Fostering a Culture of Care: Mental Health Inclusivity in the Workplace

Large numbers of people who lived through the COVID-19 pandemic experienced mental health challenges, whether from burnout as front-line responders or from feelings of isolation, depression, and fear about the future. For some, mental wellbeing concerns are ongoing issues that can make daily life difficult. Encountering mental health stigma in the workplace can significantly increase their burden. This article explores strategies to foster a culture of care and mental health inclusivity in the workplace for long-term success, with a focus on the New Zealand market.

Understanding Mental Health Stigma in the Workplace

What is Mental Health Stigma and How Does it Manifest?

Mental health stigma in the workplace can materialise as negative stereotyping, prejudiced attitudes, and discrimination towards individuals who have – or are perceived to have – mental health disorders or who seek support for their mental wellbeing. The consequences can include a reluctance to seek help, lower morale, decreased productivity, increased absenteeism, and an unsupportive work environment for those dealing with mental health issues.
 

The Impact of Mental Health Stigma

Mental health conditions are often misunderstood by the general cohort of employees, leading to stereotyping of people living with these conditions. They can be seen as inherently dangerous, weak, or unreliable, rather than as individuals dealing with adverse biological or environmental factors which can be remedied with appropriate support and treatment. This can lead to isolation and exclusion, worsening conditions such as anxiety or depression.

A further possible result is the restriction of opportunities and resources for people struggling with their mental wellbeing. Traditional workplace requirements and cultural norms can create a kind of structural stigma, making it difficult for sufferers to seek support. Treatment of physical and mental ill-health can be unequal, with the former attracting sympathy and support, and the latter being viewed with ignorance and suspicion. This disparity can have a huge negative impact on an organisation’s success.
 

The Benefits of Supporting Employees' Mental Health

Increased Productivity

Employees with good mental health are better able to concentrate, think clearly, make decisions, and solve problems. Addressing mental health in the workplace can lead to a significant increase in productivity. According to the Mental Health Foundation of New Zealand, promoting mental health at work can boost employee productivity by up to 12%.
 

Reduced Costs

Absenteeism, presenteeism, and disability claims are all likely to be lower. Poor mental health at work costs the New Zealand economy billions annually. The New Zealand Treasury estimates that mental health issues result in an annual economic cost of $12 billion.
 

Enhanced Creativity and Innovation

A positive mental outlook nurtures creativity. By ensuring employees' well-being, organisations foster environments where innovative solutions and ideas can flourish. Employees who feel mentally well are more likely to contribute creatively and collaboratively.
 

Stronger Work Culture and Morale

Employees who feel supported and understood are more likely to be enthusiastic, committed, and aligned with organisational goals. This can lead to a stronger, more cohesive work culture. The WorkSafe New Zealand guidelines emphasise the importance of mental well-being in fostering a positive workplace culture.
 

Improved Talent Attraction and Retention

Today’s job applicants are looking for a supportive work environment and are likely to research your company’s reputation on wellbeing before applying for a role. Once hired, employees in nurturing and inclusive environments are more likely to stay longer, reducing turnover costs. According to a survey by Stats NZ, 53% of employees consider mental health support very important when choosing an employer.

Check out our article on how to retain top talent and reduce staff turnover for more great tips.
 

Recognising Signs of Mental Health Stigma

An important part of your mental wellbeing policy should be to involve leaders in watching out for signs of possible mental health stigma, so that early intervention can be staged before more serious challenges arise.
 

Signs to Watch For

• Change in Work Patterns: Regular lateness or absenteeism and sudden drops or fluctuations in workflow.
• Decreased Productivity: A significant drop in the quality or quantity of work output.
• Changes in Interpersonal Relationships: Avoiding team activities, changed communication patterns.
• Workplace Conflict: Increased disagreements, misunderstandings, and tension.
• Disengagement: Lack of enthusiasm for tasks and team goals.
• Burnout: Chronic fatigue, increased cynicism, self-doubt, more frequent physical illness, longer breaks, and extended leave requests.
   

Strategies for Fostering a Supportive Work Culture

The ideal way to care for employees' mental wellbeing and eliminate any associated stigma is to create a work environment where employees feel safe discussing their mental health. Consider introducing the following initiatives and ensure their success by demonstrating buy-in from the highest level of leadership.
 

Promote Open Dialogue

Encourage conversations that reduce fear, judgement, and misinformation. Leaders may be able to share their own experiences of times when they felt vulnerable. Promoting open dialogue helps to normalise mental health discussions and reduce stigma.
 

Provide Education and Awareness Training

Conduct regular mental wellbeing workshops on how to recognise and respond to mental health challenges. Both managers and employees should be included in these trainings. The Mental Health Foundation of New Zealand offers resources and training programmes that can be utilised.
 

Implement Flexible Work Arrangements

Adopt policies that accommodate employees' mental wellbeing needs. Flexible schedules and remote working options can help reduce stress and improve work-life balance. Flexibility in the workplace is increasingly valued, with 70% of New Zealand employees favouring jobs that offer flexible work options according to Stats NZ.
 

Establish Employee Assistance Programs (EAPs)

EAPs provide confidential counselling in times of need. Also, share a list of external mental health resources. EAPs are essential for providing immediate support to employees facing mental health challenges.
 

Organise Wellness Initiatives

Stress management workshops, group meditation sessions, and subscriptions to mindfulness apps can all help. Wellness initiatives can promote a culture of health and support within the workplace. These initiatives are beneficial for overall employee well-being and productivity.

The Economic Benefits of Mental Health Inclusivity

It would be easy to assume that the benefits of fostering better mental health for employees, and eradicating any stigma, flow in only one direction – towards the employees – while for the employer it’s merely an additional expense. However, a report from the New Zealand Treasury emphasises the economic costs of poor mental health (lower productivity, absenteeism, compensation claims) and the sound business sense of investing in a work culture of mental wellbeing support – a proven return on investment of between $1.30 and $4.00 for each dollar spent.
 

Conclusion

Improving workplace mental health is not just about ethical responsibility; it is also about strategic business advantages. Creating a supportive, stigma-free environment enhances productivity, creativity, and overall organisational success.

Is your workplace prioritising mental health? Contact Adecco New Zealand today to discover how we can help you foster a culture of care and inclusivity in your workplace.