In recent years, the importance of mental health in the workplace has become a hot topic, driven by a few factors including a higher prevalence – 1 in 6.8 people experience mental health problems in the workplace; a better understanding of mental health challenges, and a societal shift towards greater empathy and inclusivity.

It comes as no surprise then that recent research by Towergate Health & Protection (2023) highlights a significant change in how health and wellbeing support is communicated in the workplace. A striking 70% of large companies now struggle to ensure their communications are always relevant to employees, with SMEs reporting similar difficulties at 50%. On average, well over half (55%) of employers admit to challenges in targeting specific messages to specific groups. In the past year, 42% of companies have revamped their health and wellbeing communication programs, and nearly two-thirds (62%) now communicate support more frequently. While this increase in communication is positive, so very much is the language being used.

Language and Communication
We’ve seen a notable change in the language being used in mental health communications, aiming to reduce stigma, promote inclusivity and create a supportive environment for employees. Here are some of the more notable improvements.

Beating Stigma
Previously, mental health was often discussed using negative terms. For example you might say a person is “suffering with mental illness” – a more sensitive explanation would be that they have “concerns related to their mental health”.

Also for a very long time it was acceptable to use terms like “mental”, “crazy” and “insane” as labels, which can perpetuate negative stereotypes and discourage open conversations around mental health challenges. This is no longer acceptable.

By reframing the language and educating all employees on words and terminology that can cause offence, organisations can support employees facing mental health challenges and promote a culture where discussing mental health is normalised.

Promoting Wellbeing
By focussing on overall “mental wellbeing” businesses show that they recognise that supporting positive mental health practices is important for everyone, not just those with diagnosed conditions. Promoting mental wellbeing can be as simple as encouraging staff to take a lunch break and work healthy hours or offering flexible working opportunities and ‘Workplace Wellness’ schemes. It’s important to note that leaders and managers should lead by example – this sends a clear message that wellbeing matters.

Using Person-First Language
It’s subtle but making the transition from condition-focused descriptions to person-first language really matters. “A depressed employee” has different connotations to “an employee with depression”. It is important that people are seen first as people, and not as their mental health condition.

Creating a Supportive Environment
If employees feel they can talk openly about mental health, problems are less likely to build up. Creating an environment where your employees feel comfortable discussing mental health is essential.

Managers challenging stigma, regular check-ins with employees and enhancing mental health awareness through training can all help. As can resources that support open conversations about mental health that use encouraging phrases like “Let’s talk about mental health” to help foster an environment where mental health can be openly discussed.

Practising Inclusivity and Empathy
In the past the language used in mental health communications was often quite clinical and detached. This did little to promote a supportive culture where employees struggling with their mental health felt they could open up. Today the language is more empathic and inclusive. Phrases like “Your mental health matters” and “We’re here for you” are more supportive and compassionate and help to build trust, knowing the company cares.

Implementing Support
Acknowledging the importance of mental health is a positive step, but it needs to be backed up by actionable support.

Many companies now provide support through Employee Assistance Programs, mental health days and access to therapy services. Language like “Reach out for support through our EAP” and “Take a mental health day if you need it” is now used and these support services demonstrate a company’s commitment to providing employees with the resources they need to help manage their wellbeing effectively.

Conclusion
When companies get mental health communications right it has a significant positive impact on both the employees and the organisation.

For employees the use of supportive and inclusive language helps to reduce stigma and makes it far easier to speak up and seek support. Promoting, and providing wellbeing and mental health services, promotes a healthier, more balanced approach to work, and life in general, which benefits overall mental health. For organisations, employees who feel, and are, supported and valued are more likely to be motivated and have improved health overall. This in turn leads to better performance, retention, results and turnover. Additionally, companies that prioritise mental health are more attractive to future employees – particularly as mental health becomes an increasingly important factor in company culture.

If you need help with your communication plan for mental health and wellbeing at work, get in touch to find out how we can support you to make positive change.