How Employees Can Make a Difference for Mental Health in the Workplace
Terri Lyon
Author of "Make a Difference with Mental Health Activism" and "The Happy Activist." Professor at Walden University. Licensed psychologist. Animal lover.
One in five people in the United States has a mental health diagnosis. But even those without a diagnosis struggle, too—financial and housing insecurity, job or caregiver burnout, and workplace stress impact mental health for millions more.
The Impact of Mental Illness on Employees
Mental illness in the workplace impacts everyone. Even those without a mental health diagnosis.
We spend much of our time at work, which blurs the line between work and personal life. The stress levels in the workplace are rising, with 85% of workers reporting challenges to their well-being from workplace stress. The COVID-19 pandemic made workplace stress even worse. Unfortunately, long-term stress at work can lead to mental health disorders such as depression and anxiety.
And employees without a diagnosis may be one of the millions who are caregivers for someone with a diagnosis. Without adequate support and resources, caregivers can experience burnout. Being a caregiver for someone with a mental illness can cause an employee to arrive at work late, leave early, or miss a day entirely. Such issues are unavoidable but place enormous stress on caregivers, coworkers, and management. Employees who are mental health caregivers report reduced productivity on the job, and almost a third quit because of caregiving burdens.
Employees with a mental health diagnosis must deal with all this and more.?Think the pandemic Was hard? Consider the impact on those with mental illness.
…you are now feeling the way some folks feel every day for years, even decades, at a time. For tens of millions of Americans, these feelings of fear, pain, and hopelessness have been going on for all or most of their adult lives. Those who were diagnosed with mental health disorders prior to 2020 have suffered indescribably in the last year, even though their plight often took a back seat to the new wave of anxiety and depression attributed to the pandemic. When this pandemic has passed, these folks will still be in emotional and physical pain. -Trish Lockard
Employees with a diagnosis face stigma and a lack of mental health resources in the workplace.
Stigma
Stigma occurs when people label mental illness as shameful. People who do not seek treatment for their mental illness cite stigma as the primary reason.
Stigma about mental illness leads employees to hide their diagnosis in the workplace. Sixty percent of people with a mental health disorder say their workplace is not a safe place to disclose their diagnosis. Employees fear disclosing a diagnosis in the workplace might result in coworkers viewing them as weak, deviant, or dangerous. Even worse, they may experience discrimination, ostracism, and bullying. These behaviors hurt people already struggling with a disease that is no fault of their own.
Stigma undermines productivity and can adversely affect job opportunities and upward mobility.
Lack of Access to Mental Health Resources
Good insurance is a resource for well-being. But insurance policies usually don’t cover mental illness at the same level as physical illness. Medications and treatments are expensive and might be financially out of reach for many. But even people with good insurance and financial means struggle to find treatment options in their area, resulting in long waits for services.
Other examples of mental health resources that can enhance a workplace are:
- mental health time off
- stress reduction programs
- providing someone to talk with openly
- training for supervisors about how to make a referral
The Impact of Mental Illness on Organizations
The National Alliance on Mental Illness estimates that the amount of lost earnings due to mental illness is $300 billion each year. The costs are because of absenteeism, lowered productivity, high insurance costs, and lower morale.
But corporate investment in wellness pays off for the organization in significant ways.
“The World Health Organization found that every dollar put into mental health treatment produces a four-dollar improvement in health and productivity for employees and businesses. Effective investment in employee health is likely to create a high return on investment for companies.†Putnam Report (2021)
What is the best investment in employee health? Creating a caring culture.
A Caring Culture
Organizations with a caring culture understand and recognize the importance of mental health in the workplace.
Characteristics of a caring culture:
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- A stigma-free work environment with a commitment to core values of acceptance, respect, empathy, compassion, and vulnerability.
- Resources for employee work-life balance.
- Supportive resources such as stress reduction programs and mental health time off.
- Jobs that motivate employees.
Employees who believe their organization supports their mental and physical wellness will be more productive and motivated.
The organizations’ leaders can change the culture with a top-down commitment to employee wellness. But what if you are an employee with no responsibility for workplace culture? You can make a difference anyway.
[Are you a leader who is ready to change your workplace culture? Contact me at?terri@lifeattheintersection.com?for a consultation.]
Your Part in Mental Health Activism at Work
The ethical challenge to help and support employees directly and indirectly affected by mental illness does not rest solely on the shoulders of executives or managers. Regardless of position or title, every employee has the power to affect positive change for their coworkers.
Follow the 5-Step Activism Path
To be the most motivated and passionate changemaker possible, follow my?5-step Activism Path. Find the best way to make a difference in mental health in your workplace.
Get focused on the issue you wish to tackle. What are the problems in your workplace you wish to change? What mental health resources do you want employees to have?
Clarify your gifts so you can make the most impact. Using skills you enjoy will make you effective and motivated.?If you asked your partner or best friend, “what are my best skills?†what would they list? What are you the go-to person for??If your answers look unrelated to activism—embroidery, listening, writing—don’t worry. You can use these skills in activism.
Many people think of activism as protesting and lobbying. In fact, those are important. But if they are not your cup of tea, use an activism method that matches the skills you identified in Step 2.
Are you good at writing? Craft a letter to the CEO proposing a new wellness program. Are you good at embroidery? Perhaps you can convey your message uniquely, as?activist Sarah Corbett did by stitching the message “Don’t Blow It†on a handkerchief?and sending it to a company’s board members. Spoiler alert: it worked.
Pick the one problem that your skills and motivation are best suited to tackle.
Consider:
- Some problems are harder to solve than others.
- You may be better at certain skills.
- The payoff in change may be more significant for certain workplace issues.
Making change can be tough. If you’ve matched your passion, skills, and activism method to a problem, you will likely stay motivated in your efforts. Now, set goals for your project to maximize your chances of success.
One Person Can Make a Difference
Cal Beyer, at the time an employee of the construction firm?Lakeside Industries, recognized the need to reduce the stigma of mental illness in an industry known for toughness. He proposed a mental health and suicide awareness program to top management. They bought in and even suggested an expansion of Employee Assistance Program benefits. The result was more openness about mental illness in an environment not used to vulnerability.
You can make a difference, too.