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    • It’s time to tackle mental health stigma in the workplace
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    It’s time to tackle mental health stigma in the workplace

    Online Niel Posted on

    In recent years, society has come a long way in recognizing and addressing mental health issues. However, problems persist in the workplace, where conversations about mental health often remain stigmatized. Addressing this stigma is crucial for businesses aiming to create a safe, efficient and welcoming work environment.

    Every year, one in six employees experience a mental health problem at work, whether it’s stress, anxiety or depression, costing UK employers around £56 billion annually.

    So what exactly is mental health stigma in the workplace and why is it so important to eliminate it?

    Mental health stigma involves negative beliefs, attitudes and prejudices towards mental health, often leading to discriminatory behaviors in the workplace.

    Why does mental health stigma persist in the workplace?

    The stigma persists due to a combination of cultural norms, industry expectations, management biases and a focus on people performance. These factors create environments where mental health issues are misunderstood, leading to reluctance to address them openly and supportively.

    Business impact

    Stigma significantly affects an employee’s willingness to seek help. In workplaces where gossip about the reasons for medical absence is common, employees are much less likely to seek support.

    According to Rethink Mental Illness, 88% of people with mental health problems report experiencing some form of discrimination at work, such as being overlooked for promotions or excluded from workplace activities – so don’t it’s no wonder employees might hesitate to disclose their mental health issues. .

    If employees are struggling in silence, it will inevitably have a negative impact on your business. You will likely experience increased absenteeism, higher turnover, reduced performance and even reputational damage.

    What can HR and leaders do about it?

    Lead by example

    Share your own vulnerabilities to create a culture of openness that encourages others to seek mental health support earlier, before problems escalate.

    Make sure mental health support is accessible

    If there is a budget for employee support or specialist mental health liaison, ensure these resources are easily accessible, clearly communicated and monitor both use and outcomes.

    Consult employees on mental health policies

    Involve employees in developing and refining mental health policies. This ensures they feel heard and supported, and helps create policies that accurately reflect their needs, leading to greater engagement and more effective mental health support in your organisation.

    Educate through mental health awareness training

    Provide regular mental health training sessions to raise awareness and equip staff and managers with the skills to support others. This will build a more compassionate and informed workplace, helping to reduce stigma and ensure early intervention for those struggling with mental health.

    While raising awareness is an essential first step, the most important change comes through social contact, connecting those who have experienced mental health problems with those who have not. Some organizations have done this very well. For example, Wave Utilities has created a “living library” where colleagues openly share their mental health stories, making it relatable and deeply impactful. Similarly, Barclays’ “This is Me” campaign features employees sharing personal stories to create a more inclusive environment.

    Dr Jennifer Cottam is a psychologist and Clinical Director of Talk Works

    Online Niel
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