Should You Ask About Mental Health When Hiring CareerMetis.com

Should You Ask About Mental Health When Hiring Source: Pixabay.comIn 2017, the World Health Organization recorded more than 300 million people suffer from depression. Depression and mental health have been recognized as one of the leading causes of disability.In 2016, the National Survey on Drug Use and Health Depression impairs an individual’s capacity to carry out tasks and responsibilities whether in his family or at work. When depression hits the workforce, the economy is affected. In workplaces, an employee suffering from anxiety disorders, or a mental health disorder in general, is also a concern of employers. The physical and emotional limitations caused by depression affects the business.An employee who suffers from a mental health disorder may incur frequent absences affecting his or her productivity. Anxiety problems may also affect the worker’s relationships with his or her colleagues, supervisors, or clients. A study led by the WHO estimates that depression and anxiety cost the US $1 trillion in annual losses in p roductivity. This is one reason why workplaces are creating office programs and changing policies to promote mental health in offices.Even before a person joins an organization or a company hires them, he or she could be suffering from anxiety, depression or mental health disorder. Is it okay for hiring managers to ask the applicant about his or her mental status? Will it violate the rights of the job applicant?Discrimination vs. people with a mental health conditionevalThe status of mental health remains a private topic for most people as it carries the fear of being discriminated against by the public. It will take a person great courage to talk about their mental health status to other people, and more so, to their prospective supervisors.Based on the data of the US Equal Employment Opportunity Commission The rights of a person with a disability, including a psychosocial or mental disability, are guaranteed under Article 27 of The UN Convention on the Rights of Persons with Disab ilities If a person’s mental health condition could affect his job performance, he or she has the right to reasonable accommodations at work. The reasonable accommodations include adjustments in work that helps the employee to perform his or her job and remain employed in the company.Reasonable accommodations may include:Altered break and work schedules that will allow the employee to work around therapy appointmentsQuiet work environmentAdjustments in supervisory methodsSpecific shift assignmentsPermission to work from homeThe employee with a mental condition should not be harassed based on his or her disability. If such an incident occurs, the employee should immediately report any harassment to his or her employer to address the problem. The employee may also file charges before the EEOC within 180 days of the alleged violation. The EEOC will then conduct an investigation.When can an employee ask for a reasonable accommodation?evalUnder the law, if an employee suffers from a me ntal health disorder, which when left untreated, will “substantially limit” his ability to perform his or her job due to lack of concentration, lack of sleep and/or limitation to interact and communicate with others, he or she can get a reasonable accommodation from the employer.A condition that is “substantially limiting” is defined as that which makes activities more difficult, uncomfortable and time-consuming for an employee with a mental health condition. The mental health condition need not be permanent or severe before an employer accommodates a worker’s request for an adjusted work arrangement.As long as the symptoms limit the employee, the request for reasonable accommodation is justified, and the employer can make arrangements to support the employee with a mental health condition.How can an employee get a reasonable accommodation?An employee may tell the hiring manager or the supervisor that he or she needs a change at work because of a medical condition. After a request is made in writing, the employer may request the worker to submit a letter from the health care provider which documents the mental health condition and that the request for a reasonable accommodation is justified.If the worker wishes to keep the specific diagnosis private, the documentation may use general descriptions such as “anxiety disorder.” The employer may contact the health care provider if the requested accommodation of the employee would be helpful for the person’s condition or not.The benefits of creating a mentally healthy workplaceIn 2014, PwC, a network of firms that helps businesses in Australia, published a study which highlights the benefits of promoting a mentally healthy workplace. It found out that for a dollar spent on a successful action promoting mental health, the company gains $2.30. A mentally healthy workplace has reduced rates of workers absenteeism, lower compensation claims, and higher productivity performance.How can companies create a healthier workplace?evalA healthier workplace contributes to the workers’ increased productivity, and in turn, it boosts the company’s performance. The World Economic Forum said companies could use a three-pronged approach to achieve a healthier and safer workplace. These include:Protecting the employees’ mental health by reducing work-related risk factors;Promoting mental health through the development of positive work aspects and strengths of employees;Address mental health problems of employees.To protect the employees’ mental health, companies should implement and enforce policies and practices related to health and safety. The heads of organizations should have put in place interventions that could quickly identify distress, abuse of substances and mental health condition among employees and provide them with resources for proper management. All workers should also be informed that support is available to them.Healthy organizations also encourage the active involvement of employees in decision-making and allow them to freely participate in the company’s healthy work-life balance programs and policies. Companies should also provide plans for the employees’ career development and recognize their contributions.