Coronavirus pandemic puts the spotlight on mental health resources
Mental health is a sensitive topic for those who are affected by it, but as businesses begin to close due to COVID-19, certain behaviors and uncertainty has led to an increased amount of anxiety. During this time, mental health is being challenged with balancing the stress of the COVID-19 outbreak and daily lives. Read this blog post to learn more.
Managing mental health in and outside of the office is a challenge for more than half of Americans, but the added stressors of coronavirus are pushing many people to reach out for help.
As attempts are made to quell the spread of COVID-19, companies have mandated employees work remotely and have cancelled conferences, gatherings and other non-essential travel. The Centers for Disease Control and Prevention has recommended implementing “social distancing,” which involves minimizing exposure by avoiding large crowds, working remotely if possible, and practicing personal hygiene like washing your hands frequently.
“Obviously it’s a stressful time, and we’re seeing significant increases in sessions for therapy and psychiatry,” says Russ Glass, CEO of Ginger, a virtual mental health support platform. “The disruption in behavior and the uncertainty has led to a lot of anxiety.”
The increasing severity of the pandemic has many people on edge. The World Health Organization released guidance for dealing with stress and anxiety associated with coronavirus. Among their recommendations: avoid watching the news and implement plans to feel prepared and safe.
“Avoid watching, reading or listening to news that can cause you to feel anxious or distressed — the sudden and near-constant stream of news reports about an outbreak can cause anyone to feel worried,” the WHO guidelines say.
But for those with mental health issues, balancing the demands of work with this new reality can add additional stress and make work challenging.
“When people are experiencing fear, they try to exert control in whatever situation they can, but the results are often destructive,” says Ken Zuckerberg, vice president of training at ComPsych, a global EAP provider. “Employees are not performing their best if they’re dealing with feelings of isolation, or fears of being quarantined.”
Eighteen percent of Americans struggle with mental illness, and 61% of employees report their mental health affects their work, according to the CDC. Even in times when external stressors are not as prevalent, these issues lead to productivity loss and absenteeism in the workplace.
“People at work who are dealing with behavioral health issues self-report 20% or greater productivity loss and also develop other chronic health conditions,” Glass says. “Employees are coming to their employer and saying, ‘I need help but our current insurance plan or current EAPs aren't providing the right level of access. I can't get care.’”
Now more than ever, employers need to provide resources that address these mental health issues, Glass says.
“Companies have to be thinking about both physical and mental health and recognize that this is a very stressful time for their employees,” says Glass, whose mental health platform, Ginger, connects users with behavioral health coaches for chat and video-based sessions. Users can seek help from therapists and psychiatrists through the platform. Glass says they’ve reported an 16% increase in session volume and a 10% increase in their daily users in the past two weeks.
For those struggling with anxiety or feelings of isolation because of coronavirus, WHO recommends people maintain their daily routines and reach out for support and connection.
“Even in situations of isolation, try as much as possible to keep your personal daily routines. Stay connected via email, social media, video conference and telephone,” the guidelines say.
Ensuring the mental well-being of all employees, especially in high-stress times, involves providing communication and access to help, Glass says.
“Putting resources in place or communicating the resources you already have in place can be helpful to your employees,” Glass says. “If you're feeling anxious, it’s a good time to reach out to family members or friends or your behavioral health coach and talk through it. Have some outlets to discuss this in a way that's not just social media.”
SOURCE: Place, A. (13 March 2020) "Coronavirus pandemic puts the spotlight on mental health resources" (Web Blog Post). Retrieved from https://www.benefitnews.com/news/coronavirus-pandemic-puts-the-spotlight-on-mental-health-resources
Starbucks Unveils Mental Health Initiatives for Employees
Did you know: One in Five United States adults experiences mental illness. According to the World Health Organization, work is good for mental health but a negative environment can lead to physical and mental health issues. Starbucks has announced that they have launched an app for its employees to improve their mental health along with their anxiety and stress. Read this blog post to learn more about how Starbucks is creating mental health benefits for their employees.
Starbucks has launched an app to help its employees improve their mental health and deal with anxiety and stress.
The global coffee company also announced it will be retooling its employee assistance program based on feedback from employees and mental health experts. It plans to offer training to its U.S. and Canada store managers on how to support workers who experience a mental health issue, substance-abuse problem or other crisis.
Every year, one in five U.S. adults experience mental illness and one in 25 experience serious mental illness, according to the National Alliance on Mental Health. And more people are killing themselves in the workplace, according to the Washington Post. The number of such suicides increased 11 percent between 2017 and 2018. Employers, the Post reported, "are struggling with how to respond."
Business Insider reported that some Starbucks employees it interviewed about the initiatives said much of their stress comes from the company cutting back on hours and relying on employees to work longer shifts with fewer people and no pay increase.
The World Health Organization points out that while work is good for mental health, a negative environment can lead to physical and mental health problems. Harassment and bullying at work, for example, can have "a substantial adverse impact on mental health," it said. There are things employers can do, though, to promote mental health in the workplace; such actions may also promote productivity.
SHRM Online has collected the following articles on this topic from its archives and other sources.
Starbucks Announcements Its Commitment to Supporting Employees' Mental Health
The company released a statement Jan. 6 about additions to its employee benefits and resources that support mental wellness.
"Our work ahead will continue to be rooted in listening, learning and taking bold actions," it said. In the past, that has included tackling topics such as loneliness, vulnerability "and the power of small acts and conversation to strengthen human connection."
(Starbucks)
Mental Illness and the Workplace
Companies are ramping up their efforts to navigate the mental health epidemic. Suicide rates nationally are climbing, workers' stress and depression levels are rising, and addiction—especially to opioids—continues to bedevil employers. Such conditions are driving up health care costs at double the rate of illnesses overall, according to Aetna Behavioral Health.
Starting workplace conversations about behavioral health is challenging because such conditions often are seen as a personal failing rather than a medical condition.
(SHRM Online)
Research: People Want Their Employers to Talk About Mental Health
Mental health is becoming the next frontier of diversity and inclusion, and employees want their companies to address it. Despite the fact that more than 200 million workdays are lost due to mental health conditions each year—$16.8 billion in employee productivity—mental health remains a taboo subject.
(Harvard Business Review)
Viewpoint: Addressing Mental Health in the Workplace
Companies are reassessing their behavioral health needs and are looking to their health care partners for creative, integrated and holistic solutions. Many are turning to employee assistance programs for help.
(Benefits Pro)
4 Things to Know About Mental Health at Work
Kelly Greenwood graduated summa cum laude from Duke University with degrees in psychology and Spanish. She holds a master's degree in business from Northwestern University's Kellogg School of Management, contributes to Forbes magazine and is editor-at-large for Mental Health at Work, a blog on Thrive Global.
She also is someone who has managed generalized anxiety disorder since she was a young girl. It twice led to debilitating depression. She shared four things she wishes she had known earlier in her life about mental health.
(SHRM Online)
Employers Urged to Find New Ways to Address Workers' Mental Health
An estimated 8 in 10 workers with a mental health condition don't get treatment because of the shame and stigma associated with it, according to the National Alliance on Mental Illness. As a result, the pressure is growing on employers to adopt better strategies for dealing with mental health.
(Kaiser Health News)
Mental Health
Depression, bipolar disorder, anxiety disorders and other mental health impairments can rise to the level of disabilities under the Americans with Disabilities Act that requires employers to make accommodations for workers with such conditions.
This resource center can help employers understand their obligations and address their workers' mental health.
(SHRM Resource Spotlight)
SOURCE: Gurchiek, k. (14 January 2020) "Starbucks Unveils Mental Health Initiatives for Employees" (Web Blog Post). Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/starbucks-unveils-mental-health-initiatives-for-employees.aspx
Why mental health in the workplace matters — and what you can do about it
Did you know: Nearly two-thirds of missed workdays can be attributed to mental health conditions. Workplace mental health issues are more prevalent than many may think. Read this blog post to learn more about mental health in the workplace and what you can do about it.
What keeps your employees from showing up for work every day: Flu? Bad back? Car trouble?
Not if your workforce is typical of U.S. employees. The fact is, nearly two-thirds of missed workdays can be attributed to mental health conditions.
Mental health issues in the workplace are much more prevalent — and more serious — than you might think — and Mental Illness Awareness Week (Oct. 6–12) is a great time to think about it. Mental illness is one of the top causes of worker disability in this country, and another insurance company's recent research with employers and employees on mental health in the workplace showed 62% of employees felt mentally unwell at some time in the past year. Even more startling: Among those diagnosed with a mental health issue, 42% have come to work with suicidal feelings.
This type of presenteeism — where employees try to battle through despite their symptoms — can affect the productivity, work quality and morale of your entire team. Not only are those suffering less effective, their co-workers are likely confused and concerned about the behaviors they’re seeing.
The good news is there’s a lot you and your company can do to help.
Mental illness can cover a wide range of conditions. Anxiety disorders are the most common, affecting 40 million adults. They’re highly treatable, yet only 37% of those suffering receive treatment.
Depression — one of several mood disorders that also include seasonal affective disorder and bipolar disorder — is a leading cause of disability worldwide. About 16 million people live with major depression.
But mental health concerns aren’t limited to employees who’ve been diagnosed with a mental illness. Health, finances, personal family relationships, and job satisfaction are all triggers that affect workers’ mental well-being, according to another insurance company’s survey. Even supposedly “happy” events — getting married, having a baby — can cause tremendous stress.
Many employers — hopefully, your company is one — offer mental health resources to their employees to better handle illness and everyday stresses. These can include medical care, employee assistance programs, counseling referrals, and financial and legal counseling.
So far, so good. The problem, however, is a major gap between what HR professionals say they offer and what resources employees are aware of.
For example, 93% of employers in another insurance company’s survey say they offer an EAP — but only 38% of employees realize they have this benefit. Similarly, 90% of employers say their company medical plan includes mental health resources, but only 47% of employees know that. And a quarter of employees surveyed say they’re not aware of any mental health resources at all.
One reason for the lack of understanding about mental well-being resources is the social stigma attached to mental health, and it’s not just among workers: another insurance company’s survey showed 61% of employees feel there’s a stigma in workplace, and 51% of HR professionals agree. And nearly half of both groups say the stigma has stayed the same or gotten worse in the last five years, despite national public campaigns to normalize the conversation about mental wellness.
Most employees (81%) say the stigma associated with mental health issues prevents employees from seeking help. Many of those struggling keep their issues secret for fear of discrimination, reputational problems or job loss. Sadly, more than a quarter don’t disclose their mental issue to their employer because they’re ashamed.
What you can do to help
There are many ways you and your company can open the conversation about mental well-being and provide the resources your employees need to be productive and effective.
- Communicate with your workforce regularly about mental health resources available to them. Mental Illness Awareness Week (Oct. 6–12) and World Mental Health Day (Oct. 10) offer great opportunities to talk about the topic. Give these resources the same promotion as your other benefits.
- Encourage senior leaders to participate in the conversation about mental well-being. Showing top-down support helps create a more open, accepting environment.
- Educate managers about symptoms of mental health issues and how to accommodate employees who need help.
- Consider the full range of your benefits, beyond health care. For example, financial stress is one of the top factors affecting mental well-being. If you don’t already, consider offering financial planning services or counseling to help employees better plan for their future needs. Benefits such as disability insurance and life insurance — even voluntary coverage that employees pay for themselves — can provide peace of mind and help ease a financial burden during a stressful time.
- Offer flexible work schedules, including work-at-home arrangements to help employees create better work-life balance.
- Learn more about mental health issues and solutions, including more tips and best practices for your workplace. Another insurance company’s recent Mental Health Report is a good place to start.
SOURCE: Jackson, M. (7 October 2019) "Why mental health in the workplace matters — and what you can do about it" (Web Blog Post). Retrieved from https://www.benefitnews.com/opinion/why-mental-health-in-the-workplace-matters
Dispelling the stigma around mental health disorders in the workplace
Forty million adults in the U.S. are affected by anxiety disorders each year, according to the Anxiety and Depression Association of America. Continue reading to learn more about the stigma associated with mental health disorders in the workplace.
It’s no secret that poor mental health impacts employee performance. Anxiety disorders, for example, affect 40 million adults in the U.S. each year, and nearly six in 10 American workers report that anxiety impacts their workplace performance, according to the Anxiety and Depression Association of America.
But because of the stigma often associated with mental health disorders, employees might not be using the benefits and programs clients have in place to help address the problem. That’s why just having programs in place isn’t enough, experts say. Instead, employers need to help remove the stigma of mental health conditions by creating a culture of inclusiveness in the workplace and forming employee resource groups.
Employers including Johnson & Johnson, Trulia and Verizon Media are doing just that, company executives said during a webinar last week hosted by the National Alliance of Healthcare Purchaser Coalitions.
When Margaux Joffe, associate director of accessibility and inclusion at Verizon Media, started working on a proposal to form a mental health-focused employee resource group (ERG), dispelling stigma and empowering workers was one of her first priorities.
“We wanted to create a paradigm shift,” she said, speaking as part of the webinar. “Growing up, you’re taught to think you’re ‘normal or not normal;’ you’re mentally ill or you’re not. We started with the idea there is no such thing as a ‘normal brain’ as we’re increasingly understanding neurodiversity in the human race.”
A lot of people with mental health issues don’t necessarily identify with the word disability, added Meredith Arthur, content marketing manager at Trulia.
“We struggled around removing the word disability because there was a desire to face the stigma and take it on,” she said of Trulia’s ERG. “Ultimately, we wanted to reach as many people as we could. We wanted to be sharper in our focus on mental health.”
Trulia expanded its ERG statement of purpose from just focusing on mental health education and awareness to advocating for the needs of different abilities.
Joffe said putting in place an ERG for mental health at Verizon was done with the support of senior leadership. “We’ve been lucky to get a lot of support from the company for ERG,” she said. “A common challenge that exists across the board is lack of organization readiness.”
Readiness is a huge component of success in mental health programs, added Kelly Greenwood, founder and CEO of Mind Share, a nonprofit organization addressing the culture of workplace mental health.
“It is so important to achieve true culture change,” she said. “Oftentimes we work with leadership first and do workshops for executive teams before rolling them out to the company to really get that buy-in and understanding from the top down to build a transparent culture.”
At Johnson & Johnson, it took the company about nine months to get its ERG program up and running. “There was a lot of conversation internally if it should be its own ERG for mental health or integrated into another employee resource group,” said Geralyn Giorgio, talent acquisition change management communications and training lead at the pharmaceutical and consumer packaged goods manufacturing company.
At that time, she said, the company had an ERG called the alliance for disability leadership. The decision was made to put mental health under that ERG umbrella. “Since than happened, there were a lot of [employees] not seeing themselves in this ERG. We felt strongly we had to rebrand the ERG, and we went live last year, using the name alliance for diverse abilities to make it more inclusive,” she said.
This year, Giorgio said, the company will work to empower managers to handle mental health conversations.
“If you have a manager open to the conversation, [employees] have a different experience than someone whose manager is ill-informed,” she said. “That’s something we need to focus on this year — helping our managers feel more comfortable with having the conversation.”
SOURCE: Otto, N. (12 March 2019) "Dispelling the stigma around mental health disorders in the workplace" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/news/dispelling-workplace-mental-health-stigma?brief=00000152-146e-d1cc-a5fa-7cff8fee0000