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| Friday, 01 July 2011 00:27 | |||||
Statistics show that one in every five Canadians will suffer from mental illness at some point in their lives. This just goes to show that mental illness is common and could affect anybody. In fact, mental illnesses account for a large percentage of hospital admittance every year. It can take many forms, just like any physical illnesses and diseases. About 44% of Canadians say they have survived a mental health problem such as extreme stress, depression, substance abuse or schizophrenia, according to a survey mentioned on CBC news. However, in spite of the fact that every Canadian knows someone who has been affected by mental illness, few people actually know very much about it. It is only human nature to be afraid about the issue since it is something that we do not hear or talk about everyday. That is why many fear mental illness and to this day it still carries a stigma that even people who are affected with a mental health problem refuse to get treated for fear of being looked down upon. A new report from the Conference Board of Canada suggests that nearly half of Canadian employees and managers will acknowledge having dealt with a mental health issue at one time or another, although many are apprehensive to reveal their condition to their employer. The Board recently completed a national survey of more than 1,000 employees and close to half were managers. The survey found that 12% of the respondents stated they were currently dealing with a mental illness, with another 32% stated they had experienced one in the past. The people who reported they had struggled with mental health issues also reported feeling “isolated, ignored or shunned by colleagues” when they returned to work. This is a stigma that individuals with mental health issues continue to face to a point they become uncomfortable with bringing up the issue with their coworkers, employers and unions. About 54% of the respondents believed that by disclosing a mental health issue, it would limit their chances for promotion, while 38% thought that by doing so would limit their future to be successful within the organization. The interviews conducted during the survey also revealed that there was a disconnect between the ideas of the two groups with regards to how well they believe their workplaces deal with mental illness. About 82% of the executives who were surveyed believed their companies promote mentally healthy work environments while 30% of employees agreed with the statement. As for the managers who were surveyed, 44% acknowledged they have not had any training in managing employees with mental health issues, even though the majority of disability claims are mental health related. The Conference Board survey found that 78% of short-term disability claims and 67% of long-term disability claims in Canada were related to mental health issues from 2009 to 2010. Despite the big percentage of disability claims, only 26% of workers believed that their supervisor effectively manages mental health issues. The study further indicated that it is necessary to change our attitudes about mental health because “when it comes to mental health, misinformation, fear and prejudice remains far too prevalent.” At the same time, the onus is on the individual to manage their health. A solid foundation for mental well-being is not an overnight process. It should be an ongoing process that not only depends on our own abilities, but also draws on the support of others. My previous article, Vacation Deprivation, presented some information about the importance of removing ourselves from the workplace to recharge the mind and body. A similar approach would apply to taking care of our mental health. When life challenges come our way, no matter how strong you think or feel you are, it is not always a good idea to tackle things on our own. Building a wall of silence around problems can often backfire and could cause the emotional health to wear away over time. Mental Health problems do not affect three or four out of every five person, but one out of one. ~ Dr. William Menninger Sources:
Michele Majul-Ibarra is a compliance officer with Canada Post Corporation, specializing in Human Rights and Conflict Management. She graduated from the University of Manitoba with a Bachelor of Arts Degree in Psychology and a Certificate in Human Resource Management. She also has a professional designation, C.I.M. (Certified in Management) awarded by the Canadian Institute of Management through the University of Manitoba. Have a comment on this article? Send us your feedback
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