Dr Olajumoke Okoya, interim dean, Office for Institutional Equity at the University of East London, offers advice on how to support care workers with mental health issues during the dark winter days

Like many in the UK, I returned to work in early January. My year ahead leading the Office for Institutional Equity at the University of East London (UEL) is already full.

In an inclusive social infrastructure, we acknowledge issues that are important to others. We also remind ourselves what matters to us personally; who we are as individuals and professionals. Good mental health is fundamental to how we discern personal goals, whether this is leadership, earning qualifications or carving out a place at work as a new colleague.

The care sector is as complex and diverse as any other. As we enter a new year, I am aware that is one vocational area where managers, clinicians, and operational staff are often working under increasing pressure; much of it triggered by the demands of winter.

In these winter months, the legacy of Covid and its particularly stressful impact on the care sector cannot be discounted – even two years on from the end of the nationwide lockdown.

The Care Quality Commission has monitored and reported on workplace wellbeing and has found that care workers express serious mental health concerns, not least stress, and anxiety.

My years as an educator and a consultant have given me first-hand experience in observing the impact of inner struggles. These can often be exacerbated by unscientific and unsupported sound bites and memes. We spend more time online than ever before. Attempting to process so much information – not all of it neutral – can undermine our sense of wellbeing and sense of identity.

In recent years, I have heard many admissions from professionals saying that they struggle with ‘impostor syndrome.’ People have begun to question whether they are good enough or up to the job. As educators, we recognise that these concerns can manifest in many ways for our students, especially those called to work in caring professions. To meet this challenge, we have established a comprehensive mental health support and wellbeing programme. Peer-to-peer support is encouraged and trained mental health first aiders are available.

Mental health challenges may arise from complex emotional, psychological or biological triggers. These may occur in isolation or be combined. Maintaining robust mental health is not exclusively a consideration for young adults or first-jobbers. Balance at home, in education and in the workplace is integral. One of UEL’s four cross-institutional pillars in our Vision 2028 strategy is that health gain is a precondition of successful learning. Good mental and physical health are necessary foundations for achievement and a sense of wellbeing. In December 2022 UEL received the Mental Health Charter Award, one of just seven universities to be given the honour. The journey to achieving this was an important element of our provision.

Ignoring science sets up individuals to fail

Every January since the perception of a Blue Monday was first suggested, the media has debated its validity. Simply put, due to a variety of factors, the third Monday in January is the most depressing day of the year for many. First mentioned in a 2005 press release for a holiday company, the concept of seasonal blues has been invalidated. The danger of such criticism is that it can lead to the invalidation of individuals experiencing low mood after the winter holiday season. The expressed challenge is both to the timing, the third week of January, and the validity of the swing toward low mood.

Like other mammals, human beings function in time with circadian rhythms – ouro biological clock which tells us when to sleep, wake and generally respond to our natural environment. During the winter months, we are primed to conserve energy. The less energy we expend, the fewer dopamine hits we receive. Dopamine is our reward for physical activity and boosts our mood.

We act against our nature by rushing, responding to high levels of stress, and pushing ourselves. We’re better off listening to our bodies, resting when the need is there. There is a temptation to overload our thoughts with perceived expectations from employers. Unless executives and managers are superhuman, they will be managing their own peaks and troughs during the winter season.

Mental health concerns do not evaporate for care sector workers with the change of seasons, but in winter they can be exacerbated due to the increased pressure on the sector because of seasonal illness. Since 2020, the number of people joining the sector as paid employees has decreased. Those caring for family members at home will continually manage responsibilities round the clock.

It is crucial for employers to acknowledge invisible disabilities

Good mental health is one of the most important areas of wellbeing from childhood right through to our geriatric years. Healthy minds maintain healthy bodies. It is not an appropriate topic for click bait journalism. People managing mental health concerns are drawn to the topic; sometimes out of general interest but also to measure whether what they are feeling is aligned with their peers or the majority population.

This season is stressful. Qualitative research bears this out annually. If someone’s mood and perspective have shifted significantly enough to cause concern, then support and advice from mental health professionals are essential.

Like any condition, early detection and treatment are the best steps to wellness. Mental health challenges are not a sign of personal weakness. Mind, the mental health charity, confirms signs and symptoms currently impact the lives of one in four adults in the UK.

Untreated mental illness can be debilitating in the longer-term. Rather than invalidate invisible disabilities, we view January 2024 as an ideal time to discuss valuable measures like more training of mental health first aiders. Managers could benefit from short courses in supporting staff who may be struggling. Poor mental health can be disabling but can be overcome through therapies and supportive workplaces.