Consider this: Fewer than 1 in 3 employees who have access to their employer’s mental health benefits think that those benefits truly meet their mental health needs.1 Now think about that information amidst the backdrop of our current environment: (a) Mental health isn’t improving in the United States,2 and (b) today, there exists a “permacrisis”3 fueled by the pandemic, persistent high inflation, international turmoil and war, and more.
When you look at mental health from this perspective, it’s easy to see why organizations are constantly evaluating the mental health of their people and working on what they can do about it. In fact, recent data from UKG4 presented at the recent Silicon Valley Employers Forum noted that:
With May marking Mental Health Awareness Month, many organizations are asking about how they can holistically address the broad range of mental health needs among their people.
Benefits leaders recognize that age, disability or ability, gender, sex, race, nationality, color, religion, marital status, and so on need to be considered if they’re ever going to achieve an equitable and diverse workplace where all feel welcome. And this is especially true when it comes to mental health.
This year’s Mental Health Awareness Month theme is Take the Moment. This is a great time to remind employees about how they can use their benefits to improve their mental and emotional well-being. A communications campaign that highlights your benefits, programs, and resources about mental and emotional well-being and engages leadership in the delivery of that messaging can encourage your people to use those offerings. Take, for example, a mental health awareness campaign that a multiemployer group promoted. This group increased awareness about the type of help and resources members could access through their program with quarterly home mailings, direct emails, and business manager outreach. Because of these efforts, their employees’ utilization of their member assistance program more than doubled.
The stress caused by the aftereffects of the pandemic, ongoing inflation, global conflict, international turmoil, and just everyday life has hit people managers especially hard. Not only have they faced their own personal challenges, they’re also on the front lines supporting employees. Consider providing dedicated communications to managers to help them recognize mental health challenges in themselves and others—and to point them to relevant resources. For example, you could provide talking points for managers about where to go for help and how to use the benefits. If a manager has a team member who needs help, they’ll be able to connect the person with the right resources.
Also, don’t forget about family members. In the example mentioned above, the multiemployer group saw member assistance program utilization rates from family members alone climb as high as 60%. For your organization, consider sending mailings such as postcards or newsletters to your employees’ homes instead of handing them out at work. This is an effective way to reach everyone, not just employees. Family and home life is an important component of your employees’ overall well-being.
Use these tips to help your organization come together for Mental Health Awareness Month.