Communicating About Mental Health at Work Can Benefit Everyone, But How Do You Get Started
Sarah* was six months into her job as a database manager for a large organization when her boss initiated frequent one-on-one meetings at 5 p.m. to review what she’d accomplished that day. Sarah knew he was frustrated with how long it was taking her to learn the computer system. “I was dealing with crippling anxiety at the time,” she says—which only got worse when she knew it was having an impact on her work.
“My boss would hover over my computer and make comments about my having too many documents or browser windows open, saying things like ‘How do you keep track of anything?’” says the 44-year-old from Denver. “I was already struggling, with the anxiety as well as ADHD, and having someone criticize my process made me even more frazzled.”
Difficulties like Sarah's are all too common—especially now, given that the prevalence of mental health conditions has increased sharply over the past 25 years, says Dawn R. Norris, Ph.D., associate professor of sociology at the University of Wisconsin-La Crosse. “We’re at a critical moment when more of us are dealing with mental health issues—yet they’re still so highly stigmatized that most people aren’t talking about them.”
This is particularly true at work. In a recent survey produced by Woman’s Day, the Good Housekeeping Institute, and One Mind at Work, 80% of respondents said that either they or a loved one had dealt with mental health challenges. However, a whopping 54% said they couldn’t discuss mental health at work without fear of stigma or discrimination—even though 73% felt they should talk about it.
“It’s clear that most people are ready for mental health issues to come out of the shadows,” says Garen Staglin, cofounder of One Mind at Work—a coalition of leaders working to develop and implement a gold standard for workplace mental health and well-being. “This is an issue that almost everyone has some experience with, and we know that a key way to reduce the stigma at the office is to talk about it openly.” Whether you are on staff or manage others, here are some ways to start.
* Last name omitted for privacy
If you're a worker...
Shift your thinking
You might be hesitant to ask for help if you or a loved on is dealing with depression, anxiety, trauma, or some other type of mental health challenge, but would you be more open with people if, say, a physical illness was affecting your work? "It's important to start talking about mental health conditions as much as we might other conditions, like cancer or diabetes," says Darcy Gruttadaro, director of the American Psychiatric Association Foundation's Center for Workplace Mental Health. "A fear of discussion prevents people form looking for the help they need to get better."
Make a game plan
Given that stigma about mental health still exists, "you may have to be careful about what you reveal at work," says Stewart D. Friedman, founder of the Work/Life Integration Project at Wharton School. "And when you're in the throes of trying to cope, that's not the best time to educate people."
But if you do feel you can share what you're going through with your manager, emphasize that you'd like his or her input on strategies for handling it. "You might say something like, 'I'm facing an illness that has an impact on my work. Here's how I'm planning to deal with it in a way that will be least disruptive to the job — what are your thoughts?'" says Friedman. "Making it a shared challenge and solution will help both you and your manager feel empowered."
Open up
The more people talk with coworkers about what they're going through outside the office, the more it's normalized. "Those fleeting moments—a lunch here, a walk to the car there— are opportunities to drop hints about what's happening in your life," Norris says. "You might share that your child was dealing with depression last year and talk honestly about how rough it was. It's an indication to others that mental health is something that's not off-limits."
Consider a new job
If you don't feel you can discuss mental health issues with your boss or colleagues, or you have been harassed or fear a lack of understanding if you do open up, you might have to think about whether or not your current gig is right for you, says Friedman, assuming you have the flexibility to change. "The stress of working in a place where you are misunderstood is awful. If you're able to find a different job where you're more fully accepted, I'd go for it."
If you're a manager...
Talk through the resources
All too often, employers wait until someone has a problem to discuss what kinds of help and support are available. Instead, make sure everyone, including new employees, is up to date on current policies, says Staglin. "This will help set the tone that the company has a culture of acceptance and is eager to help employees in need."
And since workers are dealing with mental health concerns whether they're talking about them or not, it's important that managers be educated about these illnesses; talk to your peers, your supervisor, or HR about ways everyone who's in charge can learn more.
Know the costs
Depression alone is estimated to cause 200 million lost workdays each year, at a cost to employers of $17 billion to $44 billion. On the flip side, a study found that for every $1 spent treating people with depression and anxiety, $4 was returned in better health and ability to work. So if your workplace doesn't have a strong system in place for helping those with mental health concerns, communicate to those above you that getting this done makes sense for the bottom line.
Share your story
There's a good chance you've been affected by a mental health issue, whether it's you, a family member, or a close friend who's gone through it. But in the Woman's Day survey, 81% of respondents said their managers had never openly talked about their own or a family member's mental health struggle. That's unfortunate: "The more leaders tell personal stories about mental health issues, the more we'll see the stigma chipped away at and ultimately eliminated," says Gruttadaro. And the more their staffs will feel comfortable sharing their struggles as well.
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