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Destigmatising Mental Health Awareness in the Workplace

How to promote mental health and well-being in the workplace. Why is mental health important in the workplace.

Millions of South African workers face mental health challenges. Workers’ Mental health is their ability to manage stress, maintain work productivity, and their contribution to their community. Various factors, including socioeconomic conditions, biological traits, and environmental influences affect workers’ mental health.

The Covid-19 pandemic in 2020, saw an increase in mental health challenges in the workplace, with the South African Depression and Anxiety Group (SADAG) reporting an increase in anxiety, depression and burnout. The SADAG report diagnosed one in four South African employees with workplace related depression.

World Health Organization (WHO) confirmed SADAG’s stats reporting that depression and anxiety disorders cost the global economy US$ 1 trillion in lost productivity, yearly

Mental health issues in the workplace are fairly common, yet stigmas still exist surrounding them. Research indicates that eight out of ten employees seek help for their mental health concerns, but the stigma often prevents them from discussing these issues openly at work. Many workers view mental health challenges as personal matters that they feel unable to share in a professional setting.

The following article breaks down destigmatising workers’ mental health and how the workplace can promote mental health awareness and wellbeing.

Defining Mental Health Stigma

Mental health experts define mental health stigma as negative attitudes, beliefs, and prejudices towards those struggling with mental health issues.

Behavioural examples reinforcing mental health stigma in the workplace:

  • Referring to workers seeking professional help for their mental health challenges as “weak” or “needy.”
  • Making insensitive mental health condition jokes, or calling colleagues “crazy.”
  • Showing prejudice or judging a colleague with mental health conditions. For example, referring “to the person as seeking attention, they should snap out of it or exercise more.”

Mental health stigma, like those mentioned above, prevent workers from receiving professional help they require. Stigma affect a worker’s interpersonal relationships, social norms and obstruct the employee’s access to treatment.

 

Four Types of Mental Health Stigma in the Workplace

For Human Resources personnel to assist workers with mental health conditions and destigmatisation of it, they must have a good understanding of the condition and everything it entails. The first part towards the destigmatisation of mental health is identifying the four types of stigma related to it.

Below we discuss the four main stigmas related to mental health in the workplace and how HR personnel can identify and deal with these.

1. Public or Social Stigma

Public stigma reference the negative attitudes, stereotypes, and discriminatory behaviour directed toward individuals with mental health conditions. Society reinforces these stigmas through social media portrayal, cultural norms and misconceptions related to mental health.

Mental health in South Africa is a taboo subject. To talk about it outside the home or showing weakness brings shame to the family. It was perceived that any person exhibiting mental health symptoms was a result of ancestral displeasure, spiritual imbalance, or witchcraft. They were treated by traditional healers or traditional medicine.

Public stigma creates an environment where employees feel judged or ostracized for disclosing mental health issues. This discourages conversations around mental well-being and make it harder for employees to access support. Colleagues unfairly assume that individuals with mental health challenges are less capable, unreliable, or unfit for leadership roles.

How HR can assist with Public Stigma

HR has a major role in helping colleagues with the stigma of public or social stigmas. It is their duty to make the employees comfortable enough to openly discuss and find the best way to assist. They can use the following as a yardstick to identify public stigmas:

  • Employees hesitate to disclose mental health issues for fear of judgment.
  • Harmful stereotypes or jokes about mental illness are common.
  • Colleagues avoid mental health discussions or dismiss in meetings or workplace conversations.
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2. Self-Stigma

Self-stigma occurs when individuals internalize negative beliefs and stereotypes about mental health, leading them to judge themselves harshly for experiencing mental health challenges. It is often reinforced by the stigma, discrimination, or negative messages they encounter from others, causing feelings of shame, guilt, and reluctance of the worker to seek help or support.

Self-stigma can affect an employee’s productivity and work performance, leading to worker burnout.

3. Structural Stigma

Structural stigma, refers to an organisations or societies policies, practices, and systems that create barriers to mental health support. These barriers can include a lack of mental health benefits, inadequate training for managers, or workplace cultures that discourage open discussions about mental health.

When structural stigma exists, organizations fail to prioritize mental health in their policies or provide employees with the resources they need. This creates an environment where employees feel unsupported, further reinforcing stigma and limiting access to care.

One employee explains, “The number-one challenge I face is finding [healthcare] providers,”. “It’s a problem for me, for my wife, and for my kids.” Structural stigma, including workplace stigma is far-reaching and if HR does not address it immediately it can lead to larger issues that can affect the organisation’s productivity.

HR can identify and address structural stigma within an organisation by the following behaviours:

  • Mental health benefits, like counselling or therapy, are unavailable or poorly communicated.
  • The organisation does not have formal mental health policy or support system in place.
  • Managers and leaders lack training on how to support employees dealing with mental health challenges.
  • Mental health days are discouraged or not recognized as valid reasons for taking leave.

 

Associative Stigma

Associative stigma, also known as courtesy stigma, refers to the prejudice and discrimination experienced by individuals who are associated with someone facing mental health challenges. This could include colleagues, managers, or HR professionals who support employees with mental health conditions.

Associative stigma discourages employees from offering support or speaking out in favour of mental health initiatives for fear colleagues may judge or treat them differently. Managers might worry about being seen as biased if they accommodate employees with mental health needs. HR professionals may encounter resistance when trying to implement mental health programs.

The Impact of Mental Health Stigmas in the Workplace

Mental health stigmas affects not only the individual but also the employer and organisation. When employees feel judged or unsupported for experiencing mental health challenges, it creates a toxic work environment that hinders personal well-being and business productivity.

For individuals, stigma can lead to isolation, shame, and reluctance to seek help. Employees struggling with conditions such as anxiety or depression may fear that disclosing their struggles will affect their professional reputation or opportunities for growth.

Fear is such a debilitating emotion, it can hold the employee back from speaking about workplace abuse, or being ostracised for their condition. It leads to absenteeism, burnout or presenteeism, where the employer attends work but does not perform at the best of their abilities.

We’ve recently seen reports of employees because of work stress, taking their lives. If organisations have proper channels for communication or to address mental health issues in the workplace, we can avoid these type of incidents.

From the employer’s perspective, if they fail to address mental health stigma risk not only the well-being of their employees but also their organisation’s overall success. When an employee’s mental health is unsupported it results in higher turnover rates and absenteeism, leading to increased recruitment and training costs.

A workplace culture that ignores mental health can contribute to low morale, reduced employee engagement, and an unhealthy environment where mental health challenges are trivialised. In South Africa, mental health stigma is compounded by societal pressures, economic stress, and the limited availability of mental health resources. Employees may feel the added burden of managing both workplace expectations and personal challenges, further discouraging them from seeking professional help.

 

Reducing Mental Health Stigma in the Workplace

Reducing mental health stigma in South African workplaces requires addressing not only general attitudes but also cultural, structural, and socio-economic factors that influence mental health perception. A combination of education, leadership involvement, supportive policies, and cultural sensitivity is essential to creating a mentally healthy workplace.

Today’s perception of mental health stigma reveals a significant disconnect in South Africa. McKinsey & Company, a Chicago based consulting firm conducted research into stigmas related to workplace mental health. Through these series of studies, the company found that while 80 % of surveyed employees believe that implementing an anti-stigma campaign would be beneficial, only 23% of employers have taken the necessary steps to launch such programs.

Moreover, while employers often place a low priority on reducing stigma, a striking 75 % of employees recognize its presence in their workplaces. This disparity underscores an urgent need to confront and dismantle mental health stigma in South African workplace.

 

1. Shift Mental Health Perceptions

Negative portrayals in mainstream media, social media, and entertainment, from movies to books, shape mental health perceptions. These misconceptions can perpetuate stigma and misunderstanding. To address this, organisations can take meaningful steps to shift mental health perceptions:

Provide Mental Health Literacy Training

Equip employees with knowledge about mental health issues and how to recognise behavioural health challenges in the workplace. This training raises awareness, reduce stigma, spark conversations, and connect employees with resources for support and treatment.

Teach Leaders to Recognize Distress Signals

Train leaders to identify signs of distress among employees. When HR equip themselves with the necessary tools to notice these signals, organizations can transition from stigmatization to support, implementing actionable solutions that are essential for employees’ well-being.

Encourage Open Communication and Personal Story Sharing

HR can promote an environment where employees feel comfortable about sharing their experiences with mental health challenges. This openness helps combat feelings of isolation and shame, reinforcing the message that such struggles are common and that employees are not alone.

 

2. Eliminate Discriminatory Behaviour

Referencing McKinsey & Company, employers agree that HR should address mental health conditions with the same urgency, skill, and compassion as other medical issues. However, despite this consensus, 65% of individuals with a mental illness and 85% of those with substance-use disorders still perceive stigma in the workplace, highlighting a significant gap between employer’s intentions and the actual experiences of employees. To effectively tackle discriminatory behaviour, organisations should take the following steps:

Commit to Using Non-Stigmatising Language

There is power in language, and terms like “crazy” or “addict” carry negative connotations that dehumanise individuals struggling with mental health issues. Companies must make a concerted effort to eliminate stigmatising language from their vocabulary, opting instead for person-first language that highlights a person’s humanity over their health challenges.

Include Neurodiversity in DEI Training

HR personnel when developing training on diversity, equity, and inclusion (DEI) should ensure that it encompasses mental health challenges alongside other inclusivity initiatives. This holistic approach helps to educate employees about neurodiversity and reinforces that discrimination against it is as unacceptable as any other form of bias.

Value Psychological Safety

Psychological safety is vital for nurturing an environment where employees feel comfortable bringing their authentic selves to work and voicing concerns without fear of retribution. Providing support and destigmatising mental health requires creating a workplace where individuals feel safe to express their neurodiversity.

3. Treat Mental and Physical Health Equally

It’s common for people to treat those with mental health from those with physical issues or illnesses, leading to scepticism, invalidation and minimisation. While mental health symptoms are less visible than physical illnesses, HR needs to reduce stigma and promote equality between mental and physical health in the workplace, companies can take the following steps:

Communicate the Organisation’s Commitment

To show their commitment to equalising mental and physical health, organisations can ensure their medical health schemes cover behavioural health services. Organisations should also create clear support channels for employees seeking help.

Access to mental health services in South Africa is difficult, it is the employer’s duty to ensure this path is smooth and uninterrupted for the employee suffering with behavioural issues.  It comes down to HR to work with medical health schemes to find the best solution or plan for workers.

Prioritise Mental Health Initiatives

Ignoring mental health issues and stigmas sends a message that the company doesn’t care. McKinsey & Company found that only 39% of organisations have appointed a senior leader responsible for overseeing mental health initiatives.

Companies must dedicate time, resources, and leadership to ensure mental health is treated with the seriousness it deserves.

Conclusion

Destigmatising mental health in the workplace, creates a supportive and inclusive environment, where employees feel safe to express themselves without fear of prejudices and judgment.  Stigma negatively affects individuals by discouraging them from addressing their mental health needs, leading to burnout, absenteeism, poor performance and spanning outwards to impact their families. For employers, ignoring mental health can result in reduced productivity, high turnover rates, and a toxic workplace culture.

Human Resources plays a key role by promoting mental health literacy, implementing inclusive policies, and ensuring access to support services. HR can also foster open conversations, train leaders to recognise distress, and advocate for equal treatment of mental and physical health needs.

References

https://hbr.org/2019/02/5-ways-bosses-can-reduce-the-stigma-of-mental-health-at-work

https://www.lyrahealth.com/resources/mental-health-stigma/#:~:text=Having%20a%20mental%20health%20benefit,help%20with%20destigmatizing%20mental%20health.

https://www.mckinsey.com/industries/healthcare/our-insights/overcoming-stigma-three-strategies-toward-better-mental-health-in-the-workplace

https://hsi.com/blog/destigmatizing-mental-health-issues-through-storytelling#:~:text=Mental%20Health%20and%20Stigma%20Defined&text=A%20stigma%20is%20a%20mark,or%20disgrace%20associated%20with%20it.

https://www.psychologytoday.com/za/blog/mental-wealth/202405/how-to-destigmatize-mental-health-in-the-workplace

https://ijmhs.biomedcentral.com/articles/10.1186/s13033-021-00502-x#:~:text=Literature%20identifies%20multiple%20dimensions%20or,stigma%20%5B1%2C%206%5D.

 

 

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