Council Post: Finding Ways To Support Workforce Mental Health In The New Normal

Founder and CEO at Modern Health.

Covid-19 is igniting a mental health crisis. From quarantines to social distancing, the pandemic forced us nearly overnight to begin navigating a barrage of new and acute stressors. Now, recent CDC research shows that many Americans have reached a breaking point. In late June of 2020, just over 40% of adults surveyed reported struggles with mental health conditions, symptoms of a trauma- or stressor-related disorder, or substance abuse as a result of Covid-19.

Simply put, there has never been a more critical moment to prioritize mental health in our workplaces and company cultures. With more than 11 million Americans out of jobs and a declining economy, many of us are experiencing the deep anxiety of financial insecurity. Others are finding themselves in unexpected roles as caregivers or full-time parents and teachers. Many are still adapting to remote work, getting less exercise and facing isolation from friends and loved ones. Many of us are stuck at home, tethered to technology and working longer hours than ever before — all without knowing how long this global crisis will actually last.

Our experience with the impact of the SARS outbreak on mental health tells us this is only the beginning. If we learned anything from that experience, we should expect the impact of Covid-19 to show up as episodes of PTSD and depression that unfold over time. The mental health crisis ignited by Covid-19 could send shockwaves through our lives and workforces for years to come.

Even before the pandemic, the World Health Organization estimated that $1 trillion is lost in global productivity each year due to depression and anxiety. My own company’s research examined the impact of Covid-19 on mental health and work. In a recent survey we conducted, almost half of the 500 respondents reported experiencing more stress and anxiety than at any other time in their lives. These costs have the potential to reach new heights. 

As executive leaders, that means we can’t settle for temporary fixes alone to help our workforce weather today’s storms. We need to commit to proactive, preventative, long-term solutions to help them become healthier and more resilient. The decisions we make today will impact our employees long after the virus.

First, we need to fight the persistent stigma surrounding mental health and enable open conversations about mental wellness in the workplace.

We all have mental health just like we all have physical health, and each person’s mental health ebbs and flows at different points in their lives. Some may struggle with a clinical diagnosis like anxiety, depression or OCD, but everyone can relate to periods of stress associated with major life events, job changes or relationship troubles. This is all part of the spectrum of mental health. If we’re to make any progress at dispelling stigma, we as business leaders need to be champions for conversations about every point on that spectrum.

Secondly, we need to break down barriers to accessing care. Mental health care in the U.S. has traditionally been equated with clinical care by a licensed psychologist, and there simply isn’t enough supply to go around. Over 115 million Americans live in an area facing a shortage of mental health professionals.

On top of that, insurance plan reimbursement rates can be as low as $40-$60/hour, so top therapists generally opt to build their own practice outside of insurance, charging market rates of $150-$250/hour. Therapists often won’t accept new patients — even those with in-network plans — because they’re able to fill their schedules with people who can afford to pay their rates at the point of service. This helps them avoid submitting claims and waiting for reimbursement through traditional health insurance. All of this means that therapy is beyond the financial reach of most Americans, and those with clinical needs are often left out.

We as business leaders can help by broadening our definition of mental health support and care. This can include a combination of professional mental health coaching, evidence-based digital care and community support for those demonstrating subclinical needs. This can help rebalance the supply and demand of therapists for those who do have a clinical need. To me, the ideal scenario is to teach those people who are able the tools and skills they need to manage their own stress so they can graduate from therapy. They can then work with a mental health coach or engage in digital resources to stay on track and maintain progress. 

Thankfully, many employers are paving the way by investing in preventative mental health support for their workforces. Companies like American Express, Adobe, SoFi and Nextdoor (disclosure: SoFi and Nextdoor are clients of the author) realized their antiquated employee assistance programs and medical plan benefits needed more to serve the needs of a modern workforce. Today, enterprises around the world are waking up to the fact that one size does not fit all. Adding point solutions like meditation apps may only support a small percentage of employees and pushing everyone into therapy would be an inefficient use of resources — which drives up costs. 

My experience providing clients a way to balance their focus on mental wellness for employees demonstrates anecdotal support for a continued shift to comprehensive approaches to workforce wellness. There are realizations of productivity when employees can feel like their most authentic selves, predictions of the continuation of mental health benefits as part of the future HR landscape and beliefs that companies can gain an edge if they embrace mental health as a scorecard for the health of the overall population.

Put simply, a focus on mental well-being will continue as you are your own most valuable resource. The success of families, communities and economies depends on the collective well-being of individuals. Take the time to reevaluate your role in the mental health conversation. If you’re in need, seek support. If you’re a co-worker, check in with your peers. If you’re a business leader, support your team with infrastructure and a sense of empathy and urgency. A collective focus on preventative long-term mental health is the best thing we can do to combat our stressors, new and old.

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