This year, the theme of World Mental Health Day (10 October) is ‘mental health is a universal human right’.
The theme calls us to action, to not just acknowledge but act to break down the barriers to good mental health that we, and others experience in our homes, schools, and workplaces.
The changes needed to dispel stigma and promote understanding of mental health can only begin when mental health is prioritised.
In order to preserve the dignity of people who live with mental health issues, we must learn to identify and innovate against discrimination, particularly at work.
According to the World Health Organisation, approximately 60% of the world’s population is in work.
In the UK, the number of people aged 16+ in employment was projected to be 32.88 million in May to July 2023.
With this in mind, feeling safe and engaged at work is an issue which directly affects tens of millions of people by:
For people who live with mental health issues, stable and sustainable employment can contribute to ongoing recovery, inclusion, accessibility along with increased confidence and social interaction.
Safety at work doesn’t begin and end with physical hazards, psychosocial safety is integral to a healthy working environment.
With much stigma still present when it comes to mental health and work, discrimination can still occur in the workplace.
It’s a change that can start – from the inside.
According to Human Focus UK, mental health discrimination is when a person is mistreated or disadvantaged because of a mental health issue.
The United Nations cites mental health as a human right under the principles for the protection of persons with mental illness and the improvement of mental health care, adopted in December 1991.
Specifically, principles 1.2 and 1.4 cite the respect for the dignity of the person and the freedom from discrimination on the basis of mental health.
In the UK, there are laws which ensure everyone, including people with mental health issues, receive fair treatment at work.
These include:
Some of the ways a person can be disadvantaged or discriminated against in the context of work can include:
Often, people with mental health issues fight silent battles – likewise their struggles are not immediately visible.
Which makes ally-ship and proactivity the necessary the most powerful tools for change.
Even forward-thinking organisations will encounter some hurdles when they review how accessible and inclusive their workplace is, along with the level of psychosocial risk.
Some of these steps can involve reviewing recruitment processes, reviewing employee feedback, promoting human resources processes and outlets such as an employee assistance program.
The emotional and financial investment in this process will pay off, allowing your organisation to access a largely untapped talent pool, and better support current employees.
Employers, in consultation with key stakeholders, can help improve mental health at work by creating an enabling environment for change.
The World Health Organisation recommends strengthening practices such as:
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