Mental Health Matters. Bold Recommendations for the Future of Work.

Mental Health Matters. It’s simple, but can be hard to navigate especially in the workplace. COVID-19 and the pause that we are all facing has provided an opportunity to rethink and redefine what we consider “normal” in all aspects of our lives. The realm of work is no exception. 

Last week, I had the pleasure of moderating a panel conversation with powerhouses Roni Frank, Sonya Renee Taylor, and Beth Steinberg looking at the future of work through the lens of mental health. These women shared bold ideas for advancing mental health, here is a summary of their recommendations. 

Treat employees as humans with all the complexity that brings. People will remember how they are treated and companies will be judged based on the decisions they make or do not make during this pandemic. It is essential to acknowledge that employees are multifaceted and come to work with identities that go far beyond “worker”. Companies must truly make space for intersecting identities of race, gender, orientation, class, age, ability, immigration status (and more). Lived experience directly impacts employee mental health and addressing this reality must be intentional. It must go beyond granting 1-2 sick days to accommodate acute distress.  

Tackle stigma head on and expect more from leadership. Stigma associated with mental health is real. Leadership has an essential role to play in fighting stigma, removing barriers, and legitimizing mental health. Every leader should have the capacity to discuss mental health openly. There are several ways to do this: being vulnerable, sharing personal experiences, normalizing the subject, and providing tools and resources to managers. Is it a lot to expect of leaders? Yes, but training and coaching are available to advance leadership capacity to have this important dialogue. 

Live your company values and culture. Company values such as respect, diversity, inclusion, and compassion must go beyond the writing found in the “About Us” section of a company website. These values should be demonstrated by leaders and teams, but also evaluated within performance measurement alongside technical skills. If employees are not living the company values, they should not be part of the team. Period.

Measure mental health of employees like we measure physical health. Movement beyond general conversations and reducing stigma to tracking mental health data of employees is an emerging trend. By collecting mental health specific data companies will have a better view on the overall wellbeing of their teams allowing them to address mental health needs as they arise. 

Productivity and the bottom line will not override employee mental health. Exhaustion, burnout, and depletion were largely considered acceptable prior to the pandemic. Those days are likely over. There is a future where employees will have the option to take their talent to companies that treat them well and prioritize their wellbeing over profit. In addition, data and research are showing that increased investment in mental health resources positively impacts productivity and ultimately company profitability. These outcomes could drive sustainability.

Singularity University has provided free access to the full panel conversation.

Here are links to resources mentioned during the discussion: 

• Talk Space 
• The Body Is Not An Apology
• Mensch Ventures
• Modern Health

If you are suffering, please reach out to someone you trust and find resources in your community. Let’s continue to talk about mental health within our companies, communities, and networks. The time to evolve and change is now.