1 in 4 people in UK experience mental illness each year. The Office for National Statistics report that 15.8 million UK work days were lost due to mental illness in 2016, and this number is thought to have increased drastically since the Covid-19 Pandemic. In fact, mental health charity Mind have found that ‘poor mental health is now the number 1 reason we miss work’.
According to the Health and Safety Executive (HSE), “workplaces should consider appropriate ways to manage mental ill health such as providing information or training for managers and employees, employing occupational health professionals, appointing mental health trained first aiders, and implementing employee support programmes”.
Mental health first aid is the help you give to an individual who may be developing a mental health problem or experiencing a worsening of an existing mental health problem or condition. This first aid can be given until the person has been given access to, or received the appropriate professional treatment or support.
What is the Purpose of a Workplace Mental Health First Aider?
The Health and Safety (First-Aid) Regulations 1981 require you to ‘provide adequate and appropriate first-aid equipment, facilities and people so your employees can be given immediate help if they are injured or taken ill at work’ and most workplaces will have one or more First Aiders (depending on the amount of employees they have and other risk factors). However, there is currently no legal requirement for an organisation to have a Mental Health First Aider – although many organisations are starting to realise the importance of supporting mental health alongside supporting physical health.
Mental Health First Aiders usually undertake the role alongside their current role in the workplace. They can be members of staff, managers, or HR representatives and they are the first point of contact for any employees or staff members who may be struggling with their mental health. This could include (but is not limited to) those experiencing stress, bereavement, anxiety or depression. Often an employee might approach a Mental Health First Aider because they’re having a tough time and just need someone to talk to. Through undertaking training, a Mental Health First Aider is taught how to listen without judgement and to be able to identify the warning signs of mental ill health. Their training will also ensure that they are able to support mental health emergency situations – although they are not a replacement or substitute for a trained therapist or counsellor.
A Mental Health First Aider can direct employees in the direction of appropriate support options such as their GP, the Samaritans, or other mental health charities or therapists either via the NHs or privately. Some workplaces offer Employee Assistance Programmes which provide a limited number of free therapy sessions and a Mental Health First Aider can help support an employee to arrange this.
Mental Health First Aiders are:
Able to act in a confidential manner
Someone who can remain calm under pressure
Individuals who want to learn more about mental health and support others
Good communicators who can open and support mental health conversations
Able to self-care and protect their own mental health whilst caring for the mental health of others
Mental Health First Aid Training in the Workplace
Many organisations now provide Mental Health Awareness Training to their employees either as a part of their induction, or during their ongoing employment training. This can help employees understand the different factors that can affect mental health and let them obtain the knowledge and support they need for dealing with mental health issues should they arise.
Some organisations also provide First Aid Training courses that also cover mental health and teach people how to recognise and deal with warning signs of mental ill health as well as physical health.
Mental Health First Aid Training takes that next step by specifically teaching individuals how to notice and support others who may be experiencing mental health issues, and helps them to develop the skills and confidence to approach and support someone without putting themselves at risk. Mental Health First Aiders are also often taught to deal with more serious mental health emergencies such as a mental health breakdown or attempted suicide. Many organisations now appoint a staff member to undertake this role in the same way in which they may have a First Aider to deal with injury and illness.
The aims of Mental Health First Aid Training are:
To develop a greater understanding of workplace mental health and be able to work towards reducing stigma
To help you understand the roles and responsibilities of employers and employees in achieving better mental health in the workplace
To highlight the issue of stress in the workplace
To give you an increased confidence around mental health issues
To demonstrate the importance of early intervention
To help you be able to develop and understand a wellness strategy in the workplace
If you’d like to find out more about Mental Health First Aid Training or the other training courses available to support employee mental health then please don’t hesitate to get in touch. RealSense work in collaboration with industry experts to ensure our training is accredited, relevant, engaging and informative. We can also provide bespoke training tailored exactly for the needs of you and your workforce alongside our off-the-shelf course library of over 120 training courses.
Menopause. Until recently, it’s a word that so many of us have been afraid to mention, especially at work.
But suddenly, everyone is talking about menopause and perimenopause. High profile women from media, politics, business, and sport are all breaking down the taboo and talking menopause. In the UK, celebrities such as Davina McCall, Lorraine Kelly and Lisa Snowdon have spoken out about their experiences of the menopause, and opened the topic of conversation for thousands of women. Figures show that in the UK there are approximately 13 million people experiencing menopause – that’s one third of the female population! And 80% of them are now working through menopause and beyond. In fact, the average woman is now found to work for 16 years after transitioning through menopause. And this menopause transition takes place over days, weeks, months, and years, all while working. Unlike pregnancy or maternity, the menopause is not well understood or provided for in workplace cultures, policies, or training, and until recently the importance of understanding the menopause in the context of the workplace had been overlooked.
So, what is Menopause?
During mid-life, a woman’s oestrogen levels start to decline, and eventually she will stop having periods. Symptoms of declining oestrogen can last for up to 15 years, so the menopause is more of a ‘transition’ than a one-off event. The years leading up to menopause are known as perimenopause and this stage comes with a number of symptoms. Some women may experience all these symptoms, others none at all. The majority sit somewhere in the middle, with the NHS reporting that ‘about 8 out of ten women will have symptoms for some time before or after their periods stop’. These symptoms can have a significant impact on daily life for many women. Symptoms can be physical, psychological, or cognitive and can include (but are not limited to):
Hot flushes – short, sudden feelings of heat, usually in the face, neck, or chest
Night sweats – hot flushes that occur at night
Difficulty sleeping
Fatigue
Irregular or heavy periods
Problems with memory and concentration / ‘brain fog’
Headaches
Mood changes such as low mood or anxiety
Palpitations
Joint stiffness, aches, and pains
Recurrent urinary tract infections (UTIs) and other
As oestrogen receptors are present throughout the whole body, when this hormone starts to decline or become erratic, a woman may also experience problems with the reproductive tract, heart and blood vessels, bones, skin, hair, nails, pelvic muscles or brain. The menopause can also increase the risk of osteoporosis and cardiovascular problems. The Alzheimer’s Society also reports that “researchers think oestrogen may cause the body to make more antioxidants, protecting brain cells from damage. This could explain why the sudden drop in women’s oestrogen levels following menopause seems to make them more vulnerable to Alzheimer’s”. Clearly, there’s more to menopause than just feeling a bit hot while waiting for periods come to an end. Fortunately, through increased publicity, women are becoming more aware of the choices they have to help them through the menopause transition. Celebrities such as Davina McCall have worked with menopause experts such as Dr Louise Newson to provide clear, evidence-based information to women about Hormone Replacement Therapy (HRT) and its alternatives. Almost daily, articles and information about menopause are being discussed and provided on news websites such as the BBC and factual TV shows such as This Morning. However, support for menopausal women in the workplace still lags behind mainstream media. The TUC found that ‘9 out of 10 menopausal women say symptoms have had a negative effect on their work and they wouldn’t tell their employer the real reason they were taking a sick day, instead stating anxiety or stress’. Dorothy Byrne (previous editor in large at Channel 4 and Head of News and Current Affairs) gave a Mactaggart lecture at Edinburgh Television festival and summed it up for many women when she stated that “even getting your boss to understand there is such a thing as the menopause can be a problem”.
How do perimenopause and menopause affect the workplace?
The Government Report on Menopause found that menopausal women are the fastest growing demographic in the workplace and according to the Faculty of Occupational Medicine, around 80% of menopausal age women are in work. Consequently, at any time, a significant proportion of the workforce will be experiencing menopause symptoms. Many employers are still unaware of these symptoms which affect their workforce on a daily basis, which is why it’s more important than ever to tackle this previously taboo topic and raise awareness to create more inclusive and supportive environments. CIPD research led by YouGov found that:
65% of menopausal women said they were less able to concentrate at work
52% said they felt less patient with clients and colleagues
30% had taken sick leave because of their symptoms but only a quarter felt able to tell their manager the real reason for their absence
Louise Newsome’s research also found than one in eight female employees had resigned from their work due to menopausal symptoms, and 21% had not applied for a promotion because they felt that their symptoms held them back. Additionally, the workplace itself can exacerbate menopause symptoms in a multitude of ways. Here are just a few:
Inadequate ventilation, high temperatures and humidity can increase hot flushes
Stress related to workload, meetings and job role can all impact anxiety and low mood
The physical demands of the job – such as using machinery – can worsen aching joints and headaches, and make heavy periods harder to manage
Many women feel that they can’t raise these issues or talk about their symptoms as employers might think they can no longer do their job. They fear being stereotyped or worry that they will be mocked, or made to look foolish. The TUC found that women can feel embarrassed to raise the topic of menopause, and many feel like they won’t be taken seriously. Research into the impact of menopause on the workplace is ongoing, and the TUC reports that ‘a common theme is lack of awareness and empathy, and ignorance around menopause and its impact from line managers and colleagues in general’. Not receiving adequate support at work can have a negative effect on any individual in the workplace including:
Reduced engagement with work
Reduced job satisfaction
Reduced commitment to an organisation
Higher sickness absence
An increased desire to leave
In fact, according to HR Review, the UK is losing up to 14 million working days per year due to menopause. The lack of awareness around menopause in the workplace is now becoming a significant issue, prompting MP Carolyn Harris to put the Menopause (Support and Services) Bill before the House of Commons, seeking the provision of support for women experiencing menopause – including in the workplace.
What can my organisation do?
Women experiencing menopause symptoms are more likely to speak up when their managers or colleagues are empathetic, and say they value their support. An inclusive, supportive workplace culture overcomes barriers, and cares for the wellbeing of employees. Large organisations like Sainsburys and Boots are already leading the way with supporting menopause at work, but smaller workplaces and those without unions may be less knowledgeable or unsure how to support menopause at work, even if they want to. The following steps can help support both employers and employees, and are useful for anyone either transitioning through menopause or those supporting people at work during this time.
Respect the Law
Employers have a legal duty of care to support employees in the workplace. Under the Equality Act 2010, discrimination against menopause can fall under the three protected characteristics of age, sex, and disability discrimination. Additionally, the parliamentary Women and Equalities Committee states that ‘The Health and Safety at Work Act (1974) provides for safe working, which extends to the working conditions when experiencing menopausal symptoms’. Every organisation is different, but the law applies to us all.
Make Workplace Adjustments
Examples of reasonable adjustments to working conditions often include things like working from home or adapting your chair or office furniture. Most women have to keep working through their menopause, so small changes can often make a big difference. For those with menopausal symptoms, adjustments might include providing more comfortable uniforms, allowing more flexible working hours or giving more frequent bathroom breaks. Michelle Obama spent 8 years at the White House as first lady while transitioning through menopause. In an interview with obstetrician and gynaecologist Sharon Malone, she explained her husband’s response (former president Barack Obama) when he found out that a number of members of staff were going through menopause. He stated ‘well turn the air conditioner on!’ Obama recognised the importance of adjusting the workplace environment to help keep his team feeling comfortable and doing their jobs well. Not all modern workplaces have air conditioning, but you could provide your team with desk fans or similar to help combat hot flushes.
Focus on Wellbeing
Guidance from the Faculty of Occupational Health suggests that regularly checking in with employee wellbeing can be helpful, and many workplaces now have Workplace Wellbeing schemes focusing on Mental Health. If you already provide staff with information about healthy eating, meditation, the benefits of exercise and sleep behaviours, then all of these can be used to help support menopause. Taking proactive steps to create a more open, supportive culture and modelling healthy behaviours is a good place to start.
Update Workplace Policies
Make sure that you have a clear, concise Menopause Policy which includes all the reasonable adjustments that can be made in the workplace, and signposts employees to help and support, both inside your organisation and through external bodies and charities. Implement a zero-tolerance policy for mockery, jokes, and disrespectful behaviour.
Improve Communication
How comfortable are you talking to your colleagues about menopause? Provide an open, supportive workplace culture to help overcome barriers. Why not put a menopause symptoms list in the staff room, where all employees can read it? You could hold training sessions or workshops for employees. Some companies provide health checks – menopause awareness could be included in these. Menopause support is very much a part of Occupational Health so speak to your HR or wellbeing teams to see what they can do to help.
Menopause Training for the Workplace
Numerous companies have reached out to us in the last 2 years, desperate for workplace menopause training to support their teams. Thus, our Menopause Awareness Training training was born. Designed and developed with menopause experts, it gives you a clear understanding of the importance of supporting menopause at work.
Our online training is 30 minutes long, accessible by anyone, anywhere, and provides all the information you need to support those affected by menopause as well as their colleagues, family, partners, and friends. The course explores the types and stages of menopause, looks at menopause in the LGBTQIA+ community, and explains the symptoms of menopause in more detail. Importantly, extensive details about supporting menopause at work are given and there’s lots of information about starting the conversation about menopause as well as acting with confidentiality. Easy to use, with well defined chapters, and real-life case studies, the course reinforces the message that everyone needs to talk about menopause and breaks down this last remaining workplace taboo.
Click here if you’d like to try our Menopause Awareness training course. We also design and develop bespoke digital learning, working with a number of leading organisations across the UK. So if you need more extensive training, tailored specifically to you and your team, then get in touch.
In today’s rapidly evolving world, embracing diversity and inclusion is essential to help create and maintain a thriving workplace. Equality, Diversity, and Inclusion (EDI) training is a vital tool for organisations looking to create a more harmonious, innovative, and productive work environment.
Let’s take a closer look at the importance of workplace inclusivity, and how your organisation may benefit from Equality, Diversity and Inclusion (EDI) training:
The Benefits of EDI Training for your organisation
Creating a diverse workplace where everyone is treated fairly and individuality is supported and promoted is an important part of creating a positive working environment where your whole team feel valued, respected and given the opportunity to thrive and succeed.
EDI Training aims to explain the concepts of equality, diversity and inclusion and their importance in the workplace as well as ensuring your employees understand legislation and the protected characteristics defined by the Equality Act (2010). By providing this type of training to your workforce, you start to promote a culture within your organisation that encourages people to understand and promote diversity. Educating your employees about unconscious bias and how to avoid stigma empowers individuals and gives your whole team a sense of belonging.
EDI training has numerous advantages for your organisation including:
Raising Awareness and Creating Empathy
One of the fundamental aspects of EDI training is raising awareness about the different elements of diversity. It encourages employees to recognise and appreciate the unique backgrounds, experiences, and perspectives of their colleagues. This heightened awareness encourages empathy, creating a workplace where individuals understand and respect one another.
Avoiding Unconscious Bias
Unconscious bias can influence hiring decisions, promotions, and day-to-day interactions in the workplace. EDI training equips employees and leaders with the tools to identify and address these biases. By mitigating unconscious bias, organisations can ensure fairer and more equal opportunities for all employees.
Improving Employee Engagement
When employees feel that their organisation is genuinely committed to diversity and inclusion, they are more likely to be engaged and satisfied in their roles. EDI training sends a strong message to your team that your organisation values every employee’s contributions, which helps lead to increased loyalty and commitment from employees and fosters a sense of belonging.
Enhancing Creativity and Innovation
Diverse teams bring together a wealth of ideas, perspectives, and experiences. By creating an inclusive environment through EDI training, organisations tap into this diversity to drive creativity and innovation. Different viewpoints can lead to unique solutions and fresh approaches to challenges.
Meeting Legal and Ethical Obligations
EDI training helps organisations stay compliant with laws and regulations and avoid prejudice and discrimination. Beyond legal requirements, it also aligns with ethical principles, demonstrating your commitment to doing what is right, just, and fair.
Improving Reputation and Attracting Talent
In an age where company culture and values matter more than ever to job seekers, organisations that prioritise EDI stand out as attractive employers. Potential employees are drawn to organisations that actively promote diversity and inclusion, leading to a more robust and diverse talent pool.
Increased Staff Retention
Implementing EDI training demonstrates a commitment to creating an inclusive and equitable workplace, which can boost employee morale and satisfaction. This, in turn, leads to increased staff retention as employees are more likely to stay in an environment where they feel valued and supported. Employees like to know that they are being treated fairly and justly regardless of background, characteristics or circumstances and raising awareness through offering EDI training demonstrates your organisation’s commitment to equity and equality.
Strengthening Customer Relationships
As society becomes more diverse, customers increasingly expect the businesses they interact with to reflect their values. Organisations that invest in EDI training are better equipped to build strong relationships with their customers, resulting in increased loyalty and brand trust.
About EDI Awareness Online Training
Developing a diverse and inclusive workplace helps creates a culture that supports, strengthens and promotes the individual skills and life experiences of all employees. An organisation where everyone feels appreciated and supported enhances staff retention, boosts productivity, and increases staff satisfaction, leading to a better experience for customers and employees alike.
EDI Training is a vital investment in a brighter, more inclusive future for your organisation and its people. For more information, support and training, take a look at our Equality, Diversity and Inclusion Online Training.Developed by topic specialists and available online, immediately, at a time and place to suit you, this course covers everything you need to raise employee awareness and promote inclusion in the workplace.
Additionally, we have also created Equality, Diversity and Inclusion Training for Managers. This more in-depth course provides real-life scenarios and statistics and covers unconscious bias, unlawful behaviour, vicarious responsibility and leading by example. These courses form a part of our Corporate Governance training library where you can also find out everything you need to know to support your team – including recognising and preventing Modern Slavery and promoting the LGBTQIA+ community in the workplace.
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