Investments in mental health services help destigmatize mental health in the workplace and may generate cost savings for employers.

Mental health pre and post Pandemic. Most people can think of at least a handful of friends and family that struggle with mental health. This is no coincidence, though. The World Health Organization (WHO), a specialized agency of the United Nations responsible for international public health, reports that 50% of all people will experience mental ill-health in their lifetime. Moreover, 8.2% of all people reported experiencing anxiety and 6.6% reported experiencing depression in 2019. Those numbers nearly tripled to a staggering 30.1% ( anxiety) and 23.5% ( depression) in 2020, following the whirlwind of significant life changes and uncertainty that followed the pandemic. The deterioration of our overall mental health does not exist in a silo, either. It has negatively affected the entire economy. In fact, a study from 2020 reports “​​the direct and indirect costs of mental ill-health amount[ed] to more than 4% of GDP.”

Empathy and Vulnerability: An Employer’s secret weapon. Mind Share, a nonprofit run by The Harvard Business Review, conducted a study across seven countries surveying over 2,000 employees. Respondents showed that 41.6% of employees reported a decline in their mental health since the pandemic began. The feeling of isolation has been particularly devastating, as 44.4% of virtual employees reported a decline in mental health. Remote workers have it the worst. Newly remote workers are 30% more likely to report a decline in mental health than in-person workers- after two weeks of working from home, they are 50% more likely to report a decline in mental health due to chronic fatigue and sadness (primary components of major depressive disorder ). Upper level management is also affected. Approximately 40% of C-suite level employees and managers report a decline in mental health.

What can companies do to combat this? Workplace leaders are not without recourse; an investment in mental health resources is the perfect starting place. Here are some key tips to transform your workplace culture into one that promotes positive mental health:

1.              Reduce barriers to mental health resources. The more hoops your employees have to jump through in order to get help for their mental health, the less likely it is they will do it. Shocking right? Reducing barriers to these resources is the first step to helping your employees. Consider providing free/reduced-cost mental health counseling or incorporating a nature-hour into your workday. While the price-tag associated with these things may not fit into the annual budget, imagine the acquisition cost of new employees decreasing due to a more resilient workforce.

2.              Identify and invest in mental health professionals trained in communication. A good mental health communicator can help employees identify their unique mental health challenges. These professionals have unique communication skills that allow them to traverse the murky and often uncomfortable topic of mental health. Therefore, employers should take their search for a mental health speaker seriously. It is an investment in the longevity of an emotionally literate workplace culture and the overall success of your employees.

3.              Help yourself before you help your employees. The best leaders lead by example. If you want your employees to be vulnerable and talk to you about their challenges and workplace needs, you have to confront your own struggles. You can’t pour from an empty cup. Employees will not engage with their managers if they feel like it is a one-way conversation about their mental health. Employees want to know the higher-ups in their company are demonstrating authenticity by being forthcoming about their own struggles. Every conversation should reinforce to employees that their difficult decision to be vulnerable with their boss is met with enthusiasm and connection.

4.              Normalize 1-on-1 mental health discussions with your team. A conversation with employees about mental health should be as acceptable as discussing a knee or shoulder injury. One of the main reasons people do not seek help for their mental health challenges is because of stigma. By choosing to have an open-door policy for employees to voice their concerns, or reminding employees of the power of mindfulness once per week, employers will be making the crucial steps towards a more connected and empowered workforce.

The bottom line: return-on-investment.  While the satisfaction of a happier and healthier workforce is its’ own reward, employers should keep this fact in mind. According to a study by Deloitte, for every $1.00 spent on mental health resources, employers get $5.00 back in reduced absences, engagement, and employee turnover. So why wait?

For help with your small business needs, contact the Elon Law Small Business Clinic at businessclinic@elon.edu.

Resources:

https://www.oecd.org/parliamentarians/meetings/gpn-meeting-february-2021/Francesca-Colombo-The-Mental-Health-Impacts-of-COVID-19-10-02-2021.pdf
https://www.mayoclinic.org/diseases-conditions/depression/symptoms-causes/syc-20356007
https://data.worldbank.org/indicator/NY.GDP.MKTP.CD
https://www.liftyourwellbeing.com/blog/employeewellbeingreturnoninvestment
https://www2.deloitte.com/uk/en/pages/press-releases/articles/poor-mental-health-costs-uk-employers-up-to-pound-45-billion-a-year.html
https://www.verywellmind.com/the-mental-health-benefits-of-sunlight-5089214
https://www.qualtrics.com/blog/confronting-mental-health/
https://www.forbes.com/sites/forbescoachescouncil/2021/11/01/mental-wellness-at-work-should-no-longer-be-taboo/?sh=166ea8b04047

 

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