Mental Health - we all have it, and yet it can be difficult to talk about, especially at work.

October 10th 2023 is World Mental Health day and the theme this year is ‘Mental Health is a universal human right.’

Why it’s tough to talk about Mental Health at Work

Even the most progressive workplaces still have progress to make when it comes to Mental Health.

With so much focus around engagement and productivity, and improving worker resilience to stress (rather than improving workplace policy to prevent or control stress), it is easy to see why employees may want to hide when they are suffering stress or other mental ill health, for fear it might damage their career.

According to the UK’s Mental Health Foundation, 6.8% of people in the UK experience mental ill health at work and close to 13% of sick days per year can be attributed to mental health problems.

In New Zealand, recent data (2022) indicates that 47% of people will experience mental distress or illness at some point in their lives, 31% have already experienced it, and 77% of people know someone who has. One-fifth of people reported being discriminated against due to reasons relating to their experience of mental ill health and 50% of that discrimination occurred at work.

That’s a huge number - and yet, 9 out of 10 people with mental health problems say that stigma and discrimination have an impact on their lives. One of the major areas of exclusion is in getting and keeping work.

**Artist credit:** **crazy head comics**

Three types of stigma

This stigma around mental health prevents people from talking about it, which compounds mental distress.

Self-stigma occurs when we internalise society’s message that experiencing mental ill health makes us weak, dangerous or broken.

Public or social stigma occurs when we receive those messages from people around us.

Structural stigma occurs when mental health is treated differently to physical health on a systemic level - for example when workplace policies are supportive of physical health conditions but treat mental health conditions differently.

Stigma can put people off accessing help and can also limit their opportunities, which feeds into other causes of distress such as loneliness and poverty.

How can we normalise conversations around mental ill health?

Normalising conversations around mental health starts by simply talking about it, but for many people, talking about their mental distress isn’t safe.

If it is safe for you (and particularly if you are a leader) consider -

What do you want to achieve by talking about mental health? Find your why. Why is this important to you? Why does it matter?
What is the current state of play in your organisation?
If someone at work is suffering mental distress, do they have access to the same care as someone suffering physical distress?
What else can you do?
How is your own mental health? What kind of behaviours do you model at work in terms of looking after and prioritising your own mental health, and looking out for others?

Some ways to start the conversation could be:

‘I’m not having a great mental health day today.’

‘This project has me feeling a bit anxious.’

‘It’s important for me to take a break at lunch, so I can manage my stress levels.’

‘I’ve experienced mental health struggles and I do X, Y and Z to look after my mental health.’

Of course, you can put these types of phrases into your own words! The important thing is to consider whether you are creating the type of environment where people feel safe to be open about mental health at work.

**Artist credit:** Mirika Jambudi, published in **the Pingry Record**

For more information and tips on how to build Psychological Safety, (an environment where people feel safe to make mistakes and to be honest) check out our blog here.

Create a positive mental health culture

Creating a culture where people feel safe to talk about their struggles at work starts long before the struggles arise.

Regular check-ins and a culture of consideration and kindness will make it easier to talk about mental health. Ask people how they are doing and make sure that you listen to their response (are you really listening, or just waiting to reply?)

If we have the type of relationships at work where people tell us what is going on for them and what is on their mind then those people are more likely to be open with us they need support.

Trust is critical - how are people treated in your organisation when their performance dips? What happens if someone makes a mistake?

Remember that discrimination and stigma are a very real issue, not a groundless fear. Organisations must fight this bias so their people can seek help when they need it.

How to talk about Mental Health at work

We’ve discussed how ‘talking about mental health’ starts before you even bring up the topic.

But how do you actually bring up the topic? Or, if someone else lets you know they’re struggling, how should you reply?

How to tell someone that you are struggling

The most important thing is to tell someone. Mental health challenges don’t just go away. Just like we get help when we have a physical health need, it is crucial to get help when we need it for our mental health.

Our work can be a big factor in keeping us mentally well. Work can be a source of stress and anxiety, but it can also be a source of energy, purpose, and part of our identity and social life. Our employer has a duty of care to keep us safe and they are invested in our wellness. We form relationships at work and spend a big part of our time there so it is very likely that the people around us genuinely care.

Pick the right time, place and person - the time never feels exactly right to have a challenging conversation, but try to plan for a time when things are a bit quieter, a place where you feel comfortable and someone who you trust.
It may feel easier to pre-empt the conversation by asking ‘can I talk to you about something?’ and scheduling a meeting.
It doesn’t have to be in person - if writing feels easier for you, send an email. Do what feels right for you.
Practise how to start the conversation beforehand. ‘There’s something I would really like your support with.’ or ‘Is it okay if I get something off my chest?’ or ‘I haven’t been quite feeling myself lately.’
Keep your expectations in check. The first conversation may just be a starting point, and it’s also possible that the person you try to open up to isn’t ready to listen. Make a plan to try again, either at another time or with another person. Don’t give up.
Have a self-care plan ready for after the conversation.

I could not find an artist credit for this fantastic art work, but you can see the series **here**.

How to respond if someone tells you they are struggling

The most important thing is - do something. Don’t ignore them, brush over it or hope it goes away. Don’t underestimate the power that you have to help someone, and don’t underestimate the degree of the struggle that they are going through.

Listen - don’t tell them that they are wrong or over-reacting. Give them space to talk.
Try to refrain from chipping in with your own experiences. Focus on their story. There is a time and place for empathising by showing that you can relate or have had your own challenges but be mindful of turning the conversation away from them.
Show that you’re listening with your body language - put your mobile phone away, turn towards them. Focus on what they’re saying rather than planning in your mind how you will respond.
Be encouraging. ‘I’m here for you.’ ‘It’s okay to take your time.’ ‘I’m really glad you are sharing this with me.’
Ask them what they need from you. Would they appreciate signposting to available services that they can access through work? If workload is a factor, can you facilitate time off, or a reduction of duties? Or do they just need to talk? Try to avoid just giving advice about how to solve their problem, unless this is something that they have asked for.
If a reduction of duties or time off is on the cards, consider that persons social needs and how time away from work might impact them. Can you buffer their isolation?
Be aware of your own limits and needs. Listening to someone else tell us about their mental health challenges can be triggering or emotionally tiring. Make sure that you have support when you need it.
Reflect on the conversation afterwards. How did it go? Does the person need more help? Did you feel equipped for the conversation? If not, is there anything that you can do to feel more prepared for that type of situation?

How to talk to someone about their mental health

Approaching someone who we suspect may be struggling and giving them space to talk if they want to can be really challenging. If you think someone isn’t quite themselves, how do you bring it up?

Find your why. Why do you want to reach out? You may be making a difference on a bad day, but it could also be a bad month, a bad year, or the worst time of their lives. Don’t underestimate how much of a difference reaching out could make to someone who is struggling.
Talk to the person, not the problem. Really listen. Think about what type of environment and what type of language would make them comfortable. Some people might be comfortable talking in an office room but for others this might be off-putting - they may prefer a walk in the park, or a chat over a game of golf or on a fishing trip.
Start simple - ‘how are you feeling?’ or ‘how have you been doing lately?’ or ‘is everything okay? I noticed you don’t seem 100% and wanted to check in.’ ‘I’m here to listen if you would like to talk.’
Remember that you are not there to take the place of a professional. You are standing alongside them, providing support to help them walk in the right direction - towards feeling better. This might include that person finding professional help.

Talking about mental health is challenging but it is a crucial part of keeping ourselves and our colleagues healthy. We may feel poorly equipped to help others, but the reality is that we might be a lifeline for someone, and one day, we might need that lifeline in return. Creating a workplace where it’s okay to talk about mental health is the first step.

Need help helping your people?

Glia is here for you.

We are a team of highly experienced registered Psychologists who are experts in the world of work.

Contact us for Psychosocial Risk Assessments, Burnout Recovery Coaching, and virtual or in-house workshops to support mental health in the workplace and reduce the impact of stress, anxiety and other psychosocial hazards at work.

We can help you to build a Psychologically Safe environment where people feel equipped to talk about their own mental health and reach out to others.

Follow us on LinkedIn for our regular, and FREE educational LinkedIn Lives with special expert guests covering Psychosocial Risk Management, Stress and Burnout Management, Mindfulness, Mental Fitness training, Workplace Mental Health and compliance.

Contact us here to learn more.

Many thanks to our Principal Psychologist Jay Barrett who was a great source of information for this article!

Jay is full of knowledge and really passionate about helping people to feel good. For solid info about workplace mental health that is based on research and work experience, and simple, real ways to apply it, follow Jay on LinkedIn here.