People have begun to open up about mental health in recent years, igniting a national dialogue and erasing much of the stigma associated with such an admission. In the wake of COVID-19, companies became concerned about employee’s mental health. Despite the fact that the end of the pandemic is in sight, the workforce continues to struggle, with many people reporting support deficiencies. As employers continue to experiment on the return to work, mental health will continue to be a top challenge.
McKinsey has recommended some actions to support employee’s mental health:
- Make mental wellness a priority
- Enhance available mental health support
- Communicate available mental health support
- Create an inclusive work culture
- Measure and meet the need
Despite the several actions taken by employers to support mental health and well-being of employees there has been numerous points of disconnect and misinterpretations between employer and employees perspectives on workplace mental health. When it comes to perceived advantages for frontline staff and access to care for employees, the divide is most obvious. To correct this assumption, companies and employees must work together to learn about the myths surrounding mental health issues and illnesses, as well as how addressing such disorders may make the workplace a happier, more productive place.
The differing perspectives between employers and employees vary across 3 areas including: employer mental health support, employee access to mental illness and workplace stigma (level of shame, prejudice, or discrimination toward people with mental illness). In statistical terms 65% of employers claim that employee mental health is supported extremely well while 27% of frontline employees disagree to this claim. Furthermore, only 20% improving access to substance use treatment and recovery support is a priority while a large percentage of 67% individuals who suffer from mental health illness feel that access to care is challenging. Lastly, when it comes to workplace stigma 23% employers report that they have implemented an anti-stigma campaign in the workplace while 79% of the employees support its benefits.
The Disconnect: 3 Common Misunderstandings
It is Impossible to Recover from Mental Health Illness
Some managers may feel that an employee suffering from a mental health problem or illness would never recover. Although the majority of people who suffer from such illnesses require regular therapy and treatment, this does not mean they will never be able to find stable ground again. Much of their stability comes from the support structure they’ve formed around themselves, and it’s not only at home — companies can give them the firm foundation and assistance they need to improve.
Mental Health Conditions = Inability to Maintain a Job
Despite the seriousness that comes with a mental disorder diagnosis, many people may live balanced, healthy lives with the correct treatment. Therapy, medicine, and other approaches can all be used to alleviate residual symptoms, allowing sufferers to continue working without interruption. This is how employers and organizations should look at the mental health of employees. Openness about a problem should not influence people’s perceptions of people who suffer from mental illness, especially since they can contribute just as well as those who have a clean bill of health.
Creating an inclusive work culture—free from mental health stigma is not necessary for well-being
Stigma is a pervasive barrier that can inhibit ability to access care, and eliminating it is key to building an inclusive culture to mental health.
Other steps organizations may take to foster an inclusive workplace culture include ensuring that workplace standards support mental well-being, role-modeling by leaders who open up about their personal mental health struggles and implementing diversity and inclusion policies.
The biggest disconnect and probably the main reason why we haven’t cracked wellbeing at work is because of its association with a disease and its dissociation with prevention. Wellbeing is not just the absence of disease or illness. It’s a combination of a person’s physical, mental, emotional, and social health factors. Wellbeing is strongly linked to happiness and life satisfaction. Today, the most used solutions used at work are related to the disease (anxiety, stress, burnout, and associated sickness) – getting out of this vicious circle implies providing the tools for employees to enable happiness and satisfaction at work through a human centric culture, values and behaviors.
