Creating A Stigma Free Workplace Great Work Webinar Series: Presented By Mike Hudson Washington Business Alliance

A Little Personal Perspective…

Mission: Great Work: (1) Making the business case for hiring people with behavioral health challenges. (2) Aiding job seekers with behavioral health challenges return to work. (3) Eliminate Stigma in the workplace.

Definition: Stigma: a mark of disgrace associated with a particular circumstance, quality, or person: "the stigma of mental disorder" synonyms: shame · disgrace · dishonor · ignominy · humiliation · (bad) reputationshamedisgracedishonor ignominyhumiliation Source: Oxford Dictionary

The Reality is… Peter Drucker Regulations for Lunch! And, Incentives for Dinner!

“Surveys of US employers show that half of them are reluctant to hire someone with past psychiatric history or currently undergoing treatment for depression, and approximately 70% are reluctant to hire someone with a history of substance abuse or someone currently taking antipsychotic medication.[19] Half would rarely employ someone with a psychiatric disability and almost a quarter would dismiss someone who had not disclosed a mental illness.[20] It is important to note that these behaviors are in direct contravention to the Americans with Disability Act, which requires employers to make reasonable workplace accommodations for people with physical and mental disabilities.[21*] “ “People with mental disorders identify employment discrimination as one of their most frequent stigma experiences.[22*,23] Compared with individuals with physical disabilities, twice as many people with mental disabilities (the majority) expect to experience employment- related stigma.[23] One in three mental health consumers in the United States report being turned down for a job once their psychiatric status became known and in some cases, job offers were rescinded when a psychiatric history was revealed.[24,25] “ Stigma and Employment Equity, 2010

“Surveys of US employers show that half of them are reluctant to hire someone with past psychiatric history or currently undergoing treatment for depression, and approximately 70% are reluctant to hire someone with a history of substance abuse or someone currently taking antipsychotic medication.[19] Half would rarely employ someone with a psychiatric disability and almost a quarter would dismiss someone who had not disclosed a mental illness.[20] It is important to note that these behaviors are in direct contravention to the Americans with Disability Act, which requires employers to make reasonable workplace accommodations for people with physical and mental disabilities.[21*] “ “People with mental disorders identify employment discrimination as one of their most frequent stigma experiences.[22*,23] Compared with individuals with physical disabilities, twice as many people with mental disabilities (the majority) expect to experience employment- related stigma.[23] One in three mental health consumers in the United States report being turned down for a job once their psychiatric status became known and in some cases, job offers were rescinded when a psychiatric history was revealed.[24,25] “ Stigma and Employment Equity, 2010

“Employees with mental health problems may also experience stigma and discrimination from coworkers once their mental illness becomes known. Workers who return to their jobs after an illness report returning to positions of reduced responsibility with enhanced supervision where they are socially marginalized and become targets for mean-spirited or negative comments from workmates who had previously been supportive and friendly.[24,25,36] Half of the competitive jobs acquired by people with a serious mental illness will end unsatisfactorily as a result of problems that occur once the job is in progress, largely as a result of interpersonal difficulties.[37]

The Irony is… Employers may think they are dodging a bullet by not hiring people with mental health disorders. But statistic show that 1 in 5 adults between the age of 18 & 64 experience a mental health issue every year, SO: 1/5th of the current workforce IS a person with a mental health disorder!

The Irony continues… The cost to employers of ignoring mental health and allowing a culture of stigma to continue costs them $240 per employee per year for a total cost to the economy of more than $190 billion in lost productivity and absenteeism. The cost of replacing an employee who has left the company due to an untreated mental health disorder is on average 1 & ½ times the annual salary for the job in recruiting, hiring, training costs, productivity and loss of organizational knowledge. (That does not include costs of unemployment or disability/workers comp. payments to the employee who has left.) Mental health accounts for 47% of a company’s health and lost productivity cost while physical illnesses account for only 25%

Remember this: Change the Culture of your company

Here is how Conduct an employee awareness program about depression, anxiety, and substance abuse Educate managers about mental disorders. Establish an easily accessible behavioral health system. Offer mental health screening. Screening for Mental Health: WorkplaceResponse

continued Evaluate your current mental health benefits and health services If your company doesn’t already have an EAP, consider getting one Encourage and incent your employees to use it. Calculate the cost of depression and alcohol abuse in your workplace See and Collaborate with other employers and stakeholders Link up with mental health providers/clinicians in your community Spread the word

CEO Roundtable CEO’s of “employers of choice” are in a unique position to drive change for employees and their families by identifying and filling unmet employee needs related to mental health and wellness. #IWILLLISTEN

The Right Direction

Other Resources

Answers? Blank Stares?

Disclaimer/Disclosure “The views, opinions, and content expressed herein do not necessarily reflect the official position of the Washington state DSHS, SAMHSA or HHS. NO official support of or endorsement by DSHS, SAMHSA or HHS for these opinions or for the instruments or resources described are intended or should be inferred. ”