How to Tell if a Workplace Prioritizes Mental Health

With discussions of mental health on the rise, there are more and more companies that claim to be aligned with prioritizing mental health in the workplace. However, these promises are sometimes not fulfilled and the burnout within the company continues to exist. We want to be mindful and diligent when assessing if a place of work would accommodate mental health needs and be willing to put the wellbeing of their employees as a core value. This can sometimes seem like a difficult thing to have a gauge one, particularly because the bar is so low and the majority of spaces haven’t held mental health as a priority in the past. With that reason alone, we wanted to come up with a list of things to consider when thinking about if your company supports mental wellness.

1. Language and Stigma 

Does your place of work use stigmatized language or become judgmental when discussing things like anxiety or depression? Do they seem to be critical of those who take mental health days? Is there verbiage that feels offensive or inappropriate? If so these may be indicators that there are some things to be worked on. Especially if these judgements and discussions come from the people who are in positions of power. We want to remember the trickle down effect, if those at the top have a certain belief or attitude, it can be challenging to change the organization below. Remember to think about moments that someone has corrected language or advocated for other’s mental health, usually that’s a green flag. 

2. Emotional Safety

We also want to consider what tactics are being used to ‘motivate’ individuals in the workplace. Are you receiving encouragement and support? Or, is humiliation, embarrassment, and comparisons utilized? There are several industries that utilize tactics that can add stress to their employers from a social perspective. We want to make sure that you are feeling comfortable enough to be yourself as well as advocate for your needs without feeling like you’re risking your own well-being. 

3. Communication

Having clear and open communication can really set the tone for emotional well-being. Open communication can be really helpful when it comes to workload expectations, feedback, and collaboration. This can also be key when asking for help! Knowing that you can communicate what you need and it will be addressed with your questions answered is a supportive way to show that your employer cares about your mental load.

4. Proactive Policies

Being proactive about underlying stressors can make or break mental wellness in a workplace. Clear and direct policies and procedures about emotional safety at work can help workers feel a sense of support and care when it comes to how they will be treated. These can look like various forms of HR support and resources as well as anonymous reporting protections for workplace harassment and supports that are separate from your chain of command. 

Realistically, there is no way to ensure that companies are putting their money where their mouth is when it comes to prioritizing mental health in the workplace. However, starting with these areas can help you build your own analysis of what the company is engaged with and how that aligns with your wants and needs in a place of work. 

The information on this website is not intended to diagnose or treat any medical or psychological condition and is not a substitute for therapy. If you are experiencing an emergency please call/text 988 or go to your nearest emergency room.