Recent studies reveal that nearly 3 quarters of employees will experience mental health challenges at some point. Yet, an estimated 80% don’t seek help. Many factors deter people from seeking treatment, but shame and fear are the most common reasons. Mental health stigma in the workplace is the result of harmful or discriminatory behaviors, exclusion, and attitudes toward team members who are experiencing emotional challenges. Unfortunately, the result is a culture of silence and often a deep reluctance to seek care.
While progress has been made in normalizing mental health discussions, more effort is needed to address stigmas that harm both employees and companies. Untreated mental health conditions cost U.S. companies billions each year, and research suggests there’s a direct correlation between poor mental health and lost productivity, increased absenteeism, and higher rates of presenteeism.
The good news is that you can combat mental health stigma by training leaders to recognize warning signs and respond appropriately. Read on to learn more about creating a bias-free work environment and fostering a supportive, efficient, safe space that prioritizes mental wellness.
The state of mental health in the workplace
The American Psychological Association (APA) conducted a survey in 2023 that uncovered some shocking realities about mental health in the workplace, including:
- 55% of workers say their employers believe mental health is much better than it really is
- 43% worry that disclosing a mental health condition will have a negative impact on them at work
- 77% have experienced work-related stress in the last 30 days
- 57% state that stress is a contributor to things like burnout, emotional exhaustion, a desire to quit, lack of motivation, and other things that make doing their job more challenging
Examples of stigmatizing behavior include dismissive or harmful comments directed toward someone who might be suffering — like telling someone to “toughen up” or “don’t be weak.” Attitudes like this can deter employees from seeking help, resulting in isolation, reduced motivation, and low morale.
Debunking myths about workplace mental health
While once accepted viewpoints, it’s time to acknowledge the misinformation that’s adding to workplace mental health stigma. Addressing and correcting these misconceptions is essential for creating a nurturing and inclusive work environment.
Myth #1: People with mental health challenges can’t possibly succeed in a high-pressure job.
→ The Truth: Many people living with a mental health condition can perform exceptionally well, even in high-pressure environments.
Myth #2: Discussing mental health at work is unprofessional and inappropriate.
→ The Truth: Open discussions about mental health will create a more productive work environment and encourage people to look for help rather than suffer in silence.
Myth #3: Therapy is a sign of weakness.
→ The Truth: Admitting you need help takes courage, and seeking therapy is a proactive step toward mental and emotional well-being.
Why destigmatizing mental health matters
Destigmatizing mental health in the workplace is crucial for creating a healthy, happy environment. It will help boost morale, increase productivity, decrease turnover, and enhance overall employee well-being.
The costs of mental health stigma at work
Fear of prejudice that prevents people from getting help can significantly cost your company. The World Health Organization (WHO) estimates that globally, 12 billion workdays are lost due to depression and anxiety, at a cost of USD 1 trillion. By ignoring the issue, you’re risking a lot, including:
- Diminished well-being: When team members don’t feel supported or fear being judged, they’re less likely to take care of themselves. They often have higher rates of stress, anxiety, and burnout — and some research suggests that up to 50% of employees have even left a job because they’re dealing with mental health challenges.
- Low productivity: Employees trying to manage mental health challenges report difficulty focusing, low or no motivation, and reduced output, which can impact team performance and organization-wide success. In the United States alone, missed work related to mental health issues costs the economy more than $47.6 billion in lost productivity each year.
- Increased absenteeism: Mental health can cause increased absences from work. A Gallup study found that workers with “fair or poor” mental health have an estimated 12 days of unplanned absences versus 2.5 days for other workers.
- Higher turnover: Employees who face stigma and lack of mental health assistance are more likely to leave their role with a company — and high rates of turnover mean additional costs to find, hire, and train new people.
The benefits of reducing mental health stigma
Reducing mental health stigma in the workplace helps organizations foster trust and improve team morale. It ensures tangible results as you unlock the full potential of your employees. A Deloitte survey found that companies that focus on mental wellness:
- See increased retention rates
- Attract and retain stronger talent
- Have a more engaged workforce
- Mitigate the risks associated with not providing a safe workplace
10 Strategies to reduce mental health stigma in the workplace
Investing in initiatives that encourage and support employee well-being is more than just ethical — it’s an efficient way to help employees. Here are 10 strategies you can implement in your organization.
1. Build mental health awareness and literacy
Training leadership, providing resources, and educating your workforce will increase understanding and reduce misconceptions about mental health.
Workshops, newsletters, and training programs help raise awareness and normalize conversations, equipping everyone with tools to identify and address mental health difficulties.
2. Encourage open conversations about mental health
By modeling vulnerability, management signals that mental health is a company-wide priority. Learn how to talk about mental health at work and encourage openness so employees and leaders can share their experiences. Host forums or panels where experts teach about mental health-related topics.
3. Revise workplace policies to include mental health
Identify policy gaps and update them to explicitly address mental health concerns. Offer accommodations, protection, and access to care in the same way you do for physical health conditions. One of the easiest changes you can make is including mental health benefits in your benefits packages.
4. Offer flexible work arrangements
Flexible work arrangements benefit employee well-being and improve overall company health. Some studies suggest it can improve mental well-being and reduce symptoms of several conditions. Flex opportunities encourage work-life balance for employees and ensure people have the time to prioritize personal responsibilities in addition to their work demands.
Research shows that flexible work options like remote or modified hours reduce stress and improve emotional health.
5. Promote and utilize employee assistance programs (EAPs)
Employee assistance programs (EAPs) give workers access to a wide range of services, including confidential counseling and other mental health resources.
Communicate regularly with employees about the availability of your mental health care programs and promote your EAP to increase utilization. Highlighting the benefits helps encourage high utilization rates, improving ROI.
6. Train managers to support mental health
Getting buy-in from management furthers efforts toward destigmatizing mental health in the workplace. Teach them skills to identify red flags and give them resources to respond empathetically. Training on inclusive leadership and active listening is critical for fostering supportive environments.
7. Offer mental health days
Designated mental health days off give employees time for self-care and normalize the need for support, further reducing stigma. Create policies that outline when, where, and how to use mental health days. These could be blanket days off when the company shuts down or a bank of allotted days that employees can use when needed. Either way, Encourage people to prioritize their own personal needs.
8. Create a peer support network
Encourage peer-led initiatives for employees to connect and share experiences. Identify and train people who are passionate about and committed to promoting mental health and let them serve as advocates or mentors to others in the company.
Ensure there are opportunities to connect — support groups, workshops, or casual forums can be safe spaces where people feel comfortable seeking help. Support groups and mentorship-type programs can build community, reduce feelings of isolation, and create empathy.
9. Use inclusive language in workplace communications
How you talk about mental health in your organization matters. Using inclusive language — and expecting others to do the same — makes a literal statement about the importance of openness and respect.
Avoid negative stereotype language that trivializes mental health. Words like “crazy” or “weak” should never be used or tolerated. Instead, promote language that is respectful and affirming.
“By using inclusive language you are able to create a safe and supportive space for discussing mental health. By avoiding stigmatizing terms and using person-first language, you validate people's experiences. This encourages open communication and helps individuals feel seen and understood without fear of judgment.” - Talkspace therapist Bisma Anwar, LPC, LMHC
10. Eliminate mental health discrimination
Clear anti-discrimination policies protect those who are struggling. Swiftly addressing violations and stigmatizing attitudes will build trust and accountability.
Consider implementing policies that protect employees from mental health discrimination and ensure a safe, fair workplace.
Make mental health a workplace priority
By destigmatizing mental health in the workplace, you can transform emotional well-being, engagement, and productivity. When employees feel supported, they’re more likely to stay committed and innovative and contribute their best work.
Employers and leaders are key in establishing a positive and supportive approach to mental health within an organization. Implementing policies and offering resources like EAPs sends a clear message: mental health matters.
Partnering with trusted services like Talkspace can make all the difference in destigmatizing mental health. Talkspace offers online therapy for employees, providing accessible and practical mental health suppport for everyone.
Request a demo today to learn how Talkspace can help you create a healthier, happier, more productive workplace for your team.
Sources:
- Mental health stigma at work: The costs. https://business.kaiserpermanente.org/healthy-employees/mental-health/stigma-costs. Accessed December 7, 2024.
- De Oliveira C, Saka M, Bone L, Jacobs R. The Role of Mental Health on Workplace Productivity: A Critical Review of the literature. Applied Health Economics and Health Policy. 2022;21(2):167-193. doi:10.1007/s40258-022-00761-w. https://pmc.ncbi.nlm.nih.gov/articles/PMC9663290/. Accessed December 7, 2024.
- 2023 Work in America Survey. https://www.apa.org/pubs/reports/work-in-america/2023-workplace-health-well-being. Accessed December 7, 2024.
- World Health Organization: WHO. Mental health at work. September 2, 2024. https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work. Accessed December 7, 2024.
- Partners MS. Indicators in your company culture that it’s time to focus on mental health. mindsharepartners. April 25, 2024. https://www.mindsharepartners.org/blog/indicators-in-your-company-culture-that-it-s-time-to-focus-on-mental-health. Accessed December 7, 2024.
- Agrawal BDW and S. The economic cost of poor employee mental health. Gallup.com. December 13, 2022. https://www.gallup.com/workplace/404174/economic-cost-poor-employee-mental-health.aspx. Accessed December 7, 2024.
- Deloitte. The ROI in Workplace Mental Health Programs: Good for People, Good for Business.; 2020. https://www2.deloitte.com/content/dam/Deloitte/ca/Documents/about-deloitte/ca-en-about-blueprint-for-workplace-mental-health-final-aoda.pdf. Accessed December 7, 2024.
- Shiri R, Turunen J, Kausto J, et al. The Effect of Employee-Oriented Flexible Work on Mental Health: A Systematic review. Healthcare. 2022;10(5):883. doi:10.3390/healthcare10050883. https://pmc.ncbi.nlm.nih.gov/articles/PMC9141970/. Accessed December 7, 2024.
- Wang ML, Narcisse MR, Togher K, McElfish PA. Job flexibility, job security, and mental health among US working adults. JAMA Network Open. 2024;7(3):e243439. doi:10.1001/jamanetworkopen.2024.3439. https://jamanetwork.com/journals/jamanetworkopen/fullarticle/2816735. Accessed December 7, 2024.