How Companies Are Destigmatising Mental Health Conversations At Workplace
In an increasingly competitive world where fame and success often take centre stage, an unusual wave of change is sweeping through organisations. The corporate world is slowly opening its doors to more candid conversations about mental health, aiming to normalise what was previously a taboo topic.
Acknowledging the myriad mental health concerns employees face daily, more and more workplaces are stepping forward to offer support. Measures range from increased personal time off and flexible work arrangements to counseling and expert support, all in an attempt to improve employee well-being and foster a sense of inclusivity and belonging.
Across the globe, an increasing number of companies are implementing well-defined measures to improve their efforts in addressing employees' mental health concerns and creating a more positive work environment.
Some of the key steps being taken by corporates include:
● Training Leaders and Managers: Globally, most companies now provide extensive training to equip leaders and managers with the skills to identify signs of mental health struggles and address diverse needs. Often, they act as first responders in the event of a mental breakdown or similar incidents at the workplace. They are also being trained in administering mental health first aid, offering appropriate support to distressed employees, and connecting these individuals with the right resources in the long run.
● Employee Assistance Programs (EAPs) and Mental Health Resources: In many organisations, Employee Assistance Programs (EAP) that address its workforce’s mental health needs -- including counselling and therapy - have now become commonplace. These companies partner with other organisations promoting mental health to empower employees with the tools and strategies to address their concerns and struggles. They also conduct workshops and seminars to generate awareness among more and more people so that they can either tackle their own struggles in a more effective manner or help a co-worker, friend or family member in need.
● Destigmatising Mental Health Conditions: In a welcome trend, a growing number of workplaces are destigmatising mental health conditions and related conversations. Fear of judgement and lack of support have long been significant barriers for people living with mental health conditions to be genuinely themselves at work. This shift is rapidly changing, dispelling myths and stereotypes around mental health. It also fosters a culture of understanding and acceptance in professional circles, which in turn helps the employees bring more authenticity and diversity to their work.
● Flexible Work Arrangements: Recognizing the diverse challenges faced by various portions of the workforce, especially in the post-pandemic world, companies are becoming more accommodating in offering flexible work options wherever possible. Whether it's a death in the family or a loved one battling a critical illness, companies are now more proactive in offering support through additional personal time off, work-from-anywhere options, and similar measures. This helps alleviate the additional stress employees face while juggling work and personal difficulties.
● Encouraging Open Conversations: Many organisations are now encouraging open conversations about mental health and employee struggles to prevent them from escalating into major health concerns or workplace hurdles. Leaders and employees are cultivating empathy towards colleagues navigating personal stress, grief, bereavement, or specific health conditions. In many cases, leaders set the tone by sharing their own experiences or encounters with mental health issues, shedding light on real-life struggles and fostering understanding at the grassroots level.
● Peer Support Groups: Peer support groups have also proven to be a game-changer in many organisations. These groups are forums where struggling employees can express their emotions freely without fear of judgement or consequences. They provide support and guidance for achieving a better quality of life. This also creates a culture of inclusion at the workplace.
Even with all the aforementioned efforts, the battle is only half won yet. The good thing is that more and more leaders now have their ears to the ground, and they are listening. As renowned psychologist Noam Shpancer rightly says -- "Mental health…is not a destination, but a process. It’s about how you drive, not where you’re going."
