Every year, no less than one in four Europeans is affected by mental health problems. Recent research carried out by the Richmond Foundation reveals that 26.9% of participants in a survey said they were diagnosed with some form of stress problems and 24.4% with depression. 

The workplace is a common source of stress, and mental health problems affect many employees, a fact that is usually overlooked because these disorders tend to be hidden at work.  However, work-related problems are only part of the issue. All of us have personal and family sources of stress which we bring to the workplace. Many of us cope with these most of the time, perhaps some more than others. However, at some point or another, all of us feel that the load simply could overwhelm us, particularly in periods when we can be more vulnerable.

Mental health issues, which can include common problems such as stress, depression and anxiety, as well as more complex problems such as bipolar disorder or schizophrenia, can also affect indirectly or directly performance at work. Productivity can be seriously affected by poor decision-making, a high rate of mistakes, low motivation and morale, and a general decrease in efficiency.

Creating a positive work environment is something which any firm needs to work on as part of its HR management. However, the onset of mental problems by employees also requires the professional input of professionals. The stigma attached to having a psychiatric disorder is such that employees will be reluctant to admit to their employer the existence of such problems, understandably fearing that they can be sidelined for future promotions or that they might even lose their jobs. At the same time, managers may want to help but aren’t sure how to do so. And clinicians may find themselves in unfamiliar territory, simultaneously trying to treat a patient while providing advice about dealing with the illness at work. As a result, mental health disorders often go unrecognized and untreated — not only damaging an individual’s health and career, but also reducing productivity at work.

With this in mind, when I was at at Playmobil I had introduced a scheme, in conjunction with the Richmond Foundation, whereby all employees had access to psychological support by professionals provided by the Foundation. Access to this service was direct and anonymous, meaning that no information on who utilized this service, or how often, was passed on to management. The only information we received from Richmond was the total hours of professional support utilized by our employees.

Although Playmobil was a pioneer in instituting this support system, through my involvement within the Richmond Foundation I was aware that there was a general lack of information available on introducing mental health policies at the workplace. There was also practically no support infrastructure for organisations wishing to develop and implement mental health policies at the place of work, nor safeguards for the well-being of employees with mental health problems.

In this context, at the Richmond Foundation, then led by CEO Dolores Gauci, we worked hard and obtained EU funding for a project which would raise awareness of mental health issues at the workplace, develop management tools to help companies set up workplace mental health policies, while providing the necessary training about this subject to workers in various enterprises and organisations. The project was titled ‘Healthy Mind for Healthy Business’. Today, it is very positive to see that many of Malta’s major employers have subscribed to the services being offered as a part of this project. These have seen the value of investing in their people – both in their mental and physical wellbeing - because they know that healthy people will be productive and engaged employees. 

On the other hand, the take-up by SMEs and micro-enterprises has not been that encouraging. This is a pity, because these firms’ dependence on the input of individual employees makes the latters’ mental well-being even more critical. A UK study has also shown that those who work in small businesses spend as much as two-thirds of their waking hours on the job, so stress in this sector can be even more pronounced. Moreover, SMEs and micro enterprises usually do not have the resources to deal with this problem on their own. These businesses must be made aware that mental health is affecting their bottom line, and that there are structures in place to help them cope with this issue.

Meanwhile, it is with great regret that I learnt of Dolores Gauci’s dismissal as head of community mental health services. This is a serious blow for Malta’s mental health sector. I cannot understand how this government can afford to put aside people with Mrs Gauci’s background and track record in such a sensitive sector.

It is only by working, as a country, towards the establishment of healthy lifestyles – both physical and mental – that we can improve the effectiveness of enterprises in generating wealth and contributing to the general economic well-being, and hence a better quality of life. Meanwhile, through the integration, retention and progression of disadvantaged groups in the labour market, we will be in a position to ensure that society can benefit from the important and unique contribution of every single individual.

Helga Ellul is a corporate leader and MEP elections candidate contesting on the PN ticket