Embedding Preventative Mental Health Care In The Workplace

As more people in the U.S. get vaccinated, life this summer is being described as getting back to “normal.” This, of course, comes with the lowering of preventative measures that were designed to reduce the spread of Covid-19 – which many consider a great relief. At the same time, the mental health of working Americans is far from what should be considered “normal.” Employees are anxious about returning to work in the office, they are unable to focus, and young employees especially are facing high levels of stress and burnout. While we may be starting to let down our guard in preventing the virus, now is the time to raise it when it comes to preventing the “spread” of serious mental health conditions like substance abuse, sleep disorders, PTS, social anxiety or clinical depression.

It is critical that employers use the current moment to embed preventative measures that will help identify and address mental health problems before they arise. Just as Covid-19 sickened the bodies of millions and created an overwhelming number of new patients in need of physical treatment, the uncertainty and trauma of the pandemic has damaged the mental health of millions – many of which are experiencing emotional and behavioral symptoms for the first time. For instance, Aon discovered through a recent survey that 42% of employees reported experiencing a decline in their mental health since the beginning of the pandemic. Based on such a trend, one might think that it is too late for preventative measures, if employees are already declining – but that could not be farther from the truth. Preventative measures often focus on building coping skills and resilience which help employees thrive in the face of future challenges – a long term investment regardless of how employees are currently faring.

Preventative care can change the conversation around mental health

For a variety of reasons, mental healthcare tends to focus on “the equivalent of ‘stage 4’ of a mental illness,” as a recent report from McKinsey report & Co. explains. Not only is the system set up this way, but individuals have a difficult time self-identifying, especially if they are not experiencing extremely disruptive, obvious symptoms. By embedding preventative mental health care in workplace mental health models, employers have a significant opportunity to change the conversation. Consider the preventative fitness and nutrition initiatives many employers have launched in the past decade to combat chronic physical conditions; from exercise challenges to messaging about hydration and diet, companies like Merck have embraced the conversation about preventative healthcare. When preventative care is embedded in this way, all (at least, most) employees feel compelled to engage – not just those that are diagnosed or self-identify as “unhealthy.”

That said, preventative mental health care must be more than a set of initiatives; it must be considered as part of the overall organizational strategy. This includes a holistic approach to workforce wellbeing which begins with the management team and encompasses emotional, physical, social and financial wellbeing.  The fact is, there is no health without mental health.

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