Mental Health Costume

Wow I am amazed that supermarkets can get things so wrong. Surely someone within the organisations involved must have thought that selling mental health patient Halloween costumes is so so wrong. In a funny way it's created a great publicity for MH stigma, people are owning the issue and posting pictures on twitter of themselves labelled as "mental patient costume". Social media gives people the power to get involved quickly and voice their opinion.

Here is a great opportunity for two large organisations to make a difference, will they grasp it?

Wellbeing

This week I was asked to judge a wellbeing award for a magazine. Ive done this before and the format is quite simple to follow, in fact its my fifth time doing it. What struck me was that things have not really changed. For a start wellbeing means many different things, a great way to start with this is to define for an organisation what they think wellbeing is, then go on to design a program that addresses this. Set some real measurable goals, do the activity, measure the heck out it, analyse, review, refine. 

Measures can be direct like weight loss, engagement scores, reduced blood pressure, people exercising, or inferred. Reduced medical costs, reduced absence, reduced accident rate. The level of participation is a great measure, but that needs to be real, more than visiting a website. 

Wellbeing needs a culture shift, i was pleased to see some entries had seen a shift in culture, it is here that the real difference will be made. It needs leadership and commitment from the top of the organisation, and right through the management. Employees need to own it and live it. When it becomes fun its really getting there. 

I am given real hope that organisations do care enough about their employees to invest in their health. The reward to business is obvious and if you are not doing it already you are losing money. 

Mental Health Framework

Yesterday Nick Clegg announced the publication of the mental health framework, this paper sets out actions and measures to better manage and monitor health. A follow up to the previous No Health Without Mental Heath we can at last see some real activity in the world of mental health. It's surprisingly simple in its recommendations but nevertheless powerful. The paper recognises the overall lack of consistent measurable mental health management in health and social care and seeks to address the shortfalls across health commissioning, management and delivery.

Whilst it recommends that GP's need more awareness of treatments available and offer choice to patients it goes on recommend greater training in mental health.

The creation of mental health champions at local authority level is a welcome move and puts mental health onto the visible agenda, and together with mental health experts on CCG's and greater involvement of national charities should mean mental health gets a better deal.

It is good to see the recognition of employers in greater education and treatment, it was disappointing to note the presence of occupational health and the absence of EAP's, an area that Dame Carol Black did identify as useful.

Stigma was respectfully addresses with employers too having a role in the reduction of stigma through awareness training. They ate encourage to become mentally healthy workplaces and to join the Time to Change campaign.

The publication of a mental health dashboard will be a challenge but helpful.

This appears to be a big step forward, and the implementation is being closely watched by interest groups.

Employee Assistance in Europe

Recently I attended the EAEF conference in Athens, actually I am on the board of this organisation. This year we were in Athens, which seemed like a good idea when we planned the event a year ago. Who would know that the global financial crisis would result in Greece experiencing such problems. I guess its a lot like our EA work, people are going along fine and suddenly things change and its difficult to cope. People were warning against going to Greece, it would be difficult, the country is broke and it may be dangerous. This too reminds me of EA work where rumour persists about someone and why we shouldn't bother. It turned out that Greece was lovely, the people were just lovely and life was going on despite the turmoil in the country. We should never pre judge a situation.

The conference was very positive and EA is growing in experience across Europe, this year representatives from Latvia attended and I hope we can see them again. The sessions were varied and engaging, with technology playing a major role through tweeting, LinkedIn and webinars.

If you have not been to an EAEF conference then you should, its great fun, the social events are always fantastic and the interactions with more than 20 nations interested in EA work is inspiring.

I did a session on the methodological flaws in the calculation of ROI, it was quite a debate, stimulating and fun.

In Europe

Tomorrow I am attending the board meeting of EAEF. Its a very interesting board with 6 countries represented on the board. Were looking at the role of EAP across Europe, and more importantly the standards that EAP's should meet. Not an easy task considering the different versions of EAP in all the countries. This may be made easier through bigger providers growing networks where consistent clinical and operating standards can operate and be driven from the centre.

Stress at the top

Horta-Osario steps aside as boss of Lloyds TSB due to fatigue. It's a sign of the times that bosses are affected by the sheer pressure of work. The share price fall as a result of the news indicates the fragility of business and bottom line effect of pressure.

It's curious that this announcement was made, some may say brave. It would have been easy to create an alternative reason for the departure.The real test for business will be seen upon his return, will there be a stigma attached? Will he be seen as weak or honest?

EAPA Changing

Today EAPA announced its plans to change its bye laws that allow a change in board structure. Moving away from its regional representation, it will appoint a board based upon strategic skill. Further it change how the board is selected, moving from a nomination and vote system to selection by a nominations committee headed by the immediate past chair. The construction of the board will include three non US directors and three US based directors, all at large

This is a brave move by the organisation and signals a shift in emphasis to outside the USA, where the growth potential for EAP is greatest.

In our current climate, EAP has never been more important to organisations in supporting staff. This move does indicate that EAPA wants to continue to be the global voice of EAP.