National Employee Mental Wellbeing Survey Results 2016

What we did A representative survey of over 3,000 full and part-time employees across all industries, size and UK regions. Supported by over 16,000 responses to an open access survey. Our focus: Mental health and wellbeing in the workplace The role of managers Experiences and actions in response Culture Confidence Training.

A collaborative approach BITC’s Wellbeing Leadership Team Our sponsors Our network partners

Experiences of poor mental health 77% have experienced the symptoms of poor mental health 62% have experienced symptoms of poor mental health where was work was a contributing factor JUST 6 % OF MANAGERS REPORT THAT SOMEONE THEY MANAGED APPROACHED THEM TO DISCUSS A MENTAL HEALTH ISSUE. 66% of women / 58% of men 64% in organisations >250 employees / 56% in ‘micros’ 65% of managers, 61% with no managerial responsibility 24% in the last month

35% did not receive support the most recent time Just 25% received some support from workplace sources Q. Thinking about the most recent time, did you go to any of the following for help? Base: 1,886 having previous experienced MHP related to work

(Employee with no management responsibility) And there are low expectations that the workplace would be source of support “The culture of this organisation...no trust. I'd be fearful of my approach back-firing.” (Employee with no management responsibility) Q. Who or where, would you go for support if you were experiencing a mental health problem? Base: 3,038 all employees

In over half of cases (56%) there was no responding workplace action What would have helped? Support with workload Redesigning job Time spent working from home Periods of time off Flexi-time or equivalent Counselling / psychotherapy Net: Positive / Neutral actions 30% Net: Sacked, forced out, disciplinary procedures 9% Periods of time off work 14% Referred for counselling 7% Support with workload 7% Disciplinary procedures 5% Phased or gradual return to work 5% Demoted 1% Sacked or forced out 5% Base: 1,886 having previous experienced MHP related to work

“Talking helped but management didn't” A quarter of managers received no support from people in their workplace “We have all the right procedures in place to help employees but a sympathetic attitude from management is not always present” (Line manager) “Talking helped but management didn't” (Line manager) Q. Thinking about the most recent time that someone you manage experienced these problems, did you talk to or receive support from any of the following people at work? Base: 1,047 all managers with experience of managing someone with a MHP

Board to shop floor – a gap in perceptions 60% at Board level think their organisation supports those with MHPs “very / fairly well” 38% of those who’ve experienced MHP A LOT OF PEOPLE SIMPLY DON’T KNOW WHICH IS A FINDING IN ITSELF. “I was unprepared for the situation and had no idea what to do to help.” (PANEL SURVEY, LINE MANAGER) Q. In your opinion, how well does your organisation support employees who experience mental health problems?

Managers acknowledge their role 76% agree wellbeing is their responsibility 80% that what they do affects wellbeing 42% think their organisation doesn’t provide enough support 63% often / sometimes put corporate interests above wellbeing But BUT 84% OF FEMALE MANAGERS THINK WHAT THEY DO AFFECTS WELLBEING VS 77% OF MEN. THAT ACKNOWLEDGMENT IS CONSISTENT ACROSS SUB-GROUPS. Base: 1,047 all managers

Only one in five managers think there are no barriers to supporting mental health “I advised the colleague to leave as senior management did not see the need for changes.” (Line manager) “I found that I was fighting with my company to ensure that treatment was confidential and available” (Line manager) Q. Do you think any of the following are barriers to supporting the mental wellbeing of those you manage? Base: 1,047 all managers

53% of women would feel confident talking to manager about MHP MHPs are not a comfortable or common subject to talk about in the office 50% of men 53% of women would feel confident talking to manager about MHP Q. Which of the following issues are you comfortable talking about at work? Base: 3,038 all employees

A third of managers are not confident they would recognise the symptoms DOESN’T VARY WITH AGE. THOSE MANAGERS WITH EXPERIENCE OF IT THEMSELVES ARE MORE LIKELY TO RECOGNISE IT – 75% VS 61% Q. How confident, or not, would you feel about responding to someone in work if they had problems such as …? Base: 1,047 all managers

Female managers are more confident than men that they could address MHPs in the workplace 74% 82% Stress “He appreciated I was someone he could trust. I made sure to encourage him to tell more senior managers if he needed help or come back to me. I kept checking in to make sure he is alright.“ (Female line manager) 58% 68% Depression Q. How confident, or not, would you feel about responding to someone in work if they had problems such as …? Base: 1,047 all managers

“Talking through issues with person involved helped them enormously” Informal barriers – just 14% feel nothing would stop them approaching someone Young people feel particularly restricted – 49% of 18-29s ‘not knowing how to start the conversation’ compares to 27% of 50-59s. “Talking through issues with person involved helped them enormously” (Line manager) Q. Which, if any, of the following might stop you from approaching someone at work who you think might be experiencing mental health problems? Base: 3,038 all employees

(Panel survey, line manager) Nine percent of managers have attended a specific course on mental health “I was not able to offer proper professional support as I had no training and the organisation was incapable of helping.” (Panel survey, line manager) Information and guidance online (54%) Basic training in common mental health conditions (49%) Senior leaders more supportive (42%) Training on how to talk about mental health (38%) 81% of managers want to know more, to learn / train or receive more support on wellbeing and mental health If we include mental health included in general training (7%) or management training (4%) then 22% of managers have had some mental health content. Just 4% of recalled management training included mental health content Q. Which, if any, of the following support would be useful for you to support the wellbeing of your employees. Base: 1,047 all managers

The key findings We all have mental health Six out of ten have experienced the symptoms of poor mental health related to work A quarter in the last month Disconnect: aspiration and reality Despite many believing they do or would support, only one in five managers have had any training Four out of five feel there are barriers to responding The pervasive culture of silence Half wouldn’t talk about it with their line manager, only a few think that nothing would stop them approaching someone The role of line managers Although the vast majority recognise it’s part of their responsibilities, a third lack the confidence to recognise the symptoms What happens? For over half – nothing – no actions Positive / neutral responses for fewer than a third Role of line managers: and it’s men and young people who have the least confidence.

1 Talk 2 Train 3 Take action Call to Action Break the culture of silence that surrounds mental health by taking the Time to Change Employer’s Pledge 2 Train Invest in basic mental health literacy for all employees and first aid training in mental health to support line manager capability 3 Take action close the gap by asking all staff about their experiences in order to identify the disconnects that exist in the organisation between what you have committed to and what your employees are experiencing

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