How Can Employers Mindfully Support Their Team’s Mental Health?

Over the last few years, once-whispered conversations around mental health have been moving into the public sphere. The openness with which we’re discussing these topics in corporate environments is a sign of real progress, a shame- and stigma-busting movement that enables so many people to seek help, find resources, and make well-informed decisions about their bodies and minds. 

But we’ve also witnessed a concurrent trend within the employer branding and talent acquisition space: many mental health topics have become nothing more than corporate buzzwords.

When teams speak about their commitment to mental health without actually instituting benefits, policies and procedures to make a meaningful impact - candidates lose trust and interest. And rightfully so; with the percentage “of adults with recent symptoms of an anxiety or a depressive disorder [increasing] from 36.4% to 41.5%, and the percentage of those reporting an unmet mental health care need [increasing] from 9.2% to 11.7%” between August 2020 and February 2021, per the CDC. 

This is an epidemic that no organization can afford to overlook, and one that needs to be honestly accounted for in the work-lives of all employees. 

My own struggle with postpartum depression, which came on while working for an incredibly well-resourced team, opened my eyes to the real lack of support most individuals face when “dealing with” an illness in the office. 

Put candidly, I was absolutely miserable - in and out of work. 

I know that if leadership had been knowledgeable about my struggles, and the struggles of those facing mental health crises at all levels of our organization, everything could have been different. 

And that’s not even broaching the idea of proactively addressing and working to combat common triggers, so that folks can prioritize their well-being before an emotionally devastating situation arises. What this leaves space for is a real opportunity for growing teams to talk-the-talk about their amazing human-first culture, while actually walking-the-walk. 

What are 3 things employers can do to support employee mental health?

1. Educate your people about common mental health issues and symptoms.
   We all understand why it’s important to know the signs of a stroke or heart attack - to remain vigilant about potential episodes and intervene whenever possible. But the average person may be less well-versed in the symptoms and risk factors of anxiety, depression, burnout, suicidal ideation, addiction, and related illnesses. Investing in expert-led educational training and prevention workshops can allow your employees to better recognize telltale signs in themselves and possibly help those who are struggling.

2. Create and designate funding for Employee Resource Groups (ERGs).
   It’s common wisdom that shame dies in the light. Make sure that members of your organization have safe, consistent communication with others who share key aspects of their identity. Many teams have ERGs dedicated to connecting LGBTQ+ folks, BIPOC, parents and guardians, servicemembers, women, employees with disabilities, and members of various faiths. These groups can serve as invaluable platforms for individuals who may experience specific interpersonal struggles, acts of discrimination, and hurdles to success - all of which contribute to poor mental health outcomes. These groups may even help inform leadership about the best approach to messaging for candidates, appropriate policies, work/life balance initiatives, and opportunities to improve the employee experience. It’s important to note, however, that leadership within an ERG requires additional work and therefore should be rewarded monetarily.

3. Research & connect team members with resources. HR has an obligation to connect Humans with Resources (see what I did there!?) and should, therefore, be up to speed about helpful organizations or tools that can assist with specific mental health needs and preventative services - from sleep consultations to mental health counseling and beyond. Learn more about third-party organizations like: Shoshannah’s Daughter (for parents returning to work), Power of Recovery (Addiction treatment in Massachusetts), Chronic Boss (supporting professionals with chronic illnesses), and Nurture by NAPS (for pregnancy and parenting support) when building your internal resource list. 

You have an obligation to support the whole-body wellness of your people. Make sure you’re not claiming to prioritize mental health without offering tangible ways for folks to get the support and help they need. If people are your #1 product (and I’ve yet to find an organization where this isn’t the case), then make sure they’re set up for success. 

To learn more about mental health month (every May!) check out Mental Health America, and if you’re struggling or in crises, call or text 988 right now.