STRENGTHS EXAMPLE
Occupational Health service (OHS) systems
OHS are based on the law. Therefore issues related to mental well-being at work are con-stantly followed up, and services concon-stantly developed.
Legislation The legislation related to work includes issues such as occupational health and safety and occupational health services.
Awareness of the issue General awareness is high; both scientific and practical information is available.
Existing processes Processes such as risk assessment. Experts are available to support the existing processes.
Open discussion culture The discussion culture inside the organisation and in general has improved, there is better know-how on how to address the issue at the workplace level.
Active stakeholders An active group of different stakeholders keeps the issue on the agenda at ministries, in associations, at workplaces, etc.
About half of the stakeholders groups All / almost all of the
stakeholder groups One or two
stakeholders groups
WEAKNESSES EXAMPLE Level of knowledge in the assessment of
mental strain at work The level of knowledge of superiors and industrial safety personnel in the assessment of mental strain at work; what are the causes behind it?
Those feeling strain are not always able to discuss the issue with their superior.
General demands of work life The level of demands has risen: “Nothing is enough any more”; the pace of changes is fast.
Organisation of work tasks, work processes
Work tasks can be too obscure, they are sometimes unclear, which makes it difficult to set limits to amounts of work; new ways of working need new rules.
Solving problems The problems are outsourced to OHS, more cooperation between the employer and OHS is needed.
Processes as part of everyday practices The existing processes and tools have not become a part of everyday practices at workplaces.
Negative talk There is more negative than positive talk about work and its problems. There is a need to change the focus to solutions and opportunities.
Use of OHS The use of OHS for prevention is too limited, the focus is more on the treatment of illnesses.
Use of employees who are
partially fit for work Employees who are partially fit for work are not used enough, more advantage should be taken of existing possibilities.
Medicalization The medicalization of problems.
Attitudes The attitudes towards those with mental health problems are too negative; people are seen as either sick or healthy.
Changes in work life Rapid changes in work life and organisational restructuring; attention must be paid to change management processes.
Work community skills Weakness in work community skills, e.g. how to act in cooperation, how to give feedback to each other
OPPORTUNITIES EXAMPLE
Job crafting, organisation of work New ways to modify job contents; more flexibility in working life;
leadership has improved; individual differences are taken into account.
Use of existing models, processes Information, practices, and tools are available which should be utilized more efficiently, for example, the early support model
Networking Cooperation between different stakeholders is increasing; cooperation is seen as a typical way in which to work.
Legislation Psychosocial risks and issues related to them are taken into account in legislation. 60 % compensation from Kela (the Social Insurance Institution of Finland) when organisation’s OHS meets the preventive action criteria
Preparation, anticipation More attention is paid to anticipating work-related strain; more systematic planning of processes targeting recovery; more communication targeted at small- and medium-sized organisations.
Teaching of work life skills Work life skills are introduced at different educational levels; Actions against inappropriate behaviour are part of school life, young people get used to procedures, how to handle situa-tions, control them, etc.
Mental strain is seen as a serious matter at the political level
Mental strain is seen as a serious matter at the political level; development of practices is considered important
Appreciation of ageing employees The skills and knowledge of ageing employees are seen as valuable assets.
Resources at work Each workplace also has resources to help maintain well-being; attention should also be paid to these.
About half of the stakeholders groups All / almost all of the
stakeholder groups
One or two stakeholders groups
THREATS EXAMPLE Global economic situation,
diminishing resources Uncertainty of economic situation; increasing job insecurity;
less personnel – less resources.
Increasing workload The demands of work life have increased, there is more strain. The working population risks becoming exhausted, which will lead to early retirement.
The goal of longer working careers may not be reached.
Problems are individualized Medicalization of problems, individual-level focus of actions. Problems in the wider work-place setting are not taken care of.
Resources of superiors Superiors have too many subordinates to take care of; they do not have enough time or resources.
New risks Globalization, teleworking etc. make work more boundless, it is difficult to control work, or notice the warning signs of mental strain on time. Workplace violence from frustrated customers.
Difficulties in replacement Difficulties in replacement / re-employment; finding appropriate work tasks; employability of employees.
Long-term development There is a lack of long-term development of working conditions, things are resolved on the basis of short-term solutions.
Topic 2: Supporting employees with mental disorders
STRENGTHS EXAMPLE
Existing support processes at the workplace Models for early support , job modification and flexibility. The pension system encourages employers to “keep their employees”. Good rehabilitation options are available to those who have a permanent job. cooperation between social security and vocational institutes is being developed.
Occupational Health service (OHS) systems OHS systems work well for those who have a permanent job.
Attitudes Attitudes towards mental health and illness have developed in a better direction.
Rehabilitation, social insurance system Vocational rehabilitation, job modifications. Rehabilitation has been developed to make it possible to combine studies and rehabilitation. Cooperation between rehabilitation and the workplace is being developed.
Existing health services The services exist. The processes may be developed.
Awareness of the issue General awareness is high; both scientific and practical information is available.
New legislation 30-60-90 days rule, partial sickness allowance, access to rehabilitative psychotherapy, therapy has been made easier, criteria for vocation rehabilitation has been partly moderated.
Research information and experts There are experts and research information.
WEAKNESSES EXAMPLE
Cooperation between OHS and workplace Cooperation between OHS and special health care
Cooperation and flow of information between workplace, OHS and special treatment does not always work well. There are regional differences in availability of treatment. Long waiting lists for psychological and psychiatric treatment.
Negative attitudes towards mental illness Mental health issues are feared, there is a lack of willingness to hire or keep employees who suffer from mental disorders.
Lack of awareness and know-how Lack of ability to identify and deal with mental health problems at the workplace.
Work opportunities for employees with
mental health problems Availability of appropriate jobs. Legislation does not make it easy to employ new part-time workers. Return to work should be dealt with earlier in vocational rehabilitation.
Unemployment, non-typical employment Non-typical employment has become more common. Employees in permanent jobs are sup-ported at the workplace and entitled to OSH services, while those in non-typical employment and unemployed receive weaker support and services.
Not taking the whole working career into consideration
Narrow view of work ability, seeing only the current situation and current workplace. Instead, the whole working career should be taken into consideration.
OPPORTUNITIES EXAMPLE Fitting different support mechanisms
togeth-er throughout the working caretogeth-er Arrangement of mental care, rehabilitation and financial support systems as a whole in order to enable the continuation of the working career.
Support for return to work Using remaining work ability, making work modifications accordingly.
Making use of existing knowledge Spreading information on mental health issues to workplaces.
Work supports good mental health Positive experiences and the social community at work improve self-esteem and functioning.
30-60-90 day rule Checkpoints for work ability and necessary action determined in the legislation.
Models for early support of work ability Early supervisor-employee dialogue and workplace interventions help. Stigma is reduced when the workplace learns that these issues can be handled
successfully.
Supervisor support Good supervisor support promotes continuing at work.
Reform of health and social services Creating structures for good care and practices.
THREATS EXAMPLE
Social exclusion Mental health problems and unemployment lead to social exclusion, especially among young people. Polarization of society into those who stay employed and those who do not.
Problems in treatment Treatment starts too late. Prevention does not occur in real life. The role of different services is not clear.
Stigma Mental health issues are feared and workplaces do not want to deal with the issue. Employ-ees fear negative attitudes if they speak about their mental health.
Integration employees with partial work
ability The idea that all employees must be able to give 110 % all the time. Tight economic situation reduces willingness to hire or keep employees who cannot make a full effort.
Workload and mental health The association between heavy workload and mental health problems is not acknowledged Medicalization The medicalization of problems and seeing them as problems arising from individual
employ-ees.
“Experience society” People only look for new experiences and do not commit to anything long term.