Mental Health Action: Do's & Don'ts
Supporting Employee Mental Health
Updated: October 4, 2021
This could mean blocking off time for employees to pursue their mental health, helping them understand what services are covered by their insurance, or creating a safe work environment that allows people to communicate their concerns and feel supported in the workplace.
Remember that therapy, telehealth options and support groups are not easily accessible for everyone. Share with your workforce actions that alleviate stress and are open to all. These might include connecting with a friend or family member, setting aside time for self-calming activities such as meditation and mindfulness, or exercise. Consider developing an Employee Assistance Program and/or Employee Resource Group centered around mental health to support employee well-being.
Partner with mental health organizations that can support your workplace with the most targeted and appropriate resources.
Encourage managers to look out for signs of stress and mental health distress. Easy questions, such as, “How was this week?” and “What can I do for you?” can open up a conversation. Then, be prepared to refer employees to support systems and services.
End the stigma and support the demystification of mental health by encouraging employees to share their personal experiences and coping strategies. Promote one-on-one conversations, company facilitated group discussions, and any platforms of communication that employees feel safe to share in.
Remind employees that, just as there are things they do to take care of their physical health, there are things they can do for their mental health. Strive to create a culture in which mental health can be freely discussed like any other common physical illness.
Just like physical illnesses, mental health can impact employee productivity. Consider flexible leave policies that allow employees to take time off for self-care, in order to prevent burnout.
Promote the importance of mental health and encourage a shared understanding of mental health.
Focus instead on the full range of mental health journeys and the idea that everyone has mental health needs to take care of.
Don’t require employees to disclose information about their mental health that they feel uncomfortable sharing. The focus should be on the employee and their well-being.
Watch out for narratives that overemphasize stigma, judgment, or mistreatment toward employees with mental health challenges, which can prevent others from speaking up if they are struggling.
Avoid unintentionally providing information or reinforcing misconceptions that could make someone engage in harmful behaviors.
Instead emphasize that people are “living with” conditions like depression and anxiety. The person may not be "suffering" all the time from a mental health condition.
Be mindful of stereotypes when depicting mental health storylines, and aim for authenticity over tropes.
Expand depictions of mental health to reflect the full continuum of experiences — from thriving to coping to struggling.
Tell stories of diverse communities to help people from all backgrounds feel seen and take action.
Elevate stories of co-workers and leaders who are supportive — or eventually become supportive — in order to make taking action less scary.
Show realistic portrayals of effective therapeutic treatments to help lessen fear and make employees more likely to seek help.
Be careful not to make self-care seem like an indulgence or luxury only for those who can afford it.
Portray the range of factors that contribute to mental health challenges to better equip employees to support themselves.
