Final published version, 260 KB, fulltext
Available under license: CC BY: Creative Commons Attribution 4.0 International License
Final published version, 293 KB, fulltext
Available under license: CC BY
Final published version
Licence: CC BY: Creative Commons Attribution 4.0 International License
Research output: Contribution to Journal/Magazine › Journal article › peer-review
Research output: Contribution to Journal/Magazine › Journal article › peer-review
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TY - JOUR
T1 - Typology of employers offering line manager training for mental health
AU - Blake, H
AU - Hassard, J
AU - Dulal-Arthur, T
AU - Wishart, M
AU - Roper, S
AU - Bourke, J
AU - Belt, V
AU - Bartle, C
AU - Pahl, N
AU - Leka, S
AU - Thomson, L
PY - 2024/4/30
Y1 - 2024/4/30
N2 - BackgroundMental 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.AimsTo explore the prevalence and characteristics of organizations that offer LM training in mental health.MethodsSecondary 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.ResultsThe 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.ConclusionsContinued 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.
AB - BackgroundMental 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.AimsTo explore the prevalence and characteristics of organizations that offer LM training in mental health.MethodsSecondary 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.ResultsThe 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.ConclusionsContinued 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.
KW - Humans
KW - Mental Health
KW - Adult
KW - Middle Aged
KW - Occupational Health
KW - England
KW - Female
KW - Male
KW - Surveys and Questionnaires
KW - COVID-19
U2 - 10.1093/occmed/kqae025
DO - 10.1093/occmed/kqae025
M3 - Journal article
VL - 74
SP - 242
EP - 250
JO - Occupational Medicine
JF - Occupational Medicine
SN - 0962-7480
IS - 3
ER -