The reality of mental health stigma and how to tackle it

human head illustration with crumpled-up pieces of paper to symbolise a human brain under stress from mental health stigma

It’s National Sickie Day on the 7th of February, named as such because this is the day when most sick days are taken. Yes, it’s the deepest part of winter when bugs are rife, but we might just not feel on top form and in need of a duvet day. How many of us will admit to this being related to our mental health?  Why is it that we still feel it is harder to be off sick with feeling stressed, depressed, or anxious than with a virus or a physical injury or illness?

This is stigma, and it prevents people from reaching out when they are most vulnerable, creating clouds of shame, prejudice, and discrimination toward those with mental ill health. Research suggests that up to 75% of people don’t seek the help they need because of stigma and reluctance to be seen by a doctor. Young people, men, minority ethnic groups, the military, and health professionals were most at risk from mental health stigma. By not speaking up, people suffer alone for a long time. 

Stigma marginalises all minority groups, creating prejudice against ‘difference’ from a dominant view of normal. Being black, brown, disabled, LGBTQIA+, elderly, or female, is to be stigmatised in our society.

When it comes to tackling stigma, employees are much more savvy and in touch than employers, with McKinsey reporting that only 23% of employers have implemented anti-stigma or awareness campaigns, compared to 80% of employees who believe this is the right thing to do! Resistance to tackling stigma only fuels toxicity and bullying at work for minority groups, and increases anxiety, depression, burnout and distress, yet this is one critical challenge employers are not confronting and acting on, says McKinsey.

Types of Stigma

By its nature, stigma has invisibility qualities and so awareness is key in tackling it.

The types of stigma to look for:

  • Treatment stigma – Associated with using mental health services, such as having a therapist or attending classes, and fear of disclosing when having treatment

  • Internalised self-stigma – Feeling ashamed, worthless, or broken and accepting a negative stereotype or feeling as if you have a moral or character flaw in some way

  • Public or social stigma – The dominant views of society about minority groups and mental ill health that maintains power in the hands of the dominant group

  • Structural stigma – System-level discrimination including the workplace. Cultural norms and institutional practices and healthcare policies, that are not at parity with other health conditions, constrain resources and opportunities and impair wellbeing

  • Other barriers that reinforce stigma are concerns about confidentiality, wanting to handle a problem alone, and not believing help is needed

man holding paper cut-outs of humans holding hands to symbolise control of employee wellbeing

What can employees do?

  • Be educated about mental health and let others know you are an Ally by outwardly showing support for minority groups and mental health campaigns

  • Try not to downplay or hide any help you might be seeking or receiving yourself. Openness is key

  • Be willing to get closer to peers, be curious about them as people, and form bonds through increasing kindness and dropping competition

  • Listen closely to understand the difficulties others face and adjust your thinking. Instead of thinking “what’s wrong with them?”, think “what has happened to them?”, and then ask yourself “what’s right with them?” to appreciate their qualities and differences 

  • Be brave and prepared to challenge, speak up if you notice unfairness, disrespect, inequality, unfair treatment or bullying of any kind

  • Choose words with sensitivity, as they do matter. Words like psycho, mental, whacko, crazy, split personality are not helpful to anyone

  • Try these simple conversation tips to stop stigma and help others feel supported

What can employers do?

Employers need to work harder to reassure employees that there is no penalty for feeling mentally unwell and instead offer the right support to help, delivered with compassion.  

Employers can do three things:

  1. Shift the perception of mental illness from a personal failing by accepting these conditions are treatable diseases like other medical conditions and nothing to be ashamed about. Educate managers and share personal stories from the top down

  2. Eliminate discriminatory behaviour and treat mental health with the same urgency, skill, and compassion as other medical conditions. Reward wellness instead of overworking. Commit to inclusive agendas and non-stigmatising language

  3. Strive to ensure parity among the mental and physical health benefits offered to employees. Demonstrate equality in policies, benefits, and work-based programmes

By acting together employers and employees can make a big difference and get policies and practices changed so that the business and its people learn to stop the stigma.

Learn how mental health services can enhance your business by booking a free consultancy session with our expert team. 

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