It is standard practice for any organization to have multiple employees qualified in first aid to respond to physical injuries until professional medical help arrives. However, similar considerations are rarely applied to mental stress and strain (otherwise known as mental health first aid), and that needs to change.
Gallup found that “19% of U.S. workers rate their mental health as fair or poor,” compared to their peers who rate their mental health as good, very good, or excellent. found that employees were four times more likely to be absent from work due to poor performance. The same analysis also found that workers believe their jobs are more likely to harm their mental health than help it.
While the workplace may seem different, it may not be. McKinsey & Company determined that 75% of employers acknowledge that stigma around mental health issues exists in the workplace.
What is Mental Health First Aid?
In layman’s terms, mental health first aid is the ability to assist those who are struggling with their mental health or are in crisis. This need (and gap in the training market) led to the development of an organizing group called Mental Health First Aid (MHFA). MHFA offers short-term programs for people, including employees, to learn and practice mental health support skills.
Jodi J. Fry, PhD, LCSW-C, CEAP, is a professor and associate dean for research at the University of Maryland School of Social Work, specializing in workplace mental health, and serves on the advisory board of MHFA. She supports research and evaluation of her workplace mental health programs.
“Historically…employers [have given] Provide resources and encourage employees[d] Practice self-care, change your own behavior, and seek help when you need it,” Frey says. “[But] we are[n] In the United States, there is an environment where the mental health system has collapsed, where you have to wait several months to get an appointment with a counselor. [and] Many people do not accept insurance, creating an inequitable system for accessing health care. Workplace leaders are facing more and more crises, and employees… want their workplaces to be part of the solution. ”
Dr. Mary Jacobson, chief medical officer at Hello Alpha, regularly encounters mental health issues while treating thousands of patients each year.
“What impresses me is the lack of health education. [so having mental health first aid available and] …There are ordinary people. [who can] help people in need [is] This is a great opportunity as there is also a shortage of healthcare providers….Untreated mental health issues reduce worker productivity [and] It’s really a bottom line for the company in terms of productivity because it increases absenteeism. ”
It is clear that workplaces need to understand the importance of employee mental health. Not just out of compassion, but as a core element in promoting productivity and efficiency in the workplace and reducing turnover.
The benefits of mental health awareness and support in the workplace
HR and inclusion consultant Charlie Hart attended Mental Health First Aid’s two-day online course and agreed that there are many benefits to increasing mental health awareness in the workplace. “Good mental health…increases retention and helps employees succeed in their roles,” says Hart. “Physical and psychological safety and well-being are paramount.” [since it’s] Unless their basic needs are met and continue to be met, it is unlikely that an individual will be fully engaged in their role. ”
Hart also received support from a trained MHFA provider who taught her de-escalation and grounding techniques when she was suffering from what was later diagnosed as Complex PTSD. “[Donna] He insisted on driving me home and urged me to see a doctor about his clearly deteriorating mental state. Donna helped me effectively through that episode. [which had] It has a long-term positive effect on my health. She pointed me in the direction of recovery. ”
How to improve mental health at work
Frey says creating a workplace culture that prioritizes mental health takes time and a significant investment. An overhaul of corporate mental health practices won’t happen overnight, so here are three places he lists to help you get started.
1. Assessing discriminatory or unfair behavior
Start by openly and honestly assessing your company’s existing culture around mental health.
“[Changing the system] Many employers need to hold up a mirror to some practices that may be discriminatory and unfair… [or] It’s fundamentally different from what we’re used to,” Frey said.
“[One needs to look] practices that lead to toxic work environments and negative mental health outcomes such as discrimination, harassment, and bullying; [a] lack of autonomy; [a] …I don’t get a good salary. [and a] Lack of access to insurance…when seeking support. ” This can be overwhelming, but starting at the top is the easiest way.
2. Get executive buy-in
Frey emphasizes that executives also need to step up and provide leadership. “There is nothing more impactful in changing workplace culture than CEOs and CFOs sharing their experiences. [mental health] That they are struggling, that they need help, that help is supporting them, and that they are on the road to recovery. [and] And we want the same for our employees,” says Frey. “There is no more effective marketing material than people sharing their stories and making them real.” She also suggests “establishing employee resource groups with peer support programs.” I am. [since] There is power in numbers. ”
3. Learn to recognize when someone is in trouble.
Jacobson believes it is essential for both managers and employees to learn how to recognize those in need. “[They need to be trained in how to] approach that person, [give] That person has a safe place… [without] There is no retaliation or anything that will affect your ability to get promoted,” she says, acknowledging the overwhelming impact of mental health stigma in the workplace.
But Frye says there’s no wrong place to start, and there are many different organizations that can take advantage of them, including employee assistance programs already in place and training for managers to easily implement resource awareness. It points out that there are “low-hanging fruit” options.
An example of a resource that companies already have in place is Workplace Suicide Prevention, which provides a large amount of learning materials. “Realizing that you start somewhere, build over time, and reap the benefits over the years makes starting the journey a lot less scary,” Frey says.
If the benefits of mental health first aid aren’t immediately obvious, Frey says to track data through culture surveys, pulse point check-ins, and exit interviews to measure outcomes on “absenteeism, retention, engagement, and inclusion.” is recommended.
“Evolved organizations are very open to change. [and] Have open-door communication,” she says. “They see their employees as their most important resource, not a cog or a barrier to productivity.”
Photo credit: Dragana Gordic/Shutterstock.com
