Closing The Gap: Bridging Employer-Employee Mental Health Conversations

Fostering mental well-being in the workplace

In the relentless and high-pressure world of today's workplaces, the significance of mental health has never been more profound. With October 10th being designated as World Mental Health Day, it presents a unique opportunity for employers to reevaluate and strengthen their workplace policies and strategies to better support their employees. 

The theme for this year is "Mental health is a universal human right." This theme is designed to boost awareness, knowledge, and actions aimed at safeguarding and promoting the mental well-being of everyone, treating it as a fundamental human right.

It’s important that the topic of mental well-being keeps on going. Below are highlights of the importance of embracing this theme within the workplace. It's a space where the theme's principles can be practically implemented to make a significant impact.

According to The Centre for Addiction and Mental Health (CAMH), one in five Canadians faces mental health challenges, and at least 500,000 Canadians miss work every week due to mental illnesses. The financial implications are staggering, with an estimated $51 billion annual cost, $6.3 billion of which results from lost productivity, not to mention the indirect costs associated with presenteeism and retention challenges.

The effects of mental health extend far beyond individuals; they affect businesses and the economy as a whole. Therefore, it's vital to question whether employers are taking adequate steps to support their employees' mental health.

Surprisingly, recent statistics reveal a significant disparity. While 43% of employers report an increase in discussions about mental health within the past year, only 12% of employees have felt comfortable enough to confide in their bosses. Furthermore, a concerning one in seven employees who did open up felt that their concerns were dismissed.

The key is not only to acknowledge the importance of mental health but also for employers to actively engage in raising awareness, reducing stigma, and fostering mental well-being.

However, workplace stress and burnout aren't solely the result of internal factors; external factors can also exert a considerable impact on mental health. Seasonal Affective Disorder (SAD), for example, affects around 2 to 3% of Canadians, particularly during transitions from sunny to gloomy weather. This underscores the importance of addressing these external factors as well.

While some factors are beyond employers' control, they have various ways to support their employees effectively. Establishing a clear mental health policy that outlines procedures for employees disclosing mental health issues is a crucial step. This provides a framework for accommodating such requests.

Furthermore, employers can encourage mental well-being through measures such as promoting work-life balance, flexible work arrangements, and even organizing group walks. These actions contribute to a healthier work environment. Connecting employees to mental health resources is another essential step. 

Investing in these resources can be a lifeline for employees grappling with mental health issues, ensuring they receive the assistance they require.

Above all, the power of conversation cannot be understated. A simple, empathetic conversation can make a profound difference. It is vital for employees to feel supported and know that their employers genuinely care about their well-being.

In conclusion, recognizing the significance of mental health within the workplace is imperative. Companies that prioritize mental health not only benefit from a happier and more efficient workforce but also contribute to a broader societal shift, reducing the stigma around mental health issues and fostering a culture of support and well-being. Mental health is a universal human right that begins in the workplace.

Kiljon Shukullari is an HR Advisory Sales Support Manager at Peninsula Canada. In his current role, Kiljon oversees HR advisors on consultations with potential prospects in the five provinces where Peninsula operates.