In
early 2016, Jessica Leber of Fast
Company made an impressively strong case for
increased corporate investment—time, energy, and money—in mental health
workplace initiatives. Leber's piece, entitled "Fixing Mental Health In
The Workplace Requires A Lot More Than A Yoga Room" cited an
alarming 2015 study from Harvard and
Stanford University business schools which found that health problems stemming
directly from job-related stress—ranging from long hours to the burdens of
having no insurance and doing shift work—likely contribute to about 120,000
deaths a year and $190 billion a year in health care costs. Leber's piece
also noted that depression alone is estimated to cost the U.S. $210 billion a year, half of which
are workplace costs including missed days and reduced productivity and by 2020,
the World Health Organization estimates that depression will be the second
leading cause of disability worldwide.
Given
what we know now as both employers and employees, why are we not working
together collectively to change how we view mental health in the workplace? Michael
Becker recently sat on an expert panel and spoke about the subject on behalf of
the Stephanie
Becker Fund, a non-profit organization that promotes mental health and
physical health parity in the workplace. He said, “Emotional wellness in the
workplace is a growing yet underserved need that is addressable. Improving
emotional health in the workplace not only makes for good public policy, but
genuinely benefits both employees and employers. While investing in emotional
health represents an upfront cost for companies, doing so pays meaningful and
long-term dividends, in terms of well-being, productivity, and ultimately
profits.
In
other words, focusing on workplace mental health is no longer simply a moral
objective, but in a capitalist society (for better or for worse), it should be
a fiscal priority, as well. Another 2016 article, this one by US News, cited a published study stating that
every $1 spent by governments on mental health treatment generates an average
net benefit of $4, representing an impressive return on investment.
Two
companies that stand out as outlets to change the conversation and education
around workplace mental health are: Docz and The Carson J.
Spencer Foundation’s Working
Minds program. Docz, who
recently co-hosted a workplace mental health symposium with the Stephanie
Becker Fund at the Microsoft Store in New York City, is a newly-launched
digital health startup that revolutionizes the mental health landscape by
making finding support easy and fast for those affected by mental health
issues. Docz is a free and anonymous mobile community where one can ask
questions or give advice to others. All advice is expert-verified and Docz is
already being adapted to fit the needs of small, medium, and large scale
businesses. The Carson J. Spencer Foundation’s Working Minds program provides
businesses with the tools and resources to identify and respond to friends,
family members, and co-workers who may be experiencing suicidal thoughts or
feelings. These two early adopters are doing great work but we need more
companies and non-profits to fill the void in making mental health a priority
in a place where adults spend a great deal of their waking life.
Will
making workplace mental health education commonplace be difficult? Probably.
But it’s almost always difficult to get anything of importance off the
ground—charitable causes, social justice movements, your old 1979 Chevy Nova
(okay, scratch that last one).
As
a serial entrepreneur, I’ve had to invest in my own mental wellness, in
addition to the mental wellness of employees and even partners. This investment
in my mental health has been a big reason why my company
has been able to grow over 25% each year for the past five years. I’ve learned
when to pull back with work, how to set boundaries and manage my self-care (both
leading to greater productivity), and when and how to check in on employees to
make sure they are physically and mentally well. Yes, in the short term,
focusing on mental health takes time away from “selling,” “growing the
business,” and “strategic planning.” But this single step back ensures that we can
take two steps forward in a thoughtful, timely, and healthful manner.
Employers
and managers in the workplace: your motto is perhaps, “always be selling”—and,
as a business owner, I know this pressure
all too well. But we need to amend that motto to include “always be helping” with
respect to our employees. Physical help and healthcare have long been the focus
because of a physical wound’s visible nature. However, psychological wounds and
manageable stressors should also be included when we’re working to help our
employees be their best selves inside and outside of the workplace. If you
don’t have your (mental]) health—you don’t have anything.
Employers and managers in the workplace: your motto is perhaps, “always be selling”—and as a business owner, I know this pressure all too well. But we need to amend that motto to include “Always be helping” in regards to our employees. Physical help and healthcare have long been the focus because of a physical wound’s visible nature. But psychological wounds and manageable stressors should also be included when we’re working to help our employees be their best selves inside and outside of the workplace. If you don’t have your (mental) health—you don’t have anything. t
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