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1. January 2010 Newsletter

We would really appreciate it if you could complete the surveyand think about how your mental wellbeing relates to your current or past experience of work.

Click the banner below to take the survey.

You can now also view our newsletter directly online.

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1. April 2010 Newsletter

Seasonal Affective Disorder (SAD) is a type of depression that has a seasonal pattern. It is characterised by episodes of depression that recur at the same time each year.

SAD is sometimes known as ‘winter depression’ because the symptoms are more apparent during the winter.

As with other kinds of depression, two of the main symptoms of SAD are a low mood and a loss of interest in ordinary things. Other symptoms of SAD include:

• being less active
• putting on weight
• sleeping more

For more information please see the following articles:

NHS Choices – Seasonal Affective Disorder

Mind – Seasonal Affective Disorder

Wikipedia – Seasonal Affective Disorder

The SAD Association

Related posts:

1. Schizophrenia
2. Depression
3. Anxiety

Anxiety is a feeling of unease, such as worry or fear, that can be mild or severe.

Everyone experiences feelings of anxiety at some point in their life. For example, you may feel worried and anxious about sitting an exam or having a medical test or job interview.

Feeling anxious is sometimes perfectly normal. However, people with generalised anxiety disorder (GAD) find it hard to control their worries. Their feelings of anxiety are more constant and often affect their daily life.

There are several conditions for which anxiety is the main symptom. Panic disorder, phobias and post-traumatic stress disorder can all cause severe anxiety.

For more information please see the following articles:

NHS Choices – Anxiety

Mind – Anxiety

Wikipedia – Anxiety Disorder

Anxiety UK

No More Panic

Related posts:

1. Seasonal Affective Disorder

Schizophrenia is a chronic mental health condition that causes a range of different psychological symptoms. These include:

• hallucinations – hearing or seeing things that do not exist, and
• delusions – believing in things that are untrue.

Hallucinations and delusions are often referred to as psychotic symptoms or symptoms of psychosis. Psychosis is when somebody is unable to distinguish between reality and their imagination.

The exact cause of schizophrenia is unknown. However, most experts believe that the condition is caused by a combination of genetic and environmental factors.

For more information please see the following articles:

NHS Choices – Schizophrenia

Mind – Schizophrenia

Wikipedia – Schizophrenia

Rethink – Schizophrenia

Related posts:

1. Seasonal Affective Disorder
2. Depression

Depression isn’t a sign of weakness.

It’s a chronic (long-term) condition that may require long-term management or treatment. Some people only have depression once, but many people have repeated episodes.

Getting help as soon as you think you may be depressed may prevent your depression getting worse. The exact causes of depression aren’t fully known. It seems more likely to occur if there’s depression in the family, but having a depressed relative doesn’t mean you’ll necessarily become depressed yourself. Furthermore, there are a number of lifestyle factors or influences in the world around you that may increase the risk of you developing depression.

For more information please see the following articles:

NHS Choices – Depression

Mind – Depression

Wikipedia – Depression

Depression Alliance

Related posts:

1. Seasonal Affective Disorder

You’ll enjoy rewards that include:

• The opportunity to work for a small charity that values it’s staff.
• Competitive Salary.
• Annual Leave Allowance of 23 days, rising to 26 days, (plus public holidays).
• Generous Pension Scheme.
• Child Care Vouchers.
• Carers Leave.
• Health care scheme for you and dependants.
• Discounted gym membership.
• Free confidential 24 hour telephone advice line.

We also encourage the training and development of our staff:

• Comprehensive Induction Scheme.
• Mandatory Training Programme.
• Support to obtain vocational and professional qualifications relevant to role.
• Travel and subsistence payments – if applicable.
• Payment of professional fees – if applicable.
• Funding for external training courses relevant to role.
• Appraisal and personal development plan.
• Regular support and supervision.
• A commitment to professional development and life long learning.

Related posts:

1. Equal Opportunities
2. Floating Support
3. Recruitment of Ex-Offenders

The organisation will not tolerate direct or indirect discrimination against any person on grounds of race, colour, cultural or ethnic origin, nationality, religion, belief, political opinion or affiliation, sex, marital status, sexual orientation, gender reassignment, age, disability, or any other criterion not relevant to the point at issue.

It is also the responsibility of all staff in their daily actions, decisions and behaviour to endeavour to promote these concepts, to comply with all relevant legislation and to ensure that they do not discriminate against colleagues, service users, volunteers or any other person associated with the Company.

We will:

• Not discriminate on these grounds in the terms and conditions offered to workers or job applicants. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability.
• Give all staff equal opportunities training.
• Keep a confidential record of the ethnic origin, sex, disability and age of everyone who applies to us for employment or support.
• Make sure everyone we work with or who works for us knows about our policy and adheres to it.
• Not tolerate acts that breach the Equal Opportunities and Anti-Discrimination Policy and all such breaches or alleged breaches will be taken seriously and will be subject to disciplinary action where appropriate.
• Take into account good practice in equal opportunities when we update our policies and procedures.

Dudley Mind is committed to a continuing programme of action to make this policy effective and bring it to the attention of all employees.

A full copy of the equal opportunities and anti-discriminatory practice policy will be made available to all staff, service users, volunteers, contractors, stakeholders and anyone else we work with.

Related posts:

1. Recruitment of Ex-Offenders
2. Working With Us

• As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants’ suitability for positions of trust, Dudley Mind complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly.  It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.
• Dudley Mind is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
• We have a written policy on the recruitment of ex-offenders, which is made available to all Disclosure applicants at the outset of the recruitment process.
• We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records.  We select all candidates for interview based on their skills, qualifications and experience.
• A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned.  For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
• Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process.  We request that this information is sent to a designated person within Dudley Mind and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.
• Unless the nature of the position allows Dudley Mind to ask questions about your entire criminal record, we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.
• We ensure that all those in Dudley Mind who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences.  We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
• At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position.  Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
• We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request.
• We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.

It should be noted that offences relating to assault or abuse of others would normally disqualify the person from working directly with vulnerable people.

Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your offences.

Related posts:

1. Equal Opportunities