A MONTHLY BLOG FROM MHA DIRECTOR KATHY ROGERS |
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April Topic:
There's An Elephant in the Room
Statistics indicate that one in five of us will be diagnosed with a mental illness each year. However, none of us are immune to experiencing a mental health crisis due to a major life event, such as grief from the loss of a loved one, a health diagnosis, problems at home, or the uncertainty that has come about from the pandemic.
As Ashley Side Johnson notes in her TEDx talk titled The Elephant in Your Office Has a Mental Illness, "five in five of us have mental health." Johnson talks about working with colleagues who may have a mental health diagnosis or are dealing with situational mental health issues. She discusses the continuum of mental health, noting that we can all move from ‘good health’ to ‘poor health.’ Employees can move to the poor side of the continuum when dealing with emotions and feelings related to a life event, but they usually make their way back to the ‘good health’ side of the continuum. Johnson says, “On the opposite end of the continuum are those with a serious mental illness…by virtue of their diagnosis, they stay on the poor end of the continuum.”
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In the middle is where we find the ‘elephants in the office,’ notes Johnson. These are individuals who live with adjustment disorders and have external stressors weighing on them; and employees with a mental illness who are high functioning enough to hold a job. From 9 to 5 these employees are dealing with work and their mental health diagnosis. “They smile, engage in small talk and try to conceal any sign of their disorder,” says Johnson.
In its latest Mind the Workplace publication, Mental Health America National President and CEO Schroeder Stribling, states, “While in the past many companies and employees may have thought of mental health conditions as something that developed ‘outside the workplace,’ these past two years of the COVID-19 pandemic have made it overtly clear that our workplaces directly affect our health in every way – from the risk of spreading infection to the potential for anxiety and depression. The experiences we have each day at work – our relationships with co-workers and managers, our access to quality and confidential support as needed, and the values and policies that guide our efforts, have a direct effect – positive or negative – on our overall sense of wellbeing.”
In the same publication, MHA research partner Faas Foundation’s founder Andrew Faas, highlights the need for leaders to reduce or eliminate unnecessary stress workers face. His research has identified these key conditions to improve mental health in the workplace:
- Mutual trust and respect.
- Stability, security and safety.
- A sense of purpose.
- A sense of efficacy.
- The ability to speak truth to power.
“Research is showing that where these conditions exist, there is less stress and burnout, higher engagement and inclusion, and less attrition,” says Faas.
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With approximately 65% of Americans in the workplace, it behooves employers to focus on mental wellbeing. According to the CDC, “By addressing mental health issues in the workplace, employers can reduce health care costs for their businesses and employees.” They note that poor mental health and stress can negatively affect an employee’s job performance and productivity, engagement with one’s work, communication with coworkers, and physical capability and daily functioning.
The CDC reports, “Mental illnesses such as depression are associated with higher rates of disability and unemployment. Depression interferes with a person’s ability to complete physical job tasks about 20% of the time and reduces cognitive performance about 35% of the time. Only 57% of employees who report moderate depression and 40% of those who report severe depression receive treatment to control depression symptoms.”
The CDC offers the following solutions, stating that workplace health promotion programs have been successful, especially when combined with a focus on mental and physical health.
The workplace is an optimal setting to create a culture of health because:
- Communication structures are already in place.
- Programs and policies come from one central team.
- Social support networks are available.
- Employers can offer incentives to reinforce healthy behaviors.
- Employers can use data to track progress and measure the effects.
Action steps employers can take include:
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Make mental health self-assessment tools available to all employees.
- Offer free or subsidized clinical screenings for depression from a qualified mental health professional, followed by directed feedback and clinical referral when appropriate.
- Offer health insurance with no or low out-of-pocket costs for depression medications and mental health counseling.
- Provide free or subsidized lifestyle coaching, counseling, or self-management programs.
- Distribute materials, such as brochures, fliers, and videos, to all employees about the signs and symptoms of poor mental health and opportunities for treatment.
- Host seminars or workshops that address depression and stress management techniques, like mindfulness, breathing exercises, and meditation, to help employees reduce anxiety and stress and improve focus and motivation.
- Create and maintain dedicated, quiet spaces for relaxation activities.
- Provide managers with training to help them recognize the signs and symptoms of stress and depression in team members and encourage them to seek help from qualified mental health professionals.
- Give employees opportunities to participate in decisions about issues that affect job stress.
I realize not all employers can offer all of these items, however, being aware of how our mental health impacts productivity is important. When we give it attention, we see a reduction in health care costs, and makes for a more engaged and fulfilled workforce.
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"What mental health needs is more sunlight, more candor, and more unashamed conversation."
Glenn Close
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When we talk about “the elephant in the room,” we are referring to an issue that everyone knows is there, but don’t want to face. The stigma that continues to surround mental health causes many to be afraid to talk about their mental health challenges, especially in the workplace. Remember, the person in the cubicle or office next to you may be struggling in ways you might never imagine. A kind word, a listening ear, and a nonjudgmental approach can go a long way in helping employees and colleagues feel accepted and supported.
The actress Glenn Close said, “What mental health needs is more sunlight, more candor, and more unashamed conversation.” The only way mental health stops being the elephant in the room, the office, the classroom or on the playing field, is by normalizing the conversation.
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Take Action:
Help eliminate the stigma that exists in the workplace--be a champion for open conversations about mental health where you work; use and share MHA online screening tests and other tools; be kind and compassionate with your employees and colleagues. You never know what the person in the office next to may be going through.
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#MHACCTheElephant
Share your thoughts about how you're dealing with mental health in the workplace. Share with us on social media - #MHACCTheElephant
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SINCE 1933
Our mission is to provide help, offer hope and promote mental wellness through advocacy, education, and prevention.
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