Mental Health Support Systems

20% of adults live with chronic mental illness. That's 1 in 5 of your employees dealing with conditions like depression, anxiety, or bipolar disorder. And most of our workplace mental health initiatives? They're built for crisis management, not long-term support. I just read new research from Emily Rosado-Solomon and Sherry M.B. Thatcher that challenges how we think about supporting these employees. The key insight? The coping strategies people develop during their GOOD days determine how well they navigate their hard days. What does this mean for leaders? It's not about teaching people how to "manage" their conditions. Most employees with chronic mental illness already know what they need. It's about removing the barriers that keep them from accessing it. Three practical shifts: Invest in authentic relationships. Create space for genuine workplace connections to develop. Design offices with both communal AND private spaces. Model that it's okay to talk about hobbies and life outside work. Don't force team bonding—make room for it. Strong relationships with coworkers who understand your specific work context become lifelines during difficult moments. Real flexibility matters. Not "you can work from home on Fridays" flexibility. I'm talking about the kind that lets someone attend therapy on a Tuesday at 2pm without guilt or explanation. Benefits that actually work. Robust mental health coverage isn't a perk—it's essential. Include access to diverse providers who reflect different cultural backgrounds and therapeutic approaches. This isn't just good DEI practice. It's good business. Employees with chronic mental illness bring extraordinary value to organizations. But only when we stop treating mental health support as a checkbox and start building systems that work for people's actual lives. The question isn't whether you have an EAP. It's whether you're providing the kind of ongoing support that makes crises few and far between. #DEI #MentalHealthAtWork #InclusiveLeadership #WorkplaceWellness #HRLeadership https://lnkd.in/gzn_AmxV

The updated Framework for Mentally Healthy Workplaces model presents a comprehensive overview of strategies designed to enhance mental wellbeing, minimise harm, and facilitate recovery. Creating a workplace that prioritises #mentalhealth goes beyond just addressing issues as they arise - it’s about a taking a proactive, integrated approach. The integrated model underpins all the work we do at FlourishDx. It involves considering workplace mental health as a population health issue and having systems to Protect, Respond and Promote. 🛡️ Protect: The Protect pillar focuses on identifying psychosocial hazards and managing their risks before they lead to harm. By embedding systems and policies that target potential hazards - such as work overload, poor communication, or inadequate support - organisations can create a safer environment for employees. Key strategies include enhancing job control, improving organisational communication, and building strong social support systems. 🩺 Respond: When psychosocial risks do materialize, having a robust Response system is crucial. This involves clear procedures for managing incidents, supporting affected employees, and ensuring a quick recovery. Effective response strategies often include providing access to Employee Assistance Programs (EAPs), investigating complaints, applying bullying and harassment policies, and directing to professional support to those experiencing mental ill-health. 🌱 Promote: Going beyond prevention and response, the Promote pillar is about fostering an environment that actively enhances employee wellbeing. This could involve considering job design to increase autonomy and satisfaction, promoting flexible work arrangements, and offering mental wellbeing programs to build self-care skills and habits. By integrating these three elements - Protect, Respond, and Promote - organisations can create a sustainable workforce that not only manages risks but flourishes in a supportive, mentally healthy environment. Check out the full open-access article here: https://lnkd.in/g_R_Wa9E #psychosocialriskmanagement #psychhealthandsafety #iso45003 #workplacementalhealth

𝐓𝐡𝐢𝐧𝐤 𝐚𝐛𝐨𝐮𝐭 𝐭𝐡𝐢𝐬 𝐭𝐡𝐞 𝐧𝐞𝐱𝐭 𝐭𝐢𝐦𝐞 𝐲𝐨𝐮 𝐯𝐢𝐬𝐢𝐭 𝐚 𝐝𝐨𝐜𝐭𝐨𝐫’𝐬 𝐨𝐟𝐟𝐢𝐜𝐞 𝐨𝐫 𝐭𝐡𝐞 𝐡𝐨𝐬𝐩𝐢𝐭𝐚𝐥. A new study published in the Journal of Occupational and Environmental Medicine (JOEM) (January 2026) takes a hard look at mental health service needs, utilization, and barriers among health system faculty and staff and the findings should prompt every health system leader to act. Researchers surveyed 2,421 faculty and staff at a large New York City health care system. Nearly two-thirds reported a perceived need for mental health services over the past year. Yet among those who recognized that need but did not seek care, the most cited barrier was simply not having time to look for a provider, reported by over 60% of respondents. Privacy concerns were the second most common barrier, with faculty significantly more likely than staff to flag this issue (33.9% vs. 10.4%). In a profession built on helping others, the fear of being seen seeking help remains a powerful deterrent. The study also uncovered meaningful disparities. Individuals identifying as Asian, Black, or Hispanic were less likely than White colleagues to perceive a need for mental health services, a pattern the authors attribute to differences in how mental health symptoms are recognized across racial and ethnic groups, as well as historical mistrust of mental health systems. Women reported higher odds of both perceiving a need and utilizing services, likely shaped by emotional labor demands inherent in caregiving roles. Workplace factors mattered, too. Staff who reported experiences with verbal abuse or worked in environments that did not prioritize racial equity and diversity had greater odds of perceiving unmet mental health needs. So what needs to change? The authors call on health care leaders and hospital administrators to: widely promote available mental health services, extend access to non-traditional hours, educate faculty and staff about their rights to confidentiality, and provide culturally sensitive care that reflects the diverse experiences of the workforce. Mental health support for health care workers is not a perk; it is a necessity. This research makes the case that systems must do more to meet their people where they are. Accessing mental health is challenging for everyone. There aren’t enough psychologists and psychiatrists, and many don’t take the insurance card you have in your wallet. Johns Hopkins Medicine offers quick access to mental health services for our faculty and clinicians. It’s a unique benefit that I realize most organizations can’t offer. However, be creative and find other solutions. The wave of mental health problems isn’t going away anytime soon. #healthcare #mentalhealth #EmployeeBenefits

Mental Health First Aid 101: What You Need to Know Have you ever noticed a colleague at work go from outspoken to increasingly withdrawn, missing deadlines, and avoiding conversations? You notice, but you’re unsure how to help. Or has a friend shared that they’re feeling hopeless, and you struggle to find the right words. Situations like these are more common than we think. The Mental Health First Aid (MHFA) is a framework designed to empower anyone to provide initial support to someone experiencing a mental health challenge or crisis. Here are some actionable steps from Mental Health First Aid that can help you make a real difference in such situations: 📌Recognize the signs: Be alert to changes in behavior, mood, or appearance. Common signs include withdrawal, persistent sadness, difficulty concentrating, irritability, or excessive worry. 📌 Approach and listen: If you notice someone struggling, approach them in a private and non-judgmental way. Use open-ended questions like, “I’ve noticed you seem different lately. Would you like to talk about it?” 📌 Offer support without judgment: Listening is powerful. Avoid interrupting or offering unsolicited advice. Instead, acknowledge their feelings with statements like, “That sounds really difficult. I’m here for you.” 📌 Encourage professional help: Mental health first aid doesn't mean solving the problem but guiding the person to appropriate resources. This could mean suggesting they speak with a counselor, a trusted doctor, or calling a crisis hotline. 📌 Provide resources and follow Up: Share helpful resources, like local mental health services or online platforms. Check back with the person after your initial conversation to show ongoing support. Mental health challenges are becoming increasingly common, equipping ourselves with these skills is essential. MHFA training is a great way to learn and practice these techniques. What would your workplace or community look like if everyone had the tools to respond to mental health challenges with confidence and compassion?

Young adults (18–25) are getting hit hardest by mental health challenges and they’re also the least likely to use “traditional” care. A review in BMJ (17 peer‑reviewed studies across 6 databases) found that peer support is consistently associated with better mental health outcomes for young adults. It showed: -Increases in happiness, self‑esteem, coping, and well‑being -Reductions in depression, anxiety, loneliness, and distress -Benefits across groups including university students, non‑students, and ethnic/sexual minorities -Positive effects in both 1:1 and group formats It also showed that the supporters can benefit too (belonging, reduced avoidance coping, improved well‑being) The authors also highlight that peer support has lower barriers than traditional services, less stigma, more relatability, easier access, especially when counseling waitlists and “I don’t have time / I’m embarrassed / I’ll handle it” are the norm. But the paper is clear on what determines whether peer support scales safely: -Training matters -Delivery method matters I believe the future of mental health care isn’t peer support or clinical care. It’s blended care. -Peer support to lower the barrier, build trust, and create an on‑ramp -Clinical care to handle complexity, risk, diagnosis, and treatment -A coordinated system where the right level of support is available fast—without forcing someone to “earn” help by getting worse first Onrise is a blended peer + clinical model at scale built for those in high-pressure who need privacy, speed, and someone who gets their world.

Your boss impacts your mental health more than your therapist. And I've run the numbers at Stryker, TriNet, LetsGetChecked, Headspace and Talkspace. 8 hours with your manager weekly. 1 hour with your therapist monthly. That's 32x more exposure to one relationship. Yet we treat workplace mental health like an HR checkbox. Annual wellness stipend? Cool. Meditation app subscription? Nice. EAP 1% use? Check. Meanwhile, toxic managers are creating the problems those benefits are supposed to solve. I watched this play out at 2 mental health companies. We'd sell coaching and therapy benefits to enterprises while their employees were burning out from bad management. The irony wasn't lost on me. One client spent $2M on mental health benefits. Their turnover in their GTM dept was still 47%. Know what fixed it? Manager training. Not another app. Not more therapy sessions. Teaching leaders how to not destroy people. THE REAL MENTAL HEALTH STACK: Layer 1: Psychological Safety → Can you disagree without retaliation? → Can you fail with pride? → Can you be human without judgment? Layer 2: Clear Expectations → Know what success looks like → Understand your actual priorities → Get feedback before annual reviews Layer 3: Autonomy + Support → Freedom to solve problems your way → Resources when you're stuck → Recognition when you deliver Your therapist helps you process the damage. Your boss decides if there's damage to process. Companies are still spending millions on wellness while promoting toxic leaders? That's not mental health support. That's expensive band-aids on self-inflicted wounds. Fix the source, not the symptoms. Build managers who multiply mental health. Not destroy it. ~~~> ⚙️ Follow Matt Savarick for systems that grow ♻️ Share to help spread goodness

Mental Health In The Workplace A report by Deloitte estimated that poor mental health costs employers in the UK up to £45 billion each year due to lost productivity, absenteeism, and staff turnover. So, how does HR resolve this? 🏖 Encourage Work-Life Balance HR should promote work-life balance. Flexible working hours, remote work options, and ensuring reasonable workloads can help prevent burnout and stress, improving overall mental health. 🏢 Promote a Supportive Company Culture HR should foster an organisational culture that values mental health. This includes encouraging open conversations about mental well-being, reducing stigma around mental health issues, and ensuring employees feel supported. 👩🏫 Offer Mental Health Resources and Training Providing resources such as Employee Assistance Programs (EAPs), mental health days, and access to counselling services can make a significant difference. Leadership training can equip managers with the skills to recognise signs of mental distress and offer appropriate support.

🔥 “We say we care about mental health at work… …but most workplaces are responding at the wrong time.” Read that again. Because this is where it breaks down 👇 ⸻ Someone has a breakdown → we respond. Someone burns out → we respond. Someone resigns → we respond. But by then? We’re already too late. ⸻ There are three types of support every workplace needs — and most are only using one. ⸻ 🧠 Psychological First Aid This is in the moment. Crisis. Shock. Overwhelm. 👉 “I’m here. You’re safe. Let’s slow this down.” ⸻ 🤝 Mental Health First Aid This is when something deeper is going on. Anxiety. Burnout. Struggle that doesn’t just disappear overnight. 👉 Recognise it. Respond to it. Don’t ignore it. ⸻ 🌍 Psychosocial support This is the one almost everyone misses. It’s not a moment. It’s the environment people walk into every day. Workload. Leadership. Psychological safety. Whether people feel safe to speak before they break. ⸻ 💥 Here’s the uncomfortable truth: You can train your people in Mental Health First Aid all you like… …but if your culture is causing the harm in the first place? You’re not solving the problem. You’re managing the fallout. ⸻ The best workplaces don’t just respond well. They design environments where fewer people need saving. ⸻ So the real question isn’t: “Do we have the right training?” It’s this: 👉 “Are we creating a workplace people don’t need to recover from?” ⸻ If this hit — save it. If you’ve seen this play out — comment. If your workplace needs this conversation — share it. #MentalHealthAtWork #ToxicWorkplace #WorkplaceCulture #PsychologicalSafety #BurnoutRecovery

What's the most important mental health capacity you can build this year? I don't think it's what most people suspect. A student was sitting out in front of our office two weeks ago. She was visibly upset so I stopped to talk. She wasn't in crisis. She was stressed about school and having bad roommate conflict. She could have gone to the counseling center. But she didn't want to. And she didn't need to. (almost 80% of students report that they don't want to visit the campus counseling center.) They just want someone they can trust who'll listen. A staff mentor. A peer who gets it. Maybe some help with conflict or overwhelm. Maybe just proof someone cares. But when "mental health support" only means sitting on a couch, vulnerably talking to a counselor they don't know, many of those students disappear. The fix? Stepped care. It's a great model and EAB put out a solid report on it. It's about building a continuum: from self-help apps to peer support to workshops to campus counseling to off-campus care. And more. The campuses doing this well still staff our counseling centers but not as a silver bullet. We ask, "how do we make help obvious at every level?" We create support plans with students: Ex. Tuesday anxiety workshop, then talk to a peer mentor, then try Headspace, check back Friday. Or maybe a yoga class and help from an RA. Waitlists drop, without more hiring. Because most students don't want therapy. (Many definitely do but most don't, and we're not forcing them into it.) We need systems that aren't one size fits all. What does your campus offer students who want support that isn't therapy? Repost to advocate for a variety of culturally sensitive, trauma-informed supports. I'll drop a link to the EAB report in the comments. #HigherEducation #MentalHealth #StudentAffairs

May is Mental Health Awareness Month. This is a good moment to focus on access, not just awareness. Many U.S. workers are struggling than thriving. Many are continuing to work through stress and uncertainty, often without fully using the resources available to support them. Mental health resources only help when employees know they exist, trust they are supported, and feel safe using them. ✔️ Employee assistance programs that offer confidential counseling and referrals. ✔️ Mental health coverage through medical plans, including therapy and medication support. ✔️ Paid time off and leave options that allow time to reset or care for health needs. ✔️ Manager training that helps leaders recognize stress and guide employees to support. If you notice changes in someone, check in early, and know where to point them for help before things escalate.