Inclusivity and discrimination in the workplace have been ongoing topics for many years. In recent years, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) has been actively trying to advocate for groups of people who are more vulnerable to discrimination (i.e., age, race, gender, and family responsibility). Their efforts to bring possible subconscious and unconscious biases to one’s consciousness help one recognise their part in contributing to discriminatory behaviour. Moreover, acknowledging the differences between groups and understanding them, can allow one to work towards creating a more inclusive workplace. Riding on these efforts to promote a more inclusive workplace, this article seeks to shed light on the need to increase inclusivity for people with mental health disorders in the workplace.
Current situation
In Singapore, an Attitude study on Persons with Mental Health conditions by the National Council of Social Services (NCSS) in 2018 found that 4 in 10 Singaporeans have misconceptions about people with mental health disorders and thus hold prejudiced views. Furthermore, 1 in 2 Singaporeans is unwilling to work with someone who has mental health issues. In a separate survey, The Singapore Mental Health Survey in 2016 found that the unemployment rate among people with at least one mental health disorder was twice of people with no mental health disorder – 8.3% and 4.8% respectively. Furthermore, the unemployment rate increases according to the severity of one’s mental health disorder. Therefore, with these jarring differences in numbers and widespread prejudiced attitudes in society, people with mental health disorders face discrimination and are denied job opportunities.
Based on various studies, higher rates of absenteeism and presenteeism have been found in persons with mental health disorders. Presenteeism refers to people who show up for work but whose productivity is negatively impacted by their mental health symptoms. Furthermore, mental health disorders are associated with chronic health problems. As such, costs associated with the loss of productivity and use of health care services contribute to a lower employment rate for this community. Mental health disorders like the common flu may affect one's functioning and absenteeism. However, the severity of mental health disorders ranges from person to person. Having a mental health disorder does not necessarily mean that one is definitely less productive or has a higher rate of absenteeism as compared to others. As such, to prevent any discrimination due to one’s mental health disorder, according to TAFEP, a fair employer should remove all declarations on mental health status from job application forms. In jobs that require this information, employers are to clearly state their reasons. To address the issue of employment within the mental health community, the Singapore Association for Mental Health (SAMH) MINDSET Learning Hub has been actively coaching and linking individuals who are at risk of, or recovering from, mental health conditions to employers. To date, there are still limited opportunities for these individuals in white-collar professions.
Why it matters
Based on mental health studies by the Institute of Mental Health, there is an increased number of people with mental health disorders from 2010 to 2016, and the number is predicted to continue rising. According to the American Psychological Association, the workplace is the third-leading cause of stress. Moreover, an average adult spends much of their time at work. Thus, employers are in a position where they can make efforts to improve employees’ mental health and well-being. Through various studies, investing in workplace mental well-being improves productivity and sustainability in the business. In Singapore, a survey by the NCSS in 2017 found that for every S$1 invested in workplace adjustment (like flexible work arrangements, job redesign, and peer training) to support persons recovering from mental health conditions, it generated an average return of S$5.60 through a reduction in absenteeism and medical claims as well as an increase in productivity. As such, for Singapore where the talent pool is limited and mental health conditions becoming more prevalent, there is a need for employers to evolve and support the workforce in order for businesses to continue thriving.
Based on a study by Subramaniam et al. (2021) to understand the impact of unemployment on mental disorders, physical health, and quality of life. Unemployment and mental health are found to be associated and likely have a bidirectional effect on each other. As such, unemployment may result in poor mental health while poor mental health makes it hard for one to seek employment. It was suggested that employment is important for people with mental health issues as it provides structure to the day, social interaction, and a sense of contribution to the collective purpose which is key to satisfying individuals’ important psychological needs. In another study by Drake and Wallach (2020), employment allows one to be self-reliant, gain self-confidence, respect of others, have income, and community integration. Employment is the only intervention that would help one reduce dependence on the system in the long run. Therefore, employment is crucial in mental health intervention.
As we move towards a more inclusive society, there is a need to continue raising awareness and debunking myths and misconceptions that one may have about people with mental health disorders. Moreover, prejudice and discriminatory practices should no longer be tolerated. Accommodations and flexibility from the workplace would allow individuals to contribute effectively, thus increasing productivity in the long run.
Interesting read
https://www.channelnewsasia.com/commentary/discriminatory-hiring-persons-with-mental-health-771426