According to the Centers for Disease Control and Prevention, more than half the people in the United States will be diagnosed with a mental illness at some point in their lives, and one in five Americans will experience a mental illness in a given year. It’s therefore not surprising that mental health has a significant impact in the workplace. In fact, according to the World Health Organization (WHO), mental health conditions like depression and anxiety cost the global economy a trillion dollars per year in lost productivity.
Those who have never suffered from a mental illness often have a hard time understanding the depth of the issue or the inability of a person to “snap out of it.” But be assured – the struggle is real. For those living with some mental illness, life at times can feel unbearable. Obstacles easily overcome one day can feel insurmountable the next. Minor worries can gnaw at the mind obsessively. Some people with mental disabilities aren’t wired with the skills and abilities neurotypical people typically take for granted, making each day a battle to conform to ordinary social expectations. But those with mental illnesses almost always want to feel better and do better; this is where employers can play a role.
The WHO also says that for every dollar put into treatment for common mental illnesses, there is a return of four dollars in improved health and productivity.
Helping employees manage their disabilities empowers them to do top-notch work and creates a diverse and inclusive culture, and clearly there is an impressive return on investment. But employers may not be excited about involving themselves in this aspect of their employees’ lives. And employees may be reluctant to speak openly about their struggles, especially if their condition is affecting their work performance or the stress of work is worsening their condition. There’s also the risk that an employer might inadvertently say or do something that acts as a stressor or provokes a discrimination claim.
All of this can create a cycle of distrust and fear, where neither employers nor employees want to talk about mental health issues that affect the workplace and the people in it. When this happens, individuals don’t get the help they need, and organizations are not as healthy as they could be.
So, what can employers do to promote mental health in the workplace without being overly invasive? Fortunately, a lot. Here are our specific recommendations:
Your employees, particularly your leaders, can also help you make mental health awareness a normal part of your workplace conversations. People should feel safe to talk about mental health and to seek accommodations and assistance as needed. No one should have to worry about discrimination. Do make sure that managers understand that if information about an employee’s mental health is shared with them, it should be treated as confidential and only re-shared on a need-to-know basis.
Ultimately, it’s up to individuals to manage their mental health and get any care they need. Employers, however, can make it much easier and less stressful for their employees to attend to these matters by giving them the time, resources, and financial support to improve and sustain their mental health. That’s good for their employees, their organization, and society generally.
Our HR Pros are ready to help
Need assistance or have any questions about this communication? Our team of HR Professionals are ready to help you. Give us a call today or email Support@flytehcm.com