Employers who stigmatize mental health playing 'dangerous game' with workers, says association

If you've ever felt the need to tell your employer you have the fluinstead of asking for a mental health day, you're not alone, according to a specialist with the Canadian Mental Health Association.

Katharine Coons, the organization'snational workplace mental health specialist, said a lack of education creates stigma surrounding mental health issues,which can quickly lead to discrimination on the job and internalized emotions.

"It's this big cycle of stigma that needs to kind of be broken down so people can access the support that they need," Coonssaid in an interview Tuesday.

Without that support, Coons said employees don't feel safe discussing their mental healthwith their employer or co-workers.

But shesaid there are things employers can do to work towardremoving the stigma attached to mental health issues.

Empathy, compassion needed

Promotions and praise are usually tied to overworking, which Coons said canresult inburnout.

She said it's a "dangerous game" to put workers in situations where they feel required to work longer hours to the detriment of their mental health.

"It can actually lead to higher levels of turnover, of absenteeism and disability claims for employers," said Coons.

She said the way an employer responds to a mental health concern from an employee is crucial.

If anemployee asks fortime off to take care of their mental health and that request is met with a negative reaction, it creates a ripple effect that discourages other workers from coming forward.

Coons said employers should respond "with empathy and compassion and understanding the same way you would for someone that came with a physical health challenge or a physical illness."

Calls for a 'holistic approach'

Jenna Brookfield, an occupational health and safety officer with CUPEin Nova Scotia, said some employers are more receptivethan others,but in general, theoutlook toward mental health in the workplace has a long way to go.

"Employers [are] seeing it as employees needing to be accommodatedrather than a more holistic approach that would recognizethat the workplace also impacts people's mental health, and can either be a strength in their mental health or a detracting factor," said Brookfield.

She said there are a lot of tools for employers to help them gauge their employees' well-being, likeGuarding Minds at Work, an online survey that canshow what potential mental health hazards exist in an organization so theycan be addressed early on.

They are tools thatCUPE, whichrepresentssome 700,000 members in various fieldsacross Canada,is encouraging employers to try.

Brookfield said she hopes that moving forward, employers will become more proactive in addressingmental health in the workplace, instead of being reactive.

"We haven't gotten to a place yet where most workplaces are recognizing that there are preventativemeasures that can be taken within their own workplace to help support everyone's mental health and prevent mentalinjuries," she said.