Who puts out the rubbish?

When Britain signed the EC Landfill Directive in 1999, we should have entered an era in which waste-

At the start of the 1990s, the UK's recycling rates were languishing at around 5 per cent. While West Germany passed laws committing its citizens to recycling 50 per cent of its packaging waste by 1995, the UK continued to pile the plastic on to landfill sites for another decade.

The catalyst for change came in 1999, when the Labour government signed up to the EU Landfill Directive - a legal agreement to reduce the amount of biodegradable waste that goes to landfill in European Union member states. Scotland published a waste policy the same year; Wales's strategy was ready in 2002, Northern Ireland's in 2006, and after much toing and froing, in 2007 the Department for Environment, Food and Rural Affairs (Defra) finally published its plan for reducing the amount of waste England creates.

Waste Strategy for England, as it was called, targeted five stakeholder groups that needed to change their behaviour to minimise the waste the country produced, as well as claw back energy by treating the residual rubbish: government, industry, retailers, consumers and the waste industry. Each stakeholder was allocated responsibilities and market-based incentives and goals were established which, if met, would ensure that, by 2020, 50 per cent of England's waste would be reused, recycled and composted.

Government

In 2006 the European Union established a Waste Framework Directive relating to the management of waste across the EU, and committed member states and their local authorities to reducing the amount of waste they produced. The UK government took this to mean tighter regulation of waste activity and delegated a much greater task to the ­Environment Agency - whose core role is to enforce environmental standards. It was now expected to take a role in setting these regulations, particularly in industry, while also monitoring targets and standards.

Paying for the green revolution was going to be an issue. A hike in the landfill tax - now at £48 per tonne of waste going to landfill, compared to £7 per tonne in 1996 - was introduced, and the universal charge to every authority, business and household that takes a tonne of waste to landfill has been the most effective fiscal measure brought in to divert waste.

The government gave local authorities the duty of delivering landfill reduction targets by increasing the municipal waste recycled or reused from 27 per cent in 2005 to 53 per cent in 2010. This involved diverting waste from landfill, helped by PFI credits to stimulate investment in waste infrastructure schemes. The councils also had to give businesses and households advice on how to minimise waste. As an incentive, the Landfill Allowance Trading Scheme fined local authorities £150 per tonne of waste that was above their target figures which went to landfill.

Over the past three years, the amount of biodegradable waste that goes to landfill has reduced to beneath 2010 targets, using 78 per cent of its allocated amount. But, as long as landfill reduction remains the only way that our government passes on responsibilities and incentives to local authorities and councils, waste continues to be produced.

Industry

Could this be the year that the government finally holds industry accountable for its environmental impact? Historically, levels of waste have risen as the economy has grown, and the fear has been that, if the biggest polluters were made to reduce waste, this would force the economy to contract.

Moreover, while monitoring household waste (collected by local authorities) is fairly straightforward, central government is still struggling to find an effective way to monitor commercial and industrial waste, which is collected by hundreds of private companies.

But it is waste minimisation that is really becoming a buzzword for industry at the moment, particularly given the current economic climate. The obligations of "producer responsibility", both statutory and voluntary, oblige industry to make products using more recycled materials and fewer newly extracted raw materials, and to design products that are less wasteful in their production and use. Producers should manage the cost of these changes, not simply by handing the costs of eco design over to the consumer, but by addressing their supply chain and establishing links with different stakeholders in the strategy.

It is at the bottom of the priority list for most business - the commercial benefit in producing less waste is not immediately obvious - but slowly, as businesses begin to see the cost benefits of introducing upstream waste minimisation policies, the idea is catching on.

Retailers

Most of the UK's commercial waste comes from the retail sector, and in 2003 5.1 million tonnes out of the 6.1 million tonnes of waste produced by retail went to landfill. Retailers create waste in two areas - on their own property and by passing packaging on to consumers. The former is tackled economically, and retailers opt for the cheapest disposal method available. As in industry, private waste companies are employed to take the waste, then sift through it before taking it to landfill.

Retailers could avoid passing on waste to consumers if they reduced the amount of packaging. This responsibility includes cutting the number of carrier bags that consumers use, and the waste strategy gives retailers the chance to sign up to the voluntary Courtauld Commitment, which encourages them to source and market products that are less wasteful and more sustainable as well as help their consumers be less wasteful themselves.

By 2008, 94 per cent of the UK's food retail sector had signed up to the Courtauld Commitment and 61 per cent of the country's packaging waste was being recycled. On the face of it, the substantial increase from 28 per cent in 1997 meant that the scheme was working. But beneath the perceived success lies the reality of these achievements. While this was a success for recycling targets and landfill avoidance, the commitment avoids waste reduction and continues to tie the retail industry to the hungry incineration industry, leaving consumers to wonder what to do with their packaging.

In 2009 Hilary Benn, the Environment Secretary, reviewed packaging policy and laid out a new set of priorities for the period 2010-2015. Nonetheless, he missed the opportunity to enforce packaging reductions, and again recycling pipped reduction to become the government's first priority. As far as the waste industry is concerned, the responsibility for dealing with waste remains with consumers.

Consumers

Consumers certainly have a powerful role to play in waste reduction. As the customers of consumerism and the darlings of democracy, consumers have in theory the chance to influence the behaviour of these other stakeholders. However, one symptom of being a lowly member of the stakeholder hierarchy is that environmental negligence is hidden behind a screen of covert costs and consumers are led to believe that government, industry and retailers are doing the job for them.

Defra claims that the consumer's job will be made easy if other stakeholders meet their duties to the waste strategy. The strategy states that consumers - business and individual households alike - simply need to reduce the environmental impact of their behaviour by taking a variety of simple measures. These include such habits as purchasing products and services that generate less waste and separating their waste for recycling.

As consumers are made to believe that minimisation is an upstream issue and beyond their reach, their focus is on ­recycling and composting. So far, it appears that consumers have done a good job of meeting the demands that borough councils make of them. By November 2009, the proportion of municipal waste disposed in landfill decreased from 54.4 per cent in 2007/2008 to 50.3 per cent in 2008/2009. These successes were a result of an increase in the amount of recycling that households and businesses were doing, which went up from 34.5 per cent in 2007/2008 to 37.6 per cent in 2008/2009.

Yet, while Defra's targets are being met, environmental NGOs argue more needs to be done, citing the rate set in Flanders in Belgium of 74 per cent municipal waste being recycled as the sort of levels for which the UK should be aiming.

However, it could be consumers who ask for more. They must assert their power and take advantage of their status as "partners" in the process of policy development. They must demand greener products and drive eco-design and they must be willing to negotiate the transparent cost of doing all this, rather than accepting the one they currently pay as part of council taxes and product prices.

The industry

Defra's strategy expects the largely pri­vatised waste industry to work with local authorities and deliver policy demands. Local authorities have to encourage their communities to separate their rubbish and attract investment to the waste industry using PFI credits, and the waste industry has a role to deliver a reduction in the use of landfill. A lot of their success relies on the landfill tax escalator - inflating the charge by £8 each year - taking the cost of landfilling from £40 per tonne to economically inefficient levels. Until then, industry, business and households will revert to this option while the recycling will continue to be undercut.

Nevertheless, in order to meet the EU Landfill Directive, local authorities need to develop waste infrastructure. By entering into a contract with private waste companies, local authorities are given PFI credits to pay for the use of the waste industry's service. Essentially, this is a subsidy for the industry and was aimed at encouraging the development of techno­logies that would cope with the diversion of waste from landfill in an environmentally friendly way.

In actual fact, and unsurprisingly, local authorities spend PFI credits, as they understand it, "responsibly". Credits are used to fund long-term schemes that investors know will pay off. Experimental technologies such as composting and anaerobic digestion or recycling, which have relatively low value, rarely receive any money. As a result, funding is aimed at conventional incineration - the pro-cess of mass-burn in which municipal waste is treated and turned into heat and electrical energy.

Environmental campaigners argue that, while our governments continue to ignore the highest rungs of the waste hierarchy, the private interests of the waste industry will carry on ignoring the environment and more sustainable methods of energy recovery.

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“I felt so frantic I couldn’t see my screen”: why aren’t we taking mental health sick days?

Some employees with mental health problems fake reasons for taking days off, or struggle in regardless. What should companies be doing differently?

“I would go to the loo and just cry my eyes out. And sometimes colleagues could hear me. Then I would just go back to my desk as if nothing had happened. And, of course, no one would say anything because I would hide it as well as I could.”

How many times have you heard sobbing through a work toilet door – or been the person in the cubicle?

Jaabir Ramlugon is a 31-year-old living in north London. He worked in IT for four years, and began having to take time off for depressive episodes after starting at his company in 2012. He was eventually diagnosed with borderline personality disorder last January.

At first, he would not tell his employers or colleagues why he was taking time off.

“I was at the point where I was in tears going to work on the train, and in tears coming back,” he recalls. “Some days, I just felt such a feeling of dread about going into work that I just physically couldn’t get up ... I wouldn’t mention my mental health; I would just say that my asthma was flaring up initially.”

It wasn’t until Ramlugon was signed off for a couple of months after a suicide attempt that he told his company what he was going through. Before that, a “culture of presenteeism” at his work – and his feeling that he was “bunking off” because there was “nothing physically wrong” – made him reluctant to tell the truth about his condition.

“I already felt pretty low in my self-esteem; the way they treated me amplified that”

Eventually, he was dismissed by his company via a letter describing him as a “huge burden” and accusing him of “affecting” its business. He was given a dismissal package, but feels an alternative role or working hours – a plan for a gradual return to work – would have been more supportive.

“I already felt pretty low in my self-esteem. The way they treated me definitely amplified that, especially with the language that they used. The letter was quite nasty because it talked about me being a huge burden to the company.”

Ramlugon is not alone. Over three in ten employees say they have experienced mental health problems while in employment, according to the Chartered Institute of Personnel and Development. Under half (43 per cent) disclose their problem to their employer, and under half (46 per cent) say their organisation supports staff with mental health problems well.

I’ve spoken to a number of employees in different workplaces who have had varying experiences of suffering from mental ill health at work.

***

Taking mental health days off sick hit the headlines after an encouraging message from a CEO to his employee went viral. Madalyn Parker, a web developer, informed her colleagues in an out-of-office message that she would be taking “today and tomorrow to focus on my mental health – hopefully I’ll be back next week refreshed and back to 100 per cent”.

Her boss Ben Congleton’s reply, which was shared tens of thousands of times, personally thanked her – saying it’s “an example to us all” to “cut through the stigma so we can bring our whole selves to work”.

“Thank you for sending emails like this,” he wrote. “Every time you do, I use it as a reminder of the importance of using sick days for mental health – I can’t believe this is not standard practice at all organisations.”


Congleton went on to to write an article entitled “It’s 2017 and Mental Health is still an issue in the workplace”, arguing that organisations need to catch up:

“It’s 2017. We are in a knowledge economy. Our jobs require us to execute at peak mental performance. When an athlete is injured they sit on the bench and recover. Let’s get rid of the idea that somehow the brain is different.”

But not all companies are as understanding.

In an investigation published last week, Channel 5 News found that the number of police officers taking sick days for poor mental health has doubled in six years. “When I did disclose that I was unwell, I had some dreadful experiences,” one retired detective constable said in the report. “On one occasion, I was told, ‘When you’re feeling down, just think of your daughters’. My colleagues were brilliant; the force was not.”

“One day I felt so frantic I couldn’t see my screen”

One twenty-something who works at a newspaper echoes this frustration at the lack of support from the top. “There is absolutely no mental health provision here,” they tell me. “HR are worse than useless. It all depends on your personal relationships with colleagues.”

“I was friends with my boss so I felt I could tell him,” they add. “I took a day off because of anxiety and explained what it was to my boss afterwards. But that wouldn’t be my blanket approach to it – I don’t think I’d tell my new boss [at the same company], for instance. I have definitely been to work feeling awful because if I didn’t, it wouldn’t get done.”

Presenteeism is a rising problem in the UK. Last year, British workers took an average of 4.3 days off work due to illness – the lowest number since records began. I hear from many interviewees that they feel guilty taking a day off for a physical illness, which makes it much harder to take a mental health day off.

“I felt a definite pressure to be always keen as a young high-flyer and there were a lot of big personalities and a lot of bitchiness about colleagues,” one woman in her twenties who works in media tells me. “We were only a small team and my colleague was always being reprimanded for being workshy and late, so I didn’t want to drag the side down.”

Diagnosed with borderline personality disorder, which was then changed to anxiety and depression, she didn’t tell her work about her illness. “Sometimes I struggled to go to work when I was really sick. And my performance was fine. I remember constantly sitting there sort of eyeballing everyone in mild amusement that I was hiding in plain sight. This was, at the time, vaguely funny for me. Not much else was.

“One day I just felt so frantic I couldn’t see my screen so I locked myself in the bathroom for a bit then went home, telling everyone I had a stomach bug so had to miss half the day,” she tells me. “I didn’t go in the next day either and concocted some elaborate story when I came back.”

Although she has had treatment and moved jobs successfully since, she has never told her work the real reason for her time off.

“In a small company you don’t have a confidential person to turn to; everyone knows everyone”

“We want employers to treat physical and mental health problems as equally valid reasons for time off sick,” says Emma Mamo, head of workplace wellbeing at the mental health charity Mind. “Staff who need to take time off work because of stress and depression should be treated the same as those who take days off for physical health problems, such as back or neck pain.”

She says that categorising a day off as a “mental health sick day” is unhelpful, because it could “undermine the severity and impact a mental health problem can have on someone’s day-to-day activities, and creates an artificial separation between mental and physical health.”

Instead, employers should take advice from charities like Mind on how to make the mental health of their employees an organisational priority. They can offer workplace initiatives like Employee Assistance Programmes (which help staff with personal and work-related problems affecting their wellbeing), flexible working hours, and clear and supportive line management.

“I returned to work gradually, under the guidance of my head of department, doctors and HR,” one journalist from Hertfordshire, who had to take three months off for her second anorexia inpatient admission, tells me. “I was immensely lucky in that my line manager, head of department and HR department were extremely understanding and told me to take as much time as I needed.”

“They didnt make me feel embarrassed or ashamed – such feelings came from myself”

“They knew that mental health – along with my anorexia I had severe depression – was the real reason I was off work ... I felt that my workplace handled my case in an exemplary manner. It was organised and professional and I wasn’t made to feel embarrassed or ashamed from them – such feelings came from myself.”

But she still at times felt “flaky”, “pathetic” and “inefficient”, despite her organisation’s good attitude. Indeed, many I speak to say general attitudes have to change in order for people to feel comfortable about disclosing conditions to even the closest friends and family, let alone a boss.

“There are levels of pride,” says one man in his thirties who hid his addiction while at work. “You know you’re a mess, but society dictates you should be functioning.” He says this makes it hard to have “the mental courage” to broach this with your employer. “Especially in a small company – you don’t have a confidential person to turn to. Everyone knows everyone.”

“But you can’t expect companies to deal with it properly when it’s dealt with so poorly in society as it is,” he adds. “It’s massively stigmatised, so of course it’s going to be within companies as well. I think there has to be a lot more done generally to make it not seem like it’s such a big personal failing to become mentally ill. Companies need direction; it’s not an easy thing to deal with.”

Until we live in a society where it feels as natural taking a day off for feeling mentally unwell as it does for the flu, companies will have to step up. It is, after all, in their interest to have their staff performing well. When around one in four people in Britain experience mental ill health each year, it’s not a problem they can afford to ignore.

If your manager doesn’t create the space for you to be able to talk about wellbeing, it can be more difficult to start this dialogue. It depends on the relationship you have with your manager, but if you have a good relationship and trust them, then you could meet them one-to-one to discuss what’s going on.

Having someone from HR present will make the meeting more formal, and normally wouldn’t be necessary in the first instance. But if you didn’t get anywhere with the first meeting then it might be a sensible next step.

If you still feel as though you’re not getting the support you need, contact Acas or Mind's legal line on 0300 466 6463.

Anoosh Chakelian is senior writer at the New Statesman.