I thought I would share the article below which highlighs bullying in the workplace. Passive and subtle bullying is certianly prevalent which makes the workplace all the more uncomforatble and unpleasant. This can exacerbate mental health upheavel and result in days off work and subsequent underperformance. "Passive bullying in the workplace, also known as covert or indirect bullying, involves subtle and often unnoticed behaviors that can create a hostile or uncomfortable work environment. Unlike overt bullying, passive bullying may be challenging to identify, making it important for both employees and employers to be vigilant. Here are some common forms of passive bullying in the workplace: Exclusion: Deliberately leaving someone out of team activities, meetings, or social events can be a form of passive bullying. This behavior can make the targeted individual feel isolated and ignored. Withholding Information: Keeping important information from a colleague, intentionally excluding them from communication channels, or not sharing necessary details can be a subtle way of undermining their performance and creating a stressful work environment. Backhanded Compliments: Giving compliments with a hidden negative meaning or sarcasm can be a form of passive aggression. It can be confusing for the recipient, as they might not be sure whether the comment was meant to be positive or negative. Microaggressions: Subtle, often unintentional, discriminatory comments or actions based on race, gender, or other characteristics can contribute to a hostile work environment. These microaggressions can be difficult to address, as they are often subtle and easily dismissed. Sabotage: Undermining a colleague's work or deliberately setting them up for failure without direct confrontation can be a form of passive bullying. This might involve spreading misinformation, withholding resources, or not providing necessary support. Ignoring or Interrupting: Consistently ignoring someone's contributions, ideas, or presence in meetings can make them feel undervalued. Interrupting or talking over them can also be a subtle way of asserting dominance or dismissing their input. Gossiping: Spreading rumors, gossip, or misinformation about a coworker can damage their reputation and create a toxic atmosphere. Passive bullies may engage in gossip without directly confronting the person they are targeting. Addressing passive bullying requires open communication, awareness, and a supportive workplace culture. Employees should feel empowered to report such behaviors, and employers need to take proactive measures to prevent and address passive bullying, promoting a respectful and inclusive work environment. Training programs, clear policies, and open communication channels can contribute to fostering a healthier workplace culture." User

Mental Health Week focuses on kindness. However, what does kindness effectively mean to us. It is defined as being “caring, generous and considerate”. Let’s look as these words used to describe kindness and see how they fit into our daily lives. Caring essentially means showing genuine concern for others. Enquiring about their well-being and therefore acting upon the feeling. Being generous could mean many thigs to different people. It does not always have to centre around money, just being generous with your love and sincerity can mean so much more to the person receiving it than a monetary value. Considerate acts of kindness means so much when it is given with thought, passion and feeling. It is time to think about acts of kindness however small or large and make it an everyday occurrence thought out the year. Not only this week! Take care and Stay Safe both physically and mentally.

Take stock of your current emotion

Taking stock of your current feelings and emotion is a given before you can set out to restore yourself to where you want to be. It is imperative that you always have a pen and notebook to hand to jot down those fluctuating states of mind so that you can deal with them. Reducing feelings to writing helps with creating a balance between understanding and resolution. It is going to take some inner soul searching and in-depth honesty to deal with it. It is of no personal value to yourself both mentally and physically to beat yourself up about all life’s difficulties. So often we create these situations ourselves without realising how much self -harm we cause and often irreparable damage that comes with it. The thing is that it is not only the harm we do ourselves but also to the people round us. That is something that we should never lose sight of in the future. After all, if they genuinely mean something to you then why do you want to hurt them physically or emotionally? The question is posed then why we seem to have that self-destruct button tucked away somewhere and cannot wait to press it at a moment’s notice. What is that “something” that invokes an emotion that suddenly overwhelms our internal thoughts and says “go on …. Press it now. “That demon that takes hold and will not let go no matter how hard you try.

Unsupported work related changes-effects on the employee

Case study- "Work-related stress in a 43 year old male local authority employee. Earlier this year all of his department were advised that they had to reapply for their posts, and he was retained but on a temporary contract in a different location. Surgery for keratoconus in 1992 left him sensitive to bright light and with difficulties driving at night. In his previous post the workstation had been adapted to meet his visual requirements and the location had meant he had little night driving in wintertime. Requests to his new line manager for occupational health input in view of his medical condition were declined. Over a period of a few weeks he developed sleeping difficulties and felt exhausted. He found it difficult to concentrate at work and was noted to be increasingly irritable at home. When initially seen he had a tachycardia and raised blood pressure. He was signed off work and on review after two weeks was feeling much better and his pulse and BP had returned to normal. After a further two weeks he was able to return to work with occupational health input. A constructive meeting with senior management took place and it was arranged for him to return to his original location and duties under new line management, with all adjustments to be undertaken and checked before his return. Job insecurity, insensitive management and low personal “control” are some of the factors involved in work related stress. A change in behaviour can often be the presenting symptom of stress. The abnormal physiological response associated with stress can be reversible on dealing with the background issues. He had always found his work to be enjoyable and is doing so once more."

Work -related stress-HSE stats and information

The extract below makes one think about the stress and stressors in the work place.One of the most difficult environments to work in is the education sector.I have witnessed many colleagues breaking down due to the overwhelming daily tasks and stressors that present itself with little or no support. "Work-related stress, depression or anxiety is defined as a harmful reaction people have to undue pressures and demands placed on them at work. The latest estimates from the Labour Force Survey (LFS) show: The total number of cases of work related stress, depression or anxiety in 2017/18 was 595,000, a prevalence rate of 1,800 per 100,000 workers. This was not statistically significantly different from the previous period. The rate of work related stress depression and anxiety was broadly flat but has shown signs of increasing in recent years. The number of new cases was 239,000, an incidence rate of 720 per 100,000 workers. The total number of working days lost due to this condition in 2017/18 was 15.4 million days. This equated to an average of 25.8 days lost per case. Working days lost per worker due to self reported work-related stress, depression or anxiety shows no clear long term trend. In 2017/18 stress, depression or anxiety accounted for 44% of all work-related ill health cases and 57% of all working days lost due to ill health. Stress, depression or anxiety is more prevalent in public service industries, such as education; health and social care; and public administration and defence. By occupation, professional occupations that are common across public service industries (such as healthcare workers; teaching professionals and public service professionals) show higher levels of stress as compared to all jobs. The main work factors cited by respondents as causing work related stress, depression or anxiety were workload pressures, including tight deadlines and too much responsibility and a lack of managerial support (2009/10-2011/12)"

5 Ways Bosses Can Reduce the Stigma of Mental Health at Work

5 Ways Bosses Can Reduce the Stigma of Mental Health at Work Diana O'BrienJen Fisher FEBRUARY 19, 2019 Experts tell us that one in four adults will struggle with a mental health issue during his or her lifetime. At work, those suffering — from clinical conditions or more minor ones — often hide it for fear that they may face discrimination from peers or even bosses. These stigmas can and must be overcome. But it takes more than policies set at the top. It also requires empathetic action from managers on the ground. We count ourselves among those who have wrestled with mental health challenges. One morning a few years ago, in the midst of a successful year, Jen couldn’t get out of bed. As a driven professional, she had ignored all the warning signs that she was experiencing Post Traumatic Stress Disorder (PTSD). But her mentor, Diana, could see something was wrong, and when Jen couldn’t come to work, the gravity of the situation became even clearer. In the ensuing weeks, we worked together to get Jen the help she needed. Diana understood Jen’s struggles because she had been there, too — not with PTSD but with anxiety. As the mother of adult triplets with autism and a busy job, she’d often had difficulty managing things in her own life. Throughout both of our careers, we have moved across the spectrum of mental health from thriving to barely hanging on, and somewhere in between. What we’ve learned through our own experiences is how much managerial support matters. When bosses understand mental health issues — and how to respond to them — it can make all the difference for an employee professionally and personally. This involves taking notice, offering a helping hand, and saying “I’m here, I have your back, you are not alone.” That’s exactly what Jen said when a coworker told her that he was grappling with anxiety; it had gotten to the point where it was starting to impact his work and his relationships at home. He came to her because she’d been open about her own struggles. She listened to him, worked to understand what accommodations he needed, and told him about available resources, such as Employee Assistance Programs. Then she continued to check in to see he was getting support he needed and make it clear that she and others were there to help. How do you learn or teach the people on your team to address colleagues’ or direct reports’ mental health issues in the same way? Here are five ways managers can help drive a more empathetic culture: Pay attention to language. We all need to be aware of the words we use that can contribute to stigmatizing mental health issues: “Mr. OCD is at it again — organizing everything.” “She’s totally schizo today!” “He is being so bi-polar this week — one minute he’s up, the next he’s down.” We’ve heard comments like these, maybe even made them ourselves. But through the ears of a colleague who has a mental health challenge, they can sound like indictments. Would you open up about a disorder or tell your team leader you needed time to see a therapist after hearing these words? Rethink “sick days.” If you have cancer, no one says, “Let’s just push through” or “Can you learn to deal with it?” They recognize that it’s an illness and you’ll need to take time off to treat it. If you have the flu, your manager will tell you to go home and rest. But few people in business would react to emotional outbursts or other signs of stress, anxiety, or manic behavior in the same way. We need to get more comfortable with the idea of suggesting and requesting days to focus on improving mental as well as physical health. Encourage open and honest conversations. It’s important to create safe spaces for people to talk about their own challenges, past and present, without fear of being called “unstable” or passed up for the next big project or promotion. Employees shouldn’t fear that they will be judged or excluded if they open up in this way. Leaders can set the tone for this by sharing their own experiences, as we’ve done, or stories of other people who have struggled with mental health issues, gotten help and resumed successful careers. They should also explicitly encourage everyone to speak up when feeling overwhelmed or in need. Be proactive. Not all stress is bad, and people in high-pressure careers often grow accustomed to it or develop coping mechanisms. However, prolonged unmanageable stress can contribute to worsening symptoms of mental illness. How can managers ensure their employees are finding the right balance? By offering access to programs, resources, and education on stress management and resilience-building. In our marketplace survey on employee burnout, nearly 70 percent of respondents said that their employers were not doing enough to prevent or alleviate burnout. Bosses need to do a better job of helping their employees connect to resources before stress leads to more serious problems. Train people to notice and respond. Most offices keep a medical kit around in case someone needs a bandage or an aspirin. We’ve also begun to train our people in Mental Health First Aid, a national program proven to increase people’s ability to recognize the signs of someone who may be struggling with a mental health challenge and connect them to support resources. Through role plays and other activities, they offer guidance in how to listen non-judgmentally, offer reassurance, and assess the risk of suicide or self-harm when, for example, a colleague is suffering a panic attack or reacting to a traumatic event. These can be difficult, emotionally charged conversations, and they can come at unexpected times, so it’s important to be ready for them. When your people are struggling, you want them to be able to open up and ask for help. These five strategies can help any boss or organization create a culture that ceases to stigmatize mental illness.

Stats from Leonard Cheshire website

These statistics make you think_nothing further to say There are more than 11 million disabled people in the UK. One in five of us will be affected by disability at some point in our lives. For many of us, it will be the hardest thing we ever have to face. Eight out of 10 people with a disability weren’t born with it. The vast majority become disabled through an injury, accident, heart attack, stroke or conditions like MS and motor neurone disease. Disabled people are far less likely to be employed than non-disabled people. Fewer than 50% of working-age disabled people are in work, compared to 75% of non-disabled people. Disabled people’s day to day living costs are 25% higher than those of non-disabled people. Disabled people are around three times as likely not to hold any qualifications compared to non-disabled people. A third of disabled people have never used the internet, compared to just 8% of non-disabled people — a ‘digital divide’ of 25%. Disabled people are significantly more likely to be victims of crime than non-disabled people. One in three households with a disabled person still live in ‘non-decent accommodation’. Worldwide There are 1 billion disabled people worldwide. That's 15% of the world’s population. 80% of disabled people live in developing countries. Over 400 million disabled people live below the poverty line. Roughly one in three of the children around the world who do not have access to primary education have a disability. 90% of disabled children in developing countries do not attend school. Health and rehabilitation services are unaffordable for over 50% of disabled people in developing countries

"Working in a toxic environment can be dangerous to your physical and mental health"

I read this article recently and thought I would share it. Working in a toxic environment can be dangerous to your physical and mental health Don't Let a Toxic Workplace Kill For many people the office feels like our second home. We spend most of our waking hours there, and we probably spend more time with co-workers than with family. If you wake up dreading having to go to work, chances are a toxic work environment has created this anxiety and apprehension for you. If you’re not happy at work, that dissatisfaction can carry over into your personal life, damaging everything from your self-esteem to your friendships. In a toxic workplace, there is passive-aggressive leadership, back-stabbing, politics, tearing others down, destructive gossip and tons of negativity. When you are surrounded by this every day, it’s no wonder that it affects your self-esteem and sense of worth. Toxic workplaces can also have an impact on your health: increased stress can lead to burnout and depression. Signs of a Toxic Work Environment 1. Lack of Communication. Do you feel like you’re left out of the loop regarding important information? Is there little communication about objectives? A lack of communication characterizes most toxic workplaces. You may get little to no feedback about your performance, and when you do, it’s negative and not helpful. 2. You’re Overworked. In a hostile workplace, employees are often overloaded with job responsibilities. You may be doing the work of two, three, or four people. Being overworked can lead to burnout and cause resentment. 3. Lack of Opportunity. If you’ve had discussions with your boss several times regarding a lack of growth opportunities, such as promotions and raises, yet have seen no changes, you’re in a toxic environment. 4. Everyone Has a Bad Attitude. If you walk into work and everyone around you is miserable, there is no enthusiasm, and no one ever says “I enjoy working here,” you’re in a hostile environment. 5. High Turnover Rate. Good people leave, questionable people stay: a high turnover rate among employees is a sign of their unhappiness and poor morale at the office. 6. Gossip, Gossip, gossip. When the rumor mill is more productive than your office, you are definitely in a toxic workplace. 7. Dysfunction. Toxic workplaces are full of confusion, lack of focus and an attitude of “this is the way it’s always been done.” Meetings feel like a waste of time where nothing is accomplished. The company’s operations are disjointed, possibly even failing. Misunderstanding, favoritism, and infighting are normal. 8. Your Boss is Toxic. Your boss tries to control your every move. He is unwilling to listen and feels his way is always the right way. “It’s my way or the highway.” He consistently hurts your self-esteem and undermines your ability to put out good work. 9. You’re Stressed. A poll by Monster found that 42% of U.S. workers have left a job due to an overly stressful environment. High levels of stress are bad for your body, leading to digestive problems and increased risk of heart attack. Pay attention to any symptoms you experience, such as sleepless nights, sweaty palms, a racing heartbeat — your body could be signaling a red flag of danger. 11. Inconsistencies. When the boss lays down rules and doesn’t bother following them himself, it’s more about commanding obedience, exerting power, and maintaining a sense of control. When someone gets scolded for behavior that gets another employee promoted, that’s toxic. 12. Your boss is a narcissist. Does your boss think he can do no wrong? Chances are he’s a narcissist. Narcissists believe the rules don’t apply to them yet demand near-perfection from others. They love having their behavior affirmed and being told they’re correct. They see disagreement as defection; you’re either with them, or you’re against them. How to Cope After reading this list, have you determined you’re in a toxic work environment? If you’re not, be thankful. If you are and you haven’t yet made the decision to quit, consider the following ways to cope: Recognize that your toxic workplace is NOT a reflection of who you are. Separate the daily negativity from the reality of who you truly are. Make time each workday for a short walk by yourself. Get away from your job for a half hour and exercise some positive self-talk to remind yourself of the qualities you possess that make you amazing. Find ways to remind yourself of who you truly are. Realize that you cannot control what other people say and do, you can only control your own actions and reactions. This realization allows you to let go of other people’s negative behavior and then you can focus on improving yourself. Always conduct yourself with integrity. It is easy to think about giving up, but as long as you’re collecting a paycheck, you have an obligation to give an honest day’s work. Don’t justify personal bad behavior on the toxicity that exists in your office. As difficult as it may be, don’t become less than who you are meant to be out of anger or spite for your current employer. Your reputation will continue beyond the company you are working for today, and nothing is worth trading your integrity over. Continue to search for a better place to work and let others know you are interested in new job opportunities. Give your best up to the day when you can happily hand in your resignation letter and move on to better things. Not Every Workplace is Toxic Not every workplace is toxic -- some leaders just “get it”. To end on a positive note, here’s a company where employees are valued, thus they’re happy and fulfilled. Check out some of their comments regarding their experience working for a company that has consistently been named among the best places to work in Pennsylvania. Https://Www.Webpagefx.Com/Employee-Reviews.Html Additional Reading | Resources Here’s a list of additional reading on what constitutes a toxic workplace, how to avoid going to work in a toxic workplace in the first place, and how to cope if you’re in a toxic workplace. Https://Www.Forbes.Com/Sites/Amyanderson/2013/06/17/Coping-In-A-Toxic-Work-Environment/#777d695e7461 https://medium.com/the-mission/its-not-you-it-s-your-job-7-signs-of-a-toxic-workplace-b7ce564f082d http://www.bravelyblooming.com/toxic-workplace.html https://www.monster.com/career-advice/article/workplace-checklist-how-toxic-is-yours-hot-jobs https://www.forbes.com/sites/emiliearies/2017/03/07/5-signs-youre-in-a-toxic-workplace/#73b3ff445134 https://en.wikipedia.org/wiki/Toxic_workplace