Less than half of survey respondents felt that mentalhealth was prioritized at their company, and even fewer viewed their company leaders as advocates.
Because companies are not doing enough to break down this stigma, many people don’t self-identify as having a diagnosable mental health condition, even thoughof us will manage one in our lifetimes. Low levels of self-identification mean that many workers won’t seek treatment, and it might explain why disclosure rates in companies are low.
Regardless of how robust a company’s benefits are, it is culture that ultimately reduces stigma and empowers employees to actually use those benefits without fear of retribution. Our study shows that the most commonly desired workplace resources for mental health are a more open and accepting culture, training, and clearer information about where to go or who to ask for support. The ways to achieve these, and other critical components, are multifaceted.Changing the culture is a top-down process.
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