Employers should do more than just talk about mental health

Companies have taken every opportunity to trumpet their approach to mental health problems – from highlighting burnout to the impact of global government elections. Many were responding to April’s stress awareness month, which was quickly followed by Mental Health Awareness Week in May.

Even after all those awareness campaigns, only 22 per cent of people thought stigma surrounding mental health in the workplace had fallen since the Covid-19 pandemic. Fewer than half of respondents said their workplace offered useful support when it came to mental health. If aspects of work – unsatisfying tasks, bullying bosses, unmanageable hours – are the problem, talking up company commitment and encouraging staff to speak out, then not doing anything, can make a situation worse. “People say they are invited to be vulnerable, but they then don’t get the support that they need... Staff can feel they are being gaslit.”

“It is not about knowledge – sending middle managers on courses to learn more about mental health does increase their knowledge, but doesn’t seem to translate into improvements for their employees,” Prof Wessely says. But having managers learn new skills such as listening to difficult conversations and practising them through role play does improve things.

Source: Healthcare Press (healthcarepress.net)

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