One in five adults – or approximately 600,000 Iowans – experience some form of mental illness in their lifetime, according to the National Alliance on Mental Illness (NAMI) Iowa. Over the past year, these staggering numbers increased due to unprecedented external circumstances, including the pandemic, the derecho, the economy, and civil and political unrest.

As a result, more people are experiencing higher levels of anxiety and depression for the first time, pushing mental health to the forefront. These circumstances left many employers wondering how to better manage mental health issues at work.

“First and foremost, employers need to recognize that mental illness exists in their workforce,” says Ben Rogers, Linn County Board Supervisor in Iowa. “Whether they are a small business or a large company, it’s there – it’s an unseen issue.”

Rogers, diagnosed with major depressive disorder in 2012, knows from personal experience how challenging it can be for employees to understand what they’re experiencing. He also understands how hard it can be for employers to spot mental illness in the workplace, which drove the creation of the Linn County Mental Health Access Center. There, clinicians from our provider partner, UnityPoint Health, and other care systems, provide services for individuals experiencing a mental health crisis or substance use challenges.

There isn’t a one-size-fits-all mental wellness checklist

“I think employers and employees need to realize that mental health issues present themselves very differently depending on the individual,” says Rogers. “There isn’t a one-size-fits-all mental wellness checklist; everyone has their own story.”

Even when the warning signs of mental health issues – such as difficulty focusing, work performance and behavior changes, fatigue, irritability, nervousness and social withdrawal – are easily recognized, mental health stigma allows many to ignore them.

And stigma makes it increasingly difficult to know when to reach out to others for support – or even to accept a diagnosis.

“I knew that I was experiencing depression, but it wasn’t until my mid-twenties that I started seeking professional help. I didn’t know how to name it, and I certainly didn’t know how to manage it,” says Rogers. “No one wakes up intending to have depression, and some try to force through it thinking maybe it’s just circumstantial.”

I think it is tough to talk about it. For a long time, people have had this mentality of ‘pick yourself up by your bootstraps,’ which is convenient if you have bootstraps. It's going to take a while for all of us to understand how impactful the stigma surrounding mental illness is and how we can easily change it."

How mental health stigma perpetuates the problem – and how addressing it would help both employers and employees

According to NAMI, approximately 85% of employees who experience mental health conditions receive no diagnosis or treatment, due partly to stigma in the workplace. Fear of losing their jobs, damaging relationships and risking future employment opportunities are all contributing factors that keep employees silent about their mental health conditions.

There are many benefits to eliminating the mental health stigma in the workplace and transforming company culture from fear to compassion. Nationally, employers can save more than $100 billion in medical costs and 200 million lost workdays per year by investing in mental health care for their workers.

“The logical reasoning for employers to invest in mental wellness programs is that, ultimately, they want a healthier, happier workforce,” Rogers explains. “Studies have shown that a healthy workforce is a more productive workforce. Therefore, ensuring the mental well-being of your employees is not only important to your organization’s overall health – it makes for good business.”

Addressing mental health issues in the workplace can help employees feel supported and valued. For many, this is their first experience with mental illness, and they don’t know where to turn for help. Offering a confidential, safe space for discussing mental health issues can help struggling employees identify the resources they need to receive support. Employers can provide this support internally by training supervisors to engage in candid, open conversations with management, including actively listening, sharing and accommodating work-related situations, as needed.

Employee support programs are critical

Employers can also offer external help through an Employee Assistance Program (EAP), a benefit offered by over 75% of employers across the country. An EAP is a service for employees and their family members that provides counseling, resources and referrals for issues related to mental health, substance use, finances and well-being. Employers typically purchase EAPs through their health plan. Although employer-sponsored, information regarding who utilizes these services is confidential under Health Insurance Portability and Accountability Act (HIPAA) regulations.

“I think EAPs are critical,” Rogers says. “Employees spend at least a third of their day at work. It’s a large part of their everyday life. So, I believe employers have a responsibility to ensure that they have the services and support available for people to help them be more successful throughout their day.”

A lot goes into three simple words: Make It OK

Along with EAPs, one support service Rogers feels is critical for dealing with mental health issues at work is called “Make It OK.” The Make It OK in Iowa campaign, launched by the Iowa Healthiest State Initiative in collaboration with HealthPartners, focuses on reducing stigma and normalizing conversations around mental health.

“It’s an easy slogan to remember,” Rogers tells us, “and there’s a lot that goes into those three simple words: Make It OK.”

How employers can take action

Companies that pledge to Make It OK receive tools and resources to help manage and understand mental illness in the workplace. The basic principles of the campaign – “learn, talk and share” – serve as guidelines to reduce stigma, normalize the conversation and help employers address mental health issues within their organizations. Pledging to Make It OK also sends a strong message to employees that their company is committed to their well-being by ending mental health stigma in the workplace.

“It’s in each organization’s best interest to pledge to Make It OK," Rogers explains. “A healthier workforce is a higher-performing workforce. So, there's an economic benefit to ensuring that employers do everything they can to make their employees feel supported. It’s also the right thing to do.”

Learn more about the Make It OK in Iowa campaign and how your organization can become involved. You’ll get access to critical resources to help support the mental health of your workforce.