While the workplace has considerably evolved within the last decades to more openly recognize the diverse needs of employees, there still remains a large stigma around workers’ mental wellbeing. Statistics reveal striking contrast between the ubiquity of mental health issues and how few people seek treatment. In the United States, one in five adults, or 43.8 million people, experience a mental malady within a year, yet the long-held stigma about mental health keeps more than 50 percent of workers from seeking employee-covered care to support their physiological wellness. (One Medical, 2017) Employees largely do not disclose mental health issues, reportedly, for fear of job loss, lack of promotion, eventual replacement or judgement from colleagues. As a result, approximately $27 billion dollars are lost annually to mental health-related absences in the workplace. (Office Vibe, 2014)
According to experts like Mary Deacon, who heads one of Canada’s largest mental health initiatives, the corporate environment has suffered from creating an “artificial separation” between mental and physical health. (Concordia, 2013) Until now, it has been more acceptable within the professional environment to recognize employees with physical disabilities or illnesses. Deacon expresses, however, that raising awareness around mental health is now gaining as much traction as cancer and AIDS-awareness movements garnered in the last decades, and rightfully so. With over 80 percent of people working more than 48 hours weekly and with 50 percent of workers reporting they experience extreme stress at work, places of business must consider how to address the topic of mental health on multiple levels. (Office Vibe, 2014)
Companies can support whole-person health through the design and management of their company culture, choice of health care policies and employee benefits. Team leaders can initiate conversations that foster and promote a healthy work place. Bringing the subject of mental wellness to light can be a useful tool for promoting a sense of security within the job environment for workers. Initiatives can be taken to bring in Employee Assistant Professionals to speak to employees about mental health resources and the effectiveness of getting support to ease stress. Leadership training can facilitate efficient communication within the workplace and can be a useful tool to support greater wellness at work and improve colleague and client relations.
As employers and employees, how can we help create a stigma-free environment within our own place of work? Mental health educator Steve Harvey says that “when ignorance is the problem, education is at the heart of the solution.” Efforts to use responsible language, avoid labeling people, and recognizing the strength and vulnerability it takes for a worker to ask for support are just some of the shifts we can make within our working landscape.
At The Harman Firm, LLP, we encourage employees experiencing mental-health maladies to seek accommodations from their employer. If you believe you have been discriminated against because of a mental-health disability, contact The Harman Firm, LLP.