The Psych Prof

She had a history of anxiety and depression. She has been plagued with concussions. She had been the primary caregiver for her father throughout 7 months of his illness. When her father passed away, she had been in rehabilitation (paid for by her workplace) for a concussion and a fractured coccyx. The night her father passed away she was tasked with reviving him when her mother called her in the middle of the night. She was unsuccessful. Three weeks later her mother-in-law passed away. She was diagnosed with PTSD. She had heard the whispers for years before that.

“Nobody is that sick from concussions. She is just using it as an excuse to not work”

“Ok, but a concussion doesn’t give you depression and anxiety”

“She’s good, but she misses a lot of work”.

“She missed a lot of work, she always has a different excuse, it’s either depression, concussion or something else. She’s always sick.”

She is me.

I had always recognized the ignorance in those statements, but, still, it was very difficult to rise above them. To go back to work amidst the judgement. To go back to work and be scrutinized, talked about, and micromanaged due to a history of mental health only exacerbated my symptoms.

My anxiety had been so activated at work in the days and months after my father’s passing in that I was diagnosed with functional vomiting – a condition people with anxiety often suffer from. Almost a year my father’s death I had to make the excruciating decision to leave a career that I cherished. I didn’t really have a choice. I took a job with a $20,000 pay cut. That decision saved my life, and the risk was well worth it, however it’s not the case for everyone.

I don’t recount this story to garner sympathy. In fact, the sad fact is that it is an all-too-common experience for many people who suffer from mental illness. I am just one of many. In today’s work environment, and especially post COVID-19, mental health has emerged as a significant concern. With approximately one in five adults in the Canada and the US experiencing mental illness each year, it’s a subject that remains, unfortunately, too often misunderstood or overlooked. This silence perpetuates a hidden, yet rampant issue – mental health discrimination in the workplace.

Mental health discrimination occurs when people with mental health issues are treated less favorably than others. It may take the form of direct discrimination, such as an employer treating an employee differently because of their mental health condition, or indirect discrimination, such as a workplace policy that has a negative impact on people with mental health issues. For instance, an employer might overlook a qualified candidate for promotion due to their history of depression, or a company’s policy might require compulsory overtime, which could disproportionately affect individuals managing mental health conditions.

The prevalence of this issue is alarming. The World Health Organization reports that close to one billion people worldwide have a mental health disorder, with depression ranking as the leading cause of disability. However, stigma and discrimination discourage many from seeking the help they need. In the U.S, the National Alliance on Mental Illness (NAMI) found that 60% of adults with a mental illness didn’t receive mental health services in the previous year. Moreover, the American Journal of Psychiatry reports that the unemployment rate for people with mental illness is three to five times higher than for those without, highlighting the workplace’s role in this issue.

In this post, we will delve into the impact of mental health discrimination, how to recognize it, and most importantly, how to address it to foster a mentally healthy, inclusive, and psychologically safe workplace for all.

The Impact of Mental Health Discrimination

Mental health discrimination in the workplace profoundly impacts not only the individuals directly affected but the entire organization as well. Let’s unpack these effects:

Impact on Individuals:

1. Deteriorating Mental Health: Experiencing discrimination can worsen existing mental health conditions. The stress associated with unfair treatment can trigger symptoms of anxiety, depression, and other mental health issues.
2. Lowered Self-Esteem and Confidence: Employees facing discrimination may begin to doubt their skills and capabilities, impacting their self-esteem and confidence. This can lead to lower job satisfaction and a reduced sense of belonging in the workplace.
3. Reduced Productivity and Performance: The negative psychological effects of discrimination can hinder an individual’s ability to concentrate and perform tasks effectively, resulting in reduced productivity.
4. Reluctance to Seek Help: Employees may be hesitant to seek support for their mental health due to fear of stigmatization or reprisals. This can lead to untreated mental health issues that could potentially escalate over time.

Impact on Organizations:

1. Decreased Employee Engagement: Mental health discrimination contributes to a toxic work environment, which can lower overall employee engagement. Disengaged employees are less likely to put in discretionary effort, leading to decreased performance.
2. High Staff Turnover: Employees who face discrimination or witness such behavior are likely to seek other employment opportunities, leading to high turnover rates. This results in substantial costs related to recruitment, training, and lost productivity.
3. Reduced Innovation and Creativity: A psychologically unsafe environment hinders open communication and the exchange of ideas, stifling innovation and creativity.
4. Legal Consequences: At the federal level, the Canadian Human Rights Act prohibits discrimination on the basis of disability, which includes mental health conditions. It applies to federally regulated workplaces such as banks, airlines, and the federal civil service – At the provincial level, each province has its own human rights legislation, such as the Ontario Human Rights Code, the British Columbia Human Rights Code, and the Quebec Charter of Human Rights and Freedoms. All of these codes prohibit discrimination on the grounds of disability and cover most workplaces within their respective provinces. Employers found to be discriminating against employees on the basis of mental health could face legal repercussions, including being ordered to pay compensation to the employee for lost wages and for injury to dignity, feelings, and self-respect.

Recognizing Mental Health Discrimination

Mental health discrimination in the workplace can often be subtle, embedded in everyday interactions and behaviors. It can occur due to misconceptions, stereotypes, and stigmatization of mental health conditions.

Here are some signs to watch out for:

1. Exclusion and Isolation: Employees with mental health issues might be left out of meetings, social events, or important emails. They may be given assignments that keep them isolated from the rest of the team.
2. Unequal Opportunities: This can manifest as employees with mental health conditions being passed over for promotions, career development opportunities, or challenging projects, even when they’re fully qualified.
3. Inappropriate Comments or Jokes: Casual remarks, jokes, or questions about a person’s mental health condition can be discriminatory and create an uncomfortable and hostile work environment.
4. Lack of Reasonable Accommodations: The law requires employers to provide reasonable accommodations for employees with mental health conditions. If an employer denies such requests without valid reason, it can be a sign of discrimination.
5. Differential Treatment: If an employee with a mental health condition is treated differently from other employees in similar situations—for example, more harshly punished for tardiness or minor mistakes—it could be a sign of discrimination.
6. Dismissive Attitude Towards Mental Health: If an employer dismisses or minimizes mental health issues, it can create a discriminatory environment. This might include ignoring complaints about stress, overwork, or harassment, or insisting that an employee should “toughen up” or “get over it”.
7. Retaliation After Disclosure: If an employee faces negative consequences after disclosing a mental health condition—such as being demoted, given a poor performance review, or subjected to increased scrutiny—this could be discriminatory.
8. Violation of Privacy: Sharing information about an employee’s mental health condition without their consent is a form of discrimination.

Recognizing these signs is the first step towards addressing and combating mental health discrimination in the workplace. Every employee deserves a safe, respectful, and supportive work environment, and understanding these signs of discrimination is crucial to promoting better mental health practices in workplaces.

Promoting Mental Health Inclusivity

Creating a more inclusive and supportive workplace for those with mental health issues involves both policy changes and shifts in workplace culture. Here are some strategies employers and employees can adopt:

1. Mental Health Policies: Implement clear policies that protect employees with mental health conditions from discrimination. These should include protocols for reporting and handling instances of discrimination and harassment.
2. Accommodations: Provide reasonable accommodations to employees with mental health conditions. This could include flexible working hours, the option to work from home, additional breaks, or adjustments to job responsibilities.
3. Education and Training: Offer regular training sessions on mental health awareness, sensitivity, and anti-discrimination policies. It’s important that all employees, including management, understand what mental health conditions are and how to support coworkers who have them.
4. Open Dialogue: Foster a culture of openness about mental health. Encourage employees to discuss their mental health, if they feel comfortable doing so, without fear of retribution or discrimination.
5. Support Services: Provide access to mental health resources, such as an Employee Assistance Program (EAP), which offers free, confidential counselling to employees. Additionally, providing information about local mental health services can be beneficial.
6. Promote Work-Life Balance: Overwork and stress can exacerbate mental health conditions. Implement policies that encourage a healthy work-life balance, such as limiting overtime, encouraging regular breaks, and promoting the use of vacation days.
7. Leadership: Managers and leaders should model empathetic, inclusive behavior. They should be trained to recognize signs of mental health issues and understand how to support their team members effectively.
8. Recognition and Rewards: Recognize and reward efforts that contribute to a positive, inclusive work environment. This not only boosts morale but also encourages others to follow suit.
9. Diversity and Inclusion Initiatives: Incorporate mental health into diversity and inclusion initiatives, recognizing that mental health conditions are part of the spectrum of human diversity.
10. Seek Feedback: Regularly seek feedback from employees about how mental health is handled in the workplace, and use this feedback to make improvements.

Creating a workplace that is supportive of mental health is not just beneficial for employees with mental health conditions, but for everyone. It fosters a more empathetic, understanding, and productive environment

The Importance of Psychological Safety

Addressing mental health discrimination is a crucial element in establishing psychological safety in the workplace. Psychological safety is the shared belief that the team is safe for interpersonal risk-taking. It fosters an environment where individuals feel comfortable expressing and being themselves, sharing concerns or mistakes, and suggesting new ideas without fear of judgment, rejection, or reprisal.

Mental health discrimination erodes this sense of safety, creating a workplace environment where individuals may feel they need to conceal their struggles, avoid seeking help, or even suppress their unique perspectives. This not only harms the individuals in question, but it can also stifle creativity, innovation, and the free flow of ideas, which are vital for a thriving, productive work environment.

By actively combating mental health discrimination, employers can build a culture of acceptance and understanding. This contributes to a sense of psychological safety, as individuals know they won’t be unfairly judged or penalized for their mental health conditions. They feel free to voice their struggles, seek support, and contribute fully to the team’s goals. This sense of safety encourages stronger team cohesion, greater employee engagement, and higher job satisfaction, fostering an environment that supports both individual and organizational success.

It is important to remember that psychological safety isn’t just about preventing discrimination, but about actively promoting inclusion and acceptance, encouraging open dialogue, and providing the necessary support and resources for all employees. In a psychologically safe environment, every employee, regardless of their mental health status, feels seen, heard, and valued. Therefore, taking steps to address mental health discrimination is not just the right thing to do, but it’s also a business imperative.

Tackling mental health discrimination is not only a legal and ethical necessity, but it’s also critical for fostering a healthy, productive workplace. Mental health discrimination leads to a toxic work environment, wherein employees may hide their struggles, suffer in silence, or avoid seeking help due to fear of judgment or retaliation. This breeds dissatisfaction, decreases productivity, and hampers employee engagement and well-being.

In contrast, fostering an inclusive and accepting workplace, where everyone, regardless of their mental health status, feels valued and supported, is integral to creating psychological safety. A psychologically safe environment promotes trust, encourages healthy risk-taking, fosters creativity and innovation, and improves team collaboration. It also empowers employees to voice their struggles and seek necessary help without fear of repercussion.

Therefore, addressing mental health discrimination is crucial not just for individual employees, but also for the overall health, success, and sustainability of the organization. It underscores the organization’s commitment to its employees’ well-being and contributes to a culture that values diversity, inclusion, and mental health. The practice of hiring or promoting “strongmen,” or individuals who may employ autocratic or fear-based leadership styles, over those who demonstrate soft skills such as empathy, active listening, and collaboration, is counterproductive to fostering a psychologically safe work environment. This management style can cultivate an atmosphere of intimidation and hinder open communication, ultimately leading to decreased employee morale and productivity.

It Starts at the Top

Administrators have a significant role to play in reshaping this narrative and prioritizing the importance of emotional intelligence in leadership roles. Emotional intelligence, which includes skills like empathy, self-awareness, and the ability to manage relationships effectively, is increasingly recognized as a critical component of effective leadership.

It’s critical for organizations to reevaluate their hiring and promotion practices to ensure they’re not inadvertently promoting a culture that undermines psychological safety by hiring people who employ “strongman tactics” to accomplish the bottom line. By prioritizing emotional intelligence and soft skills in their leadership, organizations can take a significant step towards combating mental health discrimination and creating a more inclusive and supportive workplace.

Soft skills should not be undervalued; instead, they should be recognized as essential leadership qualities. Leaders who demonstrate these skills can create a safe space where employees feel comfortable expressing their ideas and concerns, contributing to a culture of psychological safety.

Hiring and promoting leaders who understand and embody these principles sends a strong message to employees that their mental well-being is valued. It contributes to the creation of a work environment where employees feel safe to be their authentic selves, fostering greater employee engagement, productivity, and overall job satisfaction.

In conclusion, acknowledging and combating mental health discrimination is not merely a beneficial act but an imperative one in creating a thriving, productive work environment. Shifting away from fear-based leadership and valuing soft skills in our leaders promotes a psychologically safe space where every employee feels seen, heard, and valued.

Such changes require conscious efforts from both employers and employees alike. Yet, the benefits far outweigh the challenges. An inclusive and supportive workplace doesn’t only uplift individuals dealing with mental health issues; it enhances team collaboration, nurtures innovation, and bolsters overall productivity.

When we value people and their mental wellbeing over mere output, we not only create healthier workplaces but also contribute to a more empathetic and inclusive society. It’s a vision worth striving for, and every step we take in this direction brings us closer to that reality. Every workplace that prioritizes psychological safety and inclusivity becomes a beacon, lighting the way for others to follow. The journey may be long, but the destination is undoubtedly worthwhile.

The following are resources for individuals who feel they may be experiencing mental health discrimination in the workplace:

In Canada:

1. Canadian Mental Health Association (CMHA): The CMHA offers resources to understand mental health, mental illness, and mental health discrimination. It also provides contacts for crisis centers across Canada.
   • Website: CMHA
2. Mental Health Commission of Canada (MHCC): Provides resources, tools, and free courses on mental health, discrimination, and workplace safety.
   • Website: MHCC
3. Canadian Human Rights Commission (CHRC): If you believe you have been a victim of discrimination, the CHRC can provide information on your rights and how to file a complaint.
   • Website: CHRC

In the U.S.:

1. Mental Health America (MHA): The MHA provides resources to understand mental health and mental health discrimination. They also offer a variety of tools and resources for employees and employers to better navigate mental health in the workplace.
   • Website: MHA
2. National Alliance on Mental Illness (NAMI): NAMI offers support and educational programs for people with mental illness and their families. They also have resources on how to handle mental health discrimination.
   • Website: NAMI
3. Equal Employment Opportunity Commission (EEOC): If you believe you have been discriminated against at work because of your mental health condition, you can file a Charge of Discrimination with the EEOC.
   • Website: EEOC

Please note, it’s essential to consult with a legal professional if you believe you’ve been discriminated against due to your mental health condition. They can provide you with advice specific to your situation and jurisdiction

For those interested in booking a 1, 2, or 3-hour workshop covering a variety of mental health topics can write to me here for more information.

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