Mental health in the UK

I came across this slide that shows the scale of the problem in the UK. Hat tip charity MIND via Association of Labour Councillors (ALC)

"Men's mental health at work: how unions can help men to open up"

Great post on TUC website. I did not realise that today was "time to talk day". 

"It’s a bit of a cliché - the strong and silent man, the stiff upper lip. But sometimes clichés are clichés because they contain a truth. The truth here is that men often don’t talk about their mental health, or indeed their feelings at all.

I was first diagnosed with clinical depression in my mid-teens. I was diagnosed with Generalised Anxiety Disorder a few years later. I was 18 when I first attempted suicide. I’m now 53 and my second (and hopefully last) attempt was four years ago. In the intervening years I’ve experienced good mental health and bad mental health. I’ve had periods when I’ve been really on top of my life, and times when I could barely function.

But one thing that defined most of those years was my inability to talk to another human being (who wasn’t my GP) about my mental health.

And I’m not alone in this.

Currently, the biggest killer of men between the ages of 18 and 45 in the UK is suicide. There is a national crisis of mental health, yet men are far less likely than women to seek help for their mental health issues. Only 53% of men who have depression have spoken to a friend about their illness, as opposed to 75% of women.

For as long as I can remember, people have told me to ‘man up’ when I’ve seemed low. Once you reach a certain age, the perfectly natural act of crying to release emotions becomes a problem for boys. If you cry, you’re seen as weak, effeminate or odd. So you just stuff it all back down inside, wear a mask and act like ‘one of the lads’. Both my suicide attempts happened not because I didn’t want to live anymore, but because I was so full of unexpressed emotions, I felt like I was going to explode.

Men also face self-image problems which I believe are being exacerbated by social media. The constant pressure to have the perfect body is no longer just something women experience. NHS figures show that over the last decade male hospital admissions for eating disorders have risen by 70%.

This is not to detract from women’s experiences of mental ill health; women are far more likely to be diagnosed with an anxiety disorder than men, and cuts to mental health services have disproportionately affected women. However, I believe there is still an urgent discussion to be had in the trade union movement about men’s mental health.

The question is, what needs to be done?  

Firstly, there is an urgent need to de-stigmatise talking about mental health for men. The Campaign against Living Miserably (CALM) and Heads Together have done good work in this area, but I would argue that trade unions could add to this substantially by creating discussions in the workplaces we represent.

Unions can play a role in helping employers set up networks of Mental Health Champions or First Aiders. Crucially though, we can also negotiate strong and effective mental health policies that help men (and women) talk about their issues without fear of judgement.

We must also continue to campaign for a fully funded NHS and mental health services that provide the support, treatment and space to talk that is so desperately needed to tackle the mental health crisis in this country.

‘I became the change’

Four years ago, I took the decision to be open about my mental health issues.

I was terrified. Unsure if I was making the right choice. But I knew that carrying on as before would eventually kill me. So I started talking to friends, family and my employer. I wanted them to see that it’s ok for men to talk openly about how they feel. To paraphase Gandhi, I became the change I wanted to see.

This decision was the starting point of my recovery. I now have a support network that gets me through the days when I feel that I can’t cope as well, and I have an employer that genuinely helps and supports me. What I want most of all, is for everyone to feel able to be more open about their mental health.

Get talking

Today is Time to Talk Day, so it’s as good a day as any to start doing something.

Every trade union activist, rep, officer, even  members should use this day to ask :what is my union doing to help men and women talk about and get support on mental health? And what can I do to help?

Many unions are running courses and events that help reps understand the impact poor mental health can have on people’s lives, including what workplace initiatives can be developed to bring about healthier and safer workplaces.  

But small things matter – such as making the time to really talk to your workmates. And above all, not using the old clichés such as ‘Man Up’.

Mark Everden – Regional Organiser (Education) Unison South West.

"How the housing crisis is affecting the sector’s own staff"

A harrowing and disturbing article by Inside Housing's Jess McCabe. What happens when the workers who try and provide homes for the vulnerable are themselves living as homeless. What a sick society we live in. Employers must accept their responsibility for their staff and raise their game. See motion to UNISON Community Conference on this need.

A lack of decent, affordable housing is also affecting social landlord employees. Jess McCabe investigates. Illustration by Nick Chaffe

Social landlords are proud of their social mission: to provide decent and affordable housing. So what does it mean if some of their own staff – tasked with that very mission – are struggling to keep a roof over their heads?

Earlier this autumn, the chief executive of a large London housing association made a passing comment during an interview with Inside Housing. She had discovered that members of her own staff were living in insecure housing.

“If they were in the social sector we would consider them homeless.”

“They’re all in shared houses, or even shared bedrooms, or living in places that are disgusting,” said Kate Davies of 32,000-home Notting Hill Housing. “If they were in the social sector we would consider them homeless in those circumstances.”

It sounded shocking that a housing association’s staff could be considered effectively homeless by its chief executive.

Inside Housing wanted to investigate if this was a one-off, perhaps focused on the struggles of London life. Or was it a widespread phenomenon? We launched an anonymous survey to find out more.

What we discovered was startling. Members of staff in housing associations, councils and homelessness charities are going into work every day to contribute to the running of Britain’s social housing – and then coming ‘home’ to face the hard realities of the modern housing market (see below).

First, we must put into context that such housing problems do not affect the majority of respondents. A full 68% said they are satisfied with their housing situation. Indeed, 59% of respondents own their home, while a small number (2.5%, or 14 individuals) are in shared ownership. Another 12% live in social housing themselves. This is not always a cakewalk – particularly for staff whose employer is also their landlord – but these respondents are, by and large, happy with their lot.

Most of the problems were reported by the remaining one in five housing staff who live in privately rented homes, temporary housing, shared housing, or with friends or family. Some of these respondents were at the beginning of their careers on salaries well below the national average salary, which is £27,271 this year.

“We have members who rely on food banks and mini cabbing in the evening.”

But earning above this average, and having a managerial job, was not an absolute protection either. Even homeowners on a high income are affected by housing problems: one chief executive reported that their own child was sofa-surfing.

The majority of housing staff spend more than 30% of their salary on rent or housing costs, while 7% spend more than half their earnings on putting a roof over their head.

Many respondents told us of struggling to pay the rent – or prioritising their rent but struggling to afford food as well as things that, while not essential, are part of a satisfying life. “Some months I’m not left with much or anything after my rent goes out,” one told us. Another simply said: “I just go without everything else.”

It’s a story that is familiar to John Gray, a housing officer in east London who is Unison’s National Executive Committee member for the housing sector. “We have members who rely on food banks and mini cabbing in the evening and weekends to support their families,” he says.

Staff in the capital are particularly affected, and some are “fleeing London” for less expensive parts of the country, Mr Gray adds. He has submitted a motion calling for action on this issue to Unison’s community conference in February 2018.

Several respondents admitted to feeling despondent and even depressed about their housing. “Good housing makes for a good family life,” one noted. Of course, the converse is that a lack of good housing is not conducive to good family life.

“Depression, unable to imagine a future, no possibility of raising a family,” summarised one manager in the East of England.

When shown the results, Alison Inman, president of the Chartered Institute of Housing, said: “I wonder what the consequences are when staff feel that the tenants they are working with are housed more securely, and in far better maintained homes than they are able to access themselves?”

“I feel like people [living] in social housing should be more appreciative of what they have.”

When we asked housing staff about how their own housing conditions affect how they feel about their job, a minority simply said: “It doesn’t.” But for most there is a direct connection.

Some of this is good, such as for one staff member who commented: “My job keeps reminding me of how lucky I am to have a safe, secure home, unlike others who do not.”

But the feelings stirred up are not all positive. Two respondents simply said they felt “angry”.

Others admitted resentment. “I feel like people [living] in social housing should be more appreciative of what they have, rather than expecting the housing association to fix every little thing that goes wrong,” said one administrative staff member, who lives with their mother. “If I was a resident, I would be grateful.”

Another said: “I love my job and what we do is so important but it’s frustrating that at 35 I still can’t afford something more permanent than a house share and because of my circumstances will never qualify for any useful help.”

Yet another comment was: “Sometimes you see residents who have [a] higher standard of living than you yet [are] still getting state aid in the form of social rents.”

Those who had experienced housing problems and been directly refused help by their employer were particularly disillusioned.

Speaking to Inside Housing about these results over the phone, Ms Davies of Notting Hill Housing is not surprised. But what can landlords actually do? Is the answer higher pay?

On the one hand, Ms Davies says that London employers in particular may struggle to retain staff if they can’t afford to live in the capital. The problem is real, she says, with “people in couples and even with kids in shared housing”.

But it may not be possible for landlords to solve their staff’s housing problems by raising salaries alone. “If the average salary is £26,000 to £27,000, that only sustains £700 a month [on housing costs]. Wages would have to be doubled to make any difference whatsoever,” Ms Davies notes.

If that is unlikely to happen, should employees despair of their employers doing anything to help?

Ms Davies argues not, pointing out that Notting Hill runs a tenancy deposit loan scheme for staff, which can help with one large cost of housing in the private rented sector.

Since April 2015, 19 employees have taken up the loan, with five currently making repayments. Landlords also should ensure that their staff are not excluded from renting or buying, or applying for schemes their employer runs.

Even if these measures are not going to be enough to solve all the housing problems of staff, they might help people working in housing feel less excluded, and as if the sector has no answer to their housing woes.

The results of this survey are in many ways a challenge to social landlords.

Knowing that their own staff members are suffering from the housing crisis, what – if anything – are they going to do about it?

HOUSING STAFF SPEAK OUT

The below are all quotes from staff working in the social housing sector:

“I suffer from mental health problems after being served so many Section 21 notices when a landlord is ready to sell. I live in London and have had 14 addresses in 13 years. I have had to seek counselling for this and was medicated in the past. My two-year-old daughter has had four addresses already.”

“I always have low-level anxiety about security. I feel unable to better my situation – trapped, it exacerbates my depression and feelings of dependency.”

“My job makes me appreciate how lucky I am and how fragile housing security can be.”

“I ended up on antidepressant tablets for depression and anxiety. I was breaking down in tears and my company didn’t support me or help to rehouse me when I asked for help.”

“I’m not paid enough to afford a decent home event after working full time. It makes me realise how close I am to the people I support (one month’s salary away from homelessness).”

“It affects all aspects of your life, because you do not have your own personal space or privacy, especially when you’re living in an overcrowded flat.”

“I am struggling currently and am going to be homeless soon and am unsure where I am going to go. This makes me feel anxious and the unknown is daunting.”

“It makes me appreciate the work housing associations do for people, but I’m annoyed at government for ignoring housing as an issue to be dealt with.”

“I feel sad that I have very minimal rights in relation to those we serve – I see the contrast between the rights of social and private tenants to be worlds apart.”

“Of all the people that promote and lobby for more social housing, few live in it and are often homeowners despite being disparaging about those who aspire to have this choice.”

“I have moved to cheaper accommodation (sharing with seven people) in order to reduce costs.”

“I am always looking at things from a customer’s point of view and find myself empathising with their financial struggles. It can be difficult to then turn these emotions off and think of the needs of the business first and pursue arrears when tenants are struggling, often through no fault of their own.”

“I feel unable to complain about occasional poor service as my landlord is my employer.”

“I am a grown adult living with parents.”

“Most of my colleagues are homeowners of social tenants themselves so it can feel very lonely as they really do not understand some of the issues with living in [the private] sector.”

“Very frustrated sometimes. I am helping people all the time but there is no help for me and my situation.”

“I live on a mixed-tenure estate and think that’s an incredibly positive experience for my family.”

“My housing association is rubbish and penny-pinching when it comes to repairs. They are also quite arrogant.”

“My relationship is fine but I couldn’t afford to stay on if we separated.”

“Other people are in a much worse situation, and without housing associations would end up homeless. I am frustrated that my own housing situation isn’t better, but I think this is the result of government housing policy.”

"Almost one in three people have experienced mental health issues while in employment"

This is an important report by the professional body for HR. I think that the background research is absolutely accurate. But - its recommendations - on how to deal with the issue are just pious nonsense. It will never happen in the real world. There is no mention of trade unions.

Without independent trade unions in the workplace, representing and advocating staff individually and collectively, then this important issue will never, ever, be dealt with properly.

If employers do not recognise trade unions then they do not recognise internationally agreed codes on basic human rights. Employers cannot pick and choose which human rights they recognise.

Discrimination in the workplace happens when you have no democracy in the workplace. You cannot have democracy in the workplace without independent trade union recognition. Full stop.

Almost one in three people have experienced mental health issues while in employment

New CIPD research finds employers are taking a reactive approach to employees’ mental health issues, when preventative steps make better business sense

According to new research, the number of people saying that they have experienced mental health issues while in employment has climbed from a quarter to a third over the last five years. Despite this, the majority of employees still don’t feel that people experiencing mental health issues are supported well enough at work.

In response, the CIPD, the professional body for HR and people development, is calling on organisations to take a more preventative approach to employees’ mental wellbeing, encouraging a culture of openness in their workplace, whilst at the same time, training line managers to provide and signpost support for employees, in order to create healthier, more engaged and more productive workplaces.

The new research from the CIPD found that in 2016, almost a third (31%) of the over 2,000 employees surveyed said they have experienced a mental health problem at some point during their working life, compared with a quarter (26%) in 2011. Of those who have had poor mental health at work, more than four in ten (42%) have experienced a problem in the past 12 months specifically, to the extent it has affected their health and wellbeing.

Despite this increase, the number of respondents who say their organisation supports employees with mental health issues either ‘very’ or ‘fairly well’ remains less than half (46%). While this is a significant improvement of nine percentage points since 2011 - when just 37% of respondents said their organisation was able to support employees either fairly or very well - it highlights that there is still a significant way for employers to go to better support staff with mental health issues. Worryingly, just four in ten employees (44%) would currently feel confident disclosing unmanageable stress or mental health problems to their current employer or manager, a similar proportion as reported five years ago (41%).

Rachel Suff, Employment Relations Adviser at the CIPD, comments: "With people’s experiences of mental health problems at work on the increase, it’s disappointing not to see more employers stepping up to address them. Mental health should get just as much attention, awareness and understanding as physical health, and employers have a responsibility to manage stress and mental health at work, making sure employees are aware of, and able to access, the support available to them.

"This agenda needs to be championed from the very top by business leaders and senior staff – either through role-modelling or open conversations about their own experiences. There’s also a clear role for HR professionals and line managers to ensure that employees are getting the support they need and feel they can speak up. It’s crucial that organisations work to promote an open and inclusive culture so that employees feel confident about disclosing mental health issues and discussing the challenges they are experiencing. Promoting good mental health also makes good business sense, as employees are likely to be more engaged and productive if they work for an organisation with a workforce wellbeing strategy that emphasises the importance of both good mental and physical health."

The CIPD’s survey also asked employees what types of support their employer currently provides to manage and help people with mental health problems. The most common provisions were phased return to work (32% of employees), access to flexible working arrangements (30%), access to occupational health services (27%) and access to counselling services (27%). The least common provisions were mental health first aiders* (3%), mental health champions** (5%), and training for line managers in managing and supporting people with mental health problems (10%).

Suff continues: "We’re seeing a distinct trend of reactive measures when it comes to how employers support people with mental health issues. These are very important, but we also need to see more preventative steps to promote good mental wellbeing. Where possible, employees with mental health problems should be able to access support before problems escalate to a point where they struggle to manage work and their illness, and need to take time out of work. Of course, there will be occasions where people experiencing a mental health problem will need to take time off work and then it’s important that the right framework, including occupational health services and phased return to work, is in place to support them in that situation.

"It’s particularly disappointing to see such a low level of training by employers for line managers in how to manage and support people with mental health problems. Line managers play such a crucial role in an employee’s experience of work, and are often the first line of defence in terms of spotting problems and supporting individuals should they ask for help. Therefore, their management style, the relationships they have with staff, and their ability to implement policies are all paramount to how supported people feel at work. A lot of it is simply about employees feeling that their line manager cares and will support them if they say ‘"I need to talk". However, line managers are not counsellors and will need training themselves if they are to feel confident and competent to create this ‘open’ culture and support and manage employees with mental health issues. This should be the starting point for employers."

Emma Mamo, Head of Workplace Wellbeing, at mental health charity Mind, said: "It’s clear that there’s a high prevalence of mental health problems among employees. It’s good to see more people feeling comfortable enough to let their workplace know when they’re struggling with their mental health, which is likely to be an indication that employers are fostering an open culture where staff feel able to disclose their problems. However, it’s vital that employers also have good support in place for all staff, including those experiencing unmanageable stress or poor mental health. Employees need to be reassured that if they do put their hands up, they’ll be met with understanding, and additional support if necessary.

"Creating mentally healthy workplaces needn’t be difficult or expensive, often it’s about putting in place small adjustments, such as regular communication and flexible working hours. Being able to identify and support a colleague struggling with poor mental health can also make a big difference, which is why Mind delivers mental health awareness training to line managers. We’re also launching a Workplace Wellbeing Index – a benchmark of best policy and practice which will enable employers to recognise the good work they’re doing when it comes to promoting good mental health at work, as well as highlighting areas for improvement."

The CIPD recommends three important ways that line managers can make a difference: At the beginning of a new working relationship, be clear that no problem is too big, small or personal for an employee to raise Work to create a culture of openness and encourage staff to discuss their challenges. Make time to have conversations that go beyond a person’s immediate and short-term workload and discuss their role, responsibilities and opportunities more generally Know when and how to direct people to access specialist help either internally through the organisation, such as counselling and/or occupational health services, or externally via mental health groups and charities.

* Mental health first aid training is designed to improve people's understanding of mental health and provide a basic level of training to help these first-aiders to recognise the signs and symptoms of mental health problems so that they can respond in an appropriate way when people need help. ** Mental health champions are trained and supported by their organisation to help reduce stigma and build awareness about mental health issues to encourage an open and inclusive culture around mental health issues.

ends

CIPD Press Enquiries Helen Ablett / Ben Rathe / Katie Flynn Tel: 020 8612 6400 Email: press@cipd.co.uk

World Mental Health Day sees increase in reported mental health problems (such as anxiety and depression) at work

Tomorrow (Saturday 10 October) is "World Mental Health Day" which is supported by the respected United Nations agency the World Health Organisation.

"World Mental Health Day is observed on 10 October every year, with the overall objective of raising awareness of mental health issues around the world and mobilising efforts in support of mental health. 

The Day provides an opportunity for all stakeholders working on mental health issues to talk about their work, and what more needs to be done to make mental health care a reality for people worldwide". 

While mental health issues at work are not at all solely related to work related stress it is clear that many of us are being made ill at work due to long hours and workers being treated inhumanly. This will also impact on the many at work who have pre-existing mental health issues. Often employers and individual managers (not all by any means) have very little or even no understanding of this problem. 

I am obviously horrified at the finding of the CIPD survey below but not surprised.  There is increasing economic and social inequality, low pay, zero hour contracts and reduced employment rights. If you have a workforce that is not unionised or has weak density, there is no one to "push back" and challenge senior management on long hours and uncaring attitudes. So no wonder we have such high and increasing reporting of mental health issues at work.

The CIPD (professional body for HR) is publishing a survey ahead of World Mental Health Day that shows " Over two-fifths (41%) of organisations have seen an increase in reported mental health problems (such as anxiety and depression) over the last twelve months.... In 2009, only 24% of organisations reported seeing an increase in mental health problems during that year; 2015 is now the sixth consecutive year that levels have been over 40%, showing the problem isn’t going away. Reported increases are most likely in large and medium-sized organisations, with 69% and 51% respectively showing rises. They’re also associated with long working hours and the extent to which operational demands take precedence over employee wellbeing.
 

“So what more can employers do? Manager training is crucial, as they are often employees’ first point of call for reporting an issue, but only 30% of organisations currently provide it.  There needs to be a lot more focus on this going forward, as well as tailored support for line managers from HR and signposting employees to appropriate support. Employers also need to look at how well their corporate culture supports good mental health and employee wellbeing.”

The report also found the private sector particularly lacking in managing and supporting employees with mental health problems, with 28% admitting they weren’t taking any action to support employees. Just 32% currently offer a counselling service, compared to 70% of public sector organisations. Similarly, only 21% said they were increasing awareness of mental health issues across the workforce as a whole, compared to over double that (47%) in the public sector"

Labour Leader Jeremy Corbyn addresses TUC Congress 2015

Despite being elected as Labour Leader only four days ago, Jeremy Corbyn, travelled down to address Congress. When he appeared there was a genuine standing ovation before he said a word. The former NUPE official (a founder union of UNISON) started his speech by declaring that he has always been and sees himself as a trade unionist.

He announced that the Labour Party have had 30,000 new members since Saturday. Labour must become inclusive and welcoming.

After being elected he went to the "Refugees welcome" rally in London and the following day to a event in his constituency on ending the stigma of mental health.

His shadow cabinet has more women than men. A first in the UK.

He has appointed a shadow minister for Housing, John Healey, to deal with the "housing crisis". The "free market is not delivering" and there needs to be a "mass Council house building programme".

Jeremy wants the Party and the Labour movement to be "more democratic". More votes were cast for him than twice the total membership of the Tories.  We need to make policy together in this digital age and let everyone bring forward their views. If they are involved then people will own the policy and work to get it implemented.

He wants to go for the election in 2020 with no surprises but instead in 2020 offer certainties.

Jeremy reminisced when as a NUPE trade union official he asked for help in negotiations over time and motion arrangements from a union member who was good at betting. Since he knew the member would be naturally good at rapid mental arithmetic. His point was that ordinary people have talents. He then attacked the "elite who despise those who don't look or sound like them".

He sees trade unions as "an organic link" with the Party and praised the strikers from the National Gallery in London who were resisting privatisation (and also in the stalls at the back of Congress).

The Trade Union Bill was the Tories "declaring war on organised Labour". They claim to be champions of deregulation but the one thing that they want to regualate are the trade unions! It is as one Tory MP has described "a strategy of General Franco". When he is elected he will repeal this bill if passed.

Jeremy believes that the Bill is also contrary to Article 11 of the United Nations Human rights Charter and the International Labour Organisation conventions. Criminalising picketing? restricting free speech on social media? "What kind of intrusive society are they trying to create?"

We have to protect trade unionism. You get better management where the unions are strong. Where unions are weak you get poor job security and worse conditions. Why don't the Tories modernise balloting of members by allowing union workplace ballots to take place?

Why don't the Tories believe that workers should have a political voice? Why are they happy to accept hedge fund money yet are obsessed with the cleanest money in politics. That from the unions.

The welfare reform bill is disastrous and will have appalling consequences. People are committing suicide because of past reforms.

He has to leave after this speech to go back to London and vote against the bill to cut tax credits. Charities say that these cuts will cost a typical lone parent £1200 per year.

The Tories call us "deficit deniers". But they spend billions of pounds on tax breaks for millionaires. They are "poverty deniers". Austerity is a political choice.

He wants the Labour Party to be proud to campaign with trade unions and he wants unions to be proud to campaign with the Labour Party

Jeremy finished by pointing out that we are a rich but deeply unequal country and if he is elected he pledges to do something about it.

its time to talk - time to change

This is great advert on mental health which went out on TV tonight, which means a lot to many, many people.

HR admits to discriminating over mental health?

This press release from the professional HR “trade body” is worth a look for all trade unionists. What I found particularly notable is that a fifth of HR respondents admit to unlawful discrimination against those who disclose a mental health condition! I wonder what the CIPD/ Commission for Equality and Human Rights (and unions) are doing about this?

Good news about importance of pensions!

CIPD press release
Top 5 CIPD Poll Results, 2009

Every week the Chartered Institute of Personnel and Development (CIPD) conduct a poll on its website asking members a topical question, attracting an average of 1,000 responses. Today the CIPD publishes the top 5 poll results of 2009:

21st September 2009
The ECJ has ruled workers taken ill on holiday can claim back sick leave. Will you:
Welcome ruling - 14%
Trust staff not to take advantage - 30%
Consider tightening sick pay policies - 56%

5th October 2009
Does your organisation hire applicants who have disclosed a mental health condition?
Yes - 79%
No - 21%

19th October 2009
Is there still a business case for offering a pension to your employees?
Yes - 88%
No - 6%
Sometimes - 6%

16th November 2009
What do you think of the Government's proposal to phase out tax relief on childcare vouchers from 2011?
Agree - 15%
Disagree - 85%

14th December 2009
How much 'absenteeism' happened/do you expect the day after workplace Christmas parties?
None, they are held on Fridays - 49%
A little - 31%
A lot - 5%
We don't have parties - 15%

Notes to Editors
• The Chartered Institute of Personnel and Development (CIPD) is Europe's largest HR and development professional body with over 135,000 members, supporting and developing those responsible for the management and development of people within organisations

Social Worker Stabbed to Death

Yesterday, Philip Ellison, age 47 and father-of- three was murdered at a “Supported Living Facility” in Preston. A man has been arrested on suspicion of murder and under the Mental Health Act.

The BBC quotes a UNISON spokesperson saying that this death was "a tragedy" and "illustrates the dangers of this type of job".

Philip’s family have released a statement saying “He was very committed to working in a job he had done for eight years and was known and loved in a variety of different communities and he will be missed by all."

My thoughts are with Philip’s family.

However, while this is obviously a “tragic incidence” and I know nothing about the particular facts of this individual case. I hope that the enquiry into the murder will examine what information was made available to Philip that day about his clients, their friends and family members? Was this information up-to-date? Did all the care agencies (not only the Council, but NHS, Police, Probation, past Housing providers etc) properly share information relating to the risks from clients? Where the risks properly evaluated? Where and suitable and sufficient control measures put in place?

In health and social housing this hasn’t always been the case.