by Sarah //
What do you really think of persons with mental health conditions? What would you say if others weren’t around to hear?
Six years ago, Tapestry’s founder Nicole participated in the social experiment by Beyond the Label shown in the video above to find out the hidden prejudices and stereotypes Singaporeans have towards persons affected by mental health conditions.
Today, mental health awareness may seem higher than before, but many of us still hold assumptions and biases towards persons with mental health conditions, whether we like to admit it or not.
As we approach World Mental Health Day on 10th October, let’s each of us look within ourselves to consider: What is my attitude towards persons with mental health conditions, really? How much do I actually know about mental health? And how can I be kinder, more accepting and more inclusive towards the people around me?
It’s time to prioritise mental health in the workplace
Here are some sobering facts. According to a study by the National Council of Social Services in 2021, only 3 in 5 employees are willing to work with someone with a mental health condition, and only 2 in 5 agree that their organisations provide adequate support for their mental well-being. With tales of ‘toxic workplaces’ and ‘quiet quitting’ becoming increasingly common, there is an increasingly need to address the problem of poor mental health in the workplace.
This year, the theme for World Mental Health Day is: It is time to prioritise mental health in the workplace. Why is it crucial to do so?
Social inclusion is a key factor in improving the quality of life of persons with mental health conditions, according to research conducted by the National Council of Social Service (NCSS) – and this includes inclusion in the workplace. Yet, while many persons with mental health conditions desire employment, stigma and misconceptions surrounding mental health make it difficult for them to find work.
Persons facing mental health challenges may even experience self-stigma and the “why try?” effect, whereby diminished self-esteem and self-efficacy dissuade them from pursuing opportunities. However, persons with lived experiences of mental health struggles have unique strengths to offer. For example, persons in recovery may possess greater resilience, resourcefulness and empathy.
Inclusionis not just about supporting people with mental health conditions. All of us benefit from cultivating a safe and healthy working environment. There are many possible risks to mental health present in the workplace, from excessive workloads, to long hours, discrimination, and toxic organisational cultures. On the other hand, work in a supportive and positive environment provides a sense of confidence, purpose and achievement, an opportunity for social networks and a community, a platform for structured routines, and more.
Prioritising mental health benefits employers as well as employees. A 2017 NCSS survey of 505 companies found that companies earned an average of S$5.60 for every S$1 invested in workplace adjustments like access to counselling, flexi-work arrangements and job redesign. Benefits from such efforts towards inclusion included lower absenteeism, reduced medical claims, and improved employee retention, performance and productivity.
How can we improve acceptance in the workplace?
While most of us agree that it is important to prioritise mental health in the workplace, doing so is easier said than done. Without a supportive workplace culture, it is difficult to open up about our mental health struggles, or advocate for our own well-being to our colleagues and those in administrative positions.
This is why it is important for employers to take the lead in promoting mental wellness and shaping a healthier organisational culture. Although individuals are responsible for themselves, the burden should not fall solely on the employee to make ‘self-care’ or ‘work-life balance’ possible, especially since employees are often in positions of lesser power. Wider cultural and organisational change is necessary.
Employers have a responsibility to build an inclusive culture that promotes mental well-being in the workplace. Workplace mental well-being requires a holistic, sustainable approach that goes beyond individual stress management, to creating a long-lasting supportive culture. It is important to involve employees and persons with lived experience of mental health conditions in decision-making.
- Encourage a culture of open dialogue to reduce stigma surrounding mental health
- Conduct talks to equip employees with knowledge and tools to manage their mental health
- Review the company’s HR policies and hiring practices to be fairer and friendlier towards people with mental health conditions, such as:
- Empowering employees to manage their own time and responsibilities through flexible work hours and remote working arrangements
- Training management and talent acquisition teams to recognise unconscious personal biases
- Training supervisors to recognise and respond to signs of emotional distress, and to build interpersonal skills such as active listening and effective communication.
- Provide all employees with access to mental health support and resources, such as:
- Engaging a third party to offer confidential professional counselling to employees
- Organising mindfulness sessions to help employees cope with stress
Together, let’s continue to advocate for greater inclusivity and acceptance for all in relation to mental health – whether in the workplace or in other areas of our lives.
References:
- Garfield, S., Bhargawa, R. and Kostegan, E. (30 May 2024). Improving workplace productivity requires a holistic approach to employee health and well-being. World Economic Forum. https://www.weforum.org/agenda/2024/05/how-to-transform-workplace-mental-health-through-a-holistic-approach-to-employee-health-and-well-being/
- Lok, C. and Ng, D. (17 October 2022). People with mental health conditions lack opportunities even as firms try to embrace inclusivity. Channel News Asia https://www.channelnewsasia.com/singapore/mental-health-inclusivity-employment-lack-opportunities-3027271
- Tripartite Alliance for Fair & Progressive Employment Practices. (17 October 2019). Workplace Inclusion: Supporting Mental Health in the Workplaces. https://www.tal.sg/tafep/resources/articles/2019/workplace-inclusion-supporting-mental-health-in-the-workplaces#
- Workipedia. (27 April 2020). Mental Health at the Workplace: It’s Time We Started Talking About it. My Careersfuture. https://content.mycareersfuture.gov.sg/mental-health-workplace-time-started-talking/
- World Health Organisation. (2 September 2024). Mental health at work. https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work
Sarah cares deeply about mental health advocacy, having experienced mental health struggles firsthand. She believes in the transformative power of storytelling, finds hope in everyday acts of kindness and is constantly amazed by the resilience of the human spirit.
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