Mental health is still a very sensitive topic in the new society, but the stigma still does not seem to disappear, and that is specifically in the workplace. Many are forced to be tough, capable, and unbreakable at work, so talking openly about mental health issues cannot be easily done by many. The fear of being judged,having bad effects on career, or being branded “not fit” creates a place where most psychological concerns are hidden or unheard.
On the other hand, mental health is equally important to ensure ultimate long-term well-being and productivity. In this blog post, we will talk about the stigma attached to mental health at work, why it’s so crucial to break this stigma, and how both the employees and the employers can bring about a better and supportive work environment.
The Stigma Around Mental Health at Work
The workplace is a setting where employees are always required to be on top of their game. In other words, when it is time for work, a person is expected to be
concentrating, able, and effective. This expectation sometimes makes it hard for people to come out to confess some mental struggles they are undergoing. While this issue of mental health is now more rife to discuss, the process of seeking help or talking about such mental health-related issues in a professional environment still carries some stigma.
Some of the reasons why this stigma exists are
- Fear of Being Judged Weak: The workers fear being seen as weak, unreliable, or ineffective if they admit they cannot cope with mental health. For those who need to appear competent, the voices that should be at the fore remain hidden.
- Job Security Concerns: They fear that confessing their plight to their mental health will affect their chances of promotion or, worse, they will lose their job. Sometimes, a feeling of being treated worse by supervisors or coworkers because of being labelled with the inability to handle different responsibilities arises.
- Cultural Norm: Some organisations teach people that they have to “power through” their situation. With such a culture, mental health is not spoken about much, nor encouraged much.
- Lack of Awareness: Although awareness about mental health is increasing, yet many organisations continue operating in ignorance of the intricacies of mental health conditions. Due to that ignorance, in some cases, improper understanding shows up with harmful stereotypes or ineffective support.
Why Break the Stigma?
The consequences of neglecting mental health at work are immense. Inability to tackle mental health issues leads to lower productivity, higher rates of absenteeism, and poor morale at the workplace. On a larger level, the mental well-being of employees can be translated directly into the success of the organisation. Here’s why breaking stigma at work is important:
1. Improved Employee Well-being
It therefore means that when mental health support is prioritised at work, employees are most likely to thrive. Breaking stigmas help employees access the care they need without fear, hence better overall wellbeing. This is not only about an individual’s feeling balanced and fulfilled but also improves his or her
stress-handling capacity and engagement in work.
2. Higher Productivity
Well-cared-for mental health employees are the heartbeat of any organisation, hence a productive workforce. For instance, emotionally healthy employees tend to be motivated and focused if they are enabled and empowered to meet their needs for mental well-being. On the other hand, when there is a cover-up of psychological health issues, employees may get burnt out, tired, and disengaged, thus reducing their performances.
3. Stronger Workplace Culture
Open conversation regarding mental health encourages an open and empathetic work environment. Employees will be more forthcoming about discussing their mental health issues without fear of judgement. This builds trust and increases the bond between colleagues, allowing a supportive environment to exist where everyone can give their best.
4. Decreased Absenteeism and Turnover
Employees who suffer from chronic mental health illnesses are likely to avoid work more or leave the organisation permanently if they are not provided with an accommodation for mental health problems. An environment that values mental health leads to reduced absenteeism and turnover since employees become empowered, appreciated, and capable of self-managing their mental health.
Shattering the Stigma: What Employers Can Do
The responsibility of breaking the stigma of mental illness at work falls to the employers. By being supportive, employers can ensure that mental health is treated with the same professionalism as physical health. Here’s how employers can lead in change:
1. Create a Supportive Culture
A culture of mental health at work is then spearheaded by the leaders and must actively speak to mental health, showing that seeking help is not a sign of weakness but a step toward well-being. This openness on the part of managers to discuss mental health and encourage others to do the same breaks down all those barriers.
How to Do It: End Normalise the conversation of mental health. You can talk about it in team meetings or when checking in one on one with an employee.
Share what’s available to them, whether it’s an EAP or mental health days at work. Foster the importance of maintaining a healthy work-life balance through flexible working hours or remote work.
2. Provide Mental Health Training
Lack of education about mental health contributes to stigma within the workplace. Employers can train employees and managers to better recognize signs of mental health challenges and know how to assist those affected by offering such training on mental health.
Training will also help in clearing myths and lowering biases linked with mental health.
How to Do It:
-Webinars and workshops on mental health awareness and coping strategies. They will train managers on signs of mental health and how best to talk to employees about issues the employee is dealing with. Develop resources employees can access on their own to learn more about mental health: decide to provide online courses or expert talks, as well as recommend reading materials.
3. Implement Mental Health Benefits
Most employees are not likely to visit professional cures due to the costs and unavailability. Human resource owners can do away with these barriers by providing a variety of mental health benefits to make them contribute to their health.
How to Do It
Under your health insurance cover, include therapy, counselling, and psychiatric services. You could also give accessibility to apps that may contain meditation, stress management, or sleep improvement tools.
- Provide mental days- paid and unpaid-to allow the employee to attend to mental health in addition to other personal related issues.
4. Work-Life Balance
Workplace stress is one of the largest contributors to poor mental health. By implementing work-life balance, employers can reduce that number remarkably. Protecting employees from burnout is a significant aspect in ensuring they do not go the extra mile and thus end up having mental health issues.
How to Do It
- Clearly communicate working hours so that people may not feel the need to be “on” 24/7.
- Empower employees to make use of their paid vacation days and take breaks during the day.
- Implement policies which promote flexible work arrangements, such as work from home or flexible timing, so that people can cut down on the stress that they are facing.
What Employees can do to break the Stigma
While employers invest to a great extent in the creation of a mentally healthy workplace, workers can do their part to break stigmas and promote their mental health. Some ways to do so are as follows:
1. Be Open About Your Mental Health
It’s intimidating to even mention mental health in the workplace, but being open about experiences might help normalise the conversation for others. You don’t have to share every detail, but sometimes letting a trusted colleague or manager know about what’s happening can open up the avenues you might need.
How To Do It:
- Begin by reporting what is going on with you so that you are heard by the person who you feel safe talking to, whether it would be a mentor at work or an HR member.
- If indeed it is a problem, present it to your manager and ask if you can have some more lenient hours or a mental health day or if you need support.
Help-seeking is not a weakness; it is actually a strength.
2. Support Your Colleagues
Provide support and listen to them without bias when a colleague opens up about his mental health problems. The creation of such a workplace culture makes mental health a serious issue.
How to Do It:
Express empathy when a member shares their experiences regarding problems with mental health. Sometimes, just listening to them can create a big difference. Motivate your colleagues to take breaks, rest, and assist if he or she has a need for it.
Fight distorted stereotypes that create a stigma about mental health issues, and promote a working culture that tolerates mental illness.
3. Self-Care First
You cannot pour from an empty cup. Maintaining good mental health fosters balance and keeps you from burning out at work. Self-care is not selfish; it’s necessary to be healthy and productive.
How to Do It
- Work-life separation. Don’t over plug outside of work hours. Maintain usual breaks.
Engage in stress-reducing activities: exercise, mindfulness, hobbies, etc.
Seek professional help when necessary. Therapy, counselling, mental health resources-furnished or reimbursed by an employer, or whatever works best for the mental life of the individual.
Conclusion
It is both employees’ and employers’ collective effort that can break the stigmas surrounding mental health within the workplace. Such a culture should involve open discussions, supports, and prioritizations of mental health to create a healthier and more inclusive work environment.
Remember that just like our physical health, we should consider our mental
well-being a vital asset. Seeking help is a strength, not a weakness. Whether as an employee or leader, it is time to start breaking the silence by offering support in creating an open workplace, where mental well-being can be given the importance it deserves. We can start building workplaces that will support health, productivity, and compassion.