Mental Health in The Workplace: An Interview with Andy Ellis-Grace

An interview with Andrew Ellis-Grace, Senior Investment Officer at Lloyds Banking Group

Andy Ellis-Grace works in Investments at Lloyd’s Banking Group. In addition to this, he has a gay job where he is an active member and ally of their LGBTQ+ Network (Rainbow) and an Inclusive Specialist of his division.

Why do you think it’s important to discuss mental health in the workplace? 

It’s crucial that businesses are open and transparent about mental health as it allows employees to feel they would be supported in a time of need and this would also ensure that productivity is maintained. Talking about mental health normalises it just like you would any medical condition that you may talk about. It also may encourage people to seek health from professionals.

Do you think it’s important to talk specifically about LGBTQ+ mental health? 

I feel it’s important to talk about LGBTQ+ mental health our community can face many different challenges, such as being in an unsupportive environment, unable to reach out to support networks, and also unable to be your true self which could lead to mental health issues. A colleague who is unable to bring their authentic self to work may focus on hiding their true identity to detriment of their mental health.

What advice would you give to an LGBTQ+ professional who is struggling with their mental health?

I would advise then to reach out to your visible allies in the workplace, suggest and help them research support options, both work provided or external, and remind them that asking for help is a positive step, just like you would reach for a paracetamol for a cold. Looking after your mental health is just as important as looking after your physical health as they both work in harmony to ensure you remain healthy.

What would you like to change in the workplace to make it easier to discuss mental health?

Normalisation by a series of awareness sessions, personal stories and highlighting of the support available. Having visible leaders who share stories and support packages are also a key way of making it easier to talk about mental health.

What tips would you offer employers on how they can better support LGBTQ+ people and their mental health?

I would advise employers to educate themselves in the additional challenge LGBTQ+ colleagues face, show themselves as supportive allies by creating an inclusive workplace, and reaching out to the visible role models to see what further support the employer could provide. Having supportive key messages from senior leaders, showing they are listening and adapting to the changing environment around shows a key commitment to make a positive change.

Does an organisations approach to mental health change the likelihood of you wanting to work there?   

An organisation that supports my mental health would show me that they care and are supportive of their colleagues and are willing to invest in supportive measures. It would also provide comfort in the knowledge that should the need arise I am in a supportive environment that would allow me to manage my way through my issues constructively.

What role do you think an LGBTQ+ network can play in promoting discussions around mental health in the workplace? 

The LGBTQ+ network can work together with the mental health network to bring together colleagues across all communities to highlight the issues faced, educate others and therefore in turn this will provide a better focused mental health offering at work ensuring it’s fully inclusive to all colleague.

How important do you think work-life balance is when it comes to mental health?  

Having a work-life balance is extremely important as you need to be able to recharge and focus your attention on activities outside of work. This will ensure that you take some downtime and this will support your mental wellbeing which ensure you perform your best at both work and personal life. Just like your mobile phone or laptop, it needs to be recharged and maintained to ensure it works to its full potential otherwise it will be of no use to you.

What can employers do to ensure their staff have a healthy work-life balance?

Employers need to create the right environment where colleagues are aware of the commitments and flexibility expected around their working time. Ensuring that the right level of resources are provided to a team so that all colleagues can feel empowered to have positive conversations around their working time if they need to request a change to their working pattern for the benefit of their mental health.

Do you think it’s still seen as “taboo” to discuss mental health in the workplace?

I think sometimes mental health can still be seen as a weakness but this has decreased as more awareness had been made about the impacts on a colleague. If you support a colleague correctly this will then have both a positive impact on the business and also the colleague’s personal life.

How do you think the workplace approach to mental health has changed over the last 10 years? 

It has changed beyond all recognition over the last 10 years. It’s now understood that you need to support a colleague through the challenges that life may bring and that by supporting them you will provide more productivity in the workplace. Signposting colleagues to support both internally and externally has also increased fourfold over the last 10 years. Having visible communications from senior leaders has also helped to reinforce the key messages around supporting colleague mental wellbeing.

How do you think it will continue to change over the next 10 years? 

It will continue to evolve as the impact on our population changes, such as COVID19. It will need to remain at the front of any supporting actions so as to ensure it remains relevant and up-to-date.