Global Chief of Talent Discovery and Diversity at Media.Monks. Global Mental Health and Diversity leader.
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Today, we have a lot to be stressed about. Today, it seems the news outlets don’t have enough airtime to broadcast all the tragedies that occur daily. Today, the pandemic that has changed the course of history lingers. Today, our country continues to endure rising gun violence. Today, corporations are stepping in to offer support for employees seeking reproductive healthcare.
It seems a new national tragedy rises each day with the sun. Simultaneously, many of us are getting back into the swing of in-person work, adjusting to physical social cues, balancing family obligations with time in the office and more. Thus, it’s not it’s a stretch to say our collective mental health and well-being have been better.
EAPs (employee assistance programs) came about in the 1940s in response to the misuse of alcohol that hindered work productivity. EAPs have since evolved notably, providing solutions for drug, mental and emotional health issues. According to the EAPA, more than 97% of large companies (over 5,000 employees) have EAP offerings free of charge to employees (even those who don’t opt-in for company health insurance). Throughout the pandemic, many Americans relied on their employers for resources and direction, and yet, on average, EAPs have historically been underutilized by employees.
The Problem
The underutilization of EAPs could likely be correlated to the stigma surrounding them. Said stigma includes fear of lack of confidentiality/professional consequences for divulging personal information, fear of judgment from co-workers/supervisors and, ultimately, fear of reaching out for help. This stigma could prevent employees from accessing your EAP.
The Solution: A Better EAP Education
I believe the potential solution to this challenge lies in properly educating employees about EAPs. Employers, let’s reform communications about EAP offerings to place emphasis on the completely confidential nature of these programs.
Let your employees know that neither their human resources department nor their managers will have access to their EAP usage information. Employees should also be made aware that EAPs serve their communities for a variety of issues (not limited to mental health depending on the company). HR leaders and employers should focus on creating accessible, inclusive and community-driven EAPs.
It’s no secret that no two people approach wellness the same way, so the language used about EAPs is of the utmost importance. The term “employee assistance program” might sound somewhat robotic and impersonal. Companies might consider rebranding their EAPs to the “wellness initiative” or “well-being program.” The community-driven aspect of this point might sound counterintuitive, as a vital component of EAPs is confidentiality. However, letting your employees know that their well-being and mental health are valued by the company is vital to opening the door for EAP use.
It falls upon HR leaders and employers to reframe the perception of EAPs so employees understand how they might be able to benefit from accessing such resources. Let your people know, that there is no shame in asking for help, and no issue is too small. Let’s feel better together.
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