From PSAs and psychologists to musicians, celebrities, and even Prince Harry, Duke of Sussex, the call for better mental health initiatives has never been louder. In a recent USA article, Prince Harry states, “I firmly believe that focusing on and prioritizing our mental fitness unlocks potential and opportunity that we never knew we had inside of us.” However, one area where the call for better mental health resources and awareness needs to be heard even louder – is in the workplace. According to Environment, Health and Safety (EHS), the American Health Association states that more than three in four U.S. employees (76 percent) have dealt with issues negatively affecting their mental health.
A 2020 Gartner, Inc. survey of more than 5,000 employees found that more than one-quarter of the workforce described itself as depressed due to the COVID-19 pandemic. With all of these troubling statistics, companies realize the need to respond to all facets of their employees, from the physical to the emotional. Unfortunately, even with resources available, the stigma surrounding mental health disorders remains. It is reported that 8 out of 10 workers with a mental health disorder claim shame and stigma prevent them from seeking mental health care. Why is this still an issue? This article breaks down the reasons and costs of mental health stigma in the workplace and offers concrete solutions to address this national problem.
What Mental Health Stigma Looks Like in the Workplace
is when someone negatively views an individual because they have a distinguishing characteristic or personal trait that’s thought to be or is a disadvantage. Still, when we discuss mental health stigma at work, it can look different depending on the company culture. For example, in fields like sales, law, and finance, where 80-hour workweeks are standard, taking time off for any reason is often seen as “weak.” Even though employers may not overtly say someone is weak for working fewer hours, it can be implied when bonuses and raises are awarded to those who “burn the midnight oil” or “tough it out despite being sick” to get the job done. Companies that encourage this type of culture may also prevent the necessary help an employee may need by:
- Not allowing the individual to communicate when they are having a bad day or need to take some time away from work.
- Labeling individuals with their mental illness instead of being seen as someone who might need support and understanding.
- Questioning whether or not the individual is really struggling or is just using it as an excuse to shirk responsibilities or get time off.
Workers living with serious mental health disorders, such as psychosis or schizophrenia, can face even greater work challenges. One study used focus groups and interviews to examine the employment barriers and support needs of people living with psychosis. The results revealed the impacts of workplace stigma and discrimination on people living with this mental illness included reluctance to disclose mental health conditions to employers, work avoidance, work-related stress, and reduced employment longevity.
The Rising Costs of Mental Health Stigma at Work
According to the National Alliance on Mental Illness (NAMI), untreated mental health conditions cost the economy $200 billion every year. The World Health Organization reported that an estimated 12 billion working days would be lost to untreated depression and anxiety by 2030, resulting in a global cost of $925 billion. Kaiser Permanente also reports as stigma often drives silence, employers need to take action regarding these issues as the mental health of a workforce and a company’s bottom line are inevitably linked. To drive this point home, the health care company offers the following statistics:
- Employees with untreated mental health conditions use nonpsychiatric health care services three times more than those who do get treatment.
- Sixty-two percent of missed workdays are caused by mental health conditions.
- Mental illness is the single greatest cause of worker disability worldwide.
- Turnover rates are higher for depressed employees, who are 20 to 40 percent more likely to become unemployed because of their condition.
Mental health conditions are also known to lead to specific physical conditions – or comorbidities. According to the same Kaiser Permanente report, employees with untreated mental health conditions tend to have more severe and costly health issues in general. For example, their risk for heart attacks and strokes is twice as high, and cardiovascular disease is the nation’s most costly chronic condition. People with mental health disorders are also more likely to smoke cigarettes than the general population, smoke more heavily, and are less likely to quit. Additionally, people with severe mental health disorders are twice as likely to develop type 2 diabetes, which adds $13,241 per employee per year in medical costs and lost productivity. What can be done about this crisis? It starts with changing the work culture.
How to Provide a Culture of Psychological Safety
Kaiser Permanente suggests fighting stigma is about encouraging acceptance, creating awareness, and challenging false beliefs. It starts with breaking the silence around mental illness and education about things such as:
- Understanding the mental health benefits offered and knowing how to access them.
- Proactive manager support for those who are open about living with a mental health condition.
- Providing adequate health insurance and featuring mental health resources available through employee assistance programs.
- Awareness of language used throughout the organization and avoiding negative terms when discussing mental illness.
- Recognizing signs of emotional distress and what to do when team members may be struggling.
recommends overcoming mental health stigma is only one part of a more considerable effort to foster an organizational culture of psychological safety. What does this look like in the workplace? To feel safe at work, employees need to feel free to voice their opinions, share ideas, take chances, and be their authentic selves. To support this point, a Harvard Business Review report on high-performing teams states that organizations with substantial psychological safety exhibit better performance, engagement, employee retention, and overall wellbeing.
As companies turn their attention to physical safety as the pandemic continues, they also need to build a culture of psychological safety proactively. Psychology Today offers a few tips to develop this environment, including:
1.Recognizing Each Worker Defines & Experiences Safety Differently
Managers must also appreciate that safety means different things to different people. It is essential to respect these differences and not simply when talking about physical safety. Some colleagues may feel psychologically unsafe on an ongoing basis due to racism, mental health stigma, and other forms of exclusion and harassment. In other words, a workplace culture that feels safe and productive for some team members may feel profoundly unsafe for others. Recognizing that this is the case is vital for any manager committed to building a psychologically safe culture for all.
2. Inviting Feedback
Create an avenue for employees to offer anonymous feedback. Assure the conversation on safety, both physical and psychological, is open, ongoing, and has a visible impact on practices, different policies, and decision making.
3. Finding Connection
Connecting to organizations such as the National Alliance on Mental Health and the Center for Workplace Mental Health can also support businesses in their quest to reduce stigma in the workplace. Many of these organizations’ resources are free and highlight specific workshops such as resiliency training and other wellness initiatives. They also offer stories on lessons learned, challenges faced, and recommendations.
The Bottom Line
According to the Center for Workplace Mental Health, for every $1 invested in treating depression and anxiety, there is a $4 return for the economy. While boosting treatment for depression and anxiety would cost $147 billion over the next 15 years, it would yield a five percent improvement in workforce participation – representing a $399 billion return on investment. The organization also reports that 80 percent of employees treated for mental illness report improved work efficacy and satisfaction levels. Forbes suggests the good news is that businesses that strive for a stigma-free workplace will not only save in healthcare and other costs, but they will also become better places to work. Addressing stigma can also help build awareness and acceptance outside the organization – sending a positive message to customers.
