Depression Help Boosts Productivity
A study suggests that offering assistance to depressed employees results in a positive return on investment. But, first, companies must work to overcome the stigma of mental illness, experts say.
By Louis Greenstein
Systematically identifying and treating workplace depression improves clinical outcomes and leads to better job retention, decreased absenteeism, and increased productivity, according to a study by Harvard Medical School that was published in the Journal of the American Medical Association.
While one of the study's authors, Francisca Azocar, is quick to point out that this is not a return-on-investment study, she does note that it "suggests there seems to be an ROI for employers" who are serious about intervention.
"Intervention costs about $400 per employee," says Alzocar, an assistant vice president of research and evaluation at OptumHealth Behavioral Solutions (formerly United Behavioral Health), a major health-services organization headquartered in Golden Valley, Minn., and one of the study's sponsors.
When you consider the toll depression takes on an employee, i.e., irritability, loss of concentration and a loss of productivity, Alzocar estimates that, untreated, one employee's depression may cost their employer an average of $1,800 annually.
"You measure workplace productivity in terms of number of days absent or who shows up at work but doesn't do anything. It's costly to employers," she says.
Depression, she says, has a huge impact on the workplace. "Approximately 6 percent of the labor force, at any given time, may be suffering from a depression disorder."
Jennifer Bofinger, a spokesperson for OpenMindsOpenDoors, a project of the Mental Health Association in Pennsylvania, a Harrisburg, Pa.-based advocacy group, says employers and workers need to overcome the stigma of mental illness and start talking about depression -- a first step toward treatment.
"A dialogue is the most important thing," says Bofinger. "The stigma is really big."
She recommends employers contact a national organization, such as
Mental Health America
, to find local speakers or learn about free depression screenings.
Azocar also recommends educating all employees about depression ¿ and letting them know what their insurance does and does not cover.
She agrees that talking about depression will help to minimize the stigma attached. And the less the stigma, the more likely depressed employees will be to seek treatment.
"Invest in your employees," she says, "by providing them with outreach, treatment and follow-up."
Mark Arost, a licensed clinical social worker based in Merritt Island, Fla., advises employers to try to keep a positive attitude whenever dealing with employees who have been identified as struggling with depression, are seeking treatment and are voluntarily talking about their condition.
One way to help would be offering to extend an upcoming annual performance evaluation, for example, until the identified employee shows signs of improvement. "It's a form of positive reinforcement," he says.
Dr. Rhonda Robinson Beale, chief medical officer at OptumHealth Solutions, says that employers should talk directly with their carriers' medical case managers and ask them specifically to identify workers with depression in the workplace.
Often, this can be done through a Health Risk Appraisal -- a survey conducted by a nurse or another licensed practitioner. HRA results are confidential, and employee participation is voluntary.
Robinson Beale further recommends that employers talk with medical case managers to make sure they are aware of behavioral health issues, especially co-morbidity -- for example, when depression is present along with other conditions such as substance abuse, domestic problems or grief.
National Depression Screening Day
will be held this year on Oct, 11. The screening day -- a project of Screening for Mental Health Inc., a nonprofit organization in Wellesley Hills, Mass. -- provides mental health screenings and educational materials about common mental health problems; educates friends and family members about the signs of suicide and effective ways to respond to a loved one who may be at risk; provides materials for clinicians to help assess suicide risk and mental health problems. For information, call (781) 239-0071.
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October 4, 2007 Copyright 2007© LRP Publications
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