People who have a diagnosed mental illness are quite likely to have an awareness of the types of stressors that can trigger illness. Likewise, workplaces should also be aware of stress factors and mental illness, as well as ways to accommodate particular needs. Mental illness should be perceived and accommodated in the workplace like any other illness or disability.
One of the greatest barriers to employment faced by persons with a mental illness is lack of flexibility at work. Flexibility is built on the positive arrangements that organisations need to put in place to promote equality in employment. Preparations should include:
- creating an general environment where individual arrangements are negotiated in response to the individual needs of each employee
- respecting the employee's right to confidentiality, assisting them to decide on the degree of confidentiality and ways to maintain this in the broader environment
- being supportive of an employee’s right to disclose their mental illness to others, by ‘normalising’ it and monitoring appropriate attitudes and behaviours from other staff towards the employee
- being willing to engage in joint problem solving
- making arrangements voluntary for the employee wherever possible, and being prepared to review plans periodically to meet changing needs
- being flexible in enforcing traditional policies
- being concrete and specific when identifying accommodations made and putting them in writing in order to provide clarity to employee and employer.
A partnership approach between management and people who have a mental illness is essential if organisations are to deal successfully with the obstacles to employment faced by people with a mental illness.
The benefits to the employer of accommodating the return of an employee after an episode of mental illness are many, including avoiding costs of hiring a new employee, and training them to the same level of productivity as the experienced worker. The return process requires the employer's flexibility and may need to be graduated. Overall, staff morale is likely to rise as employees see the care given to the individual, and co-workers are involved in the challenges faced by the returning staff member.
More information?
JobAccess has more information on supporting employees with mental illness:
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The JobAccess Advisers can provide expert advice on the effective management of employees with mental illness. Contact the JobAccess Advisers on 1800 464 800 or by using the Online Enquiry Form: