Colleague Mental Health Toolkit

I have a diagnosed mental health condition

You are not alone. It is estimated that, in any given year, one in four of the population of the UK will experience symptoms of a diagnosable mental health condition. In an organisation the size of the University of Exeter that would be over 1,800 members of staff.

From studies of the general population, the majority of people with a mental health condition in the UK continue to report stigma, and many still feel uncomfortable speaking about their mental health with their employer. At the University of Exeter, we aim to create a culture where discussions on mental health are normalised and where those with mental health conditions feel well supported and enabled to thrive at work.

Types of mental health condition

There are two main types of mental health condition; those where the person has insight and awareness of reality (neurosis) and those where this insight can be lost, albeit temporarily, and the person loses touch with reality (psychosis). Neuroses are now more often called “common mental health problems”.

Examples of common mental health problems include anxiety conditions such as Generalised Anxiety Disorder, Obsessive Compulsive Disorder and Post-Traumatic Stress Disorder, as well as mild to moderate depression. Treatment, when needed, includes psychological therapies, medication or a combination of both.

People with schizophrenia, bipolar disorder, and severe depression can experience episodes of psychosis. Psychosis can also be drug-induced. Symptoms can include delusions, such as feeling controlled by another person or an inanimate object, and auditory hallucinations, such as voices telling them to do things. Medication is often required to manage these conditions.

Although stress is not in itself a diagnosable mental health condition, we know that it can lead to mental ill health, including diagnoses such as depression and anxiety states, if prolonged and unmanaged.

Resource

Types of mental health problems (MIND)

The Mental Health and Wellbeing Continuums

As this diagram suggests, just as it is possible to have poor mental wellbeing but no mental health diagnosis, it is entirely possible to have good mental wellbeing despite a diagnosis. We can all move along these two continuums.

Is work beneficial to my mental health?

Engaging in meaningful and manageable work is known to be of benefit well beyond financial gain. It provides an opportunity to connect with like-minded others, it gives a structure to our day, and it enables us to contribute to something of value. These things are important for our mental wellbeing.

At the other end of the spectrum, work that is perceived as unmeaningful, excessively pressured, or otherwise stressful can impact adversely on our sense of wellbeing.

Employees are required to work with their employer to explore, and where possible resolve, work-related concerns. At the University of Exeter, the Workplace Pressures Risk Assessment tool is designed for this process.

What support can I expect at work?

Remember, you have a right to medical confidentiality and are not required to disclose any medical information to your manager should you choose not to. It is important, though, to let your employer know if your health is impacting on your work. For example, if you are experiencing an episode of depressive illness, it might be that your concentration or stamina is reduced. It would be important for your manager to be aware of this impact so that they can explore with you a) if you are well enough for work and b) if adjustments may be required to help you to manage your work.

Before your start your employment at the University, or if you change your position here, you are required to complete a New Starter Health Questionnaire. The completed document is confidential and would go straight to the Occupational Health team (OH). Where a health condition or disability is disclosed, OH would make contact with you to discuss how this might impact on you at work and whether any reasonable adjustments are required. With your consent, a report would be sent to the recruiting manager to advise on workplace health needs.

Occupational Health can also provide advice to your manager during your employment, via management referral. The HR Advisor team facilitate this process for the manager.

Where a disability is present, the University would be required to implement reasonable adjustments, if needed to support you to continue your employment. You may not necessarily consider yourself to be “disabled”, but may still be entitled to reasonable adjustments at work if the definition of disability is met. The decision on this is ultimately a legal one, but managers often look to HR and Occupational Health for guidance.

Resources

The MIND Wellness Action Plan templates, and associated guidance for the employee and the manager, facilitate better understanding of an employee’s mental health condition and how it might impact on work, awareness of early warning signs and any work triggers, and provide an opportunity to consider and plan suitable workplace support.

Other Resources

From the University

If you are feeling suicidal, or that life is no longer worth living, there is help available. Talk with someone you trust and get some urgent support. You can contact your GP or refer to the Occupational Health mental health webpages – “I need help urgently”.

Collegue Wellbeing webpages

Chaplaincy providing support for all regardless of worldview or religion