14-Jun-2015 Biaas Sanyal Depression is a serious concern in India. Here's how you should take care of your team BANGALORE : Depression is one of the top three causes for an Indian employee to take the day off, according to data emerging from the Global Burden of Disease Study 2013. Yet, few companies actually address the issue of mental health. "It's a double-edged sword," says Aruna Sampat, founder and director of Career Catalysts, an HR consultancy. "Employees fear they will be looked down on if they admit to their illness, companies fear they will be considered weak if their employees are admittedly depressed. As a result, no one is willing to accept that there is a person suffering from mental illness at work, even when a psychologist is available." ENCOURAGE AWARENESS One in three people will have an episode of clinical depression in their lives, says Dr Kersi Chavda, a consultant psychiatrist at P D Hinduja Hospital. Yet, there is little awareness about the mental illnesses in the workspace. The absence of formal mental health policies means there is no dialogue about emotional well-being at work. While few multinationals do have programmes to promote awareness, most companies do not, says Sampat. "Organisations should conduct emotional enrichment programmes, set up mental health helplines and organise workshops to help people who have reviewed what they are feeling," says Chavda. Another way to sensitise people, says Sampat, is through Sensitivity Labs — where employees are encouraged to discuss their thoughts, feelings and prejudices. Here, an expert counsellor acts as a facilitator who guides participants to understanding their behavioural patterns. Through this, they examine factors causing stress and depression. PROTECT IDENTITY After last month's incident when a cop at Vakola Police Station shot at and killed his senior, later turning the gun on himself, psychiatrist Dr Harish Shetty suggested providing a cash incentive to Mumbai cops to come forth and seek help for their mental illnesses. However, others in the fraternity believe that simply removing stigma around mental illness will suffice. Organisations should encourage people to talk about their problems. Chavda says, "Don't penalise them. Praise them for coming forward. It is most important that rumours are not spread about that person and that s/he is made to feel secure." According to psychiatric counsellor Rukshana Ayaz, employees who approach the in-house counsellor should be assured that their job and promotion are not threatened. "Protection of their identity through the doctor-patient confidentiality clause is of paramount concern. Companies and counsellors should ensure that employers are only notified about common issues in the workforce, and not individual problems," says Sampat. REGULAR ASSESSMENTS Although assessments are not infallible, they are an important step towards understanding the overall mental health of a workspace. Chavda tells us about how he worked with a shipping firm where trainees were regularly tested on their ability to handle stress by simulation exercises that mimicked the work they'd have to do when a real ship docked at the port. "The exercise allowed management to assess how much stress an individual can handle," he adds. Organisations, he says, should also conduct regular check-ups for physical ailments like hypertension and high blood pressure which work as accurate indicators of mental stress. REDESIGN THE WORKSPACE With professionals spending more time in the confines of their office, Chavda says, employers should carefully consider how the work space is designed. He suggests that office-goers have access to spaces for some form of physical exercise or yoga. Introducing greenery into the workplace has also shown positive results. Flexibility on working times, minimising noise and ensuring enough time-off are other measures that reduce stress. Chavda suggests a simple way to ensure physical and mental well being — having a fixed time for lunch breaks. PICK UP THE SIGNALS So how can you tell if your colleagues are suffering from depressions? Sampat, in her years of experience, says it's best for HR professionals to keep their eyes open for common signals. When a colleague loses their temper often or gets into frequent fights, it is a strong signal that they might be having an emotional crisis. Don't wait for a nervous breakdown. If supervisors find a colleague cocooning himself all of a sudden and not exhibiting the kind of enthusiasm at office that he used to, or not showing interest in meals, they should immediately take time out to talk to him. "Supervisors and managers should play an important role in dealing with depression at office. Even if they are not trained in clinical psychology, they should keep their eyes open and engage," says Sampat. http://www.bangaloremirror.com/columns/work/Addressing-the-mind/articleshow/47666791.cms
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