Can HR reduce mental health stigma at work?

I haven’t spoken to anyone who hasn’t felt the pinch of life lately. From the cost-of-living crisis and rising expenses, to redundancies and health conditions. It seems like everything that could go wrong, has gone wrong –?and it’s so important we acknowledge the dark as well as the light.

In the lead up to World Mental Health Day on October 10, I want to use my know-how for good and ask the question: can HR reduce mental health stigma at work? Can we, as HR professionals, turn the tide on toxic culture and actually make a change?

Here are a few simple and actionable ideas (and reminders) you can explore with your team (if you haven’t already)!

What is mental health stigma in the workplace?

Mental health stigma refers to any negative stereotypes, beliefs of attitudes targeted at people in the workplace related to their mental health. This could look like bullying, teasing or harassment specifically about someone’s capacity to cope, or calling someone ‘weak’ for asking for help.?

The more subtle cultural stigma around mental health also applies here too. Comments along the lines of ‘he’s crazy’ or ‘I’m so OCD’ can also be very damaging to anyone managing a mental health condition.?

Implement an Employee Assistance Program (EAP)

To proactively address employees’ concerns, you should consider offering an EAP. Contrary to the belief that EAPs are only crisis tools, they can serve as valuable preventative resources. EAPs provide support for various issues before they escalate, which can save you more in the long run.

Mental health should be an integral part of any holistic approach to employee well-being. Ignoring mental health concerns can lead to costly oversights. Mental health claims tend to be four times more expensive than physical health claims, so it’s not a luxury to address them anymore (and it never should have been!).?

Lead by example

Leadership involvement is key to promoting the EAP and encouraging employee engagement. By actively participating in the program, leaders can set an example for their teams.

It’s recommended that leaders reach out to the EAP themselves and share their positive experiences without divulging specific personal details. Even if leaders aren’t currently facing challenges, it’s beneficial to get familiar with the program and its resources. The more leaders endorse the EAP, the higher the likelihood of employees reaching out for help.?

Provide training and workshops

Organising training sessions and workshops can empower leaders to foster a ‘speak-up culture’ within their teams. These sessions enhance their knowledge and skills in dealing with challenging situations while demonstrating the organisation’s commitment to creating a safe environment.

Similarly, by emphasising the importance of collective training, I believe that everyone should be offered the opportunity to do a Mental Health First Aid course. This shared understanding enables key people to identify signs of distress in their team members and provide the necessary support when required.?

When everyone is looking out for each other, your culture will deepen and trust has the opportunity to strengthen. That’s not only great for retention, but also for your bottom line.?

Reducing stigma starts with you

Reducing the fear of seeking help is a critical step in supporting employees’ mental health. HR departments can make a significant impact by implementing the three strategies above.

By actively prioritising well-being, you can create an environment where your people feel comfortable reaching out for support. At the end of the day, if they feel seen and heard, you’re less likely to field any surprises.?

If you don’t even know where to start, message me or reach out to my team at Now Actually to get started.?

This article is repurposed from the Now Actually website and originally published via this link.