Make it OK for employees to seek mental health support

May is Mental Health Awareness Month, and this year it comes at a crucial time in the public discourse around mental illness. As we have endured the pandemic — and the isolation and anxiety that came with it — raising awareness and action around mental health has taken on a larger part of the national conversation. As many employees have migrated to new positions with better pay and flexibility, employers have the opportunity to make real change by at last eliminating the stigma and amplifying support in seeking help for mental health struggles.

According to data from Businessolver’s 2022 State of Workplace Empathy Mental Health Report, more employees and HR professionals are seeking out workplace support than ever before. However, more than half are still not comfortable doing so. Many are still afraid to seek help from their workplace.

A surprising 66 percent of employees say employers still view people with mental health issues as “weak” or “a burden,” and 59 percent believe reaching out to HR or their manager about a mental health issue could negatively affect their job security.

Employers must make a genuine effort to Make It OK.

Make It OK is a community campaign in Iowa to reduce stigma by starting conversations and increasing understanding about mental illness. Organizations can get involved at MakeItOK.org/Iowa.

What does it look like to Make It OK?

• Flexible work hours. An overwhelming majority (94 percent) of employees want flexible work hours to help them support their mental health; in fact, 52 percent of employees say the loss of flexibility is their greatest fear about returning to in-person work.

• The option to work remotely. While 91 percent of workers are interested in the option for remote work, it’s only open to 25 percent of employees.

• Mental health vacation days. Most employees (85 percent) want specified mental health vacation days, but only 20 percent of surveyed employers have them available.

• Employee assistance programs. Among employees, 88 percent would like a program that provides supportive, diagnostic, referral, and counseling treatment services.

Closing the gap between the benefits employees want and what employers provide is a first step in building a workplace culture that supports mental well-being. There’s even more that employers can do:

• Make mental health a top-down priority. Businessolver’s 2022 Empathy data shows that CEOs are willing to reach out to someone at work for support with managing mental health.

• Embrace flexibility and empower employees to use it. Embracing flexibility as an intentional part of the culture can help employees feel more in control of their time and lives.

• Gather employee feedback. Listen to employees and use their input.

Employers have a unique opportunity to fight stigma and support their employees by creating more empathetic workplaces. We all have a role to play to normalize mental health at work and in our communities. By working with their employees, organizations can create supportive workplaces allowing staff to thrive, feel better mentally and do their best work every day.

Jami Haberl is executive director of the Iowa Healthiest State Initiative and Marcy Klipfel is chief engagement officer at Businessolver.