest in their mental health and well-being, first of all, workers must be aware of the sources and indications of distress and ill-health to address them immediately. Workers must also be aware of sources of stress and develop stress-management techniques in order to adopt a lifestyle which, as much as possible, enhance their well-being. They must be aware of their lifestyle choices not to adopt patterns which induce more stress. Be positive about themselves and have a positive outlook to things, namely eliminating self-talk and replacing it with a positive mental attitude; Develop nurturing relationships and finding meaning in lifel; Learning to deal with one’s emotions, being assertive and
able to resolve conflicts are also valuable assets. Physical exercise, relaxation techniques and meditation or some quiet time to be in touch with oneself are part of a life style which buffers against stress. There are some things in life which we do not have any control upon, but we always have the freedom to choose our attitude to life situations. This is very well explained by Viktor Frankl a Jewish psychiatrist who survived the ordeals of a concentration camp during World War II and observed persons who survived and others who succumbed to the distress. What, in your opinion, can be done more to achieve better mental health in the workplace? To achieve a better work-place, employers need to believe that their best assets are their human
resources. Believing in the workforce, respecting workers, showing them that they are not just a number but that they are values and are an essential part of the enterprise is essential. An atmosphere of collegiality and socio-emotional support needs to be developed among the workers. Employers should not give importance to issues which occur on the place of work but need to show interest in what is happening in the personal life of the workers. If there are individuals suffering from illmental health these need to be supported. Employers, must above all, see that the workplace is not a source of stress in itself. The work-place must not be a rigid, mechanical place where red tape and burocracy take precedence over people. There should not be unrealistic expectations from the workers. All the more, injustices should be avoided as these are a great source of disharmony and stress. If the workplace is a place where individuals are respected and where they feel a sense of belonging, if workers find meaning in their work and feel valued, then the workplace will be contributing towards mental health and well-being. The workplace also needs to foster a culture of appreciation towards its human resources and help them through stress-management and self-development programmes. When an organisation is investing in the well-being of its human resources it is investing in its greatest asset. Interview by John Mallia
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MEUSAC
Towards a framework policy for mental health at work The World Health Organisation defines health as “…a state of complete physical, mental and social wellbeing and not merely tvshe absence of disease or infirmity.” This definition provides a comprehensive and holistic understanding of the concept of health automatically including three interconnected areas: physical, mental and social health. Mental disorders are highly prevalent in Europe and these represent a major burden for society which is commonly associated with significant losses of productive human capital. The European Union (EU) Joint Action on Mental Health and Well-being, which commenced in 2013, is a 3-year initiative, involving all the 28 Member States, aiming at building a framework for action in mental health policy at the European level. This Joint Action focuses on the promotion of mental health at the workplace and schools, the development of actions against depression and suicide and implementation of e-health approaches, the development of community-based and socially inclusive mental health care for people with severe mental disorders, and the promotion of the integration of mental health in all policies. Currently, 8 ‘Working Packages’ are in progress; with each and every package dealing with
the promotion of health in various specific sectors. Working Package 6, entitled ‘Promotion of Mental Health at the Workplace’, was initiated in 2013 and is a distinct project which concentrates specifically on the promotion of health in the context of mental demands at work. The ambition is that by 2015, the Joint Action develops an action framework to support enterprises in adopting policies and practices which prevent mental ill-health and which strengthen positive mental health, based on improved co-operation and coordination among the relevant stakeholders in the participating EU countries.
promoting mental health in its variety and becoming part of a European frame of reference for future measures in the field of public health.
The overall goal is to incorporate the results which will be announced at the end of the programme, into a European policy framework,
MEUSAC 280 Republic Street, Valletta VLT 1112 Tel: +356 2200 3315 • Fax: +356 2200 3329 • Email: info.meusac@gov.mt www.meusac.gov.mt VOICE OF THE
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MCESD
Mental Health at Work: The Essentials
Good mental health at the work place is necessary in ensuring that both employees and employers have a sense of wellbeing and are able to deal with any difficulties or issues that may arise at the place of work. Mental disorders can affect numerous individuals. However they are hard to diagnose since they can be hidden. Mental health problems lead to individuals being unable to work, consequently decreasing the active people in the labour market. Mental health issues are creating challenges to policy makers as well as impair economic performance. Such costs are concurrent with unemployment rates and productivity levels. Improving workplace environments as well as removing stigmas need to be at the forefront of both national
and addressed both nationally and jointly at an EU level so that the problem is overcome. Policy makers around Europe have been trying to create policies which hinder the impact of mental health as well as trying to improve mental health amongst European workers. There are various barriers which policy makers need to face including lack of awareness and identification method. Policies related to mental health require the support from various stakeholders including Government, Unions and Employers’ Organisations amongst others. Investment in mental health is therefore essential.
The importance of awareness cannot be stressed enough when it comes to this issue. There is a lack of awareness not only amongst individuals themselves who need to recognise when there are problems but also with regard to employers. The latter need to be adequately equipped to deal with mental health problems at the work place should the need arise. It is imperative to point out that one needs to work hard to have good mental wellbeing, just like in the case of physical health. If a worker does not suffer from any type of disorder the individual should still focus on ensuring on keeping a good mental health. This can be achieved through family work life balance as well as through exercising and following a healthy diet.
MCESD 280/3, Republic Street, Valletta, VLT1112 Tel: (+356) 2200 3300 www.mcesd.org.mt VOICE OF THE
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CIA
The mental health agenda
Documents
Mental Health Europe launches video on youth employment On the International Day of Persons with Disabilities, Mental Health Europe has released its brand new video on the Individual Placement and Support (IPS) method. Filmed over the course of two days in Brighton and Southend on Sea, UK, the video shows how even young people with severe mental health problems can gain quality paid employment. Interviews with employment specialists, users of IPS, employers, and managers of mental health services paint a comprehensive picture of how IPS functions, and could prove to be very beneficial for anyone wishing to replicate this model. The video, edited in-house, is a deliverable of Mental Health Europe’s Tried and Trusted Project. It was first shown at the European Parliament, during a hearing on youth employment hosted by Nessa Childers MEP and is now available on Youtube: https://www.youtube.com/watch?v=wTGDDGJT-M4
European Conference on Youth Mental Health: From continuity of psychopathology to continuity of care (STraMeHS) Italy,
Events
Videos
Mental Health is the subject of extensive discussion in European Union fora. There is a common trait here is the challenges and the possibilities surrounding persons with mental health issues, as well as the importance of investing in mental health at work and beyond. This information has been submitted by the Brussels Office of the Confederazione Italiana Agricoltori.
Venice: 16-18 December 2014
Background: Young people aged 10-24 years represent 27% of the world’s population, and up to 75% of mental disorders occur within 25 years. The STraMeHS Conference aims at raising awareness and improving mental health providers, policy makers, decision makers and health administrators’ knowledge about youth mental health and factors affecting this area. The event will also promote the development of integrated and continuous models of care and functioning of mental health services targeted to the specific needs of youth. Registration deadline is 30 November 2014. Please send in an abstract before 31 July 2014.. For more information and registration follow this link: https://www.etouches.com/ehome/87435
Mental health: Challenges and Possibilities This is a report drafted the conclusions from the Lithuanian Presidency conference on “Mental health: challenges and possibilities” (October, 2013) identified the urgent need to address mental health challenges by actions that are evidence based, efficient, and sensitive to the need and cultures of countries and their population groups. The report is available here: http://tinyurl.com/l9bdp23
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