Synopsis
Workplace mental health still carries stigma, leading to limited discussions and fear of career impacts. Despite companies’ policies, many employees hesitate to share their struggles. Clear confidentiality, accessible resources, and compassionate leadership are essential to fostering a supportive environment. Employee assistance programs and feedback mechanisms can further ensure employees’ well-being and productivity.
People have become more open to the idea of seeking help for mental health and wellness. However, when it comes to corporate setups, we can still see such conversations either not happening at all or in hush-hush tones as employees fear unfavorable consequences.
According to the World Health Organization (WHO), more than half of the global population works, and around 15% of working-age adults live with anxiety disorders. Also, around 12 billion working days are estimated to be lost every year around the world to anxiety and depression. This costs the global economy a massive loss of $1 trillion in terms of lost productivity.
There is an immediate need to encourage open conversations about mental health and invest in the well-being of the employees.
Though many companies claim to have proper policies and measures in place to offer a safe space to employees, a sense of stigma is still prevalent when it comes to mental health issues.
But before delving into how to destigmatise mental health in the workplace, let’s understand the reasons for its existence in many workplaces.
Mental health stigma is still visible in corporate environments where emphasis on meritocracy and performance metrics often links success to tangible results and mental superiority, says Navaneet Mishra, Senior Vice President & Head of Hexagon’s R&D Centre, India. Consequently, this creates a perception that individuals with mental health challenges lack capability; so such people fear professional setbacks and do not talk about their issues. Also, the misconception that mental challenges are a permanent setback, while physical challenges are short-term issues, leads to a lack of empathy and support, he adds.
According to Gunjandeep Kaur, Director-HR Business Partner, Model N, several factors contribute to the existence of this stigma around mental health in many corporate environments. These include cultural norms and perception of weakness, fear of career repercussions, lack of education and awareness, inadequate policies and support systems, lack of leadership advocacy, pressure to maintain productivity, and historical bias and stereotypes.
Barriers employees face
Employees are often unsure how their managers will respond, especially if they lack mental health support training, says Mishra. Due to fears about how their team and managers will react, as well as concerns about long-term career growth, they avoid expressing themselves. Additionally, he says employees often feel pressured to prioritise productivity over self-care, leading to mental well-being taking a back seat.
Hence, to overcome these, organisations should sensitise managers, offer accessible resources, ensure confidentiality, and foster a supportive culture that values self-care to empower employees and enhance overall well-being.
Kaur says limited access to mental health resources is a huge issue. “Even if employees want to address their mental health, they may face challenges due to limited or inadequate resources provided by the company. This can include a lack of employee assistance programmes (EAPs), mental health benefits, or access to counselling services.”
Plus, she says that concerns about the confidentiality of mental health disclosures, unclear policies, lack of managerial support, and fears regarding loss of promotion and leadership opportunities often prevent employees from sharing their problems.
How companies can manage concerns
In Mishra’s opinion, companies need to have clear confidentiality processes and policies and active awareness campaigns that help employees understand their rights regarding privacy.
Elaborating further, he suggests that HR business partners in the vicinity of the teams can provide safe and secure conversation and remediation for the troubles. Additionally, employee resource groups (ERGs) can provide a space for employees to express themselves freely, fostering a sense of support without the fear of judgment. Employee assistance programmes too can serve as valuable external resources, allowing employees to seek help confidentially and access the support they need, he adds.
“From time to time, everyone experiences situations that affect their general well-being. Model N recognises this and as a result, has introduced an EAP to help all employees be more successful at meeting their responsibilities at home and at work,” says Kaur, while talking about the steps companies can take to manage privacy concerns.
Also, she highlights that no one at Model N has access to the sensitive information employee shares with the counsellor and no personal identifying information is disclosed.
Steps leaders can take
Embedding mental health and wellness into a company’s core values is essential to foster a supportive work environment is key, says Mishra. This also implies integrating well-being into HR policies.
Hexagon supports its employees with 24/7 access to professional counselling and mental health insurance, flexible work hours, hybrid options, ERGs, skip-level meetings, and an open-door policy that encourages free expression.
Also, he says it’s equally important for leaders to be equipped to engage in compassionate conversations that nurture a positive culture and proactively address biases or obstacles that hinder employee growth. Regularly seeking employee feedback is crucial for understanding their needs and making informed decisions, he adds.
At Progress, Piyali Bandopadhyay, Manager-People Experience and Operations, says they offer support through their EAP, where employees can connect directly with an external EAP organisation. Also, she highlights that their EAP services provide free, confidential consultation via phone, designed to help employees manage the stressors of daily life.
Their EAP professionals are equipped to assist with various issues, including legal, financial, and debt-related concerns. Along with telephonic, they also offer face-to-face counselling sessions to discuss topics such as emotional stress, anxiety, depression, family issues, and substance use.
“To address mental health barriers, organisations must offer continuous support through mental health programs, manager training, and confidential resources like the EAP. It’s crucial to train leaders to handle sensitive information with care and ensure there are safe, private channels for employees to seek help without fear of judgment,” she adds.
This article was originally published on The Economic Times.
