1. “I’m fine thanks”
How can we improve conversations about emotional wellbeing in the workplace?
Brendan Street
Professional Head – CBT
@Wellness17

2. 80 4 4 5 % % % Conversations and the dis-connect in the workplace.
ONLY
ONLY
BUT 80 % 4 5 4 % %
Of employees
Of employees
people experience mental health problems in
any given year
who had experienced anxiety felt able to talk to their line manager about it
who had experienced depression felt able to talk to their line manager about it
Of employers believed that their employees would be comfortable talking about mental health

3. Why are conversations regarding emotional wellbeing and mental health, either not happening, or occurring in a simplistic way?
Employees do not feel able to have a discussion - Fear
Employees do not know how to have a discussion - Language
Employees do not see a reason to have a discussion - Outcome
No Way
No How
No Why

4. No Way.
Service For Allianz

5. Don’t just take our word for it…
“…there is no doubt that the fear of not being promoted or being thought of as differently as a result of discussing mental health in the workplace may mean that individuals don’t put their heads above the parapet in the way they might for physical health”
The Institute of Directors, Policy Review, 2017
A recent survey of city workers (Metlife Employee Benefits Research, 2016) revealed that 70% believed that asking for help would “look weak” and “hurt” their career.

6. How can we reduce fear & improve the conversations about emotional wellbeing in the workplace?
One such way may be by moving away from the 1 in 4 statistic to a message of
4 in 4
4 out of 4 of us have emotional wellbeing needs and these needs exist on a continuum which we all move up and down, day to day, week to week, year to year.
In addition these needs require a range of support from enhancement, to prevention, to treatment.
1 in 4 is very useful at indicating how common mental health problems are – even more so if one attaches numbers to it. On 04/05 Feb 2017 almost 700,000 people attended professional football matches (United beat Leicester 3 nil). However this number is just 1/10 of the number of adults that experienced a common mental health problem that week (Institute of Directors, Policy Report 2017) – and that is an underestimation of the full amount as this does not include those in prison, hospital etc.

7. How can we reduce fear & improve the conversations about emotional wellbeing in the workplace?
The difficulty with 1 in 4 (useful as it is in terms of getting across the common nature of mental illness) is that it still creates a ‘them and us’
Mental illness becomes somewhat mysterious – existing in another group of people – ‘over there somewhere’.
It is
OTHERING
If as employers (and employees) we can create a culture of 4 in 4  
the responsibility – and conversation –
lives with all of us.
For example 4 in 4 of us have oxygen needs –if this was compromised in the workplace then solutions would be found very quickly.

8. “What is wrong with you” “What has happened to you”
How can we reduce fear & improve the conversations about emotional wellbeing in the workplace?
In addition an over emphasis of 1 in 4 means we are then more likely to look to treat the individual rather than the causes.
There is a current movement in psychology away from
“What is wrong with you” To
“What has happened to you”
Moving from a message of 1 in 4 to
4 in 4
Is consistent with this idea and will help to reduce stigma
We all have Emotional Wellbeing needs that vary according to what is going on around us

9. No How
Service For Allianz

10. How we describe emotions.
Triage delivered same day if booked before 4pm and face to face appointment within 24 hurs
Sadness .
Joy .
Fear .
Oh?
Have we have service – our approach in the middle and spider out all of our offerings from this.
Love .
Shame .

11. The language of mental health.

12. No Why
Service For Allianz

13. What is the purpose of the discussion?
For an employee to talk to their employer regarding mental health/emotional wellbeing there needs to be a ‘why’ –
That is, what is the purpose of the discussion? – a “so what?”
Employees need to see that it would be helpful to them to talk about emotional wellbeing with their employer.

14. What is the purpose of the discussion?
Unfortunately studies have found that the vast majority of employers once informed of emotional wellbeing need refer the employee to their GP (e.g. Institute of Directors, 2017).
Providing a range of visible interventions for emotional wellbeing needs ‘signposts’ a WHY -a reason for conversation-
This makes it more likely the conversation will occur.
A dialogue about emotional wellbeing is both welcomed and expected.

15. A range of emotional wellbeing services.
Enhancement
Coaching
Resilience Training
Mental Health Awareness
Prevention
Self Help
Guided Online Therapy
Mental Health Awareness/First Aiders
Treatment
CBT
Relapse Prevention
Embedded Therapist
Blended Care

16. What can we do to improve and encourage the conversation?
Healthy workplace – A wide ranging area that encompasses a workplace which is perceived, by employees, to; value the opinion of all employees and view emotional wellbeing as important as physical wellbeing. A blended approach to support. Look at organisation language re emotional wellbeing H
Open communication within the organisation – what is available and how to get it - Fieldworkers often get missed regarding such communication. Social Media messaging. O
Policies and Procedures that underpin mental wellness and emotional wellbeing. Particularly formal Mental Health Policies that explicitly state talking about mental health difficulties will not harm your career. P
A key feature of deteriorating emotional wellbeing is a sense of everything being Hopeless. In order to ensure that mental health/emotional wellbeing is supported and remains engaging to staff, organisations need to maintain a HOPEFUL workplace. In this way Emotional Wellbeing, rather that a one off event, that is soon forgotten, becomes embedded in the DNA, the culture of the organisation
H - This aspect requires a co-ordinated approach considering such things as exercise initiatives, healthy eating, breaks etc. Board level champions enhance, energise and sustain this.
O - We could give our Mental Health Week PAUSE initiative as an example of communicating with a disparate workforce. Also referral pathways between physio, nutrition, communication regarding the Emotional Wellbeing service in gyms and how staff can access the service
P – Policies such as grievance, bullying have key emotional wellbeing components e.g. referral to EW support.
E Any education and training needs to provide practical applicable skills so that the individual can deliver in the work place. E.g. How do I talk to someone if I have concerns about their emotional wellbeing.
Education and training on emotional wellbeing, mental illness (Mental Health First Aid, Mental Health Champions). E

17. What can we do to improve and encourage the conversation?
Felt sense of involvement in decisions within the workplace – greater involvement in decision making processes for employees within their workplace/role has positive impact on mood and functioning – Ask “What can we do to make it easier for you to get the help you need to support emotional wellbeing” F
Unambiguous – and often repeated - message that a dialogue regarding emotional wellbeing is both expected and welcomed by the employer - US NOT THEM – e.g. an Emotional Wellbeing Survey with results and actions resulting communicated to all staff, Cultural Mental Health as a Board/Team Meeting agenda item U
Links - to tailored, timely, stepped access psychological support from awareness to prevention, through to treatment. Mental aid first aiders can play a role in signposting an employee to such support. L
F A sense of hopelessness and helplessness is a key symptom in many mental health conditions. As such it makes sense that tackling helplessness at organisational level, by increasing control, may aid emotional wellbeing at an individual level. We have made efforts to involve the new EW team in decisions – Staff Panel, suggestions etc.
U - for example Mental Health Awareness Week – cross company PAUSE initiative
L – the stepped care model

18. Thank you... Any questions?