Supporting mental health in the workplace

Mental health disorders are a group of illnesses that affect a person’s thoughts, feelings, perceptions and behaviors. They often affect a person’s ability to function at home, work and in social situations.

Common disorders include:

• Depression – Persistent feelings of sadness, hopelessness, motivation and loss of interest in activities you used to enjoy.
• Generalized anxiety – Excessive and uncontrollable worry that interferes with daily life.
• Panic disorder – Recurring, unexpected panic attacks or feelings of intense fear that seem to occur without a reason.
• Phobias – Intense, irrational fears of an object, situation or activity that can interfere with normal tasks of daily living.
• Social anxiety – A type of phobia in which a person experiences intense fear of social situations. In more severe cases, their fear of being judged, scrutinized or humiliated by others lead them to avoid interaction with others.
• Obsessive-compulsive disorder (OCD) – Characterized by intrusive, unwanted thoughts (obsessions) that won’t go away and repetitive behaviors (compulsions) that are performed to ease those thoughts.
• Post-traumatic stress disorder (PTSD) – Nightmares and intrusive thoughts and memories of a traumatic event that can cause difficulty sleeping and concentrating, and changes in mood and behavior.

All of these conditions can affect an employer’s bottom line in many ways. The impact of mental health issues may include:

• Increased absenteeism and medical claims.
• Decreasing revenue and profitability.
• Loss of customers.
• Reduced productivity.
• Reduced competitiveness.
• Poor workplace relationships.
• Increase in errors and poor decision-making.
• Low employee morale.
• Higher employee turnover.
• Damage to company reputation.

The National Alliance on Mental Illness (NAMI) and the American Psychological Association offer the following tips for supporting mental health in the workplace:

• Stop the stigma. Create a culture that allows for open discussion about emotional well-being. Make it clear to employees that stigma has no place at your company. Take advantage of opportunities to educate yourself and others, and never use words like “crazy” to describe a person with a mental illness.
• On a regular basis, ask employees how they are doing on a scale of 1 to 10. Follow up with employees who give lower rankings and be ready to offer resources. Some employees may not want to talk to human resources, so managers should learn about health benefits and leave options and keep helpful phone numbers handy.
• Train managers to promote health and well-being. Research shows that just three hours of mental health awareness training can improve attitudes about mental health.
• Get serious about equity, diversity and inclusion. Inequity and discrimination are closely tied to stress and can impact the mental well-being of employees. Racism and discrimination, as well as language and cultural barriers, can cause significant stress. Keep an open-door policy and encourage employees to talk about how they feel. Coach managers to listen with the goal of understanding, rather than to respond.
• Foster a sense of belonging by encouraging open communication, using inclusive language and accessible technology, and empowering employees in decision-making processes.
• Prevent burnout. Burnout may look similar to depression, but it’s not the same thing. Pay attention to warning signs, including exhaustion, alienation from work-related activities and reduced performance. Encourage employees to take time off. Check in regularly and ask about workload. Set realistic expectations and provide the resources needed to succeed.
• Give employees flexibility for where, when and how they work. Surveys show that companies that allow remote work are viewed as more psychologically safe and inclusive employers.
• Ask your employees what they need and use their feedback to improve your workplace. Research shows there are great psychological benefits when leaders solicit employee feedback and consider their opinions when making decisions.
• Include mental health coverage in your company’s benefits package. Make mental health therapy accessible and affordable. Encourage your employees to use these benefits when needed.

Allstate Benefits includes resources to support employee mental health with all their plan designs. Whether you choose a design from the Self-Funded Program, or one of the Secure Choice fully insured plans, your employees have access to the following benefits.

Virtual counseling
Virtual counseling is available with all Allstate Benefits plan designs for members age 10 and older. Virtual counseling sessions by licensed counselors, social workers and therapists are available in as few as 48 hours. Virtual counseling can be ideal for:

• ADHD / ADD
• Anxiety / stress
• Bipolar disorder
• Sleep disorders
• Substance abuse
• Depression
• Eating disorders
• Grief / loss
• PTSD
• And more

Flexible family care
Flexible family care is designed to help your plan members with the stressors in life. Your employees get 10 hours per year of flexible family and pet care at no charge. Papa Caregivers offers flexible care from highly trained and vetted Papa Pals, anytime and anywhere. Papa Pals provide:

• Backup care for children and assistance with homework, snacks, meals and playtime.
• Help with errands, light housework, meal prep and laundry.
• Companionship, transportation and more for aging and ill loved ones.

Contact a Group Health sales executive to learn more about how Allstate Benefits can help your employees stay physically and mentally healthy.