How to Identify and Tackle Depression in the Workplace Introduction from the Managing Director Welcome to your free “how to” guide from Ultimate U. I trust you will find this guide interesting and motivational. This guide aims to inform and give you tips and advice on how you can tackle this very common mental health problem in the workplace. I have consulted with various mental health professionals in putting this together to ensure that you are receiving expert guidance from those in the know. The guide is split into 10 sections for you to dip in and out of as the need or your interest takes you. I welcome any feedback you have on the guide so please feel free to air your views via my email
[email protected] or telephone me directly on 0800 970 6814. I wish you every success in implementing any changes you decide to make and remember Ultimate U are always here should you need further support, training or guidance for you or your teams. With warm wishes Fiona Yorke, Managing Director – Ultimate U Limited
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How to Identify and Tackle Depression in the Workplace Contents
Page no.
Introduction
1
1.
Essential background
3
2.
Know the warning signs – identifying depression
4-7
in the workplace
3.
Identify the outside triggers for your teams
8
4.
Consider how toxic is your organisation?
9 - 10
5.
Starting the journey of de-stigmatising
11 - 14
6.
The role of supportive supervision
15 - 16
7.
Why you need to acknowledge stress
17 - 18
8.
Managing change to reduce mental ill health
19 - 20
9.
Preventative measures you can take
21 - 23
10.
Sources of outside help
24
Conclusion
25
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How to Identify and Tackle Depression in the Workplace 1.
Essential background
Increasingly organisations are finding that employees are taking sick leave as a result of depression. This has a dramatic effect on not only the organisation but the individual’s confidence and acceptance of themselves as professionals. Many organisations are launching a strategy to tackle mental ill health issues in the workplace – are you doing enough? Having depression on your health records still cause’s people extreme anxiety and organisations are still stigmatising mental health issues. Worrying, considering that at some point in life around 1 in every 5 women and 1 in every 10 men will suffer from depression*. In any one year about 3 in every 10 employees will have a mental health problem and depression is one of the most common. This contributes to increased costs to the employer through absenteeism (on average an employee suffering from depression takes 30 days as sick leave) accidents, staff turnover and a less productive workforce. Indeed the Chartered Institute of Personnel Development (CIPD) state that depression costs British business an estimated £9bn a year. It’s time for action!
*Statistics from the Royal College of Psychiatrists (1999)
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How to Identify and Tackle Depression in the Workplace 2.
Know the warning signs – identifying depression in the workplace
What exactly is depression? If you have never suffered from depression yourself, or do not know anyone who has, appreciating what it is like can be quite a challenge. We can all feel miserable, fed up or sad after a distressing personal loss such as divorce, death of a partner, relative or close friend or loss of a job. Usually this sadness passes with time, sometimes it will just drag on, or it may get worse and worse. On the other hand, unhappiness just comes ‘out of the blue’ for no obvious reason. If depression goes on and on, is severe, or dominates every part of someone’s daily life, it will be treated as a medical illness. For most people a depressive reaction is triggered by a series of life events which they are finding difficult to cope with. Depression is not something you can easily ‘snap out of’ and sometimes frustration from others not knowing how to respond leads to the ‘pull yourself together’ brigade. But it’s not all bad news as there are ways that people can free themselves of depression.
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How to Identify and Tackle Depression in the Workplace What are the symptoms of depression? Certain signs and symptoms can give clues that someone is suffering from depression, these include: •
Crying for no apparent reason
•
Anxiety, worrying, irritability or tension
•
Tiredness, lethargy and lack of motivation
•
Forgetfulness
•
Poor concentration
•
Reduced appetite
•
Changes in weight (gain or loss)
•
Thoughts of worthlessness and hopelessness
•
Sadness that does not change from day to day
How does this translate into the workplace? You might see people: •
Having difficulty making decisions whereas in the past they have had no problem with this
•
Having a more negative focus about their work or tasks
•
Talking about being overwhelmed with work and not being able to generate solutions to this
•
Doubting their own skills and abilities in appraisals, performance reviews or in general
•
Employees lacking in energy
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How to Identify and Tackle Depression in the Workplace How does this translate into the workplace? You might see people: •
Becoming argumentative and instigating conflict with colleagues or customers/ clients
•
Withdrawing from activities such as invitations to the pub after work or removing themselves from the social scene completely
•
Staring into space regularly/ daydreaming more often
•
Not performing in terms of efficiency and accuracy or even just not meeting their usual standards
•
Blaming others instead of taking responsibility for themselves
•
Not turning up for work
•
Being late for work or meetings
•
Making mistakes more often
•
Working slowly
•
Struggling to delegate tasks
•
Working, or trying to work, much too hard
What appears to be common is that not everyone will experience the severe forms of depression and what can happen is that when it’s not quite that bad, most people will try to soldier on, painfully aware that they are not doing their job as well as they usually do. If someone’s depression can be recognised and helped, they will get back much more quickly to their normal performance at work – much needless unhappiness and suffering can be avoided and the employer can play a key role here. Often the colleagues of a person potentially suffering from depression can be the first to notice changes in their behaviour and attitude. It is therefore well worth considering implementing a ‘Mental Health First Aid’ initiative where just as you might have First Aiders in your organisation, you train a few key people to be mental health first aiders. There are some initiatives out there and we can certainly help you if this is something you would like to pursue.
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How to Identify and Tackle Depression in the Workplace What these initiatives do is raise the profile of mental health in the workplace and get people having conversations about it. By enabling your teams to identify the signs in each other then you are in a stronger position to respond and potentially help the individual to ‘nip in the bud’ their problem. You will also be able to respond rapidly with other supportive solutions such as offering workplace counselling or signposting the person to other sources of help.
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How to Identify and Tackle Depression in the Workplace 3.
Identify the outside triggers for your teams
Often depression will emerge as a result of life changes outside of the workplace. It is therefore of paramount importance that you get to know your employees and genuinely show interest in their lives outside of the workplace. Now we are not talking about an interrogation of individual’s private lives here, but by asking them about themselves and knowing some of the activities they are involved in will enable you to notice key changes in their outlook and behaviour. The following is a list of the most common triggers outside of work that can affect and impact on the mental health of people at work: •
Marital and relationship problems
•
Family difficulties and conflict
•
Financial problems and debt
•
Accommodation issues or moving house
•
Changes to physical health; new diagnosis of ill health
•
Disputes with neighbours
•
Being a victim of crime
•
Transport problems
•
Commuting times and stresses
•
Pregnancy
•
Children leaving home
•
Changes to the physical health of a loved one/ friend/ relative
•
Changes to religious outlook
•
Loss or bereavement
•
Immigration issues/ re-settlement
•
Domestic violence
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How to Identify and Tackle Depression in the Workplace 4.
Consider how toxic is your organisation?
This section is about honestly asking some key questions about how your organisation operates. Considering how toxic your organisation is may sound dramatic but there is much evidence that points to problems in the organisation that can trigger poor mental health in employees. Let’s start with the culture of your organisation. How would you describe the corporate culture at work? Is it one where managers are autocratic and inflexible – wanting targets met no matter what the personal cost is to the individuals involved? Is sick leave always viewed as people ‘skiving’ from work? Are employees generally viewed as lazy and opportunistic? If you were saying ‘yes’ or even ‘sometimes’ to the previous questions there is room for improvement. Other questions to ask are; what are the promotion prospects for employees? Is the organisational structure conducive to employees seeing a succession plan for themselves, for example? Importantly, there are other considerations such as how is bullying and harassment dealt with? Is it a case of policy is in place but when it comes to following the process or actually managing a complaint that some managers struggle? It is impossible to explore all the angles of culture in a few pages and indeed I would not insult your intelligence by trying to do so. I know that organisations are often a mix of positive and negative practices and routing out the negative can be an excellent first step. I would suggest a culture survey could prove very useful here. This may give you the insight to be able to identify whether your organisation is contributing to the mental ill health of employees.
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How to Identify and Tackle Depression in the Workplace What I would recommend is promoting a culture of acceptance and understanding, through focused training and by encouraging managers to challenge unhelpful behaviour can all contribute to a better working environment. I have seen some organisations identify employees to be ‘mental health champions’. These people are tasked with talking positively about mental health problems such as depression and making others aware of what support the organisation offers. These champions can be very useful in helping people to talk about any problems they maybe encountering. These people maybe involved in ‘listening schemes’ for example (see section 6 for more information on this). Getting people comfy talking about depression is a key step in demonstrating the organisation is there for them. Work has a largely beneficial impact on mental health. Although there is little evidence of a direct link that poor working conditions can cause depressive illness, things like cramped offices, noisy factories and hot and stuffy shops may increase tension and exasperate the problem. Consider the working environment carefully; is there a pattern of depression in certain departments for example? Many surveys have shown that certain kinds of work are more likely to make people unhappy in their workplace. Jobs in which an employee cannot use their skills, or which are repetitive, and are the same every day, and that people feel they have little or no control over, appear to be particularly likely to make people fed up with their work. Are there sufficient reviews of work taking place and are they conducted by a manager who really listens to the employee or has it become a ‘box ticking’ exercise?
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How to Identify and Tackle Depression in the Workplace 5.
Starting the journey of de-stigmatising
I have called this section ‘a journey’ for a reason. You cannot change an ingrained company stigma towards depression overnight, sorry; but there is no magic wand. But what you can do is start to incorporate themes into the workplace that can really make a difference and make tackling depression more palatable for all. Broadly, there are 3 key themes here: 1.
Management skills
2.
Raising awareness
3.
Training
Here are some things to consider and contemplate in each theme: 1.
Management skills
The challenge here can be two fold – firstly, getting existing and experienced managers to communicate differently with their teams and secondly fostering in the new management talent coming through an approach of acceptance and understanding. Increasing the ‘soft skill’ and emotional intelligence capability is the key here. Specifically, we are talking about listening and supportive questioning and facilitation skills. The ability to demonstrate empathetic listening to an employee who may be encountering depression will make a difference. Often managers can become reluctant to approach a member of their team who they think is experiencing mental health problems because they are worried about saying or doing the wrong thing. There are quite a few options here. Consider the power of role models. If the senior management team are positively demonstrating a good approach to people experiencing difficulties then this will filter down to middle and junior management.
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How to Identify and Tackle Depression in the Workplace Use coaching as a tool to invite concerns from managers who are unsure of their ability. It is often an encouraging sign if managers are unsure of how to deal with a person with depression because it tells you that they care for their team’s wellbeing and effectiveness. Identify those that are good at communicating to coach others in this area. I have seen great success with junior managers coaching senior managers in this respect – don’t be afraid to use the skills of more junior employees. 2. Raising awareness There are lots of activities you can introduce here. I have included just a taster of things you might want to consider. Get a campaign started – getting your team together to come up with a name for your campaign for awareness into mental health issues in the workplace and then market this awareness via information leaflets or posters to go on notice boards or leaflets that could be accompanied with everyone’s pay notification for example. If you have a company newsletter then use it to raise the profile of mental health issues. You could run an article outlining some “top tips” for maintaining your mental health. The more proactive employees see you are about these issues the more likely they are to feel less anxious about approaching someone when they need to. Do a roadshow. If you have lots of different sites visiting them perhaps at lunchtimes in canteens etc. with information and guidance can provoke interest and again you are letting everyone know you are serious about mental health. Inductions are also a great platform for talking about mental health issues. An information session could sit nicely beside any health and safety training at Induction and what this does is ensures that any new starters to the organisation are well informed and it gives you an opportunity to demonstrate how you care for your employees. This will really help with de-stigmatising. Meetings – giving information and awareness sessions as part of your team’s meeting agendas can be very beneficial. When was the last time your team talked about what stress they experience in the workplace or what creates anxiety in the workplace? Exactly! Asking your teams at meetings what would enhance their mental health in the workplace will also generate some good ideas to follow up on and people start to realise that it’s OK to talk about depression, stress etc, without fearing reprisals or ridicule.
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How to Identify and Tackle Depression in the Workplace Awareness briefing sessions – you may already have had employee briefing sessions for areas such as diversity and bullying and harassment – why not mental health? A facilitated session where employees can ask questions and be informed of what the company has in place to support them in times of difficulty is a positive step. Employees will be more likely to seek help early if they know it’s available and that managers take this seriously. Get senior managers to champion the positive mental health message. I have met many senior managers and directors who find it difficult admitting to themselves let alone others that they have encountered depression or anxiety but the statistics back up that it is very common. Getting your positive mental health strategy on the corporate agenda is very important. Without support and buy in from senior personnel your campaign may not be as effective as it could be. I suggest that by including mental wellbeing on their meeting agenda allows you to raise awareness of the issue of depression and affords the opportunity to detail clearly how mental ill health such as depression, can and (maybe already has) affected the business in terms of loss of revenue, coverage of sick absence costs, business reputation and so on. Use appraisals and reviews to talk about mental health. Incorporating an objective for the employee directly relating to their mental health and wellbeing helps to knock down barriers. If your organisation is serious about improving people’s performance then a discussion and action point here will be very beneficial. 3. Training In addition to including mental health awareness into your employee Inductions, I would also suggest several levels of training. Health Education – The workforce and management should have awareness training that informs them about the early recognition of depression, and the circumstances in which people are most likely to encounter depression. It is very important to emphasise that depression is unlikely to permanently affect a person’s ability to work. Furthermore, when individuals are due to retire then discussions about further support could take place to prepare them for their lives after work.
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How to Identify and Tackle Depression in the Workplace Skills training – Making training such as increasing assertiveness at work and reducing stress available is very beneficial as these courses will give employees tools to manage their mental health and therefore reduce the likelihood of becoming susceptible to disorders such as depression. Team building exercises can help protect employees from depression and other conditions and indeed leadership training that includes awareness of mental health is key, as the role modelling starts with your leaders. Other courses that increase the listening skills ability of managers again would make a valuable contribution. Training for managers on what they need to know about managing mental health in the workplace would be invaluable. Managers need to know where they stand in terms of the law and indeed how to manage the mental health of their teams. Having the opportunity to put questions to the professionals will enable and motivate managers to put the mental health of their people a priority. Please note that Ultimate U can provide a variety of training courses for you and your teams should you wish to pursue training interventions further. Courses such as, “mental health in the workplace what every manager needs to know” and “how to become more assertive at work” are a couple of examples of our training portfolio. Our website holds further information. Get in touch to see how we can help you.
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How to Identify and Tackle Depression in the Workplace 6. The role of supportive supervision Demonstrating supportive supervision for your teams is essential in identifying any warning signs of depression and it also allows individuals to see that the organisation they work for does not view them as ‘just another number’. Part of your goals here should be to reduce feelings of isolation amongst your employees. People will often feel very alone and unsure of where to turn when faced with depression, so by introducing some form of supportive supervision you are being proactive in protecting your teams. In addition, if someone has had to take some time off work due to depression they might fear talking about it in case it affects their job security, so being able to ‘put yourself in the other person’s shoes’ will be invaluable here. I have mentioned in the previous section about including discussions around areas such as depression in an individuals performance review/ appraisal and use this opportunity as a platform to talk about the importance of mental health in achieving performance standards. Conducting a ‘return to work’ discussion when a period of sick absence has taken place is very important. It is at this point that a review of the individual’s mental state can be established and it allows you to ask the person what further support they might need. If an employee has returned to work after a bout of depression then they maybe feeling vulnerable and may need lots of reassurance that they still have your maximum respect. It would also be helpful to mention that you will be on alert for any potential comments/ negative behaviour from others as they assimilate back into the work routine. Of course, if you just see ‘return to work’ discussions as a box ticking exercise then the value of this will be lost. Be genuine and empathetic to get the best results.
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How to Identify and Tackle Depression in the Workplace Listening schemes can be very useful. A listening scheme can take many forms but mainly it provides a confidential, support line for employees experiencing difficulties. The whole purpose of them is to provide an empathetic “listening ear” for those who call. They don’t make judgements or give advice to the callers. These often involve interested individuals undergoing training to ensure they have the skills and can manage any ensuing stress of the role. For people encountering depression knowing they can call someone confidentially and not be judged can be very reassuring and might be all that they need to move forward with their lives. Indeed, just talking about feelings is often helpful in itself. Many people with mild depression will start to feel better once they have talked over their problems with someone. Introduce staff counselling services. Not every employer has the means to provide an on-site occupational health department but there are alternatives to this. By setting up an agreement with an organisation that can provide a counselling service for you ‘as and when’ it is required means you can offer valuable support but not incur the cost of a full time service that could be under-occupied. (Ultimate U can assist with you having a programme of this nature if you wanted to explore your options further). Integrate supportive supervision into your management skills portfolio. Being supportive is a skill to be developed, not everyone can immediately understand how to be supportive and often people shy away from this for fear of saying or doing the wrong thing. Getting your senior management team to role model this in the first place is a great step forward and sets the tone for any changes in culture to come.
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How to Identify and Tackle Depression in the Workplace 7.
Why you need to acknowledge stress
It is really important that when tackling depression you understand that stress at work could be a trigger for depression. A total of 12.8 million working days were lost to stress, depression and anxiety in 2004/5 according to the Health and Safety Executive. Below is a summary of the types of workplace stress that could lead to a depressive episode. Consider how many of these are already relevant to your organisation! 1. Too many demands in your job. Managers who increase the demands of their people, beware! Even a small increase to an already stretched role can lead to stress and trigger depression. 2. Not being able to have any control over the way work is completed or indeed how your role should be developed can be very frustrating and leave people feeling that they are undervalued and unimportant. 3. Not receiving support from line managers and colleagues at work can result in feelings of isolation and in its severest form mean that people are being bullied. 4. Relationships at work are very important in people feeling that they belong and that they provide value. Relationships based on game playing and machismo serves to undermine the vulnerable further and encourages a climate of disrespect and a ‘win at all costs’ motivation. 5. Your role in the organisation – it can be easy for people who have jobs that require a certain amount of repetition to feel that they are limited in their influence. Sometimes those viewed as being ‘just the cleaners’ or ‘just the assembly line’ if it’s heard often enough can start to believe it, leading to potential stress and depression. 6. Managing change. The next section details a little further about managing change. Change if managed badly can breed fearfulness and insecurity throughout the organisation.
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How to Identify and Tackle Depression in the Workplace In conclusion here, putting in place workplace stress reducing strategies may prevent employees from becoming depressed. Being a responsible organisation is about being serious about any circumstances that may affect the mental health of employees. See our website at www.ultimate-u.co.uk for our two motivational courses that could help here, ‘How to reduce stress for you and your organisation’ and ‘Mental Health in the workplace, what every manager needs to know’
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How to Identify and Tackle Depression in the Workplace 8.
Managing change to reduce mental ill health
I am sure that many of you reading this will know that managing change in organisations calls for an entire ‘How to’ guide in itself! What I have done here is provide you with some key considerations/ questions that you should have answered before you embark on a change programme. It is important to note that even changing the food on the canteen menu can cause anxiety – so it’s back to basics with this one... •
How far have you consulted with those affected by the change? By embarking on a consultation exercise can be an opportunity to encourage shared ownership of the change process.
•
Can employees see the evidence for the change? Understanding the purpose and scope of the change can reduce anxiety and minimise vulnerability to depression. If employees see it as another, ‘flavour of the month’ programme they are more likely to become apathetic to the change.
•
Is there an opportunity to involve employees in the decisions that lead to change? Never underestimate the ‘What’s In It For Me’ factor and by involving a cross section of employees in some of the decisions or by having them as part of a ‘change committee’ can reduce stress and anxiety over the change and have them spread positive messages to others about the change/s.
•
Has your organisation learnt the lessons from previous change initiatives? If not, then it will be more difficult to persuade employees that this change will be effective and may lead to further anxieties and be a replay of how the previous change affected them – which might not be positive and may leave employees displacing the previous bad experience onto this new change.
•
Is the communications plan robust? People can become anxious or depressed during change if they feel they have not been communicated enough to or if the communications they receive have not been clear to state exactly how it will affect them.
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How to Identify and Tackle Depression in the Workplace •
For major changes such as potential redundancies is there a support programme in place? People can demonstrate resilience to change especially if there is a full support network in place to guide and listen to them along the way. Redundancy can be a major trigger for depression. Get support systems active and communicate, communicate, communicate them to all concerned. Remember remaining employees can be just as much affected by compulsory redundancy as those who are leaving the organisation.
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How to Identify and Tackle Depression in the Workplace 9.
Preventative measures you can implement
•
Develop a Mental Health Policy
Every organisation should consider developing a mental health policy. This should aim to provide a workplace which tends to prevent depression and which encourages its prompt and effective treatment. This can also improve overall performance of the organisation and of individual employees. It will reduce the costs of sickness absence, both from physical illness and depression.
•
Occupational Health Services
These services need to receive full backing from senior management if they are to develop programmes that help to inform line managers and the workforce about depression. They should also be responsible for recognising and counselling depressed employees and in helping them return to work. They can also be viewed as objective and improve the employees chances of managing their depressive episode by liaising with the family GP for example.
•
Sort out the culture of the organisation
If there is a prevalence of depression in the workplace then investigating the culture of your organisation is essential as this will prevent depression in the future. It’s not a short term fix but a long term strategy well worth looking into.
•
Raising awareness to all
As discussed in section 5, educating and informing everyone of the signs, symptoms and causes of depression will harness individuals with the knowledge to acknowledge and highlight any concerns they have about colleagues to their line managers.
•
Absence management training
Ensure that managers manage the absence of employees encountering depression with empathy. Training managers in this respect may encourage employees to return to work earlier if they feel they are going to be supported when they come back to work.
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How to Identify and Tackle Depression in the Workplace •
Create wellness management strategies
Many wellbeing policies focus on employees exercising and healthy eating (both excellent for building up a person’s resistance to depression) but usually fail to mention the value in someone talking through their problems via a listening scheme for example. Wellbeing impacts on the mind as well as the body. Make sure you mention that any staffs counselling services are there for people experiencing depression and other common mental health issues. Use the wellbeing strategy to incorporate tools for things like time management for example. You could even provide a mental health “health check” questionnaire for people to monitor their current state.
•
Know where to signpost people
Being in a position to suggest external organisations that could help the individual can be very useful (see Section 10 for a list of relevant organisations who could help). Ensure that line managers have to hand a copy of a list of these organisations. This will become essential as you de-stigmatise mental health problems in the workplace.
•
Bully proof your organisation
Experiences of harassment and bullying can increase the likelihood of individuals becoming depressed so ensure that your policy is reviewed regularly and that line managers are competent to follow procedure and identify when and how to give support to those concerned. In addition, offer support to anyone going through an investigative process by again signposting people to external sources of help if there are none within the organisation.
•
The organisation of the business
The way in which a business is organised and operates can have an affect on the mental health of its workforce. Considerations include: the physical environment, responsibilities of the job, the level of supervision, and how personnel are selected and trained. Thoughtful adjustments can make employees feel more satisfied with their jobs and may well improve the performance of the business as a whole.
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How to Identify and Tackle Depression in the Workplace •
Get some positive PR
Once you have implemented a comprehensive strategy then start shouting about it! Good publicity surrounding your approach to mental health in the workplace sets you apart as an organisation and may increase your profile amongst prospective employees. Good candidates are more likely to be attracted to working for a company that takes it wellbeing of its staff seriously. It also serves to reinforce the messages you will sending internally to your employees if an external awareness campaign is running in tandem.
•
Get the senior management on an awareness course
Much prejudice can be reinforced from not having sufficient information to counter existing perceptions. By informing senior managers of the issues about depression ensures that you get commitment from the top.
Ultimate U has an excellent half day seminar for managers and HR professionals in organisations wanting to learn more about mental health in the workplace. For more information contact us or visit our website www.ultimate-u.co.uk .
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How to Identify and Tackle Depression in the Workplace 10. Sources of outside help I thought it would be useful to provide you with the contact details of a few organisations (the list is not exhaustive), that could be of help to you and your line managers. Many of the organisations listed below provide free services at the point of access and all will have literature they could send to you to keep for the future. Some of the contacts are national numbers so be proactive here and investigate local agencies as sources of support as well. Of course, Ultimate U is also here to support you and your teams when you need it. Relate
www.relate.org.uk (Relationship counselling)
Cruse
www.crusebereavementcare.org.uk (Bereavement)
Helpline: 0844 477 9400
Samaritans
www.samaritans.org.uk
Tel: 08457 90 90 90
Citizens Advice Bureau www.citizensadvicebureau.org.uk Women’s Aid
www.womensaid.org.uk (Domestic Violence)
Helpline:
England – 0808 2000 247
Scotland – 0800 027 1234
Wales – 0808 80 10 800
N. Ireland – 0800 917 1414
Rep of Ireland – 1800 341 900
Mind
www.mind.org.uk (there are various other mental health charities)
Ultimate U
www.ultimate-u.co.uk
Tel: 0800 970 6814
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How to Identify and Tackle Depression in the Workplace Conclusion Statistics show that depression has become more prevalent amongst employees in organisations but I do believe that with guides like this your organisation can begin to make changes that can protect employees from this trend continuing. I do hope you have enjoyed reading this guide and that you have gained some inspiration for action and some valuable insight in depression. Please do send me your views, questions or success stories about tackling depression in the workplace to
[email protected] and maybe together we can raise awareness and reduce its prevalence.
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