Creating an environment that supports mental health, going beyond what’s required by law, is not only the right thing to do, but it will also help your company in the long run. Here are 7 ways that will help you make it happen.
Fight the Stigma
In 1999, the Surgeon General of the United States called stigma the biggest barrier in achieving effective mental health care. Even though society as a whole is far more well informed than just a few short years ago, there’s still a long way to go. Many people are still scared about divulging any issues they may be having. They may think employers will think of them as weak or a question mark, or they’re concerned about what their colleagues will think.
The employer must take charge and fight the stigma head-on. You need to make it 100% crystal clear that you want employees to be honest about any issues they may be having, that your company is proactive in addressing any issues they might be having, and that your workplace is a safe space.
Offer Counseling to Employees
As an employer, offering counseling as an option can go a long way in creating a supportive environment. Counseling is a type of talking therapy, offering employees an outlet for their experiences and feelings. Mental health issues such as depression, anxiety, and PTSD can be treated with this type of therapy. Of course, not every company will have the HR capacity to offer in-house counseling. These are some alternatives:
- Contract with a local counselor. Depending on your need, you may opt to have a contractual arrangement with a qualified counselor on an ad-hoc basis.
- Contract with an occupational health provider. Private companies that specialize in occupational health are also able to provide counseling services. This may be a good option if you’re looking for a wider array of services.
- Virtual therapy. Therapy delivered by teleconferencing and IM services is in its infancy (and people are currently divided on how they feel about it), but it’s an increasingly viable option.
Promote a Healthy Work/Life Balance
Companies, especially the big names, tend to work their employees to the bone. The suits, in all their wisdom, think that it’ll result in higher output. And maybe that’s true, in the short run. Research has shown, however, that employees with a decent work-life balance work 21% harder and are 33% more likely not to hand in their resignation letters. You can promote a healthy balance by doing the following:
- Make people take their holidays. Employees are often so worried about pending deadlines and their jobs that they voluntarily forego holidays they’re legally entitled to. Stop letting this happen. Encourage people to take a well-deserved break.
- Unplug. Unless it’s urgent, employees should be allowed to unplug. That means no work emails, no Slack, no Skype calls unless it’s really necessary.
- Flexible work schedules. Not always possible, but if your employees are able to work from home, let them be a little flexible. If they need to pick up their kids in the afternoon, let them finish their working day at home, for example.
Know the Law Inside Out
Anyone who has a managerial position in the workplace should be aware of the company’s legal responsibility when it comes to mental health. In short, it is the employer’s responsibility to protect those with disabilities from discrimination in the workplace. The Americans with Disabilities Act (ADA) is what you need to be most familiar with, however, there are other federal and state laws that are also relevant.
Perhaps the most important point is that you are required to make ‘reasonable accommodations’ to guarantee an equal footing for all employees. For example, you may be required to provide the option of flexible working hours, the possibility of working from home, and the ability to take the necessary time off for medical care. Legal counsel is something you should consider to ensure you’re ticking all of the required boxes.
If these tips seem a little bit daunting, remember that it’s a step by step process. You won’t be able to do it all from ‘Day 1’, nor will things go perfectly or as expected. Start with covering your legal bases. Other than that, keep an environment of open and honest discourse, ensure employees feel like they’re a part of what you’re creating, and always consult expert advice before enacting major changes.