Recognising the warning signs of mental distress, such as frequent absenteeism, decreased performance, and changes in mood or behaviour is the first step towards fostering a supportive environment. When approaching such topics and discussions:
It is important to keep in mind to:
Actively listen and create a safe environment;
Maintain confidentiality;
Show empathy and offer resources.
It is recommended to avoid:
- Minimising one’s feelings or making promises you can’t keep;
- Offering personal advice;
- Ignoring or minimising workplace impact.
Handling a conversation about mental health doesn't have to be doom and gloom. Keeping it light, supportive and positive can create a workspace where everyone feels they can shine brightly, even on their off days!
Once employers pick up on these warning signs, appropriate actions need to be taken. A potential route could be confidentially discussing what was observed with more experienced people in the organisation. Alongside this, we should aim to create a safe space for the individual to speak, offering guidance towards professional mental health resources. Other actions can also be taken, such as looking at the employees’ workload, adjusting it as needed or providing flexibility to alleviate stress. Steps must be taken sensitively, to ensure employees feel supported rather than scrutinised.
A diverse workforce comes with varying cultural backgrounds and perspectives on mental health, making inclusivity in these supportive discussions important to keep in mind. Understanding and respecting these differences and how they may influence individuals perceiving and seeking help for mental wellness. Promoting an inclusive culture involves normalising mental health discussions and ensuring that support is accessible to all employees.
In a study published by Harvard Business Review in 2021, Kelly Greenwood and Julia Anas in “It’s a New Era for Mental Health at Work” underline how demographics play a strong role in workplace mental health, with minority groups still struggling the most. It is a general belief that a company’s culture should support mental health and that 54% of respondents feel that diversity, equity and inclusion are the issue, which is an increased response from the 41% respondents from the 2019 study. In the same 2019 study, the myth that persons in senior roles are immune to mental health symptoms was also squashed. This newer study brought forward that leaders are now more likely than others to report at least one mental health symptom. Keeping this in mind, one can see how support in the workplace transcends organisational levels and cultural boundaries.
Ultimately, fostering a workplace that values mental wellbeing is beneficial for all. This not only enhances staff wellbeing but also boosts organisational health through increased morale, productivity and retention. As employers become more attuned to the importance of mental wellbeing, individual empowerment and thriving can lead to healthier lives, both inside and outside the workplace.
If you want to learn more about common mental health work-related issues, how to spot the signals and have conversations about them, follow the ‘Green light to talk video series’ that can be found on PwC’s Be Well, Work Well website.
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