Roughly half of companies report they are planning or considering a mental health action plan, which would catch them up with the one-quarter of companies that already have one in place.
The recent surge in employer action on workplace mental health reflects a growing awareness within the business community that employers have a responsibility to identify and reduce causes of workplace stress and burnout.
Increasingly, people are making employment decisions based on whether organizations support the health and wellbeing of their workforce. Employers that commit to these efforts will see the benefits both in the productivity and drive of their employees and in their company performance.
That’s because our mental health affects how we show up for work, and whether we show up at all.
Employers have a responsibility and opportunity to identify work-related causes of mental health stress and reduce them (and their costs) through intentional organizational and cultural change. Leaders at all levels of an organization, from the C-suite to middle managers, can take meaningful actions without substantial cost or effort to create more supportive environments for everyone.
Understanding the root causes of some common mental health challenges and disorders makes it easier to design benefits programs and resources that address real unmet needs and provide meaningful support to the workforce.
Efforts to champion workplace mental health can improve employees’ sense of purpose, boost customer loyalty and attract values-based investors.
Great gains don’t have to come at great cost. In fact, according to a 2021 Mind Share Partners survey, the mental health resource employees wanted most was a “more open” mental health culture at work. In a separate survey by the American Psychological Association, “regularly recognizing employees” was just as important to workers as additional mental health resources.
of American adults report symptoms of anxiety and/or depression 5
of employees would not recommend their workplace 6
of individuals report that it’s safer to remain silent about workplace stress 6
of individuals with diagnosed mental health disorders do not disclose it 7
disagree that their supervisor provides emotional support 8
want open mental health dialogue in the workplace 9
agree that employers have a responsibility to support mental health 7
Leaders across the business community, from CEOs and C-suite executives to human resource professionals and line managers, can take meaningful actions to create more supportive environments for everyone. And, for employees who need professional care, you can provide resources and benefits to make it easier for them to access treatment.
Taking action to address workplace mental health is a clear path to a healthier workforce and a stronger, more resilient business. The bottom line: investing in a mentally healthy workforce is good for business.
Leaders need to make strategic investments in initiatives that will help their businesses thrive. We partner with our members to understand their operations and organizational culture, identify opportunities for improvement, and communicate the need for long-term commitment to these initiatives to key stakeholders. We work to create a workplace that protects from psychosocial hazards and stressors, offers quality mental health benefits and services, and centers equity in everything.
2 https://www.nsc.org/workplace/safety-topics/employee-mental-health
3 https://www.mindsharepartners.org/mentalhealthatworkreport-2021
4 https://business.kaiserpermanente.org/insights/mental-health-workplace/stigma-at-work
6 https://mhanational.org/sites/default/files/Work%20Health%20Survey%202019.pdf
7 https://ceoroundtable.heart.org/mental-health-a-workforce-crisis-report/
9 https://info.totalbrain.com/hubfs/resources/Total-Brain-Back-to-Work.pdf
