Michael Held is CEO and Founder of LifeSpeak, a mental health and total well-being education platform.
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In 2020, EarnUp CEO Matthew Cooper penned a moving essay on why he was stepping down as CEO for the betterment of his mental health. In 2021, Simone Biles famously bowed out of competition at the Tokyo Olympics to prioritize her mental health. Most recently, the Child Mind Institute launched “Dare to Share,” a campaign featuring the U.S. Surgeon General and celebrities, such as Pink, sharing their personal mental health struggles.
At the enterprise level, never has more been done to support mental health. While many organizations were already trending in this direction, the Covid-19 pandemic triggered isolation, loss and uncertainty that amplified existing mental health challenges and brought new ones to light.
In the wake of these events, many large organizations have beefed up their employee policies, benefits and perks to put supporting mental health front and center. For instance, Microsoft deployed “Microsoft CARES,” an employee assistance program (EAP) that features in-person, digital and telephone counseling services, support groups and workshops. Pinterest hosts “Pinside Out,” a series of wellness-focused events and employee resource groups (ERGs) where employees can discuss their mental health issues together and through virtual classes.
These initiatives don’t embody a new idea. ERGs and EAPs have been around for decades. Pre-pandemic, they helped foster culture and provided a place where employees could lean on each other for support. Google has taken it one step further with its “blue dot” program, in which a blue dot on an employee lanyard or laptop indicates they are a “trained listener” for anyone in need of a confidant.
As the leader of a mental health and well-being education company, I’m familiar with EAPs and ERGs and the incredible work they can do to help remove stigma in the workplace. I’ve also been encouraged by the many companies publicly reinforcing their dedication to the improved mental health of their workforce. Research report after research report shows mental health support is a key pillar in employee engagement and retention. However, organizations must still take care to balance public initiatives with each employee’s desire for privacy.
The Right To Be Anonymous
While many find solace in sharing their stories with others, it’s important to remember that mental health struggles are deeply personal. Some employees will never join workshops or group sessions about mental health and are unlikely to disclose their challenges to even their closest work buddy. For this group of employees, the sudden spotlight on mental health may be jarring. A good-natured attempt to see how an employee is “feeling” or an invitation to a mental health group session may even trigger anxiety.
Imagine this: You’re struggling with depression triggered by a confluence of factors—a turbulent relationship, tight financials and general chaos in the world. You don’t feel good, but you were raised to believe depression is a sign of weakness. Suddenly, your manager invites you to a mental health group session. You scoff. You tell yourself you don’t have problems with mental health when maybe the truth is you aren’t ready to accept the help you need.
This is why every organization should offer confidential and anonymous support options. While it’s important to show solidarity through public discourse and events, giving people space to work without labels is equally important. This isn’t about “covering up” or ignoring mental illness in the workplace; it’s about giving employees as much autonomy as possible so they can take the first steps toward acknowledging their challenges and getting help.
While anonymous and confidential options may lack some of the data that ties directly to the ROI of mental health resources, it's important to offer these options. Employees want access to support anytime, anywhere, and ensuring there are confidential and anonymous resources can help make mental health support more accessible and appealing.
Evaluating The Mental Health Support Stack
So, what’s the solution? Should we eliminate ESGs and rework EAPs? Absolutely not. These programs are cornerstones of employee support and corporate culture. Instead, business leaders should evaluate every piece of their “mental health support stack” to ensure equal emphasis on anonymous and autonomous resources as group resources.
For every public gathering you host, be sure to promote equivalent, anonymous support. Look at the resources you offer and consider what might be missing for employees wanting a self-directed wellness journey. For example, if your company offers addiction recovery gatherings, it can also provide an anonymous option for those who choose to keep their struggles private. Some companies can provide on-demand, confidential substance abuse support, for instance.
Remember, there is no one-size-fits-all approach to mental health support. While I applaud the remarkable individuals who share their personal struggles to help others feel less alone, it’s important to acknowledge that sharing is a choice and should not be required for getting support. Whatever direction your employees’ wellness journey takes, let’s focus on the outcome that organizations want to achieve—happy, supported and productive individuals.
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