State of Workplace
Mental Health in
Australia
L1, 181 Miller Street
North Sydney 2060
www.tnsglobal.com
KEY FINDINGS
INTRODUCTION
Mentally healthy workplaces are as important to
Australian employees as physically safe workplaces,
however workplaces are not meeting their
expectations
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is important).
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safety.
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health conditions cost Australian workplaces approximately
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One in five Australian
employees report that they
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due to feeling mentally
unwell in the past 12
months.
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Mentally unhealthy workplaces impact
on employee behaviour
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work in the past 12 months because they felt stressed,
anxious, depressed or mentally unhealthy.
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in presenteeism1 BOE NJMMJPO JO
compensation claims2.
Financial impacts aside, the workplace
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an appropriate setting to promote and
support the health and mental health of
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those who consider their workplace mentally unhealthy.
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BOE
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unhealthy are unlikely to disclose within their workplace
if they are experiencing a mental health condition, seek
within particular industries
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programs.
support from HR/management, or offer support to a
colleague with a mental health condition.
A mentally healthy workplace is one that protects and
promotes mental health and empowers people to seek
Australian employees expect mental health support in
the workplace environment, but many are not aware
of, or are unable to access appropriate resources
help for depression and anxiety, for the benefit of the
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experiencing depression or anxiety.
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has one or more policies, procedures or practices to
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them.
When mental health is valued by leaders, and
appropriate resources are available in the workplace,
there are real benefits to business
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self-reported absenteeism as a result of experiencing
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individual, organisation and community.
responsibility, mental health is a leadership issue, and change
must start at the top. Business owners and organisational
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management practices and the experience of employees.
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or injury
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© TNS 2014
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DETAILED FINDINGS
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of employees agree their workplace is mentally healthy.
Mentally healthy workplaces are important to
employees. Across all industries and locations
in Australia, employees do not consider their
workplace as mentally healthy as they would
like it to be
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past 12 months.
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snapshot of the current state of workplace mental health
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their most senior leaders consider mental health in the
9 in 10
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workplace important).
healthy workplaces are important
Across all states/territories and industry sectors, there is a
5 in 10
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workplace is mentally healthy
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THE RESEARCH METHODOLOGY
Mental health and physical safety importance and
performance - by location
5IJTSFTFBSDIXBTDPOEVDUFEPOMJOFXJUIBrepresentative
sample of Australian workers"UPUBMPGJOUFSWJFXT
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with employees (a mix of lower management and other
employees).
Quotas were set and weighting applied to
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number of employees in the company and location (at state/
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data.
Survey content
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/48"$5
73
7*$
76
2-%
87
88
76
4"/5
WA
62
80
mental health in Australian workplaces5IFTVSWFZBTLFE
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t the importance of physical safety and mental health in
workplaces and an assessment of how their workplace
performs
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condition or encountering mental health conditions in
the workplace
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mental health
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mental health.
2
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program.
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healthy’, is also based upon combining responses in this way.
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TDBMFQPJOUTPS
© TNS 2014
Mental health and physical safety importance and performance - by industry
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Agriculture
83
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88
81
76
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87
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76
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83
Manufacturing
88
70
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86
68
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70
&EVDBUJPOBOE5SBJOJOH
78
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88
71
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83
88
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80
86
$POTUSVDUJPO
63
81
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81
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Employers can reduce absenteeism by improving
mental health in their workplace
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mentally unhealthy workplaces, including what employees
time off work due to feeling mentally unwell in the past
would recommend someone experiencing depression or
12 months. The findings show that employees who
anxiety should do.
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consider their workplace mentally unhealthy are
almost four times more likely to say they have taken
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time off work due to feeling mentally unwell in the
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past 12 months compared to those who describe their
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t protective behavioursBSFQPTJUJWFBOEQSPBDUJWFXBZT
the symptoms of depression and anxiety among their
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colleagues.
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Behaviour in mentally unhealthy workplaces
compared to mentally healthy workplaces
support through the workplace.
t avoidance behaviours are the opposite - not seeking
help or support, isolating oneself from colleagues,
family or friends, and potentially using alcohol and other
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taken time off work due to
feeling mentally unwell in
the past 12 months
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depression/anxiety among
others in their workplace
from time to time
harmful drugs as a coping strategy.
© TNS 2014
QSPUFDUJWFCFIBWJPVSTJONFOUBMMZunhealthy workplaces, and
When mental health is valued by leaders there
are real benefits to the business
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As a result, organisational leaders may not be aware that
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employees in their workplace are experiencing depression
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leaders)
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health condition from their direct manager or human
mental health are likely to be more productive
resources (where this exists)
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leaders)
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of depression or anxiety in the workplace, as well as in
the workplace inspire respect among employees
situations of career progression.
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Protective and avoidance behaviours in mentally
unhealthy and mentally healthy workplaces
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Protective Behaviours
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Surveyed employees stated they would ...
Approach their direct manager for assistance
38%
64%
Approach HR for assistance
41%
57%
There is strong evidence that when employees believe
their CEO values a mentally healthy workplace, there
are significant attitudinal and behavioural benefits.
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health in the workplace. Additionally, workplaces where
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likely to be considered physically safe.
Support colleagues who are experiencing a mental health condition
52%
62%
Avoidance Behaviours
Surveyed employees stated they ...
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Characteristics of workplaces in which the CEO
does or does not value mental health
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8%
75%
45%
29%
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if going for a promotion
33%
20%
Wouldn’t want anyone to know if they were experiencing
depression/anxiety
36%
16%
#FMJFWFUIFJSXPSLQMBDFJTQIZTJDBMMZTBGF
53%
46%
87%
34%
$&0DOES NOT VALUE.&/5"-
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mentally unwell in the past 12 months
© TNS 2014
There is evidence of mental health stigma in
workplaces
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When asked about a hypothetical co-worker with
depression/anxiety employees believed…
a hypothetical work colleague. Few employees agree with
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likely to agree were males, and those who speak a language
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When asked about a hypothetical co-worker with
depression/anxiety employees agreed…
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11%
15%
7%
8%
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13%
18%
5%
7%
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9%
14%
4%
5%
34%
26%
27%
37%
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34%
28%
30%
38%
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35%
27%
28%
38%
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A variety of workplace factors are considered to
be potential triggers for poor mental health
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job or sustaining a workplace injury are associated with
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12%
17%
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5%
7%
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there is a link between these workplace issues and poor
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14%
19%
7%
9%
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mental health.
When asked about depression and anxiety,
employees agreed these conditions...
Are caused by stressful jobs
76%
62%
Are common in Australian workplaces
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73%
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48%
experiencing depression or anxiety.
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anxiety was not their line manager.
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job.
Are more likely if the workplace is not physically safe
61%
51%
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76%
65%
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concerns about the workplace performance of a colleague
experiencing depression or anxiety.
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There is an expectation among workers that
employers should assist those experiencing
depression or anxiety
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workplaces should QSPWJEF TVQQPSU UP TPNFPOF XIP JT
experiencing depression or anxiety and almost two-thirds
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from colleagues, management or a union. Not surprisingly,
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ethical obligation to support employees experiencing a
mental health condition is stronger than their belief that
FNQMPZFSTIBWFBlegal obligation to support workers with
mental health conditions. Sixty one percent of employees
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health support.
Legal and ethical obligations aside, there is acknowledgement
of shared responsibility in creating mentally healthy
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responsibility.
While employees want to access support from
workplaces, this does not necessarily mean they
will
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hypothetical colleague experiencing depression or anxiety,
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support through the workplace. Blue collar employees
are somewhat more likely to recommend seeking support
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agreement that in this situation the hypothetical colleague
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BT
seek to change
aspects of their
job
6
talk to someone
within
HR
talk to
their
manager
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support from workplaces, and the ability to translate this
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that if they experience a mental health condition they would
consider quitting their job "MNPTU POF JO TFWFO indicated that attempting to deal with it independently/
cheering up / looking on the bright side of life is an
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potential solution is to try to relax by drinking some alcohol.
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exacerbate symptoms of depression or anxiety.
Many employees do not actively seek support
through their workplace because there is a lack
of policies, procedures and practices to support
mental health…or, they don’t know these
resources are available
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setting through which to access support for a mental health
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knowledge gap between leaders and employees in terms
of their awareness of the existence of workplace policies,
procedures and practices to support workplace mental
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leaders indicate their workplace has one or more policies,
procedures and practices in place to support mental health.
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about legal responsibilities for mental health, that their
workplace if they experienced a mental health condition.
workplace has a return to work policy for staff experiencing
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but least likely to approach Human Resources for assistance
has processes and policies to support those who disclose a
with a mental health condition.
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Source of support in the workplace
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has leaders committed to promoting the mental health of
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$PXPSLFST
43%
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39%
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Senior management 35%
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Human resources
29%
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19%
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Percentage of employees and organisational leaders
who believe their workplace has specific practices
and resources to promote mental health
The majority of employees would not disclose
their experience of a mental health condition
within their workplace
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to disclose or not to disclose their mental health condition
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time off work due to feeling mentally unwell in the past
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about the workplaces’ legal
responsibilities
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Return to work policy for
staff with a mental health
condition
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support those who disclose a
mental health condition
to anybody in their workplace.
to disclose their experience of depression or anxiety to
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who describe their workplace as mentally unIFBMUIZ *O
mentally unhealthy workplaces, close to half of employees
Leaders are committed to
promoting the mental health
of staff
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were diagnosed with depression or anxiety. Additionally,
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mental health programs in the
workplace
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impacts on the likelihood of a person disclosing a mental
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7
© TNS 2014
Many employees would proactively approach a
colleague they were concerned about, although not
all are confident in their ability to provide support
RECOMMENDATIONS
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would approach a colleague they are concerned may
be experiencing depression or anxiety to express their
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DPMMFBHVFUIFZCFMJFWFNBZCFFYQFSJFODJOHBNFOUBMIFBMUI
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for females.
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&NQMPZFFTBSF divided in terms of their personal ability
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resources they could suggest to a colleague, compared to
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demonstrated by organisational leaders in many practical
ways.
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NFOUBMIFBMUITQFDJmDUPUIFJSXPSLQMBDFTVDIBTTUSFTTBOE
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these risks.
Additionally, businesses should implement workplace
policies, practices and programs that encourage employees
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result in reduced absenteeism.
Resources designed to protect employee mental health
must be promoted throughout the workplace to ensure that
employees are aware of them.
What characteristics are associated with a
mentally healthy workplace?
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is mentally unIFBMUIZ &NQMPZFFT PG XPSLQMBDFT UIBU BSF
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health in the workplace
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procedures and practices that support mental health
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employees)
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others in their workplace.
By demonstrating their commitment to good mental health
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contribute to the reduction of stigma around mental health.
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*OBEEJUJPOUIFZBSFSFMBUJWFMZ
t NPSFMJLFMZUPXPSLJO8"BOEMFTTMJLFMZUPXPSLJO2-%
t NPSF MJLFMZ UP XPSL JO DPOTUSVDUJPO QSPGFTTJPOBM
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and safety.
8
© TNS 2014
"#065beyondblue
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EFQSFTTJPOBOEBOYJFUZXIFUIFSJUJTQFSTPOBMPSWJBGBNJMZ
friends or work colleagues. beyondblue’s work is aimed
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Australia, at any life-stage, to seek help. beyondblue raises
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management and resilience.
beyondblue XPSLT JO QBSUOFSTIJQ XJUI IFBMUI TFSWJDFT
TDIPPMT XPSLQMBDFT VOJWFSTJUJFT NFEJB BOE DPNNVOJUZ
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anxiety, their friends and family, to bring together expertise
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Further information to assist organisations to create
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www.headsup.org.au
"#0655/4
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as the research partner inspiring the world’s leading
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immigration and community integration.
5/4JTQBSUPG,"/5"3POFPGUIFXPSMETMBSHFTUJOTJHIUT
information and consultancy groups.
'PSBOZGVSUIFSJOGPSNBUJPOQMFBTFDPOUBDU
,BUIZ0%POPHIVF
[email protected]