How inclusive hiring could transform Australia’s mental health landscape

4 min read

For Michele, her job means more than just a wage. Her role as a Lived Experience Engagement Officer with WAAMH gives her the opportunity to connect with many incredible people with lived or living experience of mental health challenges.

More than eight years earlier when Michele experienced a period of mental ill-health, it was a different job that brought her a sense of stability and routine, and helped her establish a healthy sleep cycle.

It was a volunteer position with the Vinnies Emergency Relief Line which gave Michele a renewed sense of purpose and meaning, thanks to the feeling of giving back and contributing to something greater than herself.

But the essential ingredient that gave Michele the confidence to remain in the workforce beyond this role? A manager who understood that a person is not defined or limited by their mental health challenges.

Thanks to the support of this manager, Michele applied for and successfully gained paid employment – and has never looked back.

While Michele’s story is a perfect example of how critical employment is for mental health recovery, new data suggests many Australians with a history of mental ill-health are not being given the same chance.

Seven out of 10 Australian employers shut out capable workers

National research released last week by the Australian HR Institute (AHRI) revealed that almost one-third of Australian employers admit to excluding candidates with a history of mental ill-health, while 19 per cent admit to rejecting applicants with disability or those aged over 55.

In total, seven out of 10 employers admitted to excluding at least one group of candidates based on personal characteristics, if they become aware of them during the recruitment process. This is despite it being illegal for employers or recruiters to ask questions about applicants’ health conditions or discriminate against candidates on those grounds.

While the data suggests employers have hesitancy about hiring people with mental ill-health, evidence shows they perform just as well as other employees when given appropriate support.

“Not only is this data disappointing, it shows how much further we have to go as a nation, to raise people’s awareness of what is possible for Australians with lived or living experience of mental health challenges,” WAAMH’s CEO, Taryn Harvey said.

“Employees are human beings – we all have lives, different identities and roles, and at times challenges, outside of our work. It’s natural for any employee to bring aspects of their personal life into their work.

“But evidence shows that this does not make people any less capable of maintaining a job; in many cases these employees are more productive and loyal to their employers.

“The crucial thing is for employers to understand how achievable it is to support staff who have mental health challenges or disability. And when done right, it’s beneficial for both employee and employer because staff are able to perform at their best.”

Why work matters for people with mental ill-health

Research shows employment is essential for mental health recovery, meaning that without meaningful work, it is difficult for someone to fully recover from a significant mental health challenge or period of mental ill-health.

This is because work not only provides financial independence, routine and security; it also re-affirms a person’s capability and value. Improved self-esteem, confidence, hope and social connections are all secondary benefits of employment.

Stable employment is strongly associated with reduced hospitalisation rates, improved mental health outcomes, and greater participation in one’s community.

According to the World Health Organisation, employment has a powerful effect on health equity, and the workplace is the arena where many of the key influences on someone's health are played out.

A proven solution to inclusive hiring: The Individual Placement and Support (IPS) model

So, how can we push for more inclusive hiring in Australian workplaces?

Aside from awareness campaigns and training for employers, one proven solution is the Individual Placement and Support (IPS) model of employment support.

IPS is an internationally acclaimed, evidence-based approach to employment support, designed to be integrated with mental health services.

When participating in the program, people with mental health challenges who face barriers to gaining or maintaining competitive employment, are supported with rapid job searches and continued support beyond the recruitment stage.

More than 40 randomised controlled trials have shown that IPS is twice as effective as traditional supported employment methods.

IPS employment specialists visit potential employers on a regular, ongoing basis, to build relationships based on job seeker preferences. These interactions are an opportunity for sharing knowledge and raising employers' expectations about what’s possible for people with a history of mental ill-health.

By meeting employers face-to-face over multiple visits, IPS employment specialists learn about the work environment as well as the employers’ work needs and hiring preferences. This level of support for employers differs from generic job services, where employment consultants are simply seeking vacancies.

Achieving inclusive hiring for all Australians

The latest data from AHRI reveals an entrenched issue with recruiters and employers, but the issue isn’t a lack of talent, it’s a lack of opportunity.

At a time when skills shortages are widespread and one in five Australian adults experience mental health challenges each year, the ongoing exclusion of willing, qualified workers remains a significant problem for Australia’s workforce and the importance of inclusive hiring cannot be overstated.

With the support of models like IPS, and improved awareness and training for employers, an inclusive workforce is achievable and can bring a myriad of benefits from increased productivity and retention to more creative and innovative workers.

People with a history of mental ill-health perform as well as other employees, have comparable productivity, and often demonstrate high commitment and loyalty – particularly when employers show them flexibility and appropriate support.

At the end of the day, the benefits of inclusive employment for employees like Michele speak for themselves.

“My job is incredibly important to me – it gives my life meaning and allows me to hold onto hope and optimism for the future. Employment has enriched my life and allowed me to sustain my mental health and wellbeing.”

Learn more about the IPS model and how WAAMH’s IPS team can help you deliver a successful IPS program.