Mental illness invisible challenge

A person working productively in the office next door or one who always greets others with a warm smile could be suffering from a mental health issue, said Estelle Morrison, Toronto-based director of health management at Ceridian. The expectation mental illness is visible is a common misconception that can be detrimental to workplace well-being, she said.

“The reality is, mental illness doesn’t always look the same way,” said Morrison. “There is such great stigma around people suffering from mental illness that people will put great effort out to hiding symptoms.”

The belief that mental illness — such as depression and anxiety disorders — is easily discernible was highlighted in November when a Quebec woman claimed her long-term disability benefits were cut off because of photos she posted on Facebook.

Nathalie Blanchard, 29, had been on leave from her job at IBM for more than one year due to diagnosed depression. She told the CBC her benefits were stopped after the insurance company saw photos of her smiling at a bar and walking on the beach during a vacation. The insurance agent told her the photos were proof she was no longer depressed, said Blanchard.

“In the moment I’m happy, but before and after I have the same problems,” she told the news outlet.

While Manulife told the CBC it does use Facebook as an investigative tool, the insurance company would not deny or terminate a valid claim solely based on information published on the website, it said in a written statement.

Although the case is ongoing, the idea a person’s mental health could be judged based on appearance illustrates the need for continued education and understanding of mental health in the workplace, said Morrison. While the stigma around these issues has decreased in the past 10 years, a “tremendous amount” still exists, she said.

That stigma creates an environment of fear for workers who are suffering, she said, and employees are hesitant to approach managers with their concerns because they are worried about the possible job implications.

“People have diabetes but they don’t try to hide that because they don’t feel like that was their fault or they caused it,” said Morrison. “With mental illness, because it isn’t something you can see or do a blood test for, it’s easier for people to go inward and say this must be my fault.”

It is important for employers to learn how to identify and approach those who may be dealing with mental health issues, said Morrison. The first step is understanding a manager’s role is to notice changes, not to diagnose.

“It’s more about saying, ‘Something has changed with this employee, I’m concerned about their well-being and I would like them to see a mental health professional,’” she said. “What we advise managers to do is focus on what they do best, which is performance. They often are the first to notice change.”

Focus on prevention

In addition to noticing when a problem exists, employers should be focusing on prevention, said Morrison.

The World Health Organization has predicted depression will be the second leading cause of disability in 2020. With that in mind, employers should be working to cultivate a healthy workforce, she said.

“The challenge is to be aware of the full impact of not engaging in more preventative efforts rather than the active efforts,” she said. “It may not be noticed right away but it will come out later through disability statistics, staff turnover and productivity losses.”

One of the most compelling reasons to ensure mental health issues in the workplace are addressed and supported is suffering is contagious, said Myra Lefkowitz, manager of health and well-being programs and services at the University of Toronto.

“It isn’t an individual issue, it’s a collective issue,” she said. “Most of us work in a collective. If someone is having a lot of difficulty, it affects the way in which you work and the way you feel about going to work everyday.”

Mental health prevention and support for the university’s 11,000 employees are achieved through an employee assistance program (EAP), education, frequent workshops and discussion.

It’s important to educate staff about the options available so they can make informed choices, said Lefkowitz.

Returning to work

In addition to preventative efforts, the department works to ensure an employee returning to work after a disability leave makes a successful transition, said Lefkowitz

An accommodation team — comprised of a manager, the returning employee, a union representative, an HR professional and a member of the health and well-being programs and services office — works together to support the employee’s return.

Part of their method involves implementing a gradual increase of working hours and a temporary modification of workload. The team also develops a communication strategy to ensure the returning employee and colleagues are comfortable during the transitory period.

Relationships in the workplace have the greatest impact on whether someone transitions successfully and managers often forget to assist in that communication, said Lefkowitz.

“In so many ways, people are afraid to talk to each other honestly and I would have to say one of the things we work tirelessly at doing is reminding people to do that,” she said.

Ultimately, it is important for managers to create a psychologically safe workplace, said Lefkowitz.

“I think if the workplace is resilient enough to deal with what life throws at each of us over the course of our life, workplaces will be better places to be.”

Tips for managers

Mental health warning signs

Changes in an employee’s behaviour could indicate he is dealing with a mental health issue, said Estelle Morrison, Toronto-based director of health management at Ceridian. She outlined some warning signs managers should look for:

• absenteeism

• reduced productivity

• incomplete work

• missed deadlines

• increased workload (some people use work as a distraction so they become workaholics)

• difficulty concentrating

• change in interpersonal skills

• self-deprecating statements

• unkempt appearance