The interactions between physical and mental health conditions are complex and bidirectional. Most psychiatric diagnoses include physical symptoms, and people with mental health conditions tend to make lifestyle choices that increase their risk for physical conditions, leading to poor diet quality, obesity, decreased physical activity, and tobacco and alcohol use.
Further, people with anxiety and depression are at elevated risk for accidental injuries, often because of impaired focus and concentration, fatigue, and slowed reaction times.
Research has demonstrated this interaction between mental and physical health, finding that workers with a pre-existing diagnosis of anxiety or depression were more than twice as likely to go out on a disability leave for a physical condition than those without.
Three fundamental approaches are essential to address mental wellness within a company’s workforce effectively.
Anti-stigma campaigns
Addressing stigma can break the silence about behavioral health conditions and create opportunities for improving employee mental wellness. There are a variety of free anti-stigma campaigns available online, including Make It OK, StigmaFree, and Time to Change.
Health risk assessments
Health risk assessments provide anonymized reports that allow companies to identify areas of concern and opportunities for improvement. These may include mental health conditions for which employers can offer educational campaigns or supportive services, as well as identifying gaps in benefits that prevent employees from receiving the treatment they need.
Fostering a culture of health
Employee mental wellness can only thrive within a company culture of health, since a toxic culture can undermine any gains associated with other well-being initiatives. An explicit commitment to employee wellness is a good place to start, but it must be reflected at every level of the organization, as well as in company policies, processes, and strategies.
Employee well-being is directly related to employee engagement, and employee engagement is, in turn, related to retention and profitability. Thus, the ultimate measures of a successful well-being program are lower turnover and better financial outcomes.
