employment and people with mental health needs
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Employment and people with mental health needs. Jan Hutchinson Director of Programmes and Performance Centre for Mental Health . Structure of talk. Supported Employment – what works? The costs of mental ill-health in the workplace - PowerPoint PPT PresentationTRANSCRIPT
Employment and people with mental health needs
Jan HutchinsonDirector of Programmes and PerformanceCentre for Mental Health
Structure of talk
Supported Employment – what works?The costs of mental ill-health in the workplaceTraining managers to identify and support vulnerable staff earlier.
People with Mental Illness have the highest unemployment rates
Source LFS – Q4 2010
Wanting to work
People with severe mental health problems are more likely than any other group with disabilities to want to have a job. Up to 90% say they would like to work, compared with 52% of disabled people generally.
The 2011 Care Quality Commission survey of people who use community mental health services found that 43% of respondents who wanted support to find or keep work had not received it in the past year.
Stanley K, Maxwell D (2004). Fit for purpose? London: IPPR.
Likelihood of returning to work
6 months absence 12 months absence
2 years absence0%
10%
20%
30%
40%
50%
60%
The British Society for Rehabilitation Medicine
The Individual Placement and Support approach
8 evidence-based principles:1. Eligibility is based on individual choice;2. Supported employment is integrated with treatment;3. Competitive employment is the goal;4. Rapid job search (within 4 weeks);5. Job finding, and all assistance, is individualised;6. Employers are approached with the needs of individuals in mind7. Follow-along supports are continuous;8. Financial planning is provided.
Evidence for what works best
16 published Randomised Control Trials*
12 in USA1 in Hong Kong 1 in Canada 1 in Europe (six European countries) 1 in Australia
*See 2008 edition of Psychiatric Rehabilitation Journal
Competitive Employment Rates in 14 High-Fidelity IPS studies
96 NH 10 AL 07 IL 04 CT 08 HK 10 CA 08 AUS 06 SC 99 DC 08 CA 7EUR 6 QUE 10 HOL 2 MD0
10
20
30
40
50
60
70
80
90
IPS
Control 1
Control 2
IPS RCT Site Name
Com
peti
tive
Em
ploy
men
t R
ates
(%
)
Sussex IPSWith Regional Trainer
Apr-10
May-10
Jun-10 Jul-
10Aug
-10Sep
-10Oct-
10Nov-
10Dec-
10Jan
-11Feb
-11Mar-
11Apr-
11
May-11
Jun-11 Jul-
11Aug
-11Sep
-110
5
10
15
20
25
30
35
40
45
79
14 13 12
19
14
23
10
21 21
25
19
2927
24 24
39
Paid Employment Outcomes
ActualLinear (Ac-tual)Target
IPS Service Provider
Benefits advice
Rapid job search
Long term employee support
Work Programme Personal Advisor Support
Psychological Support and CBT
Employer engagement
I feel ready to work
Psychiatric treatment and medication
Referrals
The total cost to employers of mental health problems among their staff is estimated at nearly £26 billion each year (UK, 2006).
That is equivalent to £1,035 for every employee in the UK workforce.
Health and productivity
sickness absencereduced productivity at workstaff turnover
£2.4 billion
£8.4 billion
£15.1 bil-lion
The Business Case
Average cost per employee = £1,035 / year
£335
£605
£95
sickness absence
reduced productivity at work
staff turnover
Source: Centre for Mental Health, 2007
Numbers reporting presenteeism
International studies show that 60-85% of employees report going to work despite illness on at least one occasion during the previous year
In a UK study 45% of employees reported one or more days of presenteeism in a 4-week period, compared with 18 % reporting one or more days of absenteeism
Workplace Training
Centre for Mental Health Workplace Training
Suite of mental health training programmesBased on Australian National Workplace ProgrammeStandardised modelEquips the staff to deal confidently with mental health issues in the workplace
Eight-month follow up132 managers
Knowledge of prevalence of depression was still significantly increased from baselineIncreased willingness to engage and positive attitudes sustainedIncreased confidence maintained40% had already put what they had learnt into practice:
noticed and approached a colleague or someone they manageSignposted this person to internal or external professional supportProvided ongoing support and adjustments at work.
Collaboration in employment support
Consultancy and TrainingFor implementing Individual Training and SupportTraining for Employment Specialists and supervisorsFidelity Reviews – quality assurance assessments
Access to best practice research on IPS servicesAccess to the national best practice support networkEvents on mental health and employment
