Credit for being progressive?

One of Tony Blair's greatest legacies could be a £45bn programme to rebuild or renovate every second

One of the more remarkable things about this government is its unerring ability to get no credit when it does something progressive. It launched the largest public building programmes in decades, but was slammed for using PFI. It's invested billions in health and increased the number of doctors being trained, but finds itself loathed for wrecking the NHS and dooming junior doctors to unemployment.

Building Schools for the Future (BSF), a £45bn programme to rebuild or renovate every secondary school in England, is a case in point. Since it was launched in 2004 it's been largely ignored, to the extent that many people don't even know it's happening. When it did hit the headlines in January it was for the wrong reasons, as the newly public spirited Tory party slammed the programme for failing to deliver.

This lack of attention is odd because, if all goes to plan, BSF should be one of the Blair government’s biggest legacies. There are more than 3,500 secondary schools in England. Ofsted reckons that two-thirds of these are decrepit enough to be damaging to children's education: dingy, poorly heated Victorian blocks, or post-war monstrosities with leak-prone roofs. By 2020, the government claims, BSF should have swept these schools away and replaced them with bright new buildings fit for the 21st century.

Nor is it just about bricks and mortar: BSF, we’re told, is "transformational". IT will become an integral part of school life; new schools will become community centres and encourage regeneration. Even bullies will be tackled, by denying them darkened corners in which to terrorize their victims. As Tim Byles, the chief executive of the agency delivering the programme, Partnerships for Schools, recently told a conference: "We have been given a once-in-a-lifetime opportunity to make a real difference."

All this sounds like exactly the kind of stuff that a modern progressive government should be doing. So why hasn't it been more of a PR coup for a beleaguered Labour party?

For one thing, there’s been a certain amount of political backlash. Every council is producing a long-term plan to determine what schools it needs and where to put them; that can mean closing old schools as well as opening new ones. This has sometimes led to painful headlines, like when the Manchester Evening News noticed that Salford council’s glossy schools prospectus was jam packed with images of one of the secondaries facing the axe.

Also, as the Tories have rather gleefully noted, the programme is rather nastily behind schedule. The government now reckons that, of 100 new schools originally planned to open this year, just 14 will be finished by April 2008.

The delays are largely down to the hellish complexity of the average scheme. Local councils are expected to team up with private companies in a 10-year Local Education Partnership (LEP). Individual schools will then be funded through PFI, the scheme under which private companies finance and manage schools under 30-year contracts.

But a vocal minority of councils have refused to follow this route, complaining that it is too slow, too expensive, and gives private companies too big a role in education planning. A lot of construction firms hate the LEP idea too, complaining that the only ones to benefit from the mounds of new paperwork will be the lawyers. "What do we know about education?" one chief executive said recently. "All we want to do is build schools."

Despite these problems, there have been signs of progress. After a slow start the deals have started to sign, and the first new BSF school, Speedwell College in Bristol, is due to move into its new buildings this September. What’s more, council officers and contractors alike still evangelize about the once-in-a-lifetime opportunity BSF represents.

But this may turn out to be the biggest problem of all: that the programme can't possibly live up to the huge expectations of it. "The government doesn't just say it's fixing up the schools, it says it’ll make every school better and results will go up,” says Elaine Hall, an educationalist at Newcastle University. “But we're in ‘all children are above average’ territory here." The fear is that efforts to sell the programme as 'transformational' mean it could disappoint, however good those new buildings are. “Already people say it's not delivering,” notes Hall.

BSF has the potential to be one of this government's greatest legacies. But the way it's going at the moment, it could be forgiven for being quietly glad it’s going unnoticed.

Jonn Elledge is assistant editor of Public Private Finance, a magazine that covers the private sector's role in public infrastructure. A recovering financial journalist, he also contributes to the Sharpener group blog

Jonn Elledge edits the New Statesman's sister site CityMetric, and writes for the NS about subjects including politics, history and Daniel Hannan. You can find him on Twitter or Facebook.

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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.”

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.