21 Nov Holding Space For Mental Health Conversations At work

Mental Health Conversations At Work

In the 21st century, human capital is the most valuable asset in our economy. We spend about 8-10 hours in our workplaces, six days a week. Yet, when we feel stressed, depressed, or anxious, our first instinct is to hide it and push ourselves to maintain productivity. That happens because we often sense a vacuum instead of a space that would understand, accept and enable us. Globally, a lot is being done to inculcate a culture of diversity at work. However, there is a gaping hole when it comes to acknowledging how human temperament and emotions play into the graphs of Profit and Loss. As the world begins to accept neurological and emotional diversity, our workplaces also need to make room for the wide range of emotions and abilities of their workforce. According to a WHO estimate, nearly 20% of India’s population struggles with mental health issues. WHO also estimates that in India, the economic loss, due to mental health conditions, between 2012-2030, is 1.03 trillion dollars. These figures tell us that we need to actively create safe spaces at work to hold mental health conversations freely.

Conventionally, difficult conversations at work would revolve around performance reviews, the callousness of employees, inappropriate clothing, and slacking off during productive hours. With the onset of the global pandemic and people working from home, there has been a growing awareness of the role of work in promoting or hindering mental health. In as early as 2015, Sammy Nickalls, a writer at NYT, started the social media hashtag #TalkingAboutIt to encourage people to be open about their struggles with mental illness. Alyssa Mostromonaco, former White House Deputy Chief of Staff, set an example by telling her boss that she was switching anti-depressants and there was a possibility of changing moods as a response to that. “I talked about it like it was the most normal thing in the world —it is!”, she explains that if she brings tremendous talent to her workplace, she also brings her anxiety. When we acknowledge our mental health, we get closer to being more authentic people, colleagues, employees, and leaders.

A positive change in workplaces can begin with leaders and HR Managers sharing their own stories. This sends out the message that mental health issues are common, manageable, and not career-dampeners. These conversations can help people feel less alone. When we are physically unwell, we seek appropriate help and empathy. It is the same with mental health. When we feel distressed, we need a compassionate and humane response. Holding space is often something that may seem simple, but actually requires a lot of practice and involves self-care and after-care. Here are a few simple but effective ways in which we can hold space for our colleagues, subordinates, or seniors at the workplace:

• Active listening

  Listening carefully with the intent of understanding what they’re expressing, instead of focusing on what we are going to say next.

• Being there for them

  When we hear someone share something that has been bothering them, our first urge might be to solve their problem for them. That is not the point of holding space for the person, which calls for empathizing with them without judgment.

• Giving reassurance

   A lot of people find it difficult to be vulnerable. It can be helpful to express that you believe them and that you believe in them.

• Being open and accepting

  Human emotions are complex. When there is a safe space for us to be vulnerable, we never know what may come up. Having the space to be vulnerable while exercising one’s agency in the process can be a powerful thing.

• Steering clear of toxic positivity

  We have all been guilty of this, but it’s about time we unlearnt statements like “Cheer up” or “Be strong”. These can do more harm than good by invalidating someone’s lived experiences. It can also create a perception that they will not be listened to, but they are going to be talked at.

• Accommodating and supporting 

  When employees have an option of altering their work requirements to suit their medications or being excused from networking events to help manage their social anxiety etc, they see practical empathy governing the work culture. It creates a platform for them to share more and expect their challenges to be met with concern and not dismissal.

Notions of mental health at work also tend to revolve around individuals rather than an organization as a whole. Both the individuals and the organization gain from the good mental health of its employees in the form of well-being, increased production, presence, and accountabilities. Neerja Birla, founder, and chairperson, Mpower, a mental health organization in India says, “First, listen. Give time to your friend or family member going through a problem. Don’t judge. And second, be aware of what the red flags are. You are not alone. Remember, it’s okay not to be okay.” Despite facing mental health challenges, employees want to work- and employers want their employees to work. What remains to be done is to ensure that employees feel supported without stigma or judgment. Making it okay to talk about personal problems and becoming a support group for each other can be instrumental in starting mental health conversations at work.

Sometimes, it can be difficult to initiate a conversation around mental health at the workplace. Our AtEase experts are trained to hold space for you and your concerns. If you are an HR, AtEase also offers a variety of services including curated workshops, training sessions, individual therapy, support groups, and much more.    

Get in touch with our team by dropping a hello to [email protected]