The pandemic taught us the importance of prioritising mental health. Before Covid-19, 62% of employees reported positive mental health, but that number dropped to 28% in April 2020. According to recent research, 80% of organisations have seen an increase in demand for support in mental wellbeing since the start of the pandemic, and employers today report their biggest wellbeing challenges are rising stress, burnout, and higher mental-health related claims. So it’s entirely understandable that employers want to help tackle the problem of mental health in the workplace in effective, and evidence-based ways. But to do this, simply tackling the symptoms of depression or anxiety may not be enough.
This is because we also need to look towards causes or contributory factors. Despite the fact that anyone can develop a mental health problem, some people are at greater risk than others. Inequality is one of these factors, and it’s vitally important to shine a light on it. Because learning how inequality contributes to poor mental health can not only help employers understand mental health better, but also helps them to identify issues, and take action to promote better wellbeing for all their staff.
A root cause?
Health inequalities are already widely recognised to arise as a result of inequalities in society and the conditions in which people are born, grow, live, work and age. And we know that those experiencing social inequality face the greatest risk to their mental health. Some populations are more likely to experience this inequality, for example:
- Socio-economic status – Individuals who have a low income, or live in a deprived area.
- Protected characteristics – Individuals who’s age, sex, race, sexual orientation or (dis)ability makes them minoritised in society.
- Vulnerable groups – Those who have a long term physical health condition that impacts how they live, or those who have experienced adverse life experience.
- Environmental influences – Individuals who experience high rates of pollution, or poor housing conditions
Some of this inequality can also play out in the workplace, through overt discrimination or policies that may favour particular groups. Employers who take time to understand these risk factors can get to know their employees on another level, including their backgrounds and what additional support they may need, leading to healthier workplaces overall.
Addressing workplace inequality
Given these are societal level inequalities, we understand there’s no silver bullet to tackle them at large.
But organisations can still play a role by creating microcultures of change which can impact a greater one, by addressing discrimination, recruiting from diverse groups or considering how recruitment practices can operate to overcome inherent bias.
As a first step, employers need to recognise workplace inequality which can often stem from many of the issues above. For example, discriminations and microaggressions on account of these factors – from a lack of representation to unconscious biases – this can all have a cumulative impact on a person’s mental health. Take a senior woman who’s repeatedly overlooked by her client addressing her male counterpart instead, or someone who identifies as non-binary being misgendered by their bosses on multiple occasions – even when they’ve expressed their preferred pronouns. When someone’s identity is repeatedly questioned, undervalued or used against them, consciously or otherwise, their mental health is affected. Understanding that inequality is at the heart of this issue is vital to addressing it head-on.
Recognising occurrences of discrimination and microaggression is vital to be able to stop it, and is at the heart of promoting better mental health for all. Though we all have the power to nurture our own mental health and wellbeing, employers can play a decisive role in making the workplace a supportive environment for everyone. Today, employers have the incredible opportunity of being able to implement and promote proactive, holistic and inclusive mental wellbeing strategies in the workplace. And this not only benefits the employee, evidence shows that workplaces with high levels of mental wellbeing are more productive by as much as 12%.
What an employer can actually do
Creating a proactive, holistic and inclusive mental wellbeing strategy can seem daunting at first. But we recommend considering the following approaches to help:
- Educate leaders and managers
Ensure that HR leaders and managers are educated on the factors that place people at heightened risk of developing mental health problems, and how these factors can interplay in the workplace and impact a person’s mental health. Only then can they have the knowledge needed to adequately support each and every employee. - Offer support for key aspects of wellbeingOffer employees a range of mental health resources that can apply to different life stages, backgrounds and situations. Each employee is on their own journey, has a unique perspective and different needs. By offering a range of tools and resources, we better equip a diverse workforce with the support they need to minimise the likelihood of problems like stress, anxiety and burnout arising.
- Make support available across multiple channelsDeliver support through various channels. While one employee might respond best to digital content they can proactively access on the go, another might prefer individual support from a line manager that they schedule in advance. Someone else might prefer specialised support, or something else entirely. Take time to speak to your workforce and take on board their feedback, so that you’re offering support in a way that works for them.
- Lean on different therapeutic approachesProvide more than one scientific approach. Each employee will prefer – or respond better to – different therapeutic approaches and modes of delivery. It isn’t a one-size fits all. Different experiences benefit from different interventions. Again, it’s important to take stock of your employees and onboard their feedback to improve your strategy.
- Open up conversationApproach the conversation around mental health openly and present the topic in a positive, aspirational and empowering way. Lean on your employees and learn from them. Acknowledge these inequalities and the steps that are needed to overcome them. They are the ones using your strategy and they will have invaluable feedback that you must take on board. Everyone has mental health and it’s important to meet the needs of each employee, regardless of their role, seniority or background. This can only be done through communication.
For many of us, work is a major part of our lives. We spend the majority of our time at work, it can give us a sense of purpose, financial security and a sense of connection. But if not supportive or if it feeds these inequalities, it can be detrimental to our health and our performance. So understanding the nuances of mental health and workplace inequality is a vital first step to helping employees and businesses as a whole. After all, mental health cannot always be addressed in a silo. Building impactful, inclusive and holistic mental wellbeing strategies means approaching employees with curiosity and being willing, as far as possible, to meet their needs. These last two years have been challenging, but if there’s a silver lining, it’s that mental health and DEI matters are finally getting the attention they deserve. Now’s the time for businesses to turn the conversation into action, and build mental health strategies that truly support all employees.
By Dr Heather Bolton, Head of Psychology at Unmind