Workplace Mental Health: Confronting Bias & Bringing Change

By Terri L. Rhodes

CCMP, CLMS, CPDM, MBA
CEO, DMEC

Why is it that when an employee calls out for a mental health condition, our first response is to question it? When an employee has cancer, heart surgery, or a broken leg, we instantly show empathy and compassion. Mental illness is real and treatable, and viewing this medical condition as anything other than legitimate, continues to promote stigma.

My hope is that, as absence professionals, we can put away our biases and set an example by treating mental illness like all other medical conditions. Then, some real strides towards supporting employees with mental health conditions can be made.

Mental illness absences are among the most frequent medical conditions in many workplaces; alcohol and drug abuse and addictions, depression, anxiety, and other serious diagnoses are among them. When factored in with the significant impact of comorbid mental illness that comes with other conditions like cancer treatment, heart rehabilitation, and chronic pain, mental illness becomes the largest single absence and disability cost driver.

There are many articles in this issue of @Work that will help you understand the impact of workplace mental illness and that provide tips and solutions to assist you in managing your return-to-work obligations. Below are a few areas I recommend as part of the effort to reduce bias and bring lasting change.

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