By Les Kertay, PhD, ABPP, LP

Chief Medical Officer
R3 Continuum

Mental illness and substance abuse exact a huge toll. In 2015, approximately 43.4 million people aged 18 and over suffered a diagnosable mental illness, and almost 20.5 million needed substance abuse treatment. Lost productivity costs run $80 to $100 billion annually. And those costs continue to rise. According to the World Health Organization, if current trends continue, by 2020 depression will account for 5.7% of the total world burden of disease, second only to ischemic heart disease in disability adjusted life years.¹

Fortunately, even brief treatment can have a positive impact on productivity. As summarized by the Partnership for Workplace Mental Health:

• A clear majority of employees with depression who received treatment reported improved work performance and improved work satisfaction.
• One study showed that the number of work-impaired individuals with mental illness was halved after three weeks of treatment, and cut by two thirds after 21 weeks.
• 39% of those with mental illness reported a problem completing their work. After three months of treatment, 77% had improved.
• Even one session of mental health treatment improved work performance, according to an ongoing study by ValueOptions.² The problem is that stigma prevents many people from reporting work-related problems due to mental illness.

Employees with disabilities often don’t disclose out of concern that they will be ostracized or treated unfairly. Unfortunately, their fears have been shown to be well-founded. Disclosing disability status can create disadvantages in hiring, and in treatment received by current employees.^3,4

On the other hand, when employers succeed in creating a positive environment, employees with disabilities tend to feel more empowered and included, which improves engagement, retention, and productivity. For those who do not have a disability or have yet to disclose, seeing their coworkers treated fairly can build organizational loyalty and commitment.³

An employer can act in several areas to improve access to mental health care and reduce lost productivity costs:

1. Evaluate and improve your programs. Work with your employee assistance program, or get one.
2. Make sure human resources is well trained in accommodations for mental illness.
3. Positively impact workplace attitudes toward mental health; conduct employee awareness programs, educate managers, and offer mental health screenings.
4. Don’t label those with mental illness, and don’t use disrespectful terms. People aren’t their diagnoses (i.e., “he has a bipolar disorder” vs. “he’s bipolar”).
5. Don’t be afraid of people with mental illness, and don’t treat them differently than those with a physical illness. The mentally ill aren’t more likely to be violent, and the person who is depressed can’t “get over it” by an act of will, any more than can someone with diabetes or cancer.
6. Be a role model. As former President Bill Clinton said, “Mental illness is nothing to be ashamed of, but stigma and bias shame us all.” Teach your coworkers, your employees, and anyone who will listen about the importance of understanding, and treating, mental illness.

References

1. Telligen. The Impact Mental Health Has on Workplace Productivity. Retrieved from http://www.telligen.com/blog/impact-mental-health-has-workplace-productivity
2. Partnership for Workplace Mental Health. Johnson & Johnson Merges Health, Wellness, and Safety — and Likes the Results. Retrieved from http://www.workplacementalhealth.org/Case-Studies/Johnson-Johnson
3. von Schrader S, V Malzer, S Bruyere. Perspectives on Disability Disclosure: the Importance of Employer Practices and Workplace Climate. Employee Responsibilities and Rights Journal. 26:237. 2014. doi:10.1007/s10672-013-9227-9
4. A Tugend. Deciding Whether to Disclose Mental Disorders to the Boss. NY Times. Nov. 14, 2014. Retrieved from https://www.nytimes.com/2014/11/15/your-money/disclosing-mental-disorders-at-work.html