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From Silence to Support: Proactively Addressing the 15% Gap in Workplace Mental Health

Mental well-being is no longer a peripheral concern in the workplace; it’s a fundamental aspect of a healthy and productive organization. 

Yet, a sobering reality persists: a mere 15% of workers feel comfortable discussing mental health at work. This highlights a critical gap between the need for support and the perceived safety to seek it. 

To explore how organizations can bridge this gap, we posed to our HR Spotlight community of business leaders and HR experts the crucial question of how to foster a workplace culture where employees feel safe and supported in addressing their mental well-being.

The responses we gathered offer a wealth of practical advice on cultivating a workplace that prioritizes mental health, showcasing the innovative approaches leaders are taking to create truly supportive environments.

Read on!

Lawrence Guyot
President, ETTE

Safe Spaces for Dialog

To foster a supportive workplace culture around mental health, I draw on my experience in cybersecurity and IT management to establish environments that prioritize security and trust. 

At ETTE, we emphasize creating safe spaces for dialog, using secure communication platforms where employees can discuss sensitive issues without fear of data leaks or judgment.

We’ve implemented the CIA Triad approach-not just for cybersecurity but as a metaphor for workplace wellness. 

Confidentiality ensures that discussions about mental health remain private, integrity underscores the importance of a supportive and honest environment, and availability means providing resources and support when needed.

I’ve also witnessed the effectiveness of integrating IT solutions that encourage a balanced work-life dynamic, like automated accessibility tools to reduce workloads. 

By reducing stress through technology optimization, employees feel more supported and have the time to focus on their well-being. 

These strategies help build a culture where mental health dialogs are natural and encouraged.

John Gluch
Owner, Gluch Group San Diego

Conversations and Partnerships

As a real estate business owner managing teams across multiple offices, I understand the importance of creating an environment where employees feel supported in addressing their mental well-being. 

We encourage open dialogue by regularly checking in with team members and normalizing conversations about mental health. Our team has access to flexible schedules, which helps them manage work-life balance more effectively. 

Additionally, we’ve partnered with resources like an employee assistance program to provide access to counseling and support.

I lead by example, openly sharing how I prioritize self-care and manage stress. 

By fostering a culture of transparency, compassion, and understanding, we’ve built an environment where team members feel safe and empowered to seek help or discuss challenges without stigma. 

This focus not only supports their well-being but also strengthens team morale and productivity.

Dr. Maria Knöbel
Medical Director, Medical Cert UK

Check-Ins and Culture

Our HR department has set up private mental health check-ins with trained professionals so that workers can talk about their health in a safe environment. 

In here, people can put their mental health first without thinking about what other people will think if they do this and go to regular classes and programs that teach them more about mental health. 

Likewise, they can also control their stress and choose their own hours, which helps them keep work and home life in order and avoid burning out. 

Supporting a culture of kindness, understanding, and help at work will help make it a place where people feel valued and free to ask for help when they need it.

We care even more about mental health very much, so we have teamed up with local mental health groups to give our employees more tools and help. 

We want to keep improving our mental health services, so we also ask our staff to talk to us and let us know what they think. 

Everyone will be healthier, happier, and more productive if we put mental health first and make the workplace a helpful place to be.

Andrew Higashi
Co-founder & CEO, ChangeEngine

Easy Communication

Creating a culture where employees feel safe discussing mental health starts with addressing the means of communication that they prefer for these types of conversations. 

A recent ChangeEngine survey revealed that while 69% of remote and hybrid leaders feel at ease using live video for sensitive discussions, only 53% of employees feel the same. Even more striking, 20% of employees reported they never feel comfortable using this method, compared to just 8% of leaders. 

Our HR team bridges this divide by prioritizing trust and accessibility. We provide training for managers to approach sensitive conversations empathetically, knowing one size doesn’t fit all. 

Whether it’s via anonymous feedback, check-ins over the phone, or through internal communication software, we’re meeting employees where they are and where they prefer to have those types of conversations. 

By pairing open communication from leadership with flexible support systems, we’re normalizing mental health discussions across all levels of our organization. Because no one should feel like they have to struggle alone.

Paul E. Wolfe
Advisor, Club Req

Taking the Lead

Creating a workplace culture where employees feel safe discussing mental health starts with leadership setting the tone. HR teams can foster this culture by implementing the following strategies:

Normalize Conversations: Encourage leaders to openly discuss mental health, share resources, and model vulnerability. When leaders demonstrate empathy, employees feel more comfortable speaking up.

Provide Training: Offer managers training on recognizing signs of mental health challenges and responding with compassion and confidentiality.

Enhance Benefits: Provide access to Employee Assistance Programs (EAPs), mental health days, and comprehensive healthcare coverage that includes mental health services.

Create Safe Spaces: Establish forums, support groups, or anonymous feedback channels where employees can share concerns without fear of judgment.

By prioritizing empathy, education, and resources, HR can build a supportive environment where mental well-being is not just addressed but actively championed. This fosters trust, loyalty, and a healthier, more engaged workforce.

Shenella Karunaratne
Director of Operations, Online MFT Programs

Open and Frequent Discussions

Our HR team is equipped with many different mental health resources. If someone goes to them needing to talk about their mental health or get help, talking to our HR staff isn’t just talking into a void. They listen and they help in whatever way you need. 

Also, as we are in the mental health industry, we naturally have discussions on the topic regularly. 

This is intentional on behalf of the leadership team. The more you talk about it, the more normalized those discussions become. 

It’s all about letting people know that there are only positive outcomes when you have the bravery to talk about it.

Archie Payne
President, CalTek Staffing

Resources and EAPs

As we are all aware, you can’t necessarily count on employees to  tell you when they’re struggling with their mental health. 

Even if you have a fairly open and supportive workplace, there is still a significant stigma in the broader business landscape regarding mental health, and many professionals still feel like they could put their career progress at risk if they discuss these challenges with their employers. 

Because of this, I find it’s important to be proactive and provide resources that they can utilize without feeling like they’re “outing themselves”, or like they need to discuss their mental health at work if they don’t feel comfortable doing so.

At minimum, this should start by choosing an employee health insurance package that covers mental health care in addition to physical health services. 

Another great option is to offer EAPs that give your employees access to counseling services or wellness workshops. 

Finally, make sure the managers in your organization are trained to spot the signs of issues like burnout, anxiety, and depression, and strategies to address or respond to these issues if they note them on their team. 

Employees who don’t feel comfortable discussing their mental health struggles with HR may be more willing to do so with a manager they trust to be empathetic and supportive.

Mike Fretto
Creative Director, Neighbor

Support Without the Need to Talk

The balance we’ve chosen to strike around mental health is that we don’t need people to talk about it at work, but we do need them to take care of themselves using the resources (like health insurance and paid time off) that we provide. 

One of the lines I find myself using a lot is “I don’t care how you use your sick days. If you think you need a day off, then you need a day off. End of story.” 

By reassuring people that I’m not going to scrutinize their decisions, I give them the freedom to get the help they need.

Jordan Anthony
Head of Nutrition, Ahara

Science-Backed Lifestyle

This is one reason I’m glad to work in a health-related space. 

Our entire philosophy is built around providing science-backed lifestyle plans to help our customers reach their goals, and we apply that same philosophy to our HR policies. 

We strongly encourage our team to not just take care of their mental health with therapy and medication, but to focus on eating a good diet, getting plenty of exercise, and sleeping well. 

Our self-care chat on Slack is one of our most popular employee “downtime” activities.

David Tang
CEO, Flevy

Policies and Practices

HR teams can embed mental health policies in the organization, like accommodations for stress-related disorders and burnout prevention programs. 

– Create anonymous reporting systems for workplace stressors such as overwork or toxic behavior

– Review and update these policies often based on the needs of employees. 

– Pay for and recognize mental health work done in teams. 

– Schedule wellness events like yoga or peer support groups after work. 

If mental health is integrated into the organizational culture, HR can show employees that it takes care of people and fosters a healthier, more productive workforce.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights. 

While all these insights resonate with the needs of today’s workforce, we advise you to carefully develop the ones you think work best for your work environment and move forward accordingly. Of course, we also advise that you do so under the guiding hand of a mental health professional.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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