What can your organization do?
In the midst of the COVID-19 pandemic, economic uncertainty, and rising inflation, it’s little surprise that annual surveys collected by the CDC chart a steady rise in reported depression/anxiety disorders in U.S. adults, with rates hitting an unsettling high of 31.5% in the first quarter of 2022. Results from a 2021 study by Harvard University showed a similar trend, with 67% of participants reporting at least one symptom of a mental health condition in the past year, up from 59% in 2019. Another common finding of recent research is the significant impact that workplace conditions can have on an employee’s wellbeing-- an overwhelming 84% of Harvard’s respondents reported at least one workplace factor that negatively impacted their mental health.
We know that more Americans are struggling with mental health conditions; what can businesses do to best support their employees? Creating a plan and taking meaningful steps towards improving workplace culture, raising mental health awareness, and bolstering employee assistance resources are great places to start. Your plan might include discussing mental health policies and stress management tips during regular meetings, promoting local mental health resources in company newsletters, and/or creating safe, confidential channels for employees to voice concerns (+ tackling the issues ASAP).
From poor job performance and productivity, to absenteeism and employee turnover— across the U.S. economy, mental illness causes an estimated $193.2 billion in lost earnings each year. In addition to fulfilling an ethical responsibility, investing in your employee’s mental health is a savvy business decision! Employees who feel supported by their employer tend to be less likely to experience mental health symptoms, underperform, or miss work. They have higher job satisfaction, longer tenure, and have more positive views of their company and its leaders.
Some practical suggestions for creating a more inclusive work culture for individuals with mental health conditions:
- Be empathic and patient.
- Let your colleague know that you are there if they need someone to talk to, but don’t force them to open up if they aren’t ready.
- Don’t give unsolicited advice or try to “fix” the person.
- Avoid phrases that can minimize an individual’s feelings, such as “it could be worse” or “you should be thankful for…”
- If asked for advice, encourage connecting with Employee Assistance Program or other resources available through your organization or the community.
Ready to learn more and make a plan? There are great online resources to help.
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The American Psychiatric Association’s Center for Workplace Mental Health has abundant resources for employers including toolkits and campaigns about mental health in the workplace.
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The CDC’s Workplace Health Resource Center (WHRC) is a one-stop shop of resources to create a healthy work environment and includes an excellent section specific to Mental Health in the Workplace (cdc.gov).
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