- Conference
- 2020 Higher Education Service Group Conference
- Date
- 26 September 2019
- Decision
- Carried
Conference has in recent years passed a number of motions relating to helping to tackle the issues around mental health conditions such as encouraging employers to sign up to “Time to change “ or become “Mindful employers”.
This has helped to shape the service group’s policy on supporting individuals with existing mental health conditions as well as seeking to prevent work related problems that may lead to the development of a mental health condition.
However, despite this, due to the fear of the stigma around discussing mental health issues with colleagues and managers, evidence shows that employees are fearful about raising issues or concerns in relation to their mental wellbeing in the same way as their physical health. It is also common that staff are reluctant to cite mental health as a reason of absence.
Conference is aware of the rising popularity for employers to have mental health first aiders, in the same way as there are first aiders who attend to physical incidents of injury or incapacitation. However, as there is not the same regulated approach to mental health first aiders as there is for physical first aiders, there are concerns around their introduction and the protection of those volunteering for this role. Employers need to ensure adequate support in the workplace for those experiencing mental ill health and for those volunteering as first aiders. These individuals are performing a reactive role, often when an individual is in crisis.
Tackling the causes of, and supporting individuals with, mental ill health in the workplace has no single answer but is usually far more effective when a combination of different support and approaches are provided.
Often contractual terms and conditions reward longer length of service and this can include occupational sick pay or ill health policies. Employees may be concerned about accessing these provisions, especially those staff on probation or in an insecure contractual position.
Mental ill health does not discriminate in relation to contract types or length of service and therefore neither should our employers.
In order to break the stigma around mental ill health, it is important to promote a positive attitude towards open discussion and a positive attitude to mental wellbeing. One successful approach to this outside the UK has been the introduction of mental health days.
Mental health days are a specific allocation of days, separate to any sickness absence or annual leave allocation, where an individual can take a day off to look after their psychological wellbeing.
Employers then ensure that the individual is supported to discuss how their work environment could be altered or adapted as well as sign posting them to other services and sources of support.
Conference calls upon the Higher Education Service Group Executive to:
1)Seek to work with other Campus Trades Unions, Universities UK, University and Colleges Employers Association (via the Higher Education Safety and Health Forum) and other organisations as may be appropriate, to explore the development of best practice and guidance relating to the recruitment and use of Mental Health First Aiders in the Workplace.
2)Develop a model “Mental Wellbeing Days” policy for branches to use in local negotiations with their employer.