Presented at 2016 Academy Of Management Symposium August 7, Anaheim, California Aruna Rao Associate Director National Alliance on Mental Illness of New Jersey (NAMI NJ) arao@naminj.org

Mental illness causes more lost workdays and impairment than each of the following: Arthritis Asthma Back pain Diabetes Hypertension Heart disease Source: www.rightdirectionforme.com.

Employment is a major determinant of mental health. It provides: Income Affords people a sense of identity and purpose Social contacts Opportunities for personal growth

In the case of people with serious mental disorder: It can provide a stepping-stone to recovery The ability to participate in employment

enriches their quality of life and decreases disability

Between 80% and 90% of individuals with serious mental disorder are Unemployed Dependent on government pensions Or on time limited allowances

We are all in this together. 1 in 5 individuals are affected. Add to this the number of caregivers who

experience a high level of stress, the impact on their health and ability to work

Add the indirect costs of untreated mental illness to employers– estimated to be as high as $100 billion a year in the U.S. alone

There is an unprecedented number of young people diagnosed with mental illness coming of age now.

This new generation is far more accustomed to disclosing their diagnosis and requesting accommodations.

How will we meet their need for meaningful employment?

How can we serve the millions already in the workforce?

Many (not all) with mental illnesses face deficits in key work traits often required for any job. They include: Interpersonal skills such as conversing with

others and recognizing social cues Concentration The ability to learn job skills Working independently Maintaining work stamina Managing symptoms and stress levels

Flexible scheduling Telecommuting Working from home Job modification Facilitating communication on the job Modifying employee training Training to staff or supervisors Modifying supervision Making policy changes Modifying physical environment or providing special equipment, Changing work procedures. Sick leave for mental illness and even unpaid leave for mental

health treatment. Modifications could entail mitigating or removing distractions in

the workplace, private spaces, noise reduction, increased natural lighting, and music to block out other distractions.

Public stigma is the reaction that the general population has to people with mental illness.

Self-stigma is the prejudice which people with mental illness turn against themselves

Stigma dehumanizes people with mental illness, trivializes their legitimate concerns, and is a significant barrier to effective delivery of mental health services.

Stigma from either others or self is the main reason for the underutilization of healthcare services and workplace accommodations.

Generally, this results in employees waiting for their symptoms to severely limit their daily functioning as impetus to seek help as opposed to preemptively treating.

This in turn becomes total work loss such as absenteeism and turnover.

Employers are in a powerful position to help reduce the stigma that often accompanies mental illness.

Early detection and treatment of mental illness often can prevent a crisis and reduce employers’ health care costs down the road.

Developing programs and plans to provide more support for their employees with psychiatric disorders is essential—similar to the help they provide those with physical injuries or ailments.

What Not to say: Try Instead:

"How's your health?"

"How can we help you do your job?"

“You seem depressed.”

“You’re not your usual self.”

"Snap out of it." "Do you want to talk about it?"

"Think positive." "It's always OK to ask for help."

"I know exactly what you're going through."

“It’s hard for me to understand exactly what you’re going through, but I can see that it’s distressing for you.”

To support employees with mental illnesses, the National Council for Behavioral Health recommend the following actions: Educate employees about the signs and symptoms of mental

health disorders. Encourage employees to talk about stress, workload, family

commitments and other issues. Communicate that mental illnesses are real, common and

treatable. Discourage stigmatizing language, including hurtful labels such as

“crazy,” “loony” or “nuts.” Invest in mental health benefits. Help employees transition back to work after they take leave. Consult with your employee assistance program.

DuPont’s ICU campaign (which stands for Identifying, Connecting and Understanding, as well as “I See You”) includes a five-minute video that teaches employees how to ask appropriate questions when someone appears to be struggling.

Enrolling HR personnel and management in Mental Health First Aid courses

NAMI has launched the #stigmafree campaign, sponsored by philosophy, the well-being beauty brand—the first major corporation outside the health care industry to join NAMI to commit to raising awareness about mental health and eliminating the stigma that surrounds mental illness.

The #stigmafree Company initiative is a partnership opportunity with NAMI. NAMI's first Stigmafree Company partners have taken a stand to help end stigma and misconceptions about mental illness while promoting action and support for everyone affected by mental health conditions.

Reach out to a local or state NAMI for education and support. Find us at www.nami.org. A NAMI In Our Own Voice presentation can change

attitudes, assumptions and stereotypes by describing the reality of living with mental illness. People with mental health conditions share their powerful personal stories in this free, 90-minute presentation.

NAMI leadership can provide ongoing training for employers and support for employees, both individuals affected by mental illness and for caregivers.