Mindful Employer is a national scheme to provide support for employers in retaining and recruiting staff who experience stress, anxiety, depression and other mental ill health. It provides employers with practical tools, resources, techniques and useful contacts to maximise positive mental health at work.
With the right support, people with mental health issues can and do stay in work.
SHSC signed up to the Mindful Employer charter in March 2009.
For more information on the Mindful Employer scheme click here.
As an employer we recognise that:
People who have mental health issues may have experienced discrimination in recruitment and selection procedures. This may discourage them from seeking employment.
Whilst some people will acknowledge their experience of mental health issues in a frank and open way, others fear that stigma will jeopardise their chances of getting a job.
Given appropriate support, the vast majority of people who have experienced mental ill health continue to work successfully as do many with ongoing issues.
As an employer we aim to:
Show a positive and enabling attitude to employees and job applicants with mental health issues. This will include positive statements in local recruitment literature.
Ensure that all staff involved in recruitment and selection are briefed on mental health issues and The Equality Act 2010, and given appropriate interview skills.
Make it clear in any recruitment or occupational health check that people who have experienced mental health issues will not be discriminated against and that disclosure of a mental health problem will enable both employee and employer to assess and provide the right level of support or adjustment.
Not make assumptions that a person with a mental health problem will be more vulnerable to workplace stress or take more time off than any other employee or job applicant.
Provide non-judgemental and proactive support to individual staff who experience mental health issues.
Ensure all line managers have information and training about managing mental health in the workplace.
This page was last updated on 14th December 2012