Mental health: it’s not just OK to talk, it’s essential

A rare positive which we can take from the Covid-19 pandemic is the fact that it has put health issues of all kinds more firmly in the spotlight. And although the virus itself understandably caused an initial focus on physical health, employers are showing more awareness of the long-term challenge to mental health which is part and parcel of its effects.

Before the pandemic, the importance of mental health in the workplace was already becoming more widely recognised. Aviva’s 2019 Health of the Workplace research found 74% of UK employees who experienced a mental health condition said stigma towards mental health in the workplace had reduced over the previous year.

But only 12% looked to a work colleague for support. Less than one in 10 employees spoke to their line manager, with only 4% approaching Human Resources for help. And it’s hard to imagine that this situation will have improved in 2020, with so many more employees now working remotely and potentially experiencing increased isolation from their colleagues.

If we’re to rise to the challenge of addressing poor mental health in the workplace, it’s essential for businesses to develop a culture where sufferers experience no stigmatism and are treated in the same way as a fellow worker who comes down with a cold. Employees need to know that they can turn to their colleagues for support, and that the business can be trusted to practice what it preaches when it comes to issues such as work life balance and inclusivity.

But what practical steps can employers take to turn this supportive culture into reality? These six actions can make a major difference…

1. Let everyone know where they stand

Developing a mental health policy gives shape and purpose to an organisation’s efforts. It can set out a pathway leading to support and appropriate treatment. But equally, it’s a statement of intent. Simply knowing that a policy exists gives employees more confidence that they can talk openly about the issues they face, aware that mental health is taken seriously within their workplace.

2. Empower line managers to identify issues

Business owners and directors need to lead by example when it comes to talking openly about mental health issues and looking after their own wellbeing. But in some ways, the involvement of line managers is even more crucial. They play a pivotal role in creating a supportive culture that pervades the whole of an organisation.

It’s well worth investing in training to help managers spot the signs of stress and know how to discuss them appropriately. Such intervention can prevent problems from becoming more serious. Concerned, supportive line managers also act as role models to colleagues at all levels.

3. Get everyone involved

Some people find it easier to talk to their peers, rather than managers, about sensitive issues. They need to know that either option is encouraged. Appointing mental health ‘champions’ at all levels of the business is a good way to reach out to a broader range of employees, while making the most of the strengths of committed individuals with an interest in helping others.

4. Keep employees engaged

Awareness campaigns, or events timed to coincide with national initiatives, can be highly effective in raising mental health issues. But it’s just as important to consider ongoing responses to make sure initial good intentions don’t fade over time. Regular get-togethers – online or within the workplace – can help make sure employees are managing potential sources of stress.

5. Walk the walk at work

Physical and mental wellbeing are closely linked. As well as offering emotional support, it’s important to get across the benefits of physical activity as a means to combat stress. Employees based in the workplace could be encouraged to take part in activities such as lunchtime exercise or yoga classes – or simply get out for a walk. Employers could also consider providing free or subsidised access to online workouts for home-based workers.

6. Make full use of external resources

Creating a hub of mental health resources, and making sure employees know how to use it, is a relatively simple way to provide access to expertise beyond the support which employer’s own staff are qualified to offer. These could include resources such as Aviva’s mental health guide or accessed via mental health charities

The author is Dr Subashini M, associate medical director, Aviva UK Health and Protection.

This article is provided by Aviva UK Health and Protection.