Mental Health at Work

Under the best of circumstances, talking about mental health and mental illness at work is challenging, and in some environments it’s totally taboo. Just as we need to talk openly about race and equity at work, we also need to have open, stigma-free, judgement-free dialogue about mental health and mental illness at work.

Being open at work about my own mental illnesses has been of great benefit to me. I’ve been able to ask for things I need, like a flexible work arrangement, mental health days, and patience and understanding when I am having trouble regulating my emotions. I am open about my mental health challenges, including my past experience of being in a workplace shooting, and thus my need to not be approached from behind, not have my desk near a door, and permission to leave the space when certain topics or circumstances trigger me. I am grateful that I work in such an open, understanding environment, and I am painfully aware that not all of us are that lucky. This is why the topic of mental health at work is so near and dear to me.

I recently arranged for NAMI SF to host a Mental Health Matters at Work webinar for our staff, and it opened up a lot of dialogue, including requests for more resources, company support, and peer support. NAMI has chapters all over the U.S. I recommend finding one in your area and asking if they can do a similar presentation for your company.

It is important to recognize that while many of us face mental health challenges in general, and especially now during the Covid pandemic and current civil unrest, Covid is disproportionately affecting communities of color, and the effects of racism and racial trauma on mental health is real and cannot be ignored. Check out these Black Mental Health Resources.

According to Shine’s BIPOC Mental Health Guide research from the American Psychiatric Association (APA) shows that in 2015…48% of white adults living with mental illness received mental health services, compared with 31% of Black and Hispanic adults, and 22% of Asian adults. There are two main reasons for this gap: Inaccessibility to high-quality care and cultural stigma surrounding mental illness within minority groups, according to the APA.

Also, Shine has put together this guide to dive deeper into the nuances of navigating mental health as a member of an underrepresented group.

The National Alliance of Mental Illness (NAMI) outlines many of the common warning signs of mental illness—here are just a few:

Excessive worrying or fear
Feeling excessively sad or low
Extreme mood changes, including uncontrollable “highs” or feelings of euphoria
Prolonged or strong feelings of irritability or anger
Avoiding friends and social activities
Inability to carry out daily activities or handle daily problems and stress

If you’re experiencing any of these symptoms, it’s OK to ask for help.

SAMHSA’s National Helpline – 1-800-662-HELP (4357)

The NAMI HelpLine can be reached Monday through Friday, 10 am–6 pm, ET. 1-800-950-NAMI (6264) or info@nami.org

National Suicide Prevention Lifeline – 1-800-273-8255

When making the “business case” for mental health support and programs in the workplace, it’s good to note that investing in a mentally healthy workplace is good for business, helping to reduce absenteeism and decreased disability costs while improving employee morale and productivity.

What are some things employers can do to help create a mentally healthy workplace? The HR Daily Advisor suggests the following:

Ensure the work space has as much natural light as possible. This might mean adding windows or skylights or focusing on this component when searching for or building a new workplace.
Encourage employees to take walk breaks. Walking can be invigorating. And for some types of jobs, it may be the primary movement a person gets during the day, making it even more important. This is a small way employers can encourage activity.
Consider adding plants to the work space. Having greenery around can make a space seem more inviting and comforting, even if it’s subtle.
Offer opportunities to be social, but make them optional.
Give employees enough autonomy with their work so they feel trusted.
Train managers not to micromanage.
Cultivate a culture that values respect for others.
Discipline employees who cause problems before the problems become worse.
Take complaints seriously, and investigate them appropriately.
Implement an employee wellness program to help improve overall wellness levels for everyone.
Provide other benefits that can improve mental health, like free gym memberships. (Physical activity can improve mental health, too.)
Ensure that the healthcare benefits on offer include mental health care, and communicate this.
Talk openly about mental health to help reduce the stigma associated with it. Just the simple idea of making it OK to talk about mental health can allow employees to feel more comfortable coming to management when they need help. This can go a long way toward helping employees get what they need to improve their mental health daily.
Ensure employees have options to keep a good work/life balance. This might mean allowing appointments to be taken in the middle of the workday or providing flexibility in working hours, for example. It could even be as simple as not requiring too much overtime or taking active steps to ensure employees take their allotted vacation time (and offering an appropriate amount of paid vacation time in the first place).
Avoid employee burnout by routinely assessing employee workload and taking steps to keep it in balance.
Train managers on recognizing burnout and taking steps to reduce it.
Consider offering an employee assistance program (EAP) if you don’t already have one. If you do have one, ensure it’s communicated clearly and employees are aware of their options.
Pay employees a fair amount to reduce the likelihood of financial stressors.
Consider offering financial wellness services to help address financial stressors.
Train managers to respond appropriately when an employee comes to them with mental health concerns that may need accommodations.
Encourage employees to take their breaks throughout the day.
Offer healthy snack alternatives whenever food is offered. Staying physically healthy can impact mental health.
Recognize employees’ hard work, and show them they’re appreciated.