how to respectfully address workplace mental health

Workplace mental health is a pressing concern for Canadian organizations. According to data from 2022, over 5 million Canadians aged 15 and older met the criteria for a mood, anxiety or substance use disorder in the previous 12 months. That's a significant portion of the workforce potentially grappling with mental health challenges while holding down jobs.

So, let's put this bluntly. In your workplace right now, there's a good chance someone is silently dealing with a mental health issue. Mental illness can affect anyone, regardless of their position or background.

The impact on Canadian workplaces is substantial. Mental health issues lead to billions in lost productivity and healthcare costs each year. But beyond the financial toll, a human cost is harder to quantify. Creating a healthy workplace environment is crucial for supporting employees' well-being.

Is your organization creating a safe, welcoming space to address mental health? If not, don't worry — it's never too late to start. Let's explore ways to make your workplace a haven for open discussions about mental health.

open the dialogue early

Broaching an unknown subject is difficult, especially when it’s a topic as loaded as mental health. Don’t leave your employees in the dark about what they should do if they’re experiencing a mental health issue. The worst thing you can do is wait until an employee is in the midst of a full-blown crisis to share information about your mental health policies. Regularly send communications to employees about mental health initiatives and resources you offer. Discuss your employee mental health policies and resources as part of your onboarding process for new employees. Be proactive rather than reactive. Start the conversation now, and make it ‘okay’ to talk about mental health at work.

don’t make mental illness shameful

Hiding mental health struggles is extremely common, especially in the workplace. Though society has made strides to reduce the stigma around mental health, it’s still an issue that carries a lot of shame for many Canadians. Ensure you treat employees who suffer from mental health issues the same as you would any sick employee. Mental health doesn’t define someone. They’re a person beyond their illness, and it’s not something they can just ‘fix.’ You wouldn’t tell an employee with a cold to ‘toughen up’ or decide they’re incapable of doing their job because of their illness. Mental health is the same. Employees who deal with mental health issues have an illness that needs to be treated, whether that’s with medication, therapy or some other form of healthcare.

Also, avoid terminology implying someone’s illness is not real because you can’t see physical symptoms. You don’t necessarily know what’s happening inside someone’s head.

provide tools and resources for a healthy workplace

Mental health issues are not something the average person is equipped to deal with on their own. Mental health resources provide guidance and a professional channel for employees to turn to when they feel overwhelmed or unsure. Some tools and resources that are helpful include:

• a designated (and trained) point of contact on the HR team for mental health concerns
• training sessions about positive mental health and work-life balance for employees
• including information about mental health in your onboarding process for new employees
• providing information about recognizing mental health issues and maintaining good mental health
• regular communications about mental health policies and resources available in your workplace
• a channel to speak with a third-party mental health professional or other external resources

listen without judgment

Often, employees are afraid to come forward and admit they need help handling their mental health struggles because of how employers treat those who do. People who are dealing with mental health struggles are often told to ‘suck it up’ or ‘push through.’ Because mental health struggles often have no outward signs, it can be more difficult for managers to empathize like they would with someone who has a physical illness. However, mental health illnesses are ailments, too, and need to be treated as such. Train managers and leaders to listen calmly and avoid making assumptions (like that the issue is ‘all in their head’) or offering platitudes (‘you’ll get through this!’) and instead focus on open communication and providing support.

prioritize work-life balance

Work stress looks different in the post-pandemic era. The fuzzy line between home and office brings new hurdles for balancing work schedules.

Of course, some job pressure is normal. But when stress becomes a constant shadow, it's time to act. Your job is to support people through these shifts, building an environment where they can do their best work.

So, what's the answer? Push for clear lines in the work schedule. Encourage regular breathers at home or in the office. Emphasize the importance of time off, even for staycations. Your knack for supporting people and crafting an enabling environment matters more than ever in this new work reality.

offer manager training on workplace mental health

Few people are born knowing exactly how to handle difficult situations. That’s why upskilling is so necessary. Empathy and strong intuition are essential traits to look for in leaders, but these skills can be enhanced with training and development. Mental health can be a touchy subject to tackle, particularly in the workplace, so it’s vital that leaders, especially those who are responsible for managing other employees, are given guidance about discussing mental health in a sensitive and respectful manner. If an employee comes to their manager with a difficult situation, the latter must have the tools and vocabulary to discuss it. You also want employees to feel at ease approaching their leaders with sensitive issues. Providing mental health training will make that dialogue more comfortable for everyone.

involve employees in decision-making

Some workplaces make big decisions without talking to their staff. These sudden changes can throw employees off balance, making them feel like they've lost control. While leaders must make choices to help their organization grow, consulting employees first is vital. After all, the people on the front lines see things differently than the higher-ups do.

Of course, you can't include everyone in every decision, but you can open up a dialogue. Get input from people across your organization. Ask questions and let staff share their thoughts anonymously if they prefer. You might not please everyone, but hearing from your team can shape your decisions. Ultimately, you'll create a workplace where people feel listened to and valued.