Supporting Workforce Mental Health Can Be Lifesaving

Unfortunately, suicide is a leading cause of death, and one with far-reaching emotional, physical, and economic impacts. While rates vary by age, race, and income level, death by suicide and the risk of death by suicide reaches into all parts of society — including the workplace. Despite these statistics, there are actionable steps you can take to encourage the well-being and safety of your employees.

Workplace Education And Well-Being Programs Are Key

From senior leadership to entry-level employees, education around mental health awareness, emotional well-being, and suicide prevention can have a significant impact on workplace well-being. Webinars, in-person seminars, and other trainings can teach warning signs and coping skills, and offer avenues to seek help.

Consider leveraging health plan materials that have information about the 988 national Suicide & Crisis Lifeline. Employees and employers can reach out to 988 via call, text, or chat to connect with a trained crisis counselor 24/7, 365 days a year, for confidential help at no cost.

Well-being programs are also key. Comprehensive wellness and well-being programs focus on the importance of physical activity, stress management, and work-life balance. It’s important to incorporate mental health topics and resources into your wellness initiatives, as mental health and whole-person health are connected.

Create A Help-Seeking Environment

A supportive environment can encourage employees to seek help when they need it. Employers can create a supportive culture in many ways. One is by addressing any stigma around both suicide and mental health through open, structured communication. Other ways to establish a help-seeking environment include:

• Making a commitment to mental, physical, and emotional health part of your company culture.
• Encouraging managers to be open about their own mental health experiences and offer support as well.
• Suggesting regular check-ins between managers and employees to provide a safe space for conversations.
• Establishing peer support networks where employees can connect with colleagues or with those who are trained to offer guidance.
• Ensuring your employees understand their benefits, including how to use paid time off for work-life balance or for positive mental health days.

Review Trends Reflected In Your Workforce

Mental health trends can vary based on different segments of the population, and every employee experience is different. It’s important to understand your company’s workforce makeup. Employers should also stay educated about associated trends of the workforce population.

• Death by suicide is the second-leading cause of death for 10- to 24-year-olds. While many within this age range are not yet employed, it’s important to consider the impact on their families or caregivers.
• Suicidal behavior shows seasonality, with peaks in late spring and summer. Offering additional support during these times of the year can help offset potentially challenging seasons with supportive safety nets.
• Some populations experience health disparities that include higher rates of suicide and suicide ideation. Support groups provide a safe space and real connections to others. Providing trusted advisors through support groups also has the positive impact of establishing a culture of inclusivity.  

Develop Supportive Policies And A Clear Response Plan

Develop and communicate clear policies regarding mental health accommodations, leaves of absence, and return-to-work plans. Ensure these policies are nondiscriminatory and align with legal requirements. Create a clear crisis response plan outlining steps to take if an employee is in immediate danger. You’ll want to ensure designated people are trained to handle crisis situations appropriately.

It’s also important to compile a list of local and national mental health resources, crisis helplines, and support groups. You’ll want to make these resources easily accessible to employees through email, handouts, intranet sites, or other shared office spaces.

Lean On Trusted Health Partners

Employers don’t have to create and enact support frameworks alone. Engaging elevated behavioral health benefit options provides preventive and reactive resources for employees. 

Experienced health partners like Anthem offer behavioral health programs and tools to analyze potential risk factors and help identify people who are at higher risk for contemplating suicide. Mental health professionals use this data to proactively reach out and offer them assistance. If outreach isn’t needed, a 24/7 Behavioral Health Resource Center staffed with clinicians provides guidance and connects users to resources.

Sometimes Feeling Heard Can Stop People From Taking Their Lives

With a human-centered and open approach, employers can have a positive impact on their workforce. Elevated and intentional mental health support can make all the difference — and in some cases, even be lifesaving.