The rise in workers reporting mental health challenges, such as anxiety, stress and depression, has been well documented. About half of adults say that worry or stress about the pandemic has impacted their mental health; 30% have gone as far as to report symptoms of anxiety or depressive disorder, compared to 11% in 2019.
Employers are taking note. Recent polling shows that 70% now recognize mental health as a serious workplace concern, up from 59% in June of 2020. Yet there is a clear disconnect between employers and employees on the level of mental health support being provided in the workplace.
The reasons for employers to provide meaningful support are compelling. Employee mental health conditions cost employers $100 billion and 217 million lost workdays each year. More companies are reporting that employee mental health is having a severe or significant financial impact on their company.
By openly addressing mental health in the workplace, reducing the stigma of mental health conditions, and investing in mental health care for workers, employers can reinforce employee well-being and boost performance, productivity, and retention.
As a highly trusted source of information, employers have a powerful opportunity to promote mental well-being.
Support employee mental health by demonstrating leadership. Improve access to mental health care, and communicate about its availability. By encouraging and empowering your employees, customers and community to take action, you can develop a culture of mental well-being, free of stigma, that helps workers become their full, healthy, productive selves.
Here are some of the ways employers can support employee mental health and promote resiliency:
Build ERGs centered around mental health as a platform for storytelling and support. Set proactive goals for ERGs including:
CBS This Morning shared an excellent segment with advice from experts on how to talk about mental health in ways that reduce stigma and invite conversation. Here are a few highlights:
And this recent segment on CNBC provided low-pressure questions managers can ask employees to begin a conversation about mental health: