by Emma Johnston, volunteer at CoolTan Arts.

The news from a recent survey, published in the Guardian (Mind over matter – January 20^th 2009), that over half of UK employers would not employ someone with a known mental disorder, may come as no surprise to those involved in the sector.

The Mental Health Foundation states that one in four people will suffer from some form of diagnosable mental health problem within their lifetime. That’s one person not so far down your construction line, around your work station or across your boardroom.  So how do these conflicting statistics add up?

The flaws

In order to find out, we have to examine why we have this unutilised and willing workforce, and how can the deep-rooted prejudice that leaves them so, be endorsed by our employers? Let’s first consider the economics of this. The job market is just that -a market. Like any other. Our working world is structured around a balance between supply and demand. And yet here is a workforce, unexploited. On your buzzers, entrepreneurs! They have CV’s in hand, they are champing at the bit, and they are meeting closed doors before they’ve even finished the application. The moral scandal is obvious, but the business element too, unsound.

Of course though, it is the human element that is most striking. Jobseekers with mental health difficulties, laden with transferable skills, are finding they have nowhere to put them. This fails the individual concerned, their potential workplace, but also society at large. As a jobseeker with a mental health concern, the onus is on you to disclose a condition that may inhibit your ability to work. In exchange, your employer will treat your application equally, respect your confidentiality and consider your application with impunity. Or will they?

The dangers

In the current financial climate, what jobseeker would want to add any further reason to those an employer may have, to narrow down their shortlist? And herein the danger lies. If individuals feel less likely to either gain employment or be supported, if they disclose a mental health problem, then they are less likely to respond truthfully. This also means they will not receive appropriate support. In even the most progressive workplace, if employers don’t know about an issue, they can’t offer assistance. This is potentially harmful to the individual, their colleagues and their customers, and will surely result in a poorer standard of work and morale.

Viewed more widely, these latest figures are so disturbing because they force people back into the proverbial mental health closet. If issues can’t be raised then they certainly can’t be addressed. Individuals either have to prove their mental health problem is serious enough (i.e. that it has interfered with their life continuously for over 12 months, in order to qualify for protection under the Disability Discrimination Act), deny publicly that there is any problem at all, or disclose short-term or recurring mental health problems that may disqualify them from specific support. There’s a rock, a hard place, and what comes after that?

Employers must not be permitted to allow personal prejudice to influence official policy. And yet, until institutionalised prejudice is addressed, we can’t expect attitudes to shift or conditions to improve. Anti-discrimination laws are there both to protect and to insure. That their basis can be so at odds with the realities of the working norm shows that our system is failing us. More than this though, it gives an impression of our society at large. We are isolating individuals with needs, and fostering a climate of denial and silence.

The alternative

We must stamp out the prevailing impression that equal opportunities means meeting targets and giving jobs to unsuitable candidates because they tick an appropriate box. They are there to ensure a diverse workforce, that reflects a range of abilities and skills, and the varied society we live in. Once in the job, working wellbeing groups, flexible working hours and a willingness to embrace open discussion about mental health in the workplace, need to be implemented at every level. Without this, we are merely paying lip service to a notion of equality. Remember the willing and able workforce we have lined up? By dipping into this, we are taking the first steps in creating supportive working networks and challenging societal misconceptions. Equal opportunities are about finding the best candidates for the job. The ones who tick all the boxes.

Roya, volunteer and participant at CoolTan Arts says:

“Participating in the creative workshops helps people develop their self-esteem by discovering hidden talents they didn’t know they had, and helps provide an outlet for self expression. Art heals and takes people’s minds off their problems, and CoolTan Arts can give people a focus in their life and a sympathetic bunch of people to help support their recovery.”

Sue, web volunteer who is now employed on a part time basis by CoolTan says: “Volunteering for CoolTan’ provides an opportunity to regain skills and confidence without any feelings of excessive pressure.  There is the possibility to study for an NVQ qualification and volunteers have gone on to be employed by the charity itself.  Participation in CoolTan’s workshops has even kick started a creative career for some people”

CoolTan Arts runs public exhibitions with art work done by artists in the workshops, a monthly Largactyl Shuffle guided walk through South London every third Saturday of the month and a Sponsored Walk on 10^th October 2009 to celebrate World Mental Health Day and break down stigma around mental health.

To find out more about CoolTan Arts, please go to www.cooltanarts.org.uk, email info@cooltanarts.org.uk, telephone 02077012696.

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