Workplace stigma stopping employees from sharing mental health concerns

New research has revealed seven in ten people would avoid telling their employer about a mental health condition, including younger employees who prefer to tackle their mental health challenges on their own.

With just 7% of respondents also viewing their workplace as a safe environment for people with mental health conditions, experts claim more needs to be done to overcome workplace stigma during Mental Health Awareness Month this October.

“The research demonstrates we still have a lot of work to do in reducing stigma and discrimination of mental health. Stigma and fear of discrimination lessen the likelihood that people will seek the help they need. We also need to improve availability and access to person-centred mental health care when people do reach out for help,” Tegan Carrison, Australian Association of Psychologists Director, explained.

Key points

• Data from WayAhead found that 53% of people with a lived experience of mental health believe workplace stigma is common
• 64% also said they would hide their mental health condition because they fear being discriminated against
• Meanwhile, findings from headspace’s National Youth Mental Health Survey (ages 12-25) found that 39% of young people said worrying about what other people might think is a significant barrier to seeking help
• Two in five said they would feel worse about themselves if they could not solve their mental health problems on their own

Additionally, nearly three in ten people surveyed by Wayahead revealed they didn’t feel their own General Practitioner even treated them fairly when seeking support, highlighting just how hard it can be for someone to feel comfortable talking to a healthcare professional. Employers who have a trusted connection with their employees therefore are in a strong position to provide guidance and assistance to avoid negative outcomes. 

“Stigma and discrimination violate basic human rights and have toxic effects on people experiencing mental health issues, reducing education and employment opportunities, and social inclusion,” Sharon Grocott, Wayahead Mental Health Association NSW CEO, said.

Young employees need clear support

With young people more likely to tackle mental illness on their own, it’s essential that employers provide clear support for the youngest members of their workforce. This is particularly important for recent graduates and new additions to the aged care industry who may be exposed to confronting experiences such as death and sudden loss for the first time.

Headspace CEO Jason Trethowan said it is often just as confronting for young people to ask for support as they may put themselves in a vulnerable position – both mentally and financially – but there’s no need for them to feel alone.

“Young people today face expectations from many different directions – from their families, schools, workplaces, social media and from within themselves. Too many young people still feel they have to manage these expectations on their own,” Mr Trethowan said.

“What’s essential for young people is that they take the steps they need to succeed in life. For young people having a tough time, it’s important they know there is support available, and that they should reach out for help.” 

How you can help 

No matter how old your staff are there will always be a sense of reluctance toward approaching management or human resources and seeking help. It’s human nature to want to avoid showing a perceived weakness. But as explained by Mr Trethowan, just knowing that support is available can often be all that’s needed to encourage someone to reach out for help.

• Headspace is a fantastic resource for the younger members of your workforce or volunteering community. Phone support is available through 1800 650 890, online counselling can be accessed via their website and there are also physical headspace centres located across Australia for people to visit. 
• Other useful resources include Beyond Blue, Lifeline Australia, Black Dog Institute, This Way Up and Embrace Multicultural Mental Health for staff from culturally and linguistically diverse (CALD) backgrounds.
• While it should be done at any time of the year, key dates or months such as Mental Health Awareness Month are the perfect time to remind staff of what’s available through your Employee Assistance Program, including what services are available, how many appointments with a healthcare professional they can access, and what you can do to help overall.
• Education courses focused on coping strategies and mental health awareness are a great way to build knowledge in your workforce. Examples include the Sana Wellness Grant, an individual grant that provides free access to mental health training and support services.