In today’s corporate climate, tight deadlines and complex projects place tremendous pressure on employees to consistently deliver high-quality work within limited time frames. As a result, this constant workload often leads to increased levels of mental stress for employees. Some people show visible signs of nervousness, while others become more irritable, withdraw during team meetings, avoid eye contact, and don’t contribute much to discussions.
Despite the undeniable importance of mental health in the modern workplace, there is still a lot of stigma surrounding the discussion of this topic. This stigma fosters an environment where conversations about mental health are silenced, avoided, or ignored, denying employees valuable opportunities to address their health conditions and improve productivity.
Taboos around discussing mental health are deeply ingrained in many organizational cultures, driven by employees’ fears that they will face discrimination, judgment, or career setbacks if they open up about their mental health concerns. I am. As a result, many choose not to seek much-needed support and suffer in silence, perpetuating the cycle of distress and poor performance.
But the consequences of ignoring mental health in the workplace are far-reaching. Research consistently demonstrates that unresolved mental health issues negatively impact employee morale, engagement, and overall organizational performance. Additionally, the economic costs to businesses of absenteeism, attendance, and turnover due to mental health-related issues are staggering.
Recognizing the urgency of this issue, Ms. Supreeta Bhattacharya, Chief of Staff, Master Capital Services, emphasizes that it is essential to destigmatize discussions about mental health in the workplace. In her view, this is not only a moral obligation, but also a strategic necessity for organizations committed to promoting healthy, inclusive, and high-performance work environments.
In an exclusive conversation with People Matters, she shares her insights on the importance of breaking down barriers when discussing mental health in the workplace, promoting employee well-being, increasing productivity, caring and supporting further highlights the potential benefits for organizations in fostering a culture of .
Excerpt from interview:
How should leaders within organizations encourage and model open communication about mental health?
Mental health is an essential part of your overall well-being and essential to your ability to function well in your daily life. Mental health and physical health are interrelated. Poor mental health can contribute to the development or worsening of physical health problems, and vice versa.
Normalizing conversations around mental health by openly sharing personal experiences is a powerful way to encourage and demonstrate open communication, ultimately reducing the stigma associated with mental health . Leading by example shows them that it’s okay to talk about problems and ask for help when you need it. Leaders must focus on creating a safe and supportive workplace, and they must also implement programs that promote mental health awareness and wellness.
What is the best way to educate employees and managers about mental health?
First, training programs and effective webinars and seminars by experts on the subject can go a long way in addressing issues related to mental health and overcoming the stigma associated with it.
Second, there should also be an emphasis on leveraging the organization’s internal communication channels to share relevant information about mental health, upcoming awareness events, best practices, etc.
Anonymous surveys are also useful for helping people who don’t feel comfortable coming out and disclosing their problems. These measures are not intended to be pilots; they require continuity to ensure their effectiveness.
How can HR departments assess the impact of initiatives aimed at promoting open communication about mental health?
Human resources plays a key role in promoting mental health awareness and wellness programs within the workplace. Regular sessions that encourage open and honest discussion are essential. Managers and team leaders need training to recognize mental health issues so they can jointly address these challenges. HR professionals themselves need training to identify warning signs and indicator parameters that indicate someone on their team may need help with a mental health issue. This awareness and expertise comes with experience.
It is important to recognize and reward individuals and teams who are actively involved in promoting mental health awareness and open communication. Human resources departments can also establish focus groups to reach people who are struggling to express or communicate the challenges they are facing. Overall, creating a supportive environment through these efforts contributes to the well-being of everyone in the workplace.
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What strategies does your organization employ to address and reduce stigma related to mental health in the workplace?
We encourage everyone to openly discuss mental health and share personal stories to show vulnerability. Also quoting my own words here, I talk very openly about postpartum challenges and how I was able to seek professional help in stressful situations.
My director has been, and continues to be, very supportive of any support or guidance that I or anyone else may need. To help those in need, we also regularly hold sessions on spiritual awareness and wellness. Separately, we strive to foster a culture of openness, empathy, and support for the well-being of our employees.
What challenges have you encountered in promoting open communication about mental health, and what lessons have you learned from addressing these challenges?
Fear of being judged is hard to overcome, and privacy concerns, resistance to change, and lack of recognition make mental health even more difficult. It’s important to consistently treat your mind the same way you treat your body.
The key is to raise awareness, encourage open discussion on forums, and seek expert advice. Everyone thinks differently and therefore has different challenges. It highlights the importance of recognizing indicators before it is too late. In summary, we must consistently prioritize mental health, promote awareness, and create space for open conversation and expert guidance.
How do you envision the future of conversations about mental health in the workplace, and what steps is your organization taking to further de-stigmatize these discussions?
These days, many organizations are moving toward a more holistic approach that integrates mental health into overall well-being efforts. And we believe the same. Many technology platforms are now available for health apps and customized health programs to be integrated into corporate engagement plans.
Apart from these, these include collaborating with external mental health experts, conducting awareness-raising activities, encouraging best practices within the organization, communicating openly, and conducting regular surveys and feedback to measure effectiveness. Here are some steps we are taking to de-stigmatize the topic of mental health.
