A few months ago, Patti Murin, the actress playing Anna in the Broadway show, Frozen, tweeted that she needed to take some time off for mental health reasons.
In her tweet, Murin stated, “I’ve learned that these situations aren’t something to deal with or push through. Anxiety and depression are real diseases that affect many of us. It requires rest and self care to handle every time it becomes more than I can handle in my daily life.”
Murin was right when she said that mental health issues affect many of us. The fact is that mental health issues are far more common than most people realize. One in five adult Americans – 41 million people – will experience mental health issues in any given year. Someone suffering from depression will miss approximately five missed work days and 11.5 days of reduced productivity every three months. The cost to the US economy is a staggering $51 billion annually in absenteeism and lost productivity and an additional $26 billion in direct costs of treatment.
Millennials, the largest segment of today’s workforce, report higher rates of depression than any other generation, and research indicates that depression is becoming more prevalent among younger women. Women, in fact, are nearly twice as likely as men to suffer from depression.
Unfortunately, many of those suffering from depression or other mental health issues don’t seek help. Employees often stay quiet due to the stigma of mental illness and concern that co-workers or supervisors will think poorly of them. There is still a perception by many that it’s acceptable and even encouraged to stay home from work if you’re physically ill, but not okay for mental illness. Concerns that having a mental health issue can affect career advancement can, or at least appear to those affected, be very real in some companies. Many with depression think they can just “power through it” and pull themselves together.
How employers can help
Employers have a vested interest in recognizing the importance of employee mental health and many are stepping up to act, as noted by Kari Paul in Workplaces are finally treating mental health as sick days, even on Broadway. “If you want a high-performing company, you need resilient, healthy employees, said Unilever’s chief learning officer, Tim Munden. Unilever is one of many companies like American Express and Prudential who have established comprehensive programs specifically designed to support employee mental health.
What should an employer do? First and foremost, companies need to remove the stigma of mental health. “Studies have shown that [more accepting] workplaces have happier employees with better productivity,” said Michelle Riba, a professor of psychiatry and the associate director of the University of Michigan Depression Center in an interview with Huffington Post. Awareness and education through frank and open discussions and training is critical in removing mental health stigma, as we’ve reported previously in our blog on Removing the Stigma of Mental Health.
Second, employers need to learn to recognize the signs of depression. Depression can manifest itself in many different ways physically, behaviorally and emotionally. Physically, changes in appetite, aches and pains, changes in sleep habits and feeling extremely tired can all occur. Behaviorally, those with depression may exhibit irritability, restlessness, trouble concentrating or difficulty completing daily routines. Increased alcoholic consumption or reckless behavior can occur. Emotionally, a strong and consistent feeling of sadness, anxiety or hopelessness may be noticed.
Some companies offer wellness classes such as yoga or meditation. Exercise can help by raising endorphin levels. Unilever’s mental health program referenced earlier provides regular employee workshops on sleep, mindfulness and exercise, all of which have been linked to good mental health and psychological wellbeing.
One of the most effective ways to support employees with mental health conditions is taking advantage of your Employee Assistance Program (EAP). Comprehensive EAP programs, such as those offered by Espyr, include information workshops and training for employees and supervisors on mental health. Besides helping employees recognize the symptoms of depression, this training prepares workers and supervisors for when and what actions need to be taken when suicide prevention measures are called for. Furthermore, employees have access to counselors through your EAP who are trained and certified to handle mental health issues such as depression.
If you’d like to know more about mental health programs for your company, call Espyr at 866-570-3479 or go to espyr.com.