Over a fourth of small to medium-sized enterprises are uncertain if their staff would openly discuss mental health concerns, according to a global survey.
In a global survey involving 79,000 businesses across Australia, Canada, Ireland, New Zealand, and the UK, it has been revealed that many employers lack confidence that their employees would disclose mental health concerns. This lack of confidence is due to the persisting stigma, fear of negative consequences, and feelings of shame that discourage employees from discussing their mental health issues.
The survey found that Irish and Canadian employers are the least confident that their employees would discuss mental health issues with them, while the UK is leading the way in mental health support in the workplace. However, despite having support measures in place, such as Employee Assistance Programmes (EAPs), only 5% of those who experienced mental ill-health over the last 12 months sought support from these programmes.
One of the key factors contributing to this lack of confidence is the stigma and shame surrounding mental health. Negative stereotypes about mental illness can cause employees to feel ashamed or fear rejection. Employees may also worry that disclosure could lead to discrimination, reduced opportunities, or altered perceptions by managers and coworkers, which can impact their career progression and social standing within the organization.
Moreover, the organizational culture plays a significant role in whether employees trust that disclosure will be safe and beneficial. Even with support services, if the culture does not foster genuine openness and emotional safety, employees may not disclose their mental health concerns. Privacy and confidentiality concerns are another barrier, as employees might worry about the handling of sensitive information.
Legal frameworks and accommodations are necessary but may not fully address the lived experiences of employees. Without a rights-based, inclusive approach that integrates mental health protections and actively reduces systemic barriers, disclosure remains difficult.
Alan Price, Chief Operations Officer at Peninsula Group, stated that employers have a duty of care to safeguard their employees' wellbeing but often overlook their own mental health. Employers in New Zealand are most likely to take time off due to mental ill health, while UK and Irish employers are least likely. Only 20% of employers globally offer mental health days in addition to annual leave, with Canadian employers being the most likely to do so.
Bertrand Stern-Gillet, CEO at HA Wisdom Wellbeing, notes that while over half of the leaders surveyed have noticed more open discussions about mental health at work and employees prioritizing work-life balance, there is a disconnect in confidence among these leaders that their employees would disclose mental health issues. It remains to be seen what impact this lack of support measures will have.
Employees in Canada are least likely to speak up if they are struggling with their mental health, with 78% of employers not feeling very confident that employees would disclose a mental health condition. This points to the need for more work to be done to reduce the stigma surrounding mental health in the workplace.
In the UK, 1 in 7 employers reported experiencing poor mental health over the last year, highlighting the importance of creating a supportive environment where employees feel safe and encouraged to discuss their mental health concerns. The survey findings underscore the need for a comprehensive, rights-based approach to mental health in the workplace that addresses the complex interplay of stigma, fear, workplace culture limitations, and structural gaps.
- In light of the survey results, it is crucial for Irish and Canadian employers to take proactive steps in reducing the stigma surrounding mental health at work, as this appears to be a significant obstacle preventing employees from disclosing their mental health issues.
- The UK's leadership in mental health support in the workplace is commendable, but it is essential to ensure that any support measures, such as Employee Assistance Programmes (EAPs), are effectively utilized by employees. Addressing privacy and confidentiality concerns, as well as fostering a culture of openness and emotional safety, could help increase utilization rates.
