In an effort to shatter the barriers to mental health conversations in the workplace, we've gathered insights from eleven human resources (HR) leaders and mental health professionals. They share measures ranging from comprehensive support after tragic loss to covering costs for employee therapy sessions, highlighting successful initiatives that have made a real difference in their organizations.
 

 

• Comprehensive Support After Tragic Loss
• Group Debriefs and Mental Wellness Days
• Psychological Support as a Workplace Benefit
• Equal Mental and Physical Health in HR
• Multifaceted Stigma Reduction Approach
• Coffee Breaks for Mental Health Check-Ins
• Peer Support with Accountability Measures
• Weekly Check-Ins for Mental Health Professionals
• Mental Health First-Aid Training and Peer Groups
• Diverse Mental Health Talks and Events
• Covered Costs for Employee Therapy Sessions

Comprehensive Support After Tragic Loss

We run a mental health practice and had an employee die unexpectedly at a young age due to a previously unknown heart issue. When this happened, honestly, it was painful as we have a tight-knit team. So, we put together a short description of what happened for clinicians and clients, what we could offer support-wise, and a list of upcoming events.

Our team formed a process group for his loss led by someone appropriate, and a service for his passing at work. With the family’s permission, we allowed people to see his funeral service online—which was really cathartic for clients and clinicians alike.

We also offered free sessions for the clients who were affected and answered any questions that we could, as well as found them a new therapist in our practice if they wanted one. I think we handled this as well as we could have. Handling moments like this, it helps to give ample room for processing and support, both in the moment and following it. Everyone processes at different rates.

William Schroeder, Co-Owner, Just Mind Counseling

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Group Debriefs and Mental Wellness Days

One of the things that our organization does periodically is bring out a Mental Health Professional from our Employee Assistance Program (EAP) vendor to conduct group debrief sessions for our employees. These group debrief sessions allow employees to share and support one another in relation to their mental health needs.

These group debrief sessions are then subsequently followed by one-on-one sessions that employees can schedule with the EAP Mental Health Professional. We also offer Mental Health & Wellness Days as a benefit time-off category. In addition, we consistently promote our EAP as part of our overall wellness communication strategy by including it in our recruiting materials, discussing it during onboarding, and bringing attention to it periodically using various mediums.

We also focus and bring awareness to different topics that may be impacting employees’ mental health. This is done by posting information on our communication platforms, conducting lunch-and-learn sessions, or wearing certain colors on particular days (examples include sexual assault awareness, bullying prevention, domestic violence awareness, etc.).

Taking this holistic approach allows us to foster a culture that is both accepting and supportive of the different needs that people may have as it relates to their mental health. This has led to a positive impact on our employees, not only in relation to things we can measure, such as turnover or retention, but also things that are somewhat more qualitative, such as engagement with or feeling towards the organization.

Mayank Singh, Director of Human Resources, Coordinated Family Care

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Psychological Support as a Workplace Benefit

Talking about mental health can sometimes feel awkward, even cringe-worthy. It's become a trendy topic in the HR world, with many organizations implementing initiatives without considering how to integrate them naturally. I've heard stories from friends about awkward meetings and actions in other organizations, and I never wanted Delante to be part of that.

So, we decided to take a different approach: offering psychological support as a workplace benefit. We wanted something actionable, something that would genuinely support employees in the long run and encourage open discussion. And it turned out to be the perfect choice. This small change had a ripple effect.

I still remember the positive feedback we received in response to the survey about whether employees would like this perk—but that was just the beginning. Months later, team leaders started telling me that their team members were really using the support and opening up more about their mental health challenges, which previously might have been hidden behind sick leave excuses.

A year later, we ran a second survey to gauge satisfaction with this benefit, and the response was overwhelming. We can't quantify it with numbers or metrics, but the feedback from employees speaks volumes. They now truly feel supported by the company when facing mental health challenges, which is invaluable to them. And for us, it's a feeling of having done good work.

Karolina Górska, Senior HR Coordinator, Delante

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Equal Mental and Physical Health in HR

Our organization makes it clear and unambiguous that mental health and physical health are equivalent. This approach informs HR policy, which prioritizes health in the general sense rather than dichotomizing it into mental and physical.

For example, staff would not be expected to show up to the office with injuries, illnesses, or other physical ailments that cause suffering. Likewise, those suffering from depression and anxiety shouldn't be told to just toughen up and attend, highlighting that the organization doesn’t care about their employees' general health.

Consequently, if an employee needs time off, flexible working arrangements, or reasonable adjustments due to mental health issues, we treat this with the same level of seriousness as any physical illness or disability. This is how the stigma surrounding mental illness is removed, by widening the scope of health to include all aspects, not just the physical.

Chloe Yarwood, HR Manager, Test Partnership

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Multifaceted Stigma Reduction Approach

We've implemented a multifaceted approach to address the stigma surrounding mental health discussions in the workplace. Firstly, we've conducted awareness campaigns to educate employees about mental health, its prevalence, and the importance of seeking support. We've established a confidential support system where employees can access resources, counseling, and peer support without fear of judgment or repercussions.

One successful example of this approach positively impacting our team was when an employee felt comfortable enough to reach out for support during a particularly stressful period. Through counseling and support, they were able to navigate their challenges effectively and return to work with renewed energy and focus. This not only improved their well-being but also fostered a culture of openness and support within our team.

Nilou Esmaeilpour, Clinical Director and Registered Clinical Counsellor, Lotus Therapy

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Coffee Breaks for Mental Health Check-Ins

Our community is organized so that every employee has what we call a Coffee Break every week or two. This is when we do mental health check-ins and see what's going on in our community members' lives, professionally and personally.

From these sessions, we realized there was a need for people to talk to someone outside of the company where employees could get private consultations.

We now offer mental health packages to those who need it, where they get 1-hour-a-week counseling sessions with a professional online. Overall, the team is happy they have a space to share and resolve issues outside of the company earshot.

Jarir Mallah, Human Resources Manager, Ling App

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Peer Support with Accountability Measures

As the Chief Clinical Officer of a mental health facility, our organization has adopted peer support programs as a way to address stigma relating to mental health discussions.

Most of our staff are healthcare professionals, and they understand the importance of talking about mental health struggles. It's not always challenging for me to come up and talk about their challenges. I believe the peer support forum allows them to share their experiences and challenges both at work and at home.

Our mental health forums are always safe and supportive spaces for people to discuss their challenges. The program also creates a sense of community that encourages our staff to rely on the network to open up about their challenges.

However, we do not allow our staff to ignore their responsibilities under the pretense of struggling with mental health issues. For example, we had a staff member who was absent mostly on Mondays and Fridays and always cited their mental health struggles during this period. However, it came to light through another colleague—who was peeved that their peer kept getting away with it—that they were partying on Friday and Sunday nights, showing social media photos of lots of events that coincided with the staff member's days off.

Convenient, right? We don't prejudge or assume our employees are embellishing the truth, but we are aware that people can take advantage, and we have checks in place that are fair for all so that everyone is held to the same standard. Allowing such excuses in the organization creates a culture of laxity and dishonesty; 'the boy who cried wolf' is a major factor in why a lot of people still don't take mental health seriously.

Ashley Murry, Chief Clinical Officer, Sana Lakes Recovery

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Weekly Check-Ins for Mental Health Professionals

Working in a field where the primary focus is mental health can take a mental toll on the employees' own mental health. In fact, working full-time to support your clients' and patients' mental health, an employee's own mental health can sometimes suffer.

In an effort to keep tabs on our staff’s mental health and to hopefully head off any problems before they get out of hand, we require weekly check-ins, one-on-one with individual supervisors, where employees can bring up any stressors.

One of the most positive things about working in the mental health space, be it in group settings, with those struggling with substance use issues, or as an individual therapist, is that the issue of mental health is destigmatized much more than in other fields of work. Making your place of work as understanding, with a willingness to be flexible when employees need to take a mental health day, is key.

Mental health professionals don’t have all the answers by any means, but we actively try to ensure that our employees have the tools to support their own mental health and to offer a safe space for them just as much as we do for the patients we treat.

Dr Lea McMahon, Chief Clinical Officer, Symetria Recovery

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Mental Health First-Aid Training and Peer Groups

We have integrated mental health first-aid training into our onboarding process. This training equips our employees with the knowledge and skills to recognize early signs of mental health issues in themselves and others and how to respond appropriately. It works towards normalizing conversations around mental health by making them a part of our organizational culture from day one.

Another impactful initiative has been the formation of peer support groups. These groups offer a safe space for employees to share their experiences and coping strategies. A remarkable outcome of this approach was observed when a peer group's intervention helped a colleague who was silently struggling with anxiety.

The group's support not only facilitated the individual in seeking professional help but also inspired an organizational culture shift towards more empathetic peer relationships. This has dramatically increased our team's cohesion, making our workplace a more inclusive and supportive environment for everyone.

Ronnie Adamowicz, Psychotherapist, Ronnie Adamowicz

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Diverse Mental Health Talks and Events

Our organization is based in the well-being sector, so it is easy for us to say mental health is at the center of everything that we do. However, I think it can sometimes be a theme in organizations that are looking to help others that they forget to start at home. It's not that they don't want good mental health for their teams; it's more that it can sometimes be assumed.

For any company, I recommend having an active plan that engages your team in a way to break the stigma, and sometimes doing this doesn't mean picking a single way forward to support your team, as it can't always be one solution that will help people across the board.

Something we implemented as a way to ensure our team makes it more natural and to remove stigma is to attend talks and events solely based on mental health. We need to do things like this as part of our industry. Still, we also engage experts as much as possible so that our team members can find tools that work for them in a non-pressured environment. These experts and events are easily accessible to any company in any industry.

One thing I know because of the industry I work in is that we all need different support for our mental health, so approaching it with variety can often be more beneficial for individuals who can find the tools that work for them rather than feeling like a single tool isn't, which can make them feel worse.

Jan Brandrup, CEO, Neurogan Health

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Covering Costs for Employee Therapy Sessions

Our company works tirelessly to destigmatize mental health discussions. We are a rehabilitation center focused on helping patients recover from substance use disorder. We take care of our patients, so we must also take care of our staff. We find that enlisting the help of a third party and covering the cost of therapy for our providers helps them with their mental health.

Being an outlet for tens, even hundreds of people, as you navigate your career can be challenging, as many of our physicians experience. We understand the importance of having your own outlet, and that's why we provide the option of another therapist, an uninterested third party. We go the extra mile by intentionally choosing insurance plans that are in-network with the best providers and offering them to our physicians. And if there's a counselor or psychiatrist that a physician would like to see who is out-of-network, then we cover the cost of those visits, showing our unwavering support.

It's imperative that other employees feel their mental health is cared for as well. Receptionists, custodial services, and every other employee are entitled to free mental health care. We have found that when you have a staff that is constantly in a good headspace, you have a staff that can deal with the day-to-day stress that our work demands.

Abid Nazeer, Psychiatrist and Chief Resident, Symetria Recovery

Author Bio

Brett Farmiloe is the CHRO & CEO of Featured.

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