This was a review of 5 randomised controlled trials and 11 quasi-experimental studies.  8 studies evaluated Mental Health First Aid or an adapted form.  There were a variety of other types of interventions such as online training, workshops, psychoeducation and role play. The length of the intervention varied between 1 hour to 2 days. 50% of the studies were designed to impact knowledge, attitudes and behaviour and the other 50% were designed to impact attitudes and behaviour. The aim was to examine the effectiveness of interventions focused on mental illness stigma at work.

The results showed that amongst the interventions focusing on knowledge, almost all were successful; the positive impact of interventions on effecting attitudes was varied, but 9 studies showed a positive impact; all the interventions were effective at changing behaviour. A couple of moderate to high quality studies also showed a secondary positive effect on the mental health of the participants.  Of the 5 studies that carried out a long term follow up (the longest follow up was 2 years) the results imply that differences in knowledge and/or attitudes and/or behaviours were to some extent maintained.  These results are positive however there needs to be a greater focus on conducting evaluation of anti-stigma interventions.

This study reviewed a number of interventions used to reduce stigma relating to mental health at work.  Interventions included web-based learning tools, multi-day workshops and free tool kits.  The review concluded that there are a limited number of interventions used to reduce stigma and discrimination towards people with mental health problems in the workplace.  Additionally, very few of these have been evaluated however Mental Health First Aid is one of the few interventions to be evaluated.  Mental Health First Aid is a 12 hour multi day workshop that aims to educate individuals about how to recognise, understand and support those who may be developing a mental health problem.   The review also established that many of the intervention programs are not solely to reduce stigma but are an element of general workplace mental health and wellness courses.  The review concluded that there is very limited knowledge on the long term results of anti-stigma programmes. The research suggests these programmes have positive effects on attitudes and knowledge but many programmes have not studied the effect on behavioural outcomes. 

Time to Change was launched in October 2007 with the aim of changing how we think and act about mental health problems.  This research aimed to see if there had been a change amongst British senior employers regarding mental health related knowledge, attitudes and practices at work.  Between 2006 and 2010 CEOs, managing directors, finance directors and human resource directors were interviewed. The results showed a positive change.  In 2006, 31% of employers thought that no employees would experience a mental health problem in their working life, this decreased to 4% in 2010.  There was also a significant increase in stating a formal policy on stress and mental health at work exists and in assessing employee stress levels.  There were still many areas in which improvements are needed but the results suggest that Time to Change is linked with a greater awareness of common mental health problems and there have been improvements in employment discrimination.

To evaluate the effect of different interventions in terms of their impact on attitudes and knowledge towards mental health, managers from Northumberland’s Fire and Rescue participated in 1 of 3 interventions.  Looking After Wellbeing at Work is a two day training course designed by local practitioners and service users.  Mental Health First Aid is an international training programme. The control group took part in a one hour session where they could read leaflets about stress, mental and physical health, as well as speak confidentially to an assistant psychologist and health trainer. 

The results showed a significant difference in pre and post scores relating to attitudes to mental illness and knowledge and efficacy about mental health problems amongst those in the LWW and MHFA groups.  Comparable changes were not seen in the control group. MHFA and LWW participants also displayed significantly more positive scores than the LS participants after the intervention.

The results showed there were no significant differences between LWW and MHFA. Data from interviews with 30 participants suggest that after the interventions, those in LWW and MHFA felt they were better able to recognise and react to mental health problems and there was a difference in their attitudes. These results imply that  after 2 days of training, changes can be seen in attitudes and knowledge about mental health problems.

Australian nursing and medical students participated in this intervention, some completed the course online and others participated in the course face to face.  The intervention was Mental Health First Aid specifically adapted for this population. Amongst the face to face and online nursing students there were significant changes in many of the measurements, including recognising depression, confidence, knowledge and some of the stigma scores. Amongst the face to face and online medical students there were significant changes in intentions, confidence, knowledge and personal stigma scores.  The findings suggest that online and face to face courses are valuable ways of providing Mental Health First Aid training.

This reviewed 22 studies of anti-stigma programmes amongst employees aged 18-65 in a range of work places.  Interventions included web based programmes, presentations, Mental Health First Aid and workshops.  This study aimed to establish the key features of mental health anti-stigma programmes in the workplace.  Results showed that a key component of the majority of interventions is education.  Many of the interventions had been implemented a few years before the paper was written which indicates that there is an growing awareness of this area.  A lot of the anti-stigma programmes are aimed at military and law personnel and it is suggested that some of these programmes have shown the value of designing bespoke interventions for different workplaces.