May is Mental Health Awareness Month, June is both PTSD Awareness Month and Men’s Health Month, and July is Minority Mental Health Awareness Month. What does mental health awareness mean and why is it important for HR leaders to understand and observe?
Mental health awareness refers to general education and understanding about mental health, mental illness, and the importance of mental wellness. It involves raising public awareness about the impact of mental illness, which impacts 1 in 5 people, and educating individuals about ways to improve their mental health, which is relevant to everyone.
Mental Health Month was established in 1949 in the United States but gained greater public recognition and observance in the wake of COVID-19 and in context of The Great Resignation. The pandemic is associated with increased social isolation, anxiety, stress, and burnout a well as accelerating the de-stigmatization of mental health conditions. This is a long overdue shift that needs to be adopted in the workplace.
When talking about mental health awareness, it’s important to make a distinction between mental health and mental illness. Mental health refers to a person’s condition regarding their psychological and emotional wellbeing. Mental illness refers to a range of conditions that affect an individual’s mental health, cognitive functioning, emotions, and behavior. Mental illness includes conditions such as depression and anxiety disorders as well as personality disorder such as bipolar disorder or psychotic disorders such as schizophrenia, and others. Although not everyone has a diagnosed mental illness, mental health pertains to everyone as everyone experiences stress and emotional distress on occasion, which can impact concentration, performance, and social wellbeing.
Mental Health Awareness encourages employers to promote awareness and understanding of mental illnesses that may affect people in the workplace as well as the importance of maintaining good mental health and establishing policies that support overall mental wellbeing.
How organizations can support mental health awareness
There are various ways organizations can support mental health awareness for employees. Here are some suggestions:
1. Create a culture of openness and support: Organizations should encourage a culture where employees feel safe to talk about their mental health challenges without stigmatization. Many organizations have Employee Assistance Programs (EAPS), but employees are not always made aware of this benefit or fear that making use of it will result in reprisal by their employer in the form of missed promotions or other consequences. Organizations should educate employees on the importance of mental health and normalize the usage of mental health resources, which should include training to address mental health stigma and discrimination.
2. Provide paid mental health days: Organizations can offer paid mental health days to employees, which can allow them to take time off from work to care for their mental health. As with general de-stigmatization, there needs to be training for managers about how to honor these requests and affirm the prioritization of mental health. Alternatively, PTO can be extended to accommodate mental health days with training for managers on not asking employees to explain why they are taking time off.
3. Model healthy work-life balance: Work-life balance has been growing in importance following The Great Resignation and the expansion of remote work. Employers can encourage a healthy work-life culture by promoting predictable schedules, flexible working hours, family-friendly policies, and providing sufficient paid time off. Supervisors should also model unplugging from devices and setting boundaries to ensure employees actually decompress when not at work.
4. Ensure proper workload distribution: Overworking and stress can cause problems for employees’ mental health. Managers should ensure that work is properly resourced and distributed evenly among team members and that employees are not overworked or given unrealistic targets with insufficient time or resources. Organizations should also be mindful of underperforming employees, which can result in overburdening other team members.
The cost of ignoring mental health
Mental illness has a significant impact on U.S. workers. According to the National Alliance on Mental Illness (NAMI), approximately 1 in 5 U.S. adults experience mental illness each year, and about 1 in 25 experience a serious mental illness that substantially interferes with major life activities, which includes work.
When mental health is ignored or insufficiently supported, it can have a substantial impact on financial performance as well as the overall economy. According to a report by the World Health Organization (WHO), mental health issues cost the global economy around $1 trillion a year. A survey conducted by the National Alliance on Mental Illness (NAMI) found that mental illness-related presenteeism and absenteeism cost US businesses $193.2 billion annually.
This is because mental illness can result in decreased productivity, absenteeism, and disability. It can also lead to increased healthcare costs and higher rates of turnover. Studies have also shown that employees with mental illness are more likely to experience discrimination, stigma, and harassment in the workplace. This makes mental wellness an important aspect of everyday people management.
The impact on women and minorities
Mental illnesses can impact anyone, but research shows that women experience higher rates of depression and anxiety than men, which can affect their ability to concentrate, be productive, and work effectively with colleagues. Women are also more likely to experience workplace stress and burnout, which can exacerbate mental health conditions. Although biological factors such as post-partum depression can increase risk for mental illness in women, societal status and gendered cultural stressors likely play a larger role.
Mental health stigma and discrimination can also impact women’s experiences in the workplace, and some may feel hesitant to disclose their mental health conditions to their employers or colleagues for fear of judgement or discrimination, especially as they may face dual discrimination related to gender bias. This can prevent them from accessing the support they need to manage their condition and thrive in their roles.
Similarly, research has shown that individuals from minority communities are more likely to experience mental health issues due to factors such as racial, LGBTQ, or religious discrimination or unconscious bias that leads to stigma and inequality in the workplace. As a result, they may face additional challenges when it comes to seeking support and accessing appropriate mental health care.
In addition, women and minorities may face barriers to receiving accommodations and support for their mental health needs in the workplace, such as negative stereotypes or lack of understanding from colleagues or managers. This can lead to reduced productivity, increased absenteeism, and higher levels of stress and burnout.
Employers and organizations can take steps to support employees from minority communities who are struggling with mental health, such as providing education and training for managers on how to support diverse teams, offering flexible work arrangements to accommodate mental health needs, and ensuring that employee benefits packages include mental health support and resources.
Resources to support mental wellness
There are many resources available to support individuals and organizations with mental health concerns. In sharing these resources with employees, it’s important to articulate that seeking help and support for mental health concerns is a sign of strength; there is no shame in asking for help when you need it.
1. National Alliance on Mental Illness (NAMI): NAMI is an organization that provides support, education, and advocacy for people with mental illness and their families. You can find resources on their website, including information on mental health conditions, support groups, and helplines.
2. The National Suicide Prevention Lifeline (1-800-273-TALK): This toll-free helpline is available 24/7 for people in the United States who are experiencing a crisis or are in need of support. They provide confidential support and guidance for individuals who may be struggling with suicidal thoughts or other mental health concerns.
3. Talkspace: Talkspace is an online therapy platform that connects individuals with licensed therapists through secure messaging and video sessions. They offer flexible plans and affordable pricing for therapy sessions.
4. Headspace: Headspace is an app that offers guided meditations and mindfulness exercises for stress, anxiety, and other mental health concerns. They also provide resources and tools to help individuals build resilience and maintain good mental health.
5. Mental Health America (MHA): MHA is a nonprofit organization that focuses on promoting mental health, preventing mental illness, and improving the overall wellness of individuals in the United States. They offer a range of resources on their website, including articles on mental health and tools for finding help, as well as specific research and resources for the workplace.
