Mental Illness in the Workplace By Kate McLaughlin At Isnare.com Ezine Articles

With an estimated 26.2 percent of Americans ages 18 and older — about one in four adults — suffering from a diagnosable mental disorder in a given year, mental Illness, either directly or indirectly, affects nearly every person in the workplace; but it's still an unspoken and neglected reality for most companies. In order to improve productivity and create a more stable, committed workforce, companies need to make efforts to remove the stigma often associated with mental illness and address the needs it creates in the workplace.

Consider the following:

Absenteeism

Mental illness is the leading cause of absenteeism in the workplace - higher than heart condition, diabetes and back problems combined.

“Presenteeism”

Depression is the leading cause of "presenteeism" where an employee shows up for work but is not engaged in their jobs, affecting their productivity.

Disability

Mental disorders are the leading cause of disability in the U.S. and Canada for ages 15-44.

Cost

Untreated mental illness costs the USA $105 billion in lost productivity each year, with U.S. employers footing up to $44 billion of the bill, according to the National Mental Health Association.

Threat of Litigation

Federal guidelines issued in 1997 explain how employers can make accommodations for employees with serious mood disorders. Those who don't make accommodations could be sued. In 2004, the EEOC took in $469,000 in financial settlements for employees who complained that they'd been discriminated against because of depression: 889 cases were filed. By 2005, that amount ballooned to more than $3 million: 1,005 cases were filed in that fiscal year.

How can a company combat the myths, lift the stigma and address mental health needs in the workplace?

Here are five suggestions:

Take a Stand

This clear message needs to be communicated to every employee: The organization has a nondiscriminatory attitude — it sees mental illness as no different from physical illness in terms of how people are treated in the workplace.

Teach & Train

Training and information on mental-health facts, myths and stigma should be provided to all super visors.

Inform

All employees should be told — without having to ask — about insurance coverage for mental health care.

Protect

Companies should eradicate coverage gaps and lags. Mental health coverage often lags behind coverage for physical ailments. Health plans may restrict the number of times an employee can see a mental health provider, for example. Americans battling depression with limited access to mental health care could face bills of $18,000 annually to cover health-related expenses due to their condition, according to the National Alliance on Mental Illness. Those with limited access were four times as likely to quit their jobs.

Educate & Eradicate Stigma

Business should promote Mental Illness Awareness Week in the workplace through lunch and learns, managerial training to spot signs and symptoms, and corporate emails outlining various mental health issues, community mental health resources, and reminders that mental health is just as important as physical health; and that mental illness is treatable.

Despite the fact that they are often creative and productive employees, people with a mental illnesses face the highest degree of stigmatization in the workplace and the greatest barriers to employment opportunities. Mental Illness is not a character flaw; it's a treatable illness. By becoming more informed about mental illness, employers and coworkers can alleviate stigma and help an employee diagnosed with a mental illness to be a healthy, productive part of the team.

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