It’s Time to Talk about Mental Health at Work
Not so long ago, discussing your mental health at work may have been considered a faux pas. The thought of sharing personal details like symptoms or a diagnosis felt unsafe in an environment where stereotypes about mental health could influence your career path or perceived potential. News flash – corporate America is coming to understand how important it is for employees to receive support for all facets of their lives, including mental health. A 2018 Peldon Rose study found that 72% of employees wanted companies to advocate for positive mental health and well-being support at work. And that number does not even account for the increase in burnout, stress and other mental health conditions that accompanied the coronavirus (COVID-19) pandemic! While the U.S. does not currently mandate mental health training, HR professionals and company leadership can take the initiative to support employee mental health by drawing inspiration from best practices in the market.
One strategy companies exercise is to decrease the cost of mental health services. Discounting or waiving therapy or support group copays can incentivize employees to try mental health services they have not previously considered. Starbucks, for example, added 20 free counseling sessions per year to their benefits plan. Some employers elected to add free or discounted mindfulness or therapy apps to support the challenges of a work-from-home environment. Apps like Headspace and Better Help have gained popularity by offering great support in an easy-to-use format. If you are looking for an option that is a little friendlier on your budget, consider using resources at your fingertips. TransferWise, a global technology firm, created low-cost solutions by offering Zoom sessions that encouraged both connection and movement (think sessions like yoga and salsa dancing).
They say the first step in solving any problem is to recognize there is one. A big challenge of the mental health landscape is increasing awareness and education in the workplace. Well-meaning colleagues may not know how to respond to someone who is expressing anguish. The old school response told employees to refer colleagues to Human Resources. The new school trend proactively invests in education, so employees have a shared understanding of both the symptoms of emotional distress and the strategies to help. Mental Health First Aid is one such course that saw increased level of interest from employers in the last few years. The course not only prepares people to respond to colleagues but also relays tactics to help yourself feel better when under distress.
Employers need to champion mental health to better support employees as a whole person. For these programs to be truly successful, staff need to feel safe at work. They need to feel comfortable sharing their difficulties and believe they will not be judged for what they are thinking and feeling. Employers can take a visible stand on this topic by adding policies to prevent mental health discrimination and retaliation.
Originally featured in UBA’s May 2021 HR Elements Newsletter.
