Mental health crises happen daily in North America. On any day, at least one in five employees reports to work with a mental health concern, and 500,000 Canadians miss work each week due to mental illness.
Putting these statistics into context, an employer with 1,000 employees has 200 distracted to a degree that impacts their ability to function to their potential because of mental health concerns. Based on a recent CMHA report, 60 per cent of employees do not seek help because of fear of being judged negatively. That means 120 of the 200 suffer in silence, though some may seek assistance through support systems at home or work.
Despite the growing awareness of mental health issues, stigma remains a formidable barrier that discourages individuals from seeking help. Stigma stifles open dialogue and perpetuates cycles of silence and shame, making it critical for all employers, boards and leaders to promote the need, benefit and importance of creating psychologically safe workplaces committed to eliminating stigma.
Mental health illness must obtain the same parity as physical illness, which will require more mental health professionals and more investment and intention by employers to promote psychological support. Any identified psychosocial factor can be a positive or negative influence on employees’ well-being.
Understanding stigma
Stigma refers to the negative perceptions and attitudes that society holds against people who struggle with mental health concerns or illness. This can include stereotypes, prejudice and discrimination, all of which contribute to affected individuals’ isolation.
Stigma often discourages individuals from disclosing their struggles and concerns or seeking help, reinforcing the mistaken notion that mental health concerns or challenges indicate an employee is failing rather than understanding and accepting that mental health struggles are a common human experience.
The link between stigma and psychophobia
Psychophobia, the fear of mental illness, often stems from stigma. This fear can manifest in anxiety about associating with someone with a mental health condition or avoiding psychological topics. This can show up in the workplace through passive-aggressive micro-aggressions that reinforce disapproval, lack of empathy or reduced acceptance of someone struggling with mental health. Like most phobias, the root cause is irrational. Education and training must address this topic to create an opportunity for learning and accountability safely.
The link between stigma and psychophobia is cyclical. Stigma fuels fear, which perpetuates stigma. This cycle poses a significant barrier to help-seeking behaviours, as individuals may fear judgment, ostracization or career repercussions.
The three types of stigma
In Understanding mental health, mental illness and their impact on the workplace, we reported that individuals can fall into one of six categories: healthy in work, in work struggling, in work off sick, not in work (less than one year), not in work (more than one year) and never worked.
The following is a summary of three types of stigma. Stigma can discourage someone from asking for help, and they suffer in silence for years.
Individual stigma: This involves self-stigmatization, where individuals internalize negative stereotypes and blame themselves for their mental health issues. They may feel weak or inadequate, preventing them from engaging in help-seeking behaviours.
Peer stigma: Stigma among peers occurs when colleagues or friends hold prejudiced views about mental health, often resulting in gossip, exclusion or belittlement of those facing mental health concerns.
Organizational stigma: This occurs when an organization’s culture or policies implicitly or explicitly discourage open discussions about mental health. Lack of support systems, inadequate mental health resources or a competitive environment can drive this form of stigma.
Why stigma impacts help-seeking behaviour
Stigma significantly impacts individuals’ willingness to seek help for several reasons. Fear of judgment or not being taken seriously often leads employees to hide their struggles.
Concerns about confidentiality, job security and potential impact on career advancement can discourage employees from accessing mental health support and resources. This creates a silent crisis where individuals suffer in isolation, increasing the risk of burnout, decreased productivity and workplace conflicts.
Coaching tips for employers to mitigate stigma
How actively an organization addresses stigma is a critical psychosocial factor in predicting outcomes. This includes educating the workforce about psychological support systems (e.g., EFAP, benefits coverage for mental health professionals) and providing guidance on accessing them and what to expect when engaging with a mental health professional—how they work, what they do and the confidentiality involved.
Educate and raise awareness: Employers should educate employees about mental health literacy and stigma dynamics. Training programs and workshops can dismantle myths, increase understanding and promote mental health parity.
Promote open dialogue: Encouraging open discussions through storytelling and safe spaces allows employees to share their experiences without fear of judgment. Ensure those sharing stories are not at risk of being triggered and have support available if they or people listening are triggered and require immediate support.
Align policies with mental health support: Organizations are encouraged to explore how they can support mental health through decisions and policies such as flexible work arrangements and providing leaders flexibility for making staffing schedule changes. Consider allowing employees mental health days and ensure they understand how and when to access counselling services or supports.
Highlight resources and support: Employers should regularly communicate the availability of mental health resources, including employee assistance programs, community support for addictive disorders and mental health, benefit program coverage for mental health and community resources that support mental health. Ensure employees know how to access help and what consent, privacy and confidentiality standards protect them.
Leverage evidence-based digital technology: Digital platforms provide on-demand mental health support through tools such as AI-powered counselling, guided meditation, self-assessments and peer support networks. These resources enhance accessibility, reduce barriers associated with stigma and allow employees to seek help discreetly and proactively. Males often benefit from this as a first step to accessing mental health supports.
Organizations must adopt a continuous improvement cycle rather than a one-time initiative to reduce stigma effectively. A Plan-Do-Check-Act (PDCA) framework ensures sustained progress and meaningful cultural change regardless of the tactics used. The following is a sample PDCA approach. The key point is to ensure there is a plan for impact, not just random acts:
Plan: Identify stigma-related challenges and set clear objectives for creating a psychologically safe environment. Develop training programs, communication strategies and support initiatives tailored to the workforce’s needs.
Do: Implement awareness campaigns, leadership involvement and accessible mental health resources. Encourage open dialogue and integrate support systems within workplace policies.
Check: Regularly assess the effectiveness of stigma-reduction efforts through employee feedback, utilization rates of mental health services and workplace climate surveys. Identify gaps or areas needing reinforcement.
Act: Use insights from the “Check” phase to refine and strengthen initiatives, ensuring long-term impact. Adapt strategies to evolving workforce needs, reinforcing a commitment to psychological safety.
Organizations can foster workplaces where employees feel supported in seeking help by embedding stigma reduction into ongoing PDCA cycles. This effort enhances individual well-being and cultivates a more inclusive, productive and resilient organizational environment.
Coaching tips for helping an individual overcome stigma
Like physical health, mental health requires a foundation to understand what is within individuals’ control. Employees should be taught how to mitigate the risk of living in silence, which can result in extended periods of suffering. They should also know how they can help peers struggling with mental illness:
Foster a trusting relationship: Build trust by showing empathy, respect and understanding towards those experiencing mental health struggles. Listen actively without judgment to create a supportive environment and be a force for good in caring about others’ well-being.
Encourage self-compassion: Help individuals recognize that mental health issues are common and not a sign of failure. Encourage self-compassion and accepting mental health as an integral part of well-being.
Connect with professional help: Encourage individuals to be open to feedback by guiding those at risk towards professional support without judgment. Provide information on mental health resources and facilitate connections with therapists or counsellors to ensure access to appropriate care.
Support a safe return to work: If an employee takes leave from work, support their return by helping them gradually and safely resume their assigned functions.
