Unmasking the ‘Masters of Disguise’

The subject of mental health has been very prominent over the past few months following the suicides of high profile individuals such as Charlotte Dawson, the beloved actor Robin Williams and, most recently, the husband of local radio personality Robin Bailey. When hearing about such tragic endings and how they affect even high profile celebrities who seem to have it all, it brings into perspective just how widespread and insidious mental health issues such as depression can be. It no longer ‘happens to other people’ who are down on their luck, it happens to anyone regardless of lifestyle, career or family status. Often, close friends and family simply never saw it coming as people who are struggling can become ‘masters of disguise’. Having experienced similar tragedies in my own family, I can say that the feelings of helplessness and inadequacy at not having foreseen such an outcome tremendously magnify the grief of losing a loved one so senselessly.

It brings home just how important it is to create a safe environment where those masters of disguise who are suffering, feel able to ‘unmask’ themselves and reach out. Yet it is still so difficult to do this, even with close friends and family; often we are simply too close to our loved ones to see them objectively and, in the midst of the day to day hum-drum, may miss the clues that would prompt us to ask genuine questions about how someone is doing and help those in their personal hell to reach out. Sometimes it is someone who is not quite as close to the person who notices a change or a self-destructive pattern; perhaps a work colleague or supervisor. Yet mental health remains an uncomfortable topic – there are always those barriers around whether it is appropriate to raise a concern, how to raise it and fears about how a person will react. I would argue that, given the prevalence of mental health issues, it is becoming more and more critical to create work environments that equip staff and supervisors with answers to these questions as well as tools to manage or respond to colleagues who are struggling with mental health.

In fact, I would take it a step further and suggest that in certain work environments a focus on mental health should be a mandatory requirement that is the responsibility of the employer. FIFO employment is a clear example of a work arrangement that naturally carries higher risks for people suffering with mental health as the nature of the work especially isolates people from any pre-existing networks. Rhys Connor’s suicide, a young FIFO worker who struggled with depression, highlights the way in which an extreme work environment characterised by isolation can truly exacerbate the situation. According to his parents, Peter and Anita Miller, their son “had been broken down by FIFO work” and Rhys himself explained in a suicide letter that “when you’re on site, it’s not like you can go for a drive and blow off steam if you’re upset about something. All you can do is let it stew.” I would suggest that, in an ideal world, workers in these roles should regularly be psychologically evaluated, debriefed and counselled as a matter of course. Implementing these procedures as a norm for all staff would help create a culture where mental health is discussed as a matter of course. If we expect pilots to undergo regular medical evaluations, why not expect psychological evaluations for FIFO workers, emergency personnel, police etc. But of course, such a suggestion is simplistic and this approach is not without its own risks and barriers. Somehow, psychological issues are simply more fraught than straightforward medical ones issues around confidentiality and consent become increasingly complicated. Given the stigma associated with mental health issues, many workers would still balk at being expected to undergo regular psychological evaluation and potentially being ‘labelled’ or ostracised by an employer. For such measures to become palatable, it is important to create a culture of open dialogue about mental health, whereby people are no more stigmatised for seeking assistance than those who seek assistance for a physical condition. 

I believe the first step toward building this culture is in equipping supervisors and people in general to stop and notice one another, to be interested in lending a hand and have the confidence to ask the necessary questions. September is mental health awareness month and RUOK? is a campaign that seeks to do just that – raise awareness and provide the tools for people at work to talk about these issues. Perhaps, if fewer people feel they are battling mental health issues alone, their options may seem less extreme than suicide.  Visit www.ruok.org.au  for useful resources and ideas on how you can leverage this campaign in your organisation.

At HR Business Direction we can assist with managing mental health in the workplace.

 

Trish Cloete MA (Org. Psyc), Assoc MAPS; CMI
Workplace Psychologist
trish.cloete@hrbd.com.au
07 3890 2066
www.hrbd.com.au