Tuesday, June 1, 2010
Coping with Mental Illness in the Workplace
Recent (and rapid) advances in neuroscience, and brain research generally, are providing some critically useful information for rehabilitation professionals.
While of course employers and their Disability Management (DM) professionals are not qualified to diagnose or treat mental illness, they are responsible to know the basics of such illnesses in order to plan and operate quality DM Programs in the workplace. Consider the following:
The National Institute of Mental Health estimates that more than fourteen million Americans suffer from major depression every year, and more than three million suffer from minor depression. Given these numbers, it is inevitable that some employees will fall into these definitions, and the responsibility of the DM professionals is to recognize this reality for the purpose of referring them to competent medical professionals and customizing job descriptions to accommodate them. In short, mental illnesses are no different from physical illnesses in terms of workplace disability.
Other facts related to this issue:
- One in four Americans has been diagnosed with some form of mental illness as specified in the Diagnostic and Statistical Manual of Mental Disorders (DSM). (The DSM is published by the American Psychiatric Association. It has become so contentious that an updated version of it has been postponed from May 2010 to 2013.)
- A significant issue among the medical and psychiatric professions is that in too many cases the treatment of a mental illness is a prescription for some drug, as opposed to talk therapy (Cognitive-Behavior Therapy) designed to help patients develop coping strategies.
It is important to note that the Americans with Disabilities Act (ADA) accords the same protection to individuals with mental illnesses as it does to individuals with physical conditions: A person may be disabled if he or she has a physical or mental (bolding added) condition that substantially limits a major life activity.
Mental health topics include: Anxiety Disorders (including Generalized Anxiety Disorder, Obsessive-Compulsive Disorder, Panic Disorder, PTSD, and Social Anxiety Disorder), ADHD/ADD, Autism, Bipolar Disorder, Borderline Personality Disorder, Depression, Eating Disorders, Schizophrenia, and Prevention.
As always, we would love to hear from our readers. Is Mental Illness/Mental Health an issue you experience in your workplace? If so, is it effectively handled by management? Do you have any suggestions for improving the manner in which these issues are handled in your workplace?
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2 comments:
I find it interesting that you cited the Americans Disabilties Act (and, by doing so, ADA Amendments Act). People who have a non-transitory mental impairment that substantially limits one or more major life activities are covered under the law. Also covered under the law are people WITHOUT such impairment that are discriminated against because they are "regarded as" having a disability. I bring this up because harassment is a prohibited act under the ADA (and ADA AA), and could an employee WITHOUT an impairment feel harassed if an employer refers them to get psychological or psychiatric treatment?
Mandy has a valid concern that when employers refer an employee for psychological/psychiatric treatment, it could be considered harassment.
So it is a difficult issue and employers need to be sure there is a real medical need involved. One way to avoid a charge of harassment, or the appearance of harassment, is to get and document second and third opinions.
If the employee would benefit medically from professional help, the employers should make certain the employee gets that help.
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