Taking care of mental health in the workplace has thankfully gained momentum in the last few years, simply because we cannot ignore the stigma any longer. Did you know that excessive stress in the workplace causes 120,000 deaths and results in approximately $190 billion in health care costs ear year? Many employers assume that mental health is a separate entity and not their business to know that aspect of their employees, but the way we think and feel, process emotions and deal with stress impacts everything between communication, productivity and our own safety. Mental health impacts our social interactions and can either keep us engaged or it can slowly force us into isolation, leading to a viscous cycle of anxiety and depression, impacting our quality of work.³

Nearly 1 in 5 US adults aged 18 or older (18.3% or 44.7 million people, wow) reported mental illness in 2016. Imagine how many are not reported. An interesting statistic is that mental health coupled with a chronic physical illness can cost employers between 200% – 300% more than a chronic physical illness alone, yet we are so fearful of bringing in mental health awareness to the workplace. It is so important for all business leaders to take action and get behind the problem or simply have supportive tools that are known to employees and are readily available.¹

Of course, mental health is a complex subject. Not every employer that has a work/life balance plan is going to prevent mental illness. Past experiences, genetics, environmental factors and lifestyle significantly impact our mental health as well as our physical health, which by the way, are synergistic in nature. Keynote speaker, Mettie Spiess, CWP at the WELCOA Conference 2018 & 2019 is an amazing example at ‘crushing the stigma’ of mental illness, effectively supporting employee mental health wellness programs and sharing her own story around mental illness. It really is our responsibility in the workplace, at the very least to highlight resources that are available to all employees. So, what can we do to start bringing awareness to the office around mental health? ²

1. Break the stigma: Education in the form of seminars on stress-management and offering communications via email or meetings can ensure employees that they will not be judged if they’re dealing with any mental illness, for example, excessive anxiety is a form of imbalance. Panic attacks are common (very common) and also treatable. Knowing that their employer makes room for dealing with these types of things can bring safety and comfort to an individual experiencing this type of emotion.
2. Hiring in-office events or practitioners: When I was consulting for organizations and offering nutritional advice, I also became a sounding board for those dealing with underlying issues that can fester over time. It was a safe place for employees to talk about health and wellness and their own struggles with their emotions (which in turn can affect a plethora of issues, such as weight-gain). Hiring a therapist or health practitioner can go a long way, even if just a few times a year to build healthy strategies into the daily lives of employees.
3. Wellness Programming: Wellness gets a bad rap at times, especially these days when programs don’t churn out numbers for C-suites to rationalize the expense. But, when healthy eating, exercise, taking time off is encouraged to increase mental health, I can assure you that employees not only appreciate the culture, they will want to go that extra mile for you, too.
4. Free Screening & EAP Services: So many employees do not know what is available to them because there isn’t any awareness. In turn, people downplay their stress and do not seek help. Just like any other illness, mental illness is progressive. Without the right help, the body and mind can quickly deteriorate if not given the proper support and tools. Mental Health American offers free screening test tools online and although these are abstract in nature (one should always be assessed properly by a licensed therapist), it can simply disrupt the fear amongst office culture around mental illness. Make your EAP services very well known all year round. If services are simply made available during September Suicide month, this will not be engrained enough for people to reach out when they’re in need. EAP representatives can come to the office, free of charge to talk about their services and the privacy of those services.
5. Actually promote (and live by) work-life balance: Ensuring employees take vacations, work reasonable hours and encourage leaving work at work, most of the time, will decrease burn-out in the long run. Start-ups especially, where employees wear many hats and burn the candle at both ends can increase turnover every 2-3 years, yet it’s hard for start-ups to invest in wellness programming. Simple management support and baby steps can go a long way.

Mental illness and workplace stress can significantly impact an employers’ bottom line. Taking employees overall health seriously can create a culture of well-being and reassurance.

References:

1. Centers for Disease Control and Prevention. Mental Health in the Workplace. 2019. https://www.cdc.gov/workplacehealthpromotion/tools-resources/workplace-health/mental-health/index.html
2. Mettie Spiess, CWP. AWWS Training & Consulting. http://corporate.mettiespiess.com/about/
3. American Psychiatric Association Foundation. Center for Workplace Mental health. Workplace Stress. http://workplacementalhealth.org/Mental-Health-Topics/Workplace-Stress