5 Ways to Destigmatize Mental Health in the Workplace
Did you know that at any given moment, approximately 18% of your colleagues are experiencing a mental health condition? And that one in five United States adults experiences some form of mental illness each year (National Alliance on Mental Illness)? Often, anxiety and depression, the most prevalent mental illnesses, remain veiled due to lingering stigmas. It's remarkable how many of the most innovative and productive individuals harbor unseen struggles - that’s why de-stigmatizing the mental health conversation at work is critical.
Recent challenges, particularly the pandemic, have underscored the urgency of prioritizing mental health initiatives and support for employees. But where do we start in dismantling the stigma surrounding mental health in our workplaces?
Taking the time to understand the unique needs and stressors of each team member paints a clearer picture of where to direct mental health support efforts. At the end of the day, reducing mental health stigma is not only the right thing to do for your employees, but for your organization as a whole, as it truly helps people to thrive.
Here are our top 5 best practices when it comes to easing the mental health stigma at work:
Mental Health Days: Sick days do not need to be reserved only for when you are physically ill. We can make a strong case for the upside of providing mental health or ‘mental clarity’ days under the umbrella of a sick day. Sometimes one day is all someone needs to mentally reset and come back stronger - when that is rarely the case with a physical illness. Something as simple as removing the need to specify a specific illness on a sick day request form can provide employees some breathing room when they feel they need a day away from the office for their mental health. Clear dos and don’ts can be covered during the onboarding process.
Openness from leadership: An honest approach to mental health benefits everyone, especially when leaders are willing to share their own struggles. Having even just a few employees comfortable enough to talk openly about their mental health can really begin a cultural shift within an organization. It’s equally as important for leaders to share their successes, including resources and tips on what has helped/helps them. When those in leadership are open about their experiences with mental health, it creates a type of support system, not to mention shared compassion for one another.
Education Initiatives: Mental health is not the same thing as stress, yet the stigma and common misunderstanding is still very real in the workforce. Thankfully, knowledge is proven to be more powerful than perception, so consider mental health literacy training as a significant step for your organization to begin to destigmatize. Embedding mental health training during onboarding is where we see it happen most often, but it tends to stop there, when it really needs to be commonplace and common knowledge if you truly want to make a difference. Ongoing initiatives and/or campaigns surrounding mental health education helps your team to recognize behavioral-health challenges, raise awareness, reduce stigma, ignite conversation, and provide resources for both support AND treatment.
Accommodations: What policies do you have in place surrounding mental health, and what accommodations do you offer employees? Does your staff know where to find this information? These are all important questions to ask yourself as you determine what you can and should offer within your organization. The Americans with Disabilities Act mandates that people experiencing mental health challenges be given accommodations (with a few exceptions) if and when they ask for them. Yet, many employees are not even aware options are available, or they’re fearful of the perceived negative consequences that may come from deducing exercise legal rights. The more talked about, and visible, policies are, the more apt an employee will be to actually acquire the assistance they need versus remaining fearful and suffering in silence.
Prioritize Health & Wellness: it’s one thing to tell people you care about and support them, it’s another to walk the talk and live your values out in the open. Small changes in workplace culture can have a lasting impact, so consider incorporating wellness routines into the everyday structure of your workplace. Designated spaces outside in the fresh air for employees to walk, eat lunch, meditate or simply think, a weekly yoga class before or after work, and even discounted gym memberships are all ways for employees to truly feel their value and leadership’s desire to support healthy living. People need to see leaders especially normalizing the importance of healthy living and self-care. This is how you begin to shift the overall perception of even the highest intensity workplace environments.
By addressing mental health stigma through policy and cultural change, organizations can foster happier, healthier, and more resilient teams. Embracing mental well-being not only enhances individual performance but also contributes to the long-term success and vitality of the organization and its people.
