The subject of health has been at the forefront of public discussion the last few years. As our physical health was being challenged by the COVID-19 pandemic, so was our mental health. The pandemic upended our work experiences as we faced chronic stress, financial insecurity, and a litany of societal issues - social injustice, devastating court decisions, mass shootings, an unstable economy, industry-wide layoffs, and a blurring of work-life balance. According to the American Psychiatric Association, 1 in 5 U.S. adults have a diagnosable mental health condition in any given year. With so many U.S. adults struggling with mental health, there is a business imperative for employers and organizations to think about how to tackle mental health at work as attrition rates continue to increase.
Movements and conversations around the great resignation, burnout, and quiet quitting have gained traction and undoubtedly will impact business’ bottom lines. While a growing number of employers have been investing in initiatives like “wellness weeks,” counseling benefits, and access to mental health apps, there is a greater need for more sustainable and inclusive solutions to mental health that are embedded in the company culture. Employees want to feel a sense of belonging and be both seen and understood in the workplace. This is critical for those with mental health ailments.
We need to start with awareness and education. Providing access to credible resources from qualified mental health institutions can lay the groundwork, but it’s also important to examine what kinds of training workplaces are giving to managers, leaders, and employees to be better advocates and allies. The more we educate ourselves and talk about these issues, the more we can reduce the stigma attached to mental health, and build inclusive communities at work.
Supporting the mental well-being of employees won’t be a one-size-fits-all approach considering health disparities in some groups and communities. According to a study from Mind Share Partners’ on Mental Health at Work, younger and historically underrepresented workers struggle with mental health the most. That same survey also reveals that millennials, caregivers, and historically underrepresented groups were likely to leave roles for mental health reasons. Demographics play a part in the equation but there are expansive factors to consider - including age, neurodiversity, environment, traumatic life events, job stress and more. What this means for employers is that providing accessible and inclusive mental health programs will be both an ethical imperative and must be part of the equation.
The public relations industry has the tremendous opportunity to shape conversations around mental health and influence individuals and institutions to action. The stories we tell as PR practitioners play a critical role in advancing our understanding of mental health conditions and can both increase awareness and reduce stigma around mental health challenges. We can do our part to continue educating ourselves and advise our spokespeople and leaders on how to talk about and address these issues.