In recent years, mental health has come to the forefront of discussions around workplace wellbeing, yet despite growing awareness and changes in legislation, the stigma associated with mental health challenges persists. Ask most people, and they would say that we talk more about mental health than ever before. There is a shared language around it and with public figures talking about their own lived experience, the discussions around challenges like depression and anxiety no longer live in the shadows.
However, talking about mental health in general terms, or once we have come out the other side of an experience is one thing. Where stigma still runs rampant is in the workplace and especially when symptoms are happening in real time. According to the National Survey of Mental Health-Related Stigma and Discrimination, one in three workers with lived experience of mental ill-health report being treated unfairly in the workplace.
This Mental Health Month, SuperFriend have released the Decade of Data report, which takes a retrospective view of ten years of the Indicators of a Thriving Workplace (ITW) survey findings, and considers them alongside psychological injury claims from Allianz and other relevant data sources. Through reviewing this wealth of data, we can see that mental health stigma is one of the major barriers to real change and improving mental health in a work environment.
Why does Stigma Persist in the Workplace?
Preliminary data from the 2024 Indicators of a Thriving Workplace survey found that only 52% of workers feel comfortable talking about their mental health in the workplace. Whilst our data shows that this has seen a gradual improvement over the past decade, several factors contribute to the stigma that lingers in workplaces:
- Fear of Judgment: Employees often hesitate to disclose mental health struggles due to fear of being judged or perceived as weak. They may worry that colleagues or managers will think they are not capable of performing their job responsibilities. Allianz’s 2019 Awareness into Action whitepaper found that four in five (85%) employees think their managers are more likely to believe their need for time off is genuine if they say it is for a cold or flu rather than mental health related.
- Lack of Understanding: Mental health issues are complex, and many people are not equipped with the knowledge to understand how they manifest. This lack of education can lead to misconceptions and discrimination.
- Cultural Norms: In some industries, the culture promotes a “tough it out” mentality, where stress, anxiety, or depression are seen as personal failures rather than legitimate health concerns. This pressure to always appear strong can make it difficult for employees to seek help.
- Lack of Support Systems: When workplaces do not have adequate mental health resources, such as EAPs, mental health training, or clear policies, it signals that mental health is not a priority. This can make employees feel isolated and less likely to seek help.
- Stereotypes and Media Portrayals: The way mental health is depicted in the media, often through negative stereotypes or sensationalized stories, can shape attitudes in the workplace. People may associate mental health conditions with unpredictability, violence, or incompetence, which reinforces fear and misunderstanding.
The Importance of Reducing Stigma
The National Survey of Mental Health-Related Stigma and Discrimination also found that over a quarter of the general population say that they would not want to work closely together with someone who experiences depression. In this landscape it is not surprising that only 30% of workers with a mental health condition have been comfortable enough to disclose it to their manager (Indicators of a Thriving Workplace, 2024). It is data like this which is alarming and problematic, given one in four people will experience mental health symptoms any given year. Reducing stigma around mental health in the workplace is not just a matter of compassion—it’s a business imperative. Here’s why:
- Increased Productivity: Employees who feel safe discussing mental health concerns are more likely to get the help they need, reducing absenteeism and presenteeism (working while unwell). Over 75% of workers in a mentally healthy workplace report that they have been working at their best over the past 4 weeks (Indicators of a Thriving Workplace, 2024).
- Retention of Talent: Workplaces that prioritise mental health create a supportive environment that attracts and retains top talent. According to the 2024 Indicators of a Thriving Workplace survey, those that agree that their workplace is mentally healthy are more likely to stay within that workplace.
- Improved Workplace Culture: A stigma-free workplace fosters a culture of openness, trust, and collaboration. When employees feel comfortable talking about their mental health, it promotes empathy and understanding among colleagues.
- Improves Access to Treatment: Only one in ten workers report accessing mental health supports available in their workplace (Indicators of a Thriving Workplace, 2024). Individuals are more likely to seek professional help, medication, or therapy when stigma is not a barrier. This leads to better treatment adherence and long-term management of mental health conditions. Reducing stigma can also make mental health care more accessible and equitable, especially for vulnerable groups.
- Legal and Ethical Responsibility: In many places, employers are required by law to provide accommodations for employees with mental health conditions. Beyond legal obligations, promoting mental health is part of creating an ethical and socially responsible workplace. On top of this, the workplace has the potential to be a resource for help seeking when other formal pathways are stretched to capacity.
7 Strategies for Reducing Mental Health Stigma
To break the cycle of stigma, workplaces need to be proactive in creating an environment that supports mental health. Here are some strategies that can help:
- Mental Health Education and Training: Providing training for both managers and employees on mental health issues is crucial. This can include workshops on recognising symptoms of common mental health conditions, understanding the impact of mental illness, and learning how to offer support. Find out more about our Mental Health Essentials online training.
- Leadership Involvement: Leaders should model openness around mental health. When management is transparent about mental health issues, it sets a powerful example that helps normalise these discussions. Leaders can share their own experiences or simply emphasize the importance of mental health in team meetings and communications. View the Allianz's How to Navigate Crucial Conversations: A guide for Managers.
- Mental Health Policies: Having clear, supportive mental health policies is a must. These policies should outline how employees can access mental health resources, what accommodations are available, and how mental health will be treated in the context of performance reviews and career development.
- Promote a Work-Life Balance: Workplaces that respect employees' need for balance between work and personal life are inherently more supportive of mental health. Encouraging breaks, flexible work schedules, and discouraging after-hours work can help employees manage stress and avoid burnout.
- Access to Resources: Employers should provide access to mental health resources, whether through Employee Assistance Programs (EAPs), counselling services, or wellness programs. These services should be easily accessible and confidential, helping employees feel comfortable using them.
- Peer Support Networks: Creating peer support groups or mental health champions within the organisation can provide employees with a sense of community and support. Sometimes, having a conversation with a colleague who understands can make all the difference.
- Celebrating Mental Health Awareness: Engaging in global mental health awareness initiatives, like Mental Health Awareness Month, can help keep the conversation going. Hosting events, sharing informative content, and encouraging open dialogue shows that the organization values mental well-being.
Moving Forward
Reducing the stigma around mental health in the workplace takes time, but the benefits are worth the effort. By promoting a culture of understanding and support, organisations can help ensure that employees feel safe to seek help when they need it, ultimately leading to a happier, healthier, and more productive workplace. A stigma-free environment establishes a sense of belonging, inclusion, and psychological safety.
Moving towards a zero-stigma workplace takes consistency and commitment. Mental health initiatives shouldn’t be seen as a one-time project but rather as an ongoing commitment to employee well-being. It’s time to eliminate the stigma and cultivate workplaces where both mental health and physical safety are valued equally and treated with the same respect and importance. Only then will we truly create work environments that allow people to thrive.
Download our Decade of Data report now!