Experience of Work

Apply the Legal Framework^[1-4]

• The Human Rights Act and the Employment Relations Act prohibit discrimination against people with mental illness or against those caring for them.
• Employers can be liable for discriminatory behaviours by employees, contractors, and volunteers.
• Employers can protect themselves against liability by implementing a suitable anti -discrimination, harassment, and bullying prevention programme.

Beware of Unconscious Bias ^[5-9]

• Many people with mental health problems do not disclose this to work colleagues or managers because of the fear that they will face stigma and/or discrimination, including:
  • Name calling, bullying, inappropriate jokes, or becoming the office scapegoat.
  • Exclusion from activities or roles due to concerns about how others may react.
  • Lack of career development or training opportunities.
  • Having tasks taken away, not being offered challenging projects, or being micro-managed.
  • A lack of support or guidance regarding dealing with mental health problems.
• An employee’s enjoyment and confidence in a job can be negatively impacted by changing the job role based on assumptions, or by ignoring concerns the employee has.
• Employees with mental health problems have not traditionally received the same reasonable accommodations as others in the work force, so may hide their problems to avoid discrimination.

Demonstrate Inclusive Practice ^{[5,6,8,10,11]}

• Workplaces free of stigma and discrimination do not generally happen by default.
• Inclusive employers ensure employees feel comfortable disclosing mental health problems in an environment that does not discriminate, and that they have access to support when required.
• To show the topic of mental health problems can be discussed in the context of supporting staff, information should be available for all employees about mental health. Recognising that many people have problems with their mental health from time to time, and that everyone has the potential to improve their overall mental health and psychological resilience
• Education of staff about mental health problems helps to reduce stigma and increases an acceptance of employees with mental health challenges . It also helps staff come forward early to manage problems before they become significant.

“On the odd times when I have rung in sick to this employer I’ve been able to be honest, whereas at my previous job I always gave a physical reason. I’d say I had a tummy bug, and then would feel guilty about lying, whereas here you can be honest and not have to deal with the guilt.” – Karen.

*Karen* reports that this positive approach has meant she has taken less sick leave as a result of her mental health problems than in any other previous job.[6]

References:

1. Equal Employment Opportunities Trust, Employment legislation overview, Equal Employment Opportunities Trust, Editor.
2. Human Rights Commission, Korowai Whaimana: know your rights. A human rights workshop for people with experienceof mental illness. 2004, Auckland, New Zealand.
3. Ministry of Business Innovation and Employment. A Guide to the Health and Safety in Employment Act 1992 2014; Available from: http://www.dol.govt.nz/hs/publications/hseact-text/index.shtml.
4. New Zealand Council of Social Services, et al., Mana Mahi: A guide to the employment of people in tangata whenua, community and voluntary sector organisations. 2010, New Zealand: Workplace Wellbeing Project.
5. Human Rights Commission, What next? National conversation about work. 2010, Wellington, EEO Commissioner/HRC.
6. Gordon, G. and D. Peterson, What works: Positive experiences in open employment of mental health service users. 2014, Auckland, New Zealand: Mental Health Foundation of New Zealand.
7. Stephens, M. and B. Caird, Countering Stigma and Discrimination: Organisational Policy Guidelines for the Public Sector. Wellington. 2000, Mental Health Foundation New Zealand: Wellington, New Zealand.
8. Peterson, D., N. Currey, and S. Collings, “You Don’t Look Like One of Them”: Disclosure of Mental Illness in the Workplace as an Ongoing Dilemma. Psychiatric rehabilitation journal, 2011. 35(2): p. 145-147.
9. Duncan, C. and D. Peterson, The employment experiences of people with experience of mental illness literature review. 2007, Mental Health Foundation of New Zealand: Auckland [N.Z.].
10. Green, J., Supporting volunteers with experience of mental illness: A literature review. 2012: Christchurch, New Zealand.
11. Like Minds Like Mine. Stigma free work places – what can employers do. 2013 [cited 2014; Available from: http://www.likeminds.org.nz/assets/Employment/stigma-free-workplaces-27-oct.pdf.