Published March 2001

Depression a costly problem

What do Abraham Lincoln, Winston Churchill, Beethoven and Tipper Gore have in common? At one time in their lives, they suffered from depression, one of the most serious workplace health issues today.

How serious a problem is it?

Well, The Health Enhancement Research Organization studied the correlation between 10 health risks and direct medical costs of 46,000 employees and found that self-reported depression was the costliest single risk factor. Of those employees surveyed reporting depression, they had 70 percent higher direct health-care costs, not including indirect costs of absenteeism, replacement costs and productivity loss.

Key indicators of depression include a persistent sad, anxious or empty mood; changes in weight or appetite; chronic physical symptoms; difficulty concentrating on tasks or remembering assignments; fatigue or loss of energy; decreased productivity; morale problems; lack of cooperation; and absenteeism and tardiness.

As an employer, there are several things you can do to help:

— Teach employees and managers to recognize the symptoms of depression.

— Encourage supervisors and managers to recognize and refer employees to use Employee Assistance Programs or other mental health resources.

— Combat the stigma of depression through regular management communications regarding support for those who may need help. The good news is that more than 80 percent of people with clinical depression can be treated successfully.

For more information, visit www.nmisp.org on the Web.

Ron Burt, M.Ed., is the Manager of Prevention Services at Providence Everett Medical Center. If you have a question you'd like answered in this column, send it to Ron Burt, Prevention Services, Providence Everett Medical Center, P.O. Box 1147, Everett, WA 98206 or e-mail to rburt@providence.org.

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