Blog | Talking about mental health to create open, supportive workplaces

23rd May 2023

It is National Conversation Week from 23 May until 29 May and it is all about the simple, pleasurable, and rewarding art of simply talking to each other. Working in mental health, I know first hand how a conversation can be life-changing, and even life-saving. Most importantly, the ability to have those hugely impactful chats is a power we all hold.

Since 2010, I have focused on mental health in the workplace and have seen such a change in how mental health is talked about. Attitudes to mental health had been slowly improving but workplaces had lagged behind and it was still seen as a taboo. Staff struggling with their mental health would worry about opening up, fearing their colleagues and managers will perceive them as less able to cope, or worrying that they could even lose their job as a result. Even if employers had good intentions and wanted to support the mental health of their staff, they would sometimes hesitate before acting for fear of doing something wrong.

Fortunately, we have seen real progress in recent years, with initiatives like the Heads Together campaign led by the young royals and See Me, Scotland’s anti-stigma programme, but there is still some way to go.

Here are some practical steps you can take to create a more open and supportive workplace, where staff feel able to talk openly about their wellbeing without fear of being perceived as weak or incapable.

Support tools

Wellbeing initiatives show staff that their employer is responsible and values their contribution and wellbeing. Putting in place measures to promote wellbeing also makes good business sense – given employers who look after their staff reap rewards such as increased staff morale, productivity and retention, and reduced sickness absence.

Initiatives such as Employee Assistance Programmes and flexible working hours are now common currency, so if your organisation isn’t offering them, there’s a chance you could lose or miss out on good talent to another organisation which does.

Employee voice

Before implementing any wellbeing measures, HR professionals should conduct an anonymous staff survey to gain insight into the wellbeing and satisfaction of individual members of staff. Surveys ought to be regularly carried out – at least annually– and will highlight where the organisation is doing well and how it can improve. They can also show where existing policies and practices are not consistently applied.

Leading by example

Changing an organisation’s culture doesn’t happen overnight, but leaders have a role in making this happen. We know when senior figures open up about their mental health it can encourage others to do the same and contribute to this culture change. We want senior leaders to create environments where staff of all levels feel able to talk openly about mental health and to know they’ll be met with support and understanding if they do.

Sharing personal stories

One of the best ways to raise awareness about mental health, and challenge stigma, is to encourage conversation about it. Supporting staff to share their experiences of mental health and wellbeing can improve people’s understanding of mental health and change attitudes.

Normalising conversations

Regular communication between managers and line reports is important, particularly for staff working remotely and/or in isolation. Having frequent meetings and asking about someone’s mental health creates space for employees to discuss any issues they are facing and develop methods to tackle these problems.

Many of the steps above have conversation at their core. Simply listening, and creating opportunities for others to talk, can be one of the most powerful tools we have to promote good mental health and wellbeing, whether we’re in the workplace or elsewhere. So this week and beyond, let’s keep the conversation about mental health going.

• Emma Mamo is Assistant Director of Workplace & Business Development at SAMH