In this final article of a three-part series on mental illness in Canada, the focus is on employment and the strategies employers can use to hire people who cope with mental illness. For people who cope with mental illness, stable, long-term employment is one of the key elements to a healthy life. In 2010, the Canadian Mental Health Association @CMHA_NTL in partnership with the Centre for Addiction and Mental Health @CAMHnews authored a paper on education and employment for people with mental illness. This is a relevant quote from that paper:

“Employment and education are essential elements of recovery for people with mental illness. Ontario can do a better job helping people with mental health problems to connect with the labor market.”

The report admitted that there is “no single answer” or perfect resolution to the issue of employment for people with mental illness. CMHA has created a program entitled Mental Health Works @CMHAOntario which was established to address this specific issue. The program provides workshops, advice, support, and information for both employers and potential employees on the integration of people with mental illness into the workforce. Their workshops are described as “person-centered, evidence-based, and solutions-focused”.

The ongoing issue of the stigma of mental illness as discussed in part one of this series remains one of the primary issues. Many employers still do not understand the basics of mental illness, and thus maintain attitudes that are either based on misinformation or long-held prejudices. Unless they are fully educated with a workshop such as the ones offered by the CMHA they might never give a person with a mental illness an opportunity to be interviewed, let alone hired for a job with their organization. Far too many employers lack the information and practical strategies required to integrate people with mental illness into their workforce. It is this kind of information that is so desperately needed by employers across Canada.

According to the aforementioned joint report, one of the critical issues is education. In today’s increasingly competitive and highly technological workforce, young people need to select a career early on. However, mental illness often sets in during either adolescence or the teenage years. This causes a significant disruption in their education which ultimately leads to ongoing barriers to stable employment. The importance of stable employment cannot be overstated as explained here:

“The value of quality employment for the maintenance and improvement of mental health for all people is clear and widely understood. Extensive research has demonstrated the specific benefits of employment for people with mental illnesses. With education and employment, individuals often experience reductions in their symptoms and hospitalization, as well as improved quality of life.”[2]

According to the Canadian Human Rights Commission, everyone is equal in the eyes of the law. The Human Rights Code supports this as does the Charter of Rights and Freedoms. However, bringing a case before the Commission could take months perhaps even years. In that time, the person goes without a job and loses their financial stability. Canadian employers must be educated and informed of the practical strategies they can use to integrate people with mental illness into the workforce. Here are some strategies for employers and potential employees:

FOR EMPLOYERS:

·        Work with one of the many agencies available when a person with mental illness self-identifies

·        Learn to focus on people’s abilities rather than their disability – when people receive encouragement and support they will endeavor to do their best

·        Never make assumptions about people – even if someone has a mental illness, this does not necessarily translate into any specific difficulties in the workplace

·        Always keep the lines of communication open – employers and employees can make far greater gains with open, honest, mutually respectful communication

·        Learn about the concept of “Reasonable Accommodation’ – this will help you to understand which accommodations are most reasonable and the best practices for you to use

·        Review your current hiring practices – are they open-minded? Are they fair? Are they accessible? Be honest about how your practices might not be fully fair to people with disabilities

·        Seek out alternative recruitment methods to ensure you are reaching out to the widest audience of potential employees

·        Try reaching out to and connecting with disability organizations who can provide education and awareness training for your company – it will be enlightening and informative

·        Do not give out “charity jobs”. These are meaningless and demeaning. People want real jobs with real opportunities to succeed.

FOR POTENTIAL EMPLOYEES

·        Do not give up on your desire for stable employment – work with the people who can assist and support you to obtain the job you desire

·        Be flexible – consider different ways of obtaining employment, for example, it might be possible to begin with part-time and gradually lead into full-time

·        Be honest with your employer about your needs – let them know exactly what those needs are, but also assure them that they should hire you for what you can do for them and that is the point of employment

·        Learn the art of negotiations – negotiate with a potential employer from a position of strength – keep reminding them of your abilities, skills, and talents. That should be the focus, not the accommodations

·        Be honest with people but still protect your privacy – not everyone in the workplace needs to know your business – if you have informed your supervisor, then the two of you can discuss how to proceed from that point forward. You have the right to privacy.

As stated earlier in this article, there is no one answer for the challenges people with mental illness face in trying to live a life without barriers to their success. One of the greatest barriers continues to be employment discrimination. But, Canadian employers can change this by changing their attitudes and learning that ALL people have unique abilities to offer in the workplace. They only need the opportunities to prove this. Let’s give them that chance!

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