Part 3: Mental Health Matters in the Workplace with Rethink Mental Illness
Welcome to the third instalment of our blog series ‘Inclusive Excellence: Incorporating life into equitable workplaces', which is addressing how workplaces can strive to create inclusive and equitable cultures through thought leadership from leading charities and organisations.
In this edition, we are excited to feature insights from Aneeka Neehaul, Diversity, Equity & Inclusion Manager at Rethink Mental Illness
The blog discusses the importance of mental health in the workplace and how by prioritising employee well-being within the broader context of EDI, employers can create a workplace where everyone feels valued, supported, and able to bring their authentic selves to work. Aneeka offers practical steps for employers to create an inclusive environment, such as normalizing mental health conversations, providing accessible resources, implementing flexible work arrangements, fostering inclusion, and continuously improving mental health strategies.
Mental Health in the Workplace: Creating an Inclusive and Supportive Environment
Author: Aneeka Neehaul
In today’s fast-paced and ever-evolving work environment, mental health has become a crucial area of focus. As the Diversity, Equity, and Inclusion (DEI) Manager at Rethink Mental Illness, a charity that is dedicated to improving the lives of those living with mental illness, I have witnessed firsthand the profound impact that mental health can have on an individual’s ability to thrive in the workplace. This topic isn’t just important—it’s essential to fostering an inclusive and supportive work environment where all employees feel safe to be themselves.
Why mental health in the workplace is a must
Mental health is becoming an increasingly important value for employees across all workforces since the pandemic. According to the Mental Health Foundation, one in six workers experiences a mental health problem, such as anxiety or depression, at any given time. We know the impact of mental health issues is not exclusive to our personal lives – it also can also impact how we experience our working environment. This is particularly significant in sectors like insurance, where the high-pressure environment can increase mental health challenges.
From an EDI (equity, diversity and inclusion) perspective, mental health is deeply interconnected with equity and inclusion. Employees from marginalised groups often face additional stressors, such as discrimination, microaggressions, or the pressure of being the only person of their demographic in the room. These experiences can contribute to or exacerbate mental health issues, making it all the more important for employers to create an environment where mental health is prioritised, and where all employees feel supported.
How to build a mental health-inclusive workplace
To create a truly inclusive workplace, it’s essential for employers to consider mental health as a key component of their EDI strategy. This means moving beyond surface-level initiatives and implementing policies and practices that address the root causes of mental health challenges in the workplace. Here are some ideas and practical steps that employers can take:
1. Normalise conversations around mental health
One of the most significant barriers to mental health support in the workplace is the stigma associated with it. Employees may fear that disclosing a mental health issue could lead to judgment, discrimination - even job loss.
To combat this, leaders must actively work to normalise conversations around mental health. This can be achieved through regular communication from senior leadership, sharing personal stories, and encouraging open dialogue about mental health. Training managers to recognise the signs of mental health issues and to respond with empathy and support is also crucial.
At Rethink Mental Illness, we advocate for mental health initiatives within teams at all levels. Incorporating mental health topics into company-wide meetings, newsletters, and internal communications to keep it on the agenda will also ensure that support is always at the forefront of the organisation’s values and ethics.
2. Provide accessible mental health resources
Accessibility is key when it comes to mental health support. Employers should ensure that all employees have easy access to mental health resources, whether through an Employee Assistance Programme (EAP), mental health days, or on-site counselling services. These resources should be clearly communicated to all employees, and there should be no barriers to accessing them.
To address stigma, anonymise any access to resources so employees feel it is safe to approach those resources without the fear of being identified.
Furthermore, resources should be culturally sensitive and inclusive, recognising the diverse needs of the workforce. For example, employees from different cultural backgrounds may have different understandings of mental health or may face unique challenges in accessing support. Tailoring resources to meet these diverse needs is essential for ensuring that all employees can benefit from them, for example, ensuring the counselling available has a diverse range of therapists.
3. Implement flexible working arrangements
The rigid structure of traditional work environments can increase mental health challenges, particularly for those with ongoing mental health conditions. Flexible working arrangements, such as remote work, flexible hours, or reduced workloads, can help employees manage their mental health more effectively while still contributing to the organisation.
Employers should also consider offering mental health leave, separate from generic sick leave, to allow employees the time they need to focus on their mental well-being without the added stress of financial or job security concerns.
4. Foster a culture of inclusion and belonging
An inclusive workplace culture is one where all employees feel valued and supported, regardless of their mental health status. This can be fostered through diversity training, inclusive policies, and by ensuring that mental health is a visible and integral part of the organisation’s EDI strategy.
Employee Resource Groups (ERGs) focused on mental health can also play a vital role in creating a sense of community and belonging for employees who may feel isolated due to their mental health challenges, especially in terms of a particular characteristic.
At Rethink, we have four thriving staff networks and are developing more to cater to our vast variety of employees who really see the value of these safe and brave spaces. These groups provide peer support, advocate for mental health initiatives, and help to create a more inclusive work environment by influencing the organisation and providing feedback on initiatives that help us to become an equitable organisation.
5. Measure impact and continuously improve
Finally, it is essential for employers to measure the impact of their mental health initiatives and to use this data to inform continuous improvement. Surveys, feedback mechanisms, and mental health assessments can provide valuable insights into how well the organisation is supporting its employees and where there may be gaps.
Employers should be transparent and consistent about the results of these assessments and should involve employees in the process of developing and refining mental health strategies. This collaborative approach not only ensures that the initiatives are effective, but also helps to build trust and engagement among the workforce.
The way forward
As we move forward, it is vital for employers to recognise that mental health is not a peripheral issue—it is central to the well-being and success of both employees and the organisation as a whole. By prioritising mental health within the broader context of EDI, employers can create a workplace where everyone feels valued, supported, and able to bring their authentic selves to work.
At Rethink, we are committed to driving change in this area, not only through our advocacy and support services but also by working with organisations to develop and implement effective mental health strategies. Together, we create a workplace culture that truly embrace equity, diversity and inclusion, which supports the mental health and well-being of all employees.
For more information on how you can support mental health in your workplace, please visit Rethink Mental Illness so we can work together to make mental health a priority in every workplace.
Resources for ABI Member firms
Together with our members, we are committed to promoting mental health awareness within the insurance and long-term savings sector. As part of our DEI Blueprint, we are eager to collaborate with industry peers in networks focused on creating supportive environments for individuals facing mental health challenges. More information can be found on our DEI Hub.
As part of our DEI blueprint, we encourage the uptake of mental health awareness courses and the training of mental health first aiders. Furthermore, we recommend considering how external expertise, such as mental health support and grief counselling, can be more effectively utilised to support people. We also encourage firms to think about how they could aim to target support for those with additional sensitivities that may impact their attitude towards providing information, such as ongoing mental health challenges.
We also collect data on our member firms' offerings on mental health support, which you can read more about in our DEI Blueprint progress report from 2023.
Additionally, we provide information and training on supporting mental health including through our work with Rightsteps.
Read more from our Inclusive Excellence Blog Series
<Part 2: Embracing Autism Inclusion in the Workplace with Aspierations
>Part 4 : Time to Start Caring with Carers UK