1. Section Title
Time to Change
Sarah Restall

2. Right now…
1 in 4 of us will experience a mental health problem in any given year
1 in 6 workers is dealing with anxiety, depression or stress
Research shows that work tends to be the most stressful factor in people’s lives
40% of employers view workers with mental health problems as a ‘significant risk’ – mental health is a concern.
Mental health problems among workers cost the UK economy between £70–£100 billion per year, or 4.5 per cent of GDP
We all have mental health, just as we all have physical health.
It exists on a spectrum and people can move up and down from good to poor for any number of reasons.
And it’s important we take care of both to promote our overall wellbeing.
We can all get mental health problems too.
Actually, they might be more common than you think. One in four of us will be affected by a mental health problem in any given year. They are as real as a broken arm, and they can have a greater effect on everyday life – even though there isn’t a sling or plaster cast to show for it. By 2020, depression will be the second most common cause of ill health worldwide
And yet it remains one of the biggest taboos in society today.

3. Yet…
Eight in ten employers have no mental health policy to help staff sustain good mental health
While stress has forced 1 in 5 workers to call in sick, 95% gave a different reason to their boss
Managers want to do more to improve staff mental wellbeing but they need more training and guidance
Staff would feel more loyal and committed if their employer took action on staff wellbeing

4. Our healthcheck findings showed
Our healthchecks report found that
Our healthcheck findings showed
82% reported experiencing stress, low mood or poor mental health whilst at work
37% reported having to take time off work because of stress, low mood or poor mental health
Only 57% of employees were aware of mental health support that was available to them
46% thought their organisation did not encourage them to talk openly about mental health problems

5. Stigma Silence around issue Scared to reveal problem Lack of knowledge
Those with mental health problems
Wider
society
Increases perception of stigma
Scared to raise the issue
Silence around issue

6. Stigma and discrimination can be life-threatening and life- limiting
60% of people said that stigma and discrimination are as damaging or more damaging than the symptoms of their mental health problem
A major cause of stigma and prejudice is that people don’t talk about it
9 out of 10 people who experience mental health problems say they face stigma and discrimination as a result
60% of people said that stigma and discrimination are as damaging or more damaging than the symptoms of their mental health problem
35% of respondents said that stigma had made them give up on their ambitions, hopes and dreams for their life
27% said stigma had made them want to give up on life

7. Time to Change Time to Change
Began in 2007 and is a campaign to end the stigma and discrimination that people with mental health problems face in England.
We're run by the charities Mind and Rethink Mental Illness, with funding from the Department of Health, Comic Relief and the Big Lottery Fund.
We aim to empower people to challenge stigma and speak openly about their own mental health experiences, as well as changing the attitudes and behaviours towards those of us with mental health problems.

8. Our work so far

9. In 2015/16 …
54 pledges were signed

10. From organisations such as

11. 98 Employee Champions signed up to share their lived experiences and help support others in their workplace

12. We worked with 60 Pledge Alumni to help them continue and develop their work.
These included:
Everton O2
Anglican water
L&G
Deloitte
Imperial College
Mars
Bank of England
Royal Mail
Pepsico
TFL

13. We published a report based on health checks of pledged organisations from Phase 2

14. The Employer Pledge Process

15. Time to Change Employer Pledge
A public statement to tackle mental health stigma and discrimination
Engaging people in conversations about mental health will help bring about lasting change. 

16. Stage 1: Registering your interest
Your Action Plan
Stage 1: Registering your interest
Demonstrate Senior level buy-in and accountability
Raise awareness about mental health
 Update and implement policies
to address mental health
Share personal experiences of mental health problems
Equip line managers to have conversations about mental health
Provide information and signpost
to support

17. Employee Champions Internally drive change Embed positive change
Lived experience or just a passion for mental wellbeing
Help support action plan activities
Commit to normalising conversations about mental health
Gain confidence, build a network, support others

18. As a result of signing the pledge
95% said it had a positive impact on their organisation
Eight in ten agree that awareness of mental health issues has been raised
Half reported a rise in staff disclosure of mental health problems since the pledge was signed
Three-quarters of Employee Champions feel that the pledge has had a positive impact on their organisation
78% have reported a positive change in their confidence with regards to empowerment

19. CASE STUDY: Royal Mail
Health and Wellbeing portal, called Feeling First Class currently has over 12,500 members.
5 videos were commissioned from the Mental Health Foundation; Recognising Distress, Supporting Yourself, Supporting Someone, Mental & Physical Health, First Class Mental Health
A Line Manager specific course provided by Mental Health First Aid England has been trialled across Royal Mail Group to enable managers to have positive conversations about mental health and deal with crisis situations if they occur.
Time to Talk Day: A ‘Z-card’ was developed and distributed to all staff to encourage them to talk openly about mental health.
RMG hosted an event to launch the BITC paper “Leading on Mental Wellbeing - Transforming the role of line managers: a blueprint for unlocking employee mental wellbeing and productivity”.
It is so important that employers make their Time-to-Change pledges a reality in the workplace. Here are some case studies to show how some organisations have put their pledge into action.
Mental Health Brief
RMG specific work on Mental Wellbeing
• Feeling First Class website: Our Health and Wellbeing portal, called Feeling First Class, is accessible to all employees via web or mobile. The portal encourages members to monitor and address a number of health areas including food intake, activity, sleep patterns, hydration and pressure. Currently we have over 12,500 members.
• First Class Support: Royal Mail Group’s employee assistance programme, a 24/7 support phone line for all employees and direct family members where they can access counselling, financial and legal signposting and coaching. This has been actively promoted over the last year.
• Health and Wellbeing Intranet: The new site has a Feeling First Class manager toolkit split into the different strands of the programme (including First Class Mental Health, First Class Support, First Class Fitness and First Class Lifestyle).
• Mental Health Foundation: 5, six minute, videos were commissioned from the Mental Health Foundation and have been launched through our Content on Demand to be used for ‘Work Time Listening & Learning’, on our wellbeing website ‘Feeling First Class’ and on ‘Success Factors’ (RMG’s learning portal) as a learning module (over 4,500 managers have completed the films as a learning module on ‘Success Factors’). The titles of the 5 videos are:
o Recognising Distress
o Supporting Yourself
o Supporting Someone
o Mental & Physical Health
o First Class Mental Health
• Time to Change Pledge: The “Time to Change” Pledge affirms our commitment to our mental health programme, First Class Mental Health. We signed the pledge in October 2014 with CMA/Unite and re-signed the pledge in July 2015 in partnership with the CWU. Royal Mail Group is now an alumni member of Time to Change.
• Mental Health First Aid Pilot: A Line Manager specific course provided by Mental Health First Aid England has been trialled across 4 sites and 55 employees in Royal Mail Group to enable managers to have positive conversations about mental health and deal with crisis situations if they occur. Feedback has been positive and an evaluation is being carried out on the trials to support a wider roll out. This course is now available on SuccessFactors for Line Managers to book onto.
• Time to Talk Day: A ‘Z-card’ was developed and distributed to all staff to encourage them to talk openly about mental health w/c RMG hosted an event to launch the BITC paper “Leading on Mental Wellbeing - Transforming the role of line managers: a blueprint for unlocking employee mental wellbeing and productivity”.
• Member of BITC Workwell – RMG is represented by Dr Shaun Davis on the Leadership team and by Judith Grant on the Practitioner team. This is an opportunity to share best practice and collaborate on new ideas.

20. CASE STUDY: Highways England
Working group formed in 2013 and meetings held three or four times a year.
Chief Financial Officer volunteered to be mental health champion
Employee champion started mental health blog series on intranet
Time to Talk Day supported for 3rd year
Stress management training to be delivered to all line managers (950) by end of 2016
Health, safety and wellbeing weeks
Working group formed in 2013 and meetings held three or four times a year.
Comprised of employees who have experienced mental health either directly or of colleague/friend/family, line managers, senior managers, mental health champion, trade union reps and HR. Discussion of issues and working to progress items such as developing the mental health adjustment agreement, bespoke line management training developed with Remploy, organising and running Time to Talk days
Mental health blog
Employee champion (Ian) started a blog on the HE intranet, two to date the first on mental health and language used to describe it, the second on myths, misconceptions and misunderstandings, over 75 employee comments so far, discussing mental health and sharing their own personal stories. Helping to break down the stigma associated with talking about the subject.
Time to Talk Day
Supported across Highways England again, different approaches in different locations such as cake sales, guest speakers and in a couple we had people available all day to have a conversation with in canteens.
Stress management training
Highways England has a five year health and safety plan and the group has influenced an action in this that all managers in the organisation attend stress management training by the end of 2016 to enable them to understand how to recognise the causes of stress, how to manage stress and help their teams.

21. CASE STUDY: Everton Daily motivational messages on Everton Today
Promote case studies from their own staff members
Have run a number of events including football tournaments and bingo
Everton vs Newcastle United - promoted Time to Talk Day
Going to run management and staff training
Daily motivational messages on Everton Today,
Promote case studies from their own staff members that wish for their stories to be shared and encourage others that it is ok to talk about their Mental Mealth and where to go to seek help with their issues.
Events: 280 Players took part in a Mental Health Football Tournament, 101 Staff took part in Mental Health Bingo, 42 Staff Members Attended a Big Brew Morning
Everton vs Newcastle United - promoted Time to Talk Day – the first time a Premier League club has dedicated a themed matchday to break the stigma around mental health.
Our players wore specially designed Time to Talk t-shirts for the pre-match warm up and the big screens highlighted the work carried out by Everton in the Community in the area of mental health wellbeing and also carried VTs from our two Employee Champions – these messages were played to the 36,000 capacity crowd prior to kick-off and during half-time. 12 volunteers from Time to Change being available
Going to run management and staff training

22. Impact Impact at Everton
“Knowing you have someone to speak to is the best thing ever! When I was younger I used to deal with things on my own but now I know there are people to listen.” “Fantastic to have these activities taking place at work. It has helped to make the subject more accessible to help stimulate much needed conversations about the subject.”

23. THANK YOU!

24. For more information see www. time-to-change. org
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