Behavioral Health Articles
Mental Health and Workplace Stigma II
by Christina Taranto
Did you know that an estimated 44 million Americans will experience a mental health condition this year? Did you also know that untreated mental health concerns cost the US $105 billion annually and that taxpayers bear the burden for over half of that total? The unemployment rate among those with major depressive disorders can be as high as 60%; the rate is 90% for those with significant long-term mental health issues. In comparison, the unemployment rate for those with physical disabilities is 50%. The difference exists in large part because of the stigma surrounding mental health.
Employers who hire people with mental health conditions find that the attendance, motivation, work quality, and overall job performance of these workers meet, or often exceed, the standards set by their companies. Despite this, recent studies have shown that only half of US employers are willing to hire someone with a past or present psychiatric condition. More disturbing is that up to 25% of employers have actually dismissed workers who did not disclose their psychiatric history prior to employment.
Why don’t US employers want to hire those with mental disabilities or invest in health insurance plans which adequately cover the treatment of mental health conditions? The number one reason given is cost. Yet corporations have misconceptions about the impact of mental health care on their bottom line. Outpatient services, diagnostic procedures, and short- or long-term disability payments do cost money. However, employers reluctant to retain employees with mental health needs often end up paying more in indirect costs, such as lost productivity, absenteeism, and high turnover rates.
Research has shown that, with proper treatment, over 80% of individuals who suffer depression will recover completely. In one study, 85% of treated employees stated that their job performance improved after treatment, demonstrating that mental health care is valuable to both corporations and employees.
How can employers and employees foster progressive attitudes and policies about mental health? Start by creating a stigma-free workplace. Encourage those with mental disabilities to seek support, generate positive dialogue which educates all employees about mental health, and raise awareness of the fact that mental illness is common and treatable. Promote discussions with staff about workplace stress, or even about concerns at home. When these practices are implemented, the results include positive job attitudes, heightened productivity, and reduced turnover.
Businesses should obviously discourage the use of stigmatizing language such as “crazy,” “psycho,” or “loony.” In August 2007, New York State passed a bill prohibiting language referring to disabilities which has negative overtones or is disrespectful. The legislation affects all new and revised statutes, local laws, and state publications. The law also requires the use of “person first” wording. For example, referring to someone as “a schizophrenic” is not acceptable; saying “a person with schizophrenia” is.
Some US companies are breaking through the stigma surrounding mental health. According to a recent study, 90% of US companies offer some mental health coverage and 63% include return-to-work assistance programs. Also, 2 out of 3 corporations offer workplace support, including unpaid leave, flexible hours, and work-at-home alternatives. In some cases there is even the option to change the work environment so that it is more comfortable or private. This study included small businesses with less than 100 people, as well as large corporations with more than 3000 employees.
Taking these steps will ensure that the stigma that exists today will only be a memory tomorrow. Remember that physically and mentally healthy employees are great for business.
Christina Taranto is a certified Disability and Mental Health Advocate and is involved with several local community service agencies.