Mental health issues like anxiety and depression are on the rise for young workers. This is not surprising when you consider that over half of college students report experiencing symptoms of anxiety. And they will be entering the workplace before we know it.
As leaders in organizations, there are things we can do to create a safe space for employees to get help for mental health issues and to create policies to reduce stress in the workplace. Here are some ways to support staff:
• Offer a medical plan that has strong mental health coverage.
• Make accessing mental health care affordable.
• Offer both in-network and out-of-network coverage.
• Offer an Employee Assistance Program (EAP) and ensure employees are aware that it is available and accessible to themselves and their families.
• Educate employees often about warning signs of stress and offer seminars on topics such as stress reduction, time management, etc.
• Make it the “new normal” that reaching out for help is supported and encouraged. Consider offering on-site counselors for employees to make appointments with during the workday.
The workforce is changing with multiple generations experiencing stress and mental health issues in different ways. For example, many millennials may be stressed about balancing childcare and work, while other more senior employees are challenged by finding care for their elderly parents and in-laws. To meet this wide range of needs, leaders should consider a comprehensive wellness program coupled with employee “stress friendly” programs and policies, such as:
• Paid family leave with options for elder care.
• Childcare programs and emergency childcare (i.e., if the sitter calls out sick).
• Employee feedback surveys to take the pulse of employee perceptions of stress and act on them, creating programs to address specific needs and concerns.
• Holistic workplace examination to ensure supervisors are well-trained, and to encourage more employee autonomy.
• Bringing doctors on site to provide checkups, flu shots and health screenings for high blood pressure, diabetes, etc.
• Encouraging healthy eating with designated days such as "Salad Tuesdays" or "Mixed Fruit Mondays."
• Providing smoking cessation information and support.
• Wellness initiatives adapted to your work culture as programs may be more effective in some workplaces than others.
• Consulting with healthcare insurance plans and see if they offer free wellness seminars and funding for events.
It is often difficult to find an in-network mental health provider. This challenge coupled with the high cost of therapy ranging as high as $250 or more per session makes seeking mental health services virtually impossible for some employees. Consider offering out-of-network coverage with a manageable deductible, in combination with a flexible savings account (FSA) that can be used to cover the co-payments and deductibles until coinsurance kicks in. An example is a medical plan that has an out of network deductible of $750; offer an FSA so employees can contribute pre-tax dollars to cover the cost of co-pays and sessions until the plan starts paying.
Some employers argue that offering mental health and wellness programs are too expensive and not part of the bottom line. But according to the World Health Organization (WHO), about $1 trillion in productivity is lost each year from anxiety and depression alone. And in the U.S., 20% of adults are diagnosed with a mental illness each year — but the good news is over 80% of employees who received treatment reported improved productivity and satisfaction. So, the question really is, can employers really afford not to cover mental health and wellness?
