HR: 4 Ways Leaders Can Break Through Mental Health Stigma In The Workplace
Article from Forbes Human Resources Council by Monica Bua
Mental health is a topic that affects virtually everybody, whether you have been afflicted personally, you have family or friends who are living with mental illness or you are working alongside somebody who is impacted. And remember — mental health isn’t discerning; it can affect anybody regardless of age, gender, nationality, wealth or career.
Perhaps one of the greatest challenges pertaining to this issue is that mental illness is largely invisible. Reflecting on his own experiences with mental health, Kevin Love of the Cleveland Cavaliers said in 2018, “Everyone is going through something that we can’t see.” I think this sentiment rings truer now than ever before. The coronavirus pandemic has certainly exposed new mental health challenges and exacerbated existing ones: fear and uncertainty are ramping up peoples’ anxiety, an increasing number of newly remote workers are feeling lonely and isolated, and many people are experiencing grief over the loss of a job, health or loved one.
According to the CDC, by the end of June 2020, 40% of American adults reported struggling with mental health — a substantial increase from the year prior. Perhaps even more concerning, NAMI reports that 60% of adults with mental illness did not receive services or treatment. With people spending about one-third of their lives at work, the pressure’s on for corporations to play an active role in solving and supporting these challenges. We have a mental health crisis on our hands, but those in leadership roles are in a unique position to broach this taboo subject, address the stigmas around mental health, reshape the conversations and drive sustainable change in the company’s culture. For the CEOs we partner with, mental wellness is definitely a top-of-mind issue and one that they are eager to tackle.
Below are a few ways leaders and managers can step up in the fight for mental wellness.
1. Normalize the Conversation around Mental Health
Stigmas come from misguided views, misconceptions and stereotypes. In the case of mental health, one end of the spectrum often portrays people with mental illness as violent and dangerous while the other end dismisses the behavior as attention-seeking. The negative connotations associated with these (incorrect) ideas can lead to prejudice or discriminating behaviors, be detrimental to mental well-being and prevent individuals from seeking help. As a leader, you can set the precedent for removing problematic words and phrases from your vocabulary and embodying positive mental health language. For example, don’t suggest that depression or anxiety is “just a phase” someone is going through, don’t use terminology such as “schizo” to refer to mood swings or “OCD” to refer to being neat and organized, and don’t say therapy and counseling are a waste of time.
A second aspect of normalizing the conversation is to create a culture of psychological safety, where people feel comfortable discussing various aspects of mental wellness. Engage in open dialogues around mental health challenges, and if you feel comfortable, share your own experiences. You can also simply talk about your self-care strategies, discuss hobbies and routines that bring you joy or share your favorite stress-relief activities. It will be refreshing for people to have a conversation that isn’t work-centric and builds community. In our recent engagements, we have definitely seen an increasing number of candidates seeking a culture that has this level of openness and is mindful of work-life balance.
2. Lend an Ear… and some Support
It can be easy to get wrapped up in the demands of work and deadlines, especially in a remote environment where the lines between work life and personal life are so easily blurred. I’ve found that one of the best ways to connect with my teammates is to reach out and check in by asking three simple words: “How’s it going?” If you’re already aware of somebody’s struggles or challenges, without prying into personal details, you can ask, “How can I support you?” These types of open-ended questions are about providing an opportunity for people to speak up or ask for help and letting them know that somebody cares.
3. Raise Awareness of Resources
Education and awareness are critical factors in changing attitudes toward mental health and encouraging employees to leverage the resources that they may or may not know even exist. Several of our Fortune 50 clients have adjusted their benefits to provide more comprehensive mental health resources, for instance, but people need to know about what is available and how to access it. Consider spearheading a workgroup that strategically develops and promotes mental health programs. Share information about support groups, services and tools that are available to employees. Host or moderate a seminar or workshop on a wellness topic that you have experience with. Your involvement in these types of initiatives will draw attention to the resources that are available and visibly demonstrate that this is an issue that is important to you. That brings us to my next point…
4. Model the Behavior
As a leader in the company, you are responsible for setting precedents around how mental health is discussed, managed and accepted in your workplace. Be mindful of what you say and how you say it. Acknowledge the challenges that employees are facing, and be flexible with work hours and taking mental health days. Model a healthy work-life balance and share with your team how you make time for your leisure activities, personal interests and family obligations. And especially with the prevalence of “Zoom fatigue” in the remote world we currently find ourselves in, you can encourage your colleagues to build some down-time into their day — take a walk, play fetch with the dog, grab a cup of coffee. Employees look to their leaders for inspiration and guidance, so that top-down support is key in mental wellness initiatives.
Mental health is a serious issue, and addressing it in the workplace needs to be a strategic priority. As leaders, the steps outlined above can really make a difference: Your company may be able to increase employee engagement, retention and productivity; your team may experience a deeper sense of community and belonging; and you may even save a life.
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