7 Ways to #GetReal About Mental Health in the Workplace
By Kristin Bower, Partner, Leda HR
“A colleague told me that our team needs to have people who are strong. It made me feel less valued because I have disclosed that I have a mental illness.”
“My manager tells our team to leave our problems at home and to focus on work when we are here.”
“A colleague told me that I use depression as an excuse.”
“I asked my manager if I could take one of my allotted sick days for my mental health. She told me that’s not how they are meant to be used.”
These are all real things that we have heard in the work that we do in supporting workplaces to be more inclusive and psychologically healthy and safe. While more organizations recognize that mental health issues are real and have an impact in the workplace, they are still struggling with shifting the culture to one that is truly supportive.
The rate of mental illness is increasing in Canada and around the world. The global pandemic - and the many challenges that it has brought with it - was like throwing a match on a simmering fire. It took an existing health crisis and made it worse.
The increase in mental disorders has frequently been referred to as a shadow pandemic that began shortly after the start of the pandemic. We know that we have a problem so why are we still not talking about it enough in Canadian workplaces? Here are a few reasons:
The lack of understanding of complex illnesses such as depression, anxiety, addiction and eating disorders and the associated stigma that still prevails.
A fear of saying or doing the wrong thing; most people want to provide support, but they don’t know how to do it, so they choose to do nothing.
A lack of psychological safety in the workplace; when there is a lack of safety and trust, people hold back from sharing anything from new ideas to when they are struggling.
So how do we get past these roadblocks? It takes daily intention and commitment, but we also know that it is worth it. Here are some suggestions to help normalize the topic of mental health in your workplace:
Add a standing agenda item to your team meetings where you talk about stress and wellness.
Allow people to share one word as to how they are feeling.
Listen without judgment and don’t make assumptions – check any unconscious bias that you may hold about mental illness.
Don’t wait to talk to an employee or colleague when you think there is a problem. Prioritize check-ins and connecting on a human level, outside of work tasks.
Use inclusive language. Avoid using words like mental or crazy and terms like, “I am so OCD today!”
Talk about self-care in a way that goes past bubble baths and emphasizes brain health. Some examples are diet, exercise, learning something new, and mindfulness.
Role model the behaviours that you would like to see in your employees and colleagues. Take breaks, talk about mental health in an authentic way, and encourage people to seek help from a healthcare professional when they need it.
Review the National Standard on Psychological Health and Safety in the Workplace and the free resources available through the Mental Health Commission of Canada.
As Susan David, the psychologist and author of the book Emotional Agility, says, “When people are allowed to feel their emotional truth, engagement, creativity and innovation flourish.”
And isn’t this what we all want for our employees, colleagues, and ourselves?