Typology of employers offering line manager training for mental health.
Journal
Occupational medicine (Oxford, England)
ISSN: 1471-8405
Titre abrégé: Occup Med (Lond)
Pays: England
ID NLM: 9205857
Informations de publication
Date de publication:
09 May 2024
09 May 2024
Historique:
medline:
9
5
2024
pubmed:
9
5
2024
entrez:
9
5
2024
Statut:
ppublish
Résumé
Mental ill health has a high economic impact on society and employers. National and international policy advocates line manager (LM) training in mental health as a key intervention, but little is known about employer training provisions. To explore the prevalence and characteristics of organizations that offer LM training in mental health. Secondary analysis of existing longitudinal anonymised organizational-level survey data derived from computer-assisted telephone interview surveys collected in four waves (2020:1900 firms, 2021:1551, 2022:1904, 2023:1902) in England, before, during and after a global pandemic. The proportion of organizations offering LM training in mental health increased pre- to post-pandemic (2020:50%, 2023:59%) but 41% do not currently provide it. Logistic regression confirmed that LM training is more likely to be offered by large-sized enterprises, organizations with a larger proportion of employees who are younger (aged 25-49), female, disabled and from ethnic minority communities. Sector patterns were inconsistent, but in 2023, organizations from the 'Hospitality' and 'Business Services' sectors were more likely to provide LM training than other sectors. Continued efforts are needed to increase the proportion of employers offering LM training in mental health, particularly small- to medium-sized enterprises, and organizations with predominantly male, White and/or older workforces.
Sections du résumé
BACKGROUND
BACKGROUND
Mental ill health has a high economic impact on society and employers. National and international policy advocates line manager (LM) training in mental health as a key intervention, but little is known about employer training provisions.
AIMS
OBJECTIVE
To explore the prevalence and characteristics of organizations that offer LM training in mental health.
METHODS
METHODS
Secondary analysis of existing longitudinal anonymised organizational-level survey data derived from computer-assisted telephone interview surveys collected in four waves (2020:1900 firms, 2021:1551, 2022:1904, 2023:1902) in England, before, during and after a global pandemic.
RESULTS
RESULTS
The proportion of organizations offering LM training in mental health increased pre- to post-pandemic (2020:50%, 2023:59%) but 41% do not currently provide it. Logistic regression confirmed that LM training is more likely to be offered by large-sized enterprises, organizations with a larger proportion of employees who are younger (aged 25-49), female, disabled and from ethnic minority communities. Sector patterns were inconsistent, but in 2023, organizations from the 'Hospitality' and 'Business Services' sectors were more likely to provide LM training than other sectors.
CONCLUSIONS
CONCLUSIONS
Continued efforts are needed to increase the proportion of employers offering LM training in mental health, particularly small- to medium-sized enterprises, and organizations with predominantly male, White and/or older workforces.
Identifiants
pubmed: 38722211
pii: 7667610
doi: 10.1093/occmed/kqae025
doi:
Types de publication
Journal Article
Langues
eng
Sous-ensembles de citation
IM
Pagination
242-250Subventions
Organisme : Economic and Social Research Council
ID : ES/W010216/1
Informations de copyright
© The Author(s) 2024. Published by Oxford University Press on behalf of the Society of Occupational Medicine.