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Why we should all prioritize reducing mental health stigma

��VlogBenefits — Wed, 11 May 2022 13:33:00 +0000

Since the start of the pandemic, mental and behavioral health requests . For the youngest employees, that increase . While the mental wellness need was always there, employers are increasingly taking notice.

All of the above puts an increased emphasis on removing any barriers that discourage anyone from saying, “I need help.” What’s one of the biggest barriers? The stigma around mental health. As part of , we chatted with a pair of experts from HealthPartners to learn tips on how to remove mental health stigma in the community and your workplace.

How is stigma affecting our communities?

While most employers report that they are serious about their employees’ mental health, many haven’t confronted one critical challenge: stigma. Nearly people facing mental health challenges say that stigma and discrimination have a large and negative effect on their lives.

The problem with stigma is similar to the problem with other types of discrimination: People who do not match the majority tend to face additional challenges. “Stigma is about silence and stereotypes, it’s about a negative view of a human being because of a condition or a set of symptoms they’re experiencing. Stigma shows up as beliefs around mental illness not being very common or around believing that no one else has ever experienced what you’re experiencing” Marna Canterbury, senior director of community health & engagement at HealthPartners, said on our Benefits podcast. As a result of stigma, mental health conditions are often viewed and treated differently from other chronic conditions. Stigma affects everything from interpersonal interactions to organizational structures, including access to treatment and reimbursement for costs.

At a time when people are at their most vulnerable, stigma prevents them from reaching out for help and utilizing the proper resources.

The defines three primary forms of stigma:

Self-stigma, also referred to as internalized stigma, is the negative assumptions and stereotypes we internalize. A person facing mental health challenges may think of themselves as broken, rather than believing they have an illness that others also face and that there are treatments for. This way of thinking not only harms their sense of self-worth, but also makes it difficult for them to seek the proper resources.
Public stigma, also known as social stigma, relates to society’s attitudes toward a group of people. Public stigma around mental health creates an environment in which individuals feel unwelcomed, judged, and alone. It shapes how individuals see themselves in the workplace and can perpetuate self-stigma.
Structural stigma refers to workplace stigma which occurs at the systems level through discrimination in cultural norms, practices, and policies. Workplace stigma often leaves employees who are facing mental health challenges feeling out of place within an unforgiving space.

What changes have you seen organizationally on this topic?

It is notable that organizations across the country have been providing and improving their mental health resources, especially their employee assistance programs (EAPs). EAPs are an effective way to support employees and help them identify and address their mental health struggles before they become a genuine obstacle to their quality of life and workplace performance.

“We’re seeing double to triple the number of people reaching out for counseling via EAPs,” Joel Spoonhiem, senior director of worksite health & population at , said on our Benefits podcast. “Employers are now offering up to 25 appointments to their employees through EAPs because they are aware there is an access issue across the country where there aren’t enough therapists available. EAPs are able to fill these gaps.”

Spoonheim said more people are also exploring digital cognitive behavioral therapy, a practical, short-term form of psychotherapy (also known as talk therapy). There are many people that, because of stigma, will never go see a therapist but are willing to explore these same services digitally without human interaction. Spoonhiem explained that “these digital programs have the same efficiencies as meeting with a therapist for 8 to 10 sessions.”

Organizations have also been seeing their claims go up. This is a good thing and indicates that people are seeking care and utilizing the resources available to them. People need to seek care in order to get better as soon as possible.

What are some common solutions you suggest to employers?

The understanding of supporting employee mental health is well established, but where do you start? First, recognize that nationally nearly face mental health issues. It is extremely important that we shift the perspective within the workplace to reduce stigma. Begin by normalizing the conversation around mental health and raising awareness about the available resources within your organization.

Spoonhiem recommends these three tips to employers:

Talk about it – Raise awareness and remind your employees it is treatable and it is normal. We need to recognize that a lot of mental health issues are treatable, manageable, and will pass. During conversations, leaders should show that they care with kindness and specificity as to why they are reaching out.
Train your managers – Train every leader on how to recognize, react, and refer someone to your EAP. Part of this is making sure your managers know what your EAP delivers. Make sure managers and employees know about the specific tools that are available to them and their benefits.
Have leaders share their own stories – Normalize the idea that you can be successful and have a mental illness. What obstacles were they facing and how did they work through them? Emphasize to your employees that they are never alone.

Check out the campaign to learn more about how you can start the conversation about mental health in your workplace and reduce the stigma.

The information in this blog post is for educational purposes only. It is not legal or tax advice. For legal or tax advice, you should consult your own counsel.

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Is professional growth a priority at your business? Here’s why it should be

��VlogBenefits — Wed, 04 May 2022 13:51:00 +0000

Putting out fires. Not enough time for strategy. Even less time to focus on the personal and professional growth of yourself and your team (if you manage one). And the churn of Zoom calls in the last couple years has only compounded the issue for many.

With so many little things popping up during a work day, how well do your employees manage these needs without losing sight of the big picture? , who is a keynote speaker, author, and coach, sat down with us for a recent episode of our Benefits podcast recording to share his expertise on time management and staying focused on growth management.

Why is this important?

The working day only has so many hours. That’s what makes time management crucial to growth and success. We all want to prioritize time management and growth management, but sometimes they are the first things to get cut. Loflin referenced his book , where he compares managing the many aspects of life to managing a circus.

“We all have three rings to our life circle that we have to manage well,” Loflin said on Benefits. “We have a work ring, a self ring, and a relationship ring. All three are extremely important and have to be managed well. But which one do we neglect most often? The circus teaches us that all three are important, but when we neglect one of them, it impacts our ability to perform well in the other two.

“We have to take better care of ourselves to be more effective at work. We have to take better care of our relationships if we’re going to be more happy with ourselves. All three rings are connected and impact one another.”

So, what can you do as a leader to implement proper time management and growth within your team?

What are common hurdles?

Many variables affect an employee’s overall productivity and growth. It often comes down to improper prioritization of tasks and time, setting boundaries, and unclear goals.

What you allocate time to throughout your workday matters most in the long run. Typically, a person who gives themselves one thing to do in a day will generally take all day to do it. Additionally, if someone adds 12 tasks to a to-do list, most people will get at least 7 of those tasks done.

Loflin recommends throwing away your to-do list and adopting the . Put your to-do list into action by blocking off a period of time within each workday to take care of several small items and components of projects. The calendar method helps quantify time as a resource and gives you a more accurate representation of your day.

Many people have a hard time holding themselves to the schedule and saying “no” to others. Rather than bluntly declining someone who is asking more out of you, here are some other phrases you can use:

I’ll have to say no to that, but here’s how I can support you.
I appreciate you asking, but my time is already committed to _____.
My plate is full right now. Let me see if I can find someone else who can help you.

As an employee, Loflin emphasizes being OK with asking for clarification, something along the lines of: “This is where I planned on investing my time. Does that align with what you believe is most important for me to be focusing on right now?” Everything comes back to communication.

What can employers do to change course?

You may want to take leadership to the next level, but the common question is, “How”? It can be challenging to know if you’re making progress each day as a leader and if your team is pursuing growth. Returning to the basics of communication and thinking intuitively can help employers efficiently manage their teams and set examples as a leader.

Setting aside time to connect on a weekly basis with your team members can help a team evolve. With your direct employees, allow this time to be theirs to talk through things with you. During these one-on-one conversations or even as you are ending your workday, reflect on if you’re making progress. Loflin’s to help you do this are:

What did I move forward today?
What did I finish today?
What did I figure out today?
What did I do to focus today?
What did I fail at today?

Check out for more insight on time management, growth management, and helping employees thrive.