NWONL Presidents Message - As we end mental health awareness month, I urge us to change how we view psychological disorders.

Somehow, despite the suffering of the pandemic, and the increased attention on mental health, most workplace cultures still have a significant stigma around employees admitting to a mental health diagnosis. Even healthcare organizations have a culture of shame.  

It is not socially acceptable to take a sick day for severe depression or anxiety that could impact patient care. When trauma acquired in the workplace causes a person to change departments or avoid certain situations, they are viewed as weak. Seeking help, even if your employer offers it, can make a person feel inadequate.

The stigma we create when we do not discuss mental health perpetuates a culture of suffering. Many people in my family and community suffer from mental health disorders. And despite all the Brené Brown vulnerability I have read and all the Simon Sinek trust-building I have channeled, I feel uncomfortable telling others. I sometimes think someone will judge me. I wonder if I will be overlooked for growth opportunities if I discuss how mental illness impacts my life.

However, mental illness is common. One in five people in the United States has a diagnosed mental health disorder. And I theorize that since these are only those diagnosed, the number of people suffering may be much more significant. In fact, I recently read that only about 30% of the population will never have a diagnosable psychological condition in their lifetime.

As a leader, when we work with our immediate teams, providers, frontline staff, executive team, and even the Board of Directors, we are working with people experiencing mental illness. Yet few of these people have shared their mental health journey the way they would their cancer survival story or their recent bout with COVID-19. Likely for the same reasons that I feel uncomfortable sharing my story.

This stigma we create when we do not discuss mental health perpetuates a culture of suffering. I know someone who missed work recently due to the most commonly diagnosed psychological condition, depression. They shared that they felt embarrassed to admit the reason for their absence. They added that they wanted to stop seeing their new therapist because they thought seeing someone long-term was admitting a flaw. They were afraid people at work would see them differently. Would they have felt that way if they had a diabetes diagnosis requiring long-term treatment? What if they knew that several of their peers and even some of their leaders also had anxiety or depression? Would they be more likely to seek help?

As we end mental health awareness month, I urge us to change how we view psychological disorders. I want to make mental wellness a part of the human experience of being at work. Here are some tips on how we can start to change the workplace culture and support employees with mental health challenges:

• Share your experiences and encourage others to share theirs.
• When you know someone is struggling at work, offer them the opportunity to talk, but don't force them.
• Allow employees to take sick days for mental health reasons such as depression or anxiety.
• Model healthy behaviors such as self-care and setting work boundaries.
• Intentionally check in with your employees when they return from an absence to see what they need to be successful at work.
• Hold regular one on ones with your direct reports and encourage them to report on their stress levels.
• Utilize your EAP, Chaplains, or Psychological professionals to hold group sessions to support employees after stressful events.
• Train employees on managing stress at work, such as mindfulness, exercise, healthy eating, and taking breaks.

-Desi

Desi McCue, DNP, MBA, BSN, RN, CENP, CEN President, Northwest Organization of Nurse Leaders