To be inclusive of what isn’t readily seen, such as mental health conditions, requires a companywide commitment to education and empathy to remove stigma as a barrier to employees asking for help. People can be treated and accommodated successfully for many mental health conditions while productively employed.
Resources
@Work Magazine
Employer Solutions
Employer Solutions: Strategies for a Productive, Engaged Workforce
By Adele Spallone, Vice President, Clinical Operations, Disability and Workers’ Compensation, The Hartford
Related Resources & Articles
It’s Time to Reevaluate Mental Health Accommodations for Better Outcomes
Increasing demand for mental health accommodations should prompt employers to reassess their policies and approaches and invest in training. Data...
It is Time to Expand Your Reach – Effective plan and policy designs take a more holistic approach to employee support
Charting a different leave management path requires courage, data, and people who are willing to challenge the status quo....
Early Intervention for Comorbid Conditions Involves Mental Health
Ensuring disability plans require intervention for mental as well as physical health is increasingly important for long-term success. We address...
The 4 C’s of Success for Implementing an ADA Disability Compliance Program
View competency, curiosity, confidence and courage as a choice, not a fixed trait, especially when you consider the connection to...
Why Should Employers Care About Rising Sleep Disorder Rates?
Increasing diagnoses rates and high costs illustrate the value of employers investing in early, supportive interventions....
Aging Workforce Puts ADA Accommodations to the Test
Employers must prepare for a staggering increase in the percentage of workers aged 75+ in the workplace. How will you...
Become
a Member
Connect with new colleagues, expand your knowledge, and experience more benefits of membership.
Not Sure If Your Organization Is A Member?
Add your company affiliation and verify your DMEC membership status.
