Supervisors - First Responders

03/07/2021

Supervisors are in many ways first responders to mental illness in the workplace. Depending on your training and experience, and your knowledge of mental illness, you can make all the difference between early and constructive intervention, leading to recovery and uninterrupted productivity, or a downhill slide.

A sympathetic workplace that reaches out is vital to the recovery of someone facing mental illness. Research has proven that in your position as supervisor, you are going to be the key role model. It takes work to know how to do it right. It very seldom comes naturally, and it's certainly not something that gets taught in school.

In the workplace, roadblocks to recovery include:

• Stigma from ignorance and stereotypes;
• Perceived or actual lack of support;
• Fear of negative reactions from colleagues if the illness is disclosed;
• Uncertainty about types of assistance that can be provided;
• Fear of losing one's job.

Providing education to all employees about mental health can help raise awareness and encourage individuals to seek help. Because everyone's circumstances are different, a plan to help someone with a mental illness, or someone who is dealing with a loved one who has a mental illness, will need to be tailored for the individual. A good question to ask yourself is: "What would we do if it were a physical illness?"

Here are some tools to help support an employee:

1. Offer support: Ask if there is anything you can do to support him or her. The employee may not wish to take up your offer, but it is important to make clear support is available. Specific support might include referring that person to resources at work, such as an Employee Assistance Program (EAP) or referring them to ESF Human Resources where they can complete a "Request for Reasonable Accommodation" Form. Please note: in some cases, a "Request for Medical Information" form will be requested by Human Resources.
2. Be inclusive: Fear of stigma - actual or perceived - can affect a person's confidence. Speak openly about how our community cares for people with mental health conditions in the workplace and encourage others to do the same.
3. Maintain confidentiality: The details of an employee's condition and treatment must remain confidential unless he or she gives explicit permission to share with others.

Supervisors should refer employees to Human Resources for workplace accommodation requests and will determine reasonable accommodations. Human Resources will include supervisors in this processes.

The benefits of a stigma-free workplace for organizations are many. They include retaining skills and experience, avoiding costs associated with retraining or hiring new employees, and building a workplace culture that demonstrates a dedication to all employees.

Yes, no question, the topic of mental health is a delicate one. And you can make a world of difference by being supportive and listening. You can be the catalyst for eliminating stigma.

*information provided by HeadsUp.org/au