According to the World Federation for Mental Health, one in four adults will experience a mental health issue at some point during their careers. Untreated mental health conditions cost the economy $200 billion in lost earnings each year through decreased work performance and productivity. Depression alone accounts for $11 billion of that sum and affects approximately 19 million adults. Of injured workers who were off work for at least five days, almost 10 percent were later diagnosed with depression in the 12 months following the injury, as reported by the Institute for Work and Health.
Depression can be the catalyst for many other issues, including reduced quality of work, workplace conflicts, customer or client complaints, and tardiness. For that reason, working towards helping those suffering is mutually beneficial. A monumental step in improving the overall mental health in an organization is exposure. Over 70% of people with mental illnesses conceal their challenges from coworkers and managers. Businesses need to work to end the stigma that prevents sufferers from being noticed or seeking help.
Identify the Problem
It starts by recognizing the scope of the issue. Many opinions about people with mental illnesses are preconceived, unfounded, and, sometimes, unconscious. During the hiring process, some employers admitted to having lower initial opinions of candidates when made aware of their mental illnesses and were dismissive of their needs when they were hired. Another issue is that even when a company has resources to support the mental health of its employees they are deemphasized and underutilized. While this may not be a universal problem, for the most part companies could be improved by simply increasing access to these resources.
Find a Solution
The best way to start is with information dissemination. Provide or find a brochure to help your staff be able to better understand mental illnesses and to identify it. There is a growing initiative in anti-stigma campaigns that seek to spread awareness and knowledge about mental illnesses in the workplace. In the United States, you can sign on with StigmaFree for more information on improving your company’s behavior on mental health and to declare your support for the cause.
Offer a way for your employees to address a potential issue before it turns into a full blown problem. Providing an employee assistance program for personal struggles can often reveal undiagnosed or untreated depression. Encouraging an employee to take care of their mental health can reduce a longer, unnecessary recovery period in the event of an injury. Small compassionate gestures can go a long way toward helping someone deal with their mental health.
Bringing an employee back to work as soon as they are medically capable also sends the clear message that their employment is secure. They can avoid feelings of inadequacy at home as it allows them to remain productive, even if at a limited capacity. By making a Return to Work policy clear to your employees and supervisors, you can also help prevent added stress due to guilty feelings about being unable to return at full strength.
A little-mentioned but proven morale booster lies in Ecotherapy, which covers a variety of treatments that seek to improve mental wellbeing through increased access to natural light, fresh air, and nature, in general. By improving the work environment, you can create a healthier atmosphere and help reduce some of the factors that lead to depression. Some of the practices of ecotherapy include:
- Lighting that mimics natural sunlight which helps combat depression, but also encourages bodily production of natural vitamins and minerals that improve energy levels.
- Personalized workspaces that reduce the natural isolation brought on by cubicles.
- Connections to the natural world, including outside areas to walk around or relax in, but also live plants around the office which increase oxygen levels and, in turn, brain function.
- Access to healthy snacks to help encourage positive energy levels and mental functioning.
Ecotherapy can also help those affected by Seasonal Affective Disorder. Because of the shorter days in the winter months, depression is more likely to be triggered or exacerbated, but by making simple changes you can work to reduce your risk.
It’s important to present the opportunity for the staff to suggest improvements and implement them, as well. There isn’t one catch-all solution to any mental health complications, so by remaining open to new or unorthodox strategies, you can potentially make a big difference.
Building an Open Office
Keep in mind that it is the responsibility of everyone in an organization to help develop a better working environment. Employees should be encouraged to reach out to their colleagues privately if they notice warning signs such as low energy, anxiety, or feelings of hopelessness. Even if the person isn’t suffering from depression, knowing that their colleagues are invested in their mental health makes it easier for them to come forward if they do have a problem later.
The following checklist can help determine if your organization is on the right track in addressing mental health.
- Improve health care to treat mental illnesses with the same urgency as physical illnesses.
- Facilitate practices and programs that support a healthy work life balance.
- Provide training for managers in mental health workplace issues, including identification of issues that may indicate possible need for evaluation by a medical professional.
- Create a program to assist managers and employees; include referral information for extreme cases.
- Develop a return to work program that supports employees who seek treatment and require leave.
- Communicate your corporate policies on equal employment opportunity accommodations, the Americans with Disabilities Act, and other programs to encourage an accepting and anti-discriminatory working environment.
