Breaking the Stigma: Talking about Mental Health in the Workplace

Making our workplaces a secure and encouraging place for coworkers who may be dealing with mental health concerns is essential. The first step to achieving this is collectively creating an environment where individuals feel comfortable speaking openly about their mental health.  

Why is it important to talk about mental health in the workplace?

The emotional well-being of employees is becoming a top priority for many organisations worldwide. Poor employee mental health can lead to reduced employee engagement and greater attrition and absenteeism. Employees experiencing stress, burnout, depression, anxiety or any mental health condition may be unable to seek professional support or address their concerns with their employers. 

If stress is affecting your well-being, you can read our article 5 Tips to Reduce Stress. For guidance on coping with burnout, read Go Home- Your Guide on Burnout. 

On the flip side, a culture of wellness at work enables people to handle difficulties and failures in their life, both at work and at home, leading to a healthier and more resilient workforce. 

Teams that prioritise mental health at work are more adaptable when roles and responsibilities change. With better mental health, employees can build resilience, engage more with their work, manage stress better, and support other team members with their concerns.  In the end, it enables each person to realise and utilise their individual skills and strengths, to a far greater extent. 

With all these achievements, it is crucial that the topic of mental health is addressed scientifically, but compassionately, in the workplace. It is critical to have a safe environment where workers at all levels can interact without fear of retaliation. 

Here are 3 ways in which you can enable a healthy, empathetic discussion about mental health at your workplace:

Creating a Safe Space for Speaking Up

Speaking openly about mental health can be challenging, especially at work. 

Creating an accepting and open culture entails being available to discuss mental health and not avoiding it.

Research shows that having a speak-out culture actually enhances an organization's productivity, inclusivity, and employee satisfaction. This entails providing a setting where individuals can discuss their mental health openly and without the fear of discrimination or judgement. Diversity is key to a ‘speak-out’ culture. Motivating, educating, and equipping line managers or executives to use open, adaptable, and inclusive methods is vital. 

Leaders must intentionally practise setting the stage for courageous conversations and constructive disagreements. They must also set an example of appropriate, but authentic communication so that employees feel free to be themselves at work.

Creating a safe space also includes ensuring psychological safety. Ensuring that people are free to be themselves and express their truth is the main goal of psychological safety. Our mental health may suffer when psychological safety is lacking, and we are more prone to encounter intersectional microaggressions such as racism, sexism or homophobia. A good way to start is by simply establishing a respectful culture with acceptable language and voice tone.

Actively listening  to different viewpoints

Actively listening to your peers, even if their perspectives differ from your own, can help create an inclusive space for expressing mental or emotional health concerns. At the same time, you should feel free to express yourself as well, even if your opinions differ from those of others. Find out what matters to your peers and make an effort to comprehend their viewpoints. Instead of passing judgement, demonstrate understanding. As a leader or manager, you can thank your team for their suggestions, and discuss actionable steps for addressing their concerns. 

Pay attention to what is spoken, but also to silence. Observe the talks that are being avoided. Recognize the reasons behind your employees' or your colleagues’ silence. Be curious and a role model for your team, and try to figure out what is causing them to hold back. Recognize microaggressions and investigate their causes.

Understanding the Early Symptoms of Poor Mental Health

There should be a more open discussion of mental health in the workplace. It's not a weakness and it's absolutely nothing to be ashamed of.

Many people struggle with poor mental health, with symptoms of depression, anxiety, OCD, or such a condition, but they are unaware of it until it is too late. They may be displaying some of the early warning signals, but they choose to ignore them in order to avoid dealing with the stigma associated with mental health problems.

If you recognise signs of poor mental health in any of your colleagues, we urge you to support them to seek professional help and consult a psychiatrist or a therapist. 

We hope you can make your workplace a safe space for talking about mental health.