Over the past decade, the conversation around mental health has evolved, and so has the need for individuals who actively support, advocate for, and empathize with those facing mental health challenges. In a time when people are starting to digest that mental health is as important as physical health, being a mental health ally is a major stepping stone for positive impact in our society.
However, stigma and a lack of understanding of mental health obstruct progress in many work settings. The notion that persons with mental illnesses cannot contribute meaningfully results in conscious and unconscious prejudice. We must all strive together to eliminate the stigma and its harmful consequences.
What is a mental health ally?
To be a mental health ally at work is to help those struggling with mental health issues feel valued and needed. As a result, employee engagement, efficiency, and commitment improve. Colleague connections that are strengthened and developed can benefit an entire employee community. Creating such a supportive circle can help in one’s long-term health as well.
So, what can you effectively do to be a mental health ally?
Talk with your colleagues if they seem to struggle
Use encouraging language Educate yourself and others on mental health
Encourage group participation
Develop corporate policies that assist employees in need
How to be a mental health ally? – Keeping these methods in mind can help in the conversation.
Personal conversation with a colleague
The how and when to talk to a person who is struggling with their mental health can be tricky because you do not want to come across as judgemental or nosy. It can be quite challenging to converse with someone struggling with mental illness as they could be exceedingly hesitant or reluctant to talk about the subject.
It is really important to identify or observe signs that they are struggling. Keep in mind that your colleagues with significant and persistent difficulties can express their sentiments but not share their diagnoses. There lies a deposit of self-stigma or internalization of the stigma, which can reinforce the unfavorable opinions of others, and people with mental illnesses may face perceived stigma or the expectation of bias, discrimination, and stereotyping.
Something that could come handy in here is psychological first aid, your supportive response to a person who may be suffering with their their mental health. This is where the 3 L's come in; Look, Listen & Link.
You look out for symptoms of distress, listen to their problems and link information for social support
Tackle the unconscious bias
The key is to be open and approachable with your colleague and consider maybe sharing your vulnerability or experience with mental health challenges as that can help you mutually relate and connect. As open-minded as we are, certain assumptions and preconceptions in the back of your mind that are unintentional can seem hurtful and contribute to the stigma which is why reflecting on and correcting your own implicit bias around mental health will help you be an ally to your colleagues.
And if they don’t wish to talk about it, you can still ask how you can be of help to them?
Good day, Good time
As much as important it is to be minded and empathetic, it is to be noted at what time you approach them because we all know how moods can affect our reactions and attitude. Timing is important so try picking a “good day” when your colleague seems approachable or relaxed. If you detect a dramatic shift in the attitude or conduct of your coworker that consists of missed deadlines and zoning out of the room, that would say they aren’t at their best and it could be a time to begin a conversation.
And others might not show any kind of overt struggle but of course, you can’t assume a person’s mental health wholly from their appearance. Creating a working culture in which colleagues display understanding and empathy can make individuals feel more comfortable calling out for help or seeking it when it is required. Be genuine
“How was your weekend?” or “How is the project going?” can create a space to talk about one’s mental health situation. Using an open, genuine, and empathetic tone can help smoothly initiate the conversation, and keeping a casual and nonconfrontational approach can help maintain the conversation.
Adopt a suitable strategy
People struggling with their mental health may not be comfortable speaking about it where reasons include the stigma around it resulting in them being ashamed or embarrassed to be associated with it fearing rejection and humiliation. It can be considerate to choose a spot away from the office that would provide more privacy and also assure them their discussion will be kept private and confidential. These conversations can bring a safe space to your colleagues that can guide them to seek professional help if needed.
People are sometimes more okay to discuss the stressors than mental health concerns, even if the stressor caused their problems. For example, instead of asking, "Are you still worried about your job?" ask, "How are you adjusting to the new environment?"
Utilize encouraging language There is a certain way to converse with your colleague who is or may be struggling with their mental health that is more thoughtful and considerate. Here are a few samples of what to say and not to say.
Be sensitive
Don’t say: “You seem to be falling behind on your work. Why can’t you keep up?”\
Say: “I know that work can sometimes be challenging. Is there anything I can do to help?”
Encourage
Don’t say: “Maybe you should try _____ and ______.” Unsolicited advice is usually not welcomed.
Say: “I heard ____ can be helpful or has helped me in the past. Would you like to look into it together?”
Cooperate
Don’t say: “You need to focus on getting better.”
Say: “We can get through this together. We are here for you.”
Avoid stigma
Don’t say: “You are bipolar.”
Say: “You are a person with bipolar disorder.” Always use person-first language.
Educating Employees About Mental Health
Encouragement or implementation of education on mental health at your firm is the ultimate method you can be a mental health ally. There are two sorts of instructional programs: personal accounts in a small group or auditorium setting, and informative events in a workshop or classroom setting.
Individual experience
Events showcasing personal, lived experiences are powerful tools for humanizing challenges and building empathy. Leaders sharing their mental health experiences can influence corporate culture and policy. Employee stories, being relatable, often have the greatest impact. Event speakers need not be on staff but should have experience leading discussions on these topics.
2. Workshops and Classes Training events, like the Mental Health First Aid Course by the National Council for Mental Wellbeing, offer valuable knowledge. Mental health nonprofits, like the National Alliance on Mental Illness (NAMI), provide training. A mental health handbook covering basics, benefits, and vetted healthcare providers is a valuable resource
3. Engaging Employee Groups
Encourage peer-to-peer contact for employees dealing with loneliness. Employee resource groups (ERGs) offer a platform for those impacted by mental illness, ensuring privacy for members. Managers should actively promote and participate in these groups to normalize mental health discussions.
Another way is to model positive behavior by openly discussing mental health, sharing personal challenges, and advocating for mental well-being at all levels. Group self-care activities, such as fitness classes and mindfulness programs, work to enhance peer engagement and facilitate mental health discussions.
Extracurricular activities, like involvement in DEI initiatives or community service, create spaces for employees to connect around shared interests. Supporting mental health nonprofit events, like fundraising walks can raise awareness and encourage open discussions among people while benefiting relevant programs.
Supporting Mental Health with Company Policies
Implement a supportive mental health policy Make mental health a casual conversation by having a solid no-stigma policy and promoting a culture that's got your back. Lay out the mental health benefits clearly for all employees. Tell everyone that mental health stigma is a no-go, treated just like any other discrimination, and make it cool for managers and employees to call it out.
Offer office accommodations Encourage leaders to advocate for office accommodations that prevent mental health challenges. Low-cost options such as late starts, flexible schedules, and quiet workspaces, can make a big difference. Creating an open environment for employees to discuss accommodation needs can bring about a huge change. Managers are expected to be proactive in offering accommodations without fear of repercussions. Assure confidentiality for those disclosing mental health conditions. Remember, employees have the right to reasonable accommodations and one has to respect their choice to disclose or not due to perceived risks.
Increase access to care To support an ongoing commitment to employee well-being, it can be a good idea to place a special emphasis on mental health benefits within our comprehensive coverage, creating a synergy between physical and mental health support. To foster a supportive environment, it is recommended to implement clear and generous medical leave policies that do not necessitate specific condition disclosure.
Consider introducing on-call therapy assistance for crisis situations outside regular work hours, extending the reach of general wellness programs to benefit all employees. To ensure that your team is well informed about these offerings, we propose organizing information sessions and leveraging your company communication channels.
In the pursuit of confidentiality, we encourage exploring the value of anonymous online peer support communities. Additionally, while mental health apps are widely used, it is critical to thoroughly screen for both effectiveness and security. Following the guidelines provided by the American Psychiatric Association (APA), we recommend assessing risks and effectiveness before endorsing any mental health apps to your employees.
To brief it up:
In our workplace, individuals facing mental health challenges can thrive with ally support. Together, our collective empathy breaks down stigma barriers. Workplace mental health initiatives matter, but what's crucial is infusing our shared humanity into our daily interactions.
What does it mean to be a mental health ally at work?
Mental health ally involves actively supporting, advocating for, and empathizing with colleagues facing mental health challenges. It contributes to a workplace culture where individuals feel valued, leading to improved engagement, efficiency, and commitment. Strengthening colleague connections can benefit the entire employee community and contribute to long-term well-being.
How can I effectively be a mental health ally?
How do I approach a colleague about their mental health?
How can I support a colleague struggling with mental health?
Wanna read more? here is the source: Harvard Business Review
You got it all, Go speak to that friend now.
If you or someone you know is struggling with mental health challenges at work, don't hesitate to reach out for support. At Koott, our experienced Malayali psychologists offer online counseling tailored to your needs, creating a safe space for healing. Get the help you need today and take the first step toward a healthier, more productive work life.
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