Over the years, there has been increasing awareness and understanding of how mental health impacts every part of our lives.
More people are also acknowledging that they suffer from a mental disorder.
Anxiety is the most prevalent mental illness in Canada, according to an , which says one in four Canadians will be diagnosed with anxiety.
Mental health can impact our jobs and thus our productivity, too.
notes that 71% of Canadians surveyed said mental health challenges, such as anxiety and depression, have interfered with their ability to work in the past year.
Individuals with anxiety are also more likely to be unemployed.
A new Simon Fraser University study challenges a commonly held misconception that there鈥檚 little organizations can do to encourage employees to disclose mental health concerns.
If employees disclose what they are going through, they can be offered support, yet many organizational leaders tend to think that disclosure is a personal choice.
The study, Facilitating Mental Health Disclosure and Better Work Outcomes: The Role of Organizational Support for Disclosing Mental Health Concerns,, found that there is much that managers and employers can do.
鈥楶eople notice things and log them鈥�
Its results showed that employees were 55% more likely to disclose mental health concerns to their bosses when they perceived their organization as supportive.
鈥淧eople notice things and log them, sometimes consciously and sometimes not,鈥� said the study's lead author, Zhanna Lyubykh, assistant professor of management and organization studies at the Beedie School of Business at SFU, in a news release.
鈥淒id they see someone who recently disclosed [their mental health condition] get passed over for a promotion? Are open, understanding conversations about mental health encouraged and happening among co-workers? Did it take six months and 100 forms for a co-worker to actually get access to the supports they were entitled to? And when that person received those supports, were they really beneficial?鈥�
According to the , Lyubykh's research included two survey-based studies. The first study looked at the difference between employees鈥� stated willingness to disclose mental health issues and actual disclosure rates, and it looked at factors that influenced employee decision-making. The second study zoomed in on the connection between organizational support for mental health and well-being, and absenteeism.
鈥楤etter job satisfaction鈥�
What they found in the study was that even for employees who didn't have mental health issues of concern, there were benefits to the supportive environment.
"On average, when an employee has positive perceptions of support from their organization, even when it's in the context of disclosure, they still display and have better job satisfaction. They have better performance. They are more likely to engage in what we call citizenship behaviours鈥攖hings such as going the extra mile for the organization, for other employees. For example ... going beyond that job description, but something that is beneficial," Lyubykh told The 撸奶社区, adding that when employees do that, it gives the company a competitive advantage.
Employees who see the support for their mental health are also less likely to look for another job and have better mental health outcomes, such as lower levels of anxiety and lower levels of self-reported depressive symptoms.
Of course, first and foremost, workplaces need to have the programs and benefits easily accessible to help employees, but the work environment is also very important.
Teachable moments
Supervisors need to manage negative events and aim to minimize them, according to Lyubykh.
"So let's say a person talks about anxiety, and someone else replies, 'Well, you [should] toughen up,'" she said.
This isn't something that would need to go to human resources or get someone fired, but it is a teachable moment, where there can be a positive discussion about the myths around mental health and why the comment was offside, according to Lyubykh.
Employers may worry that if they are supportive and open about mental health issues, employees will take advantage, but Lyubykh said the opposite is true.
She pointed to companies that have an unlimited number of sick days that can be used and research that has been done on their work culture.
"What we found was that people who had higher perceptions of their organization being supportive of mental health concerns missed fewer days of work," she said.
Lyubykh believes there is a simple explanation for this.
"When a person wakes up in the morning and they don't feel well, and they contemplate whether they go or don't go to work, if they think that if they go into work, and they will have a supportive environment鈥攖hey will have their peers and leaders who are going to see or maybe talk to them, they're more likely to actually go to work than miss a day," she said.
"People who want to take advantage, they will take advantage regardless. I think it's a process of reciprocity. So when an organization cares about employee well-being, employees start caring as well. It can actually create a very positive cycle where people will be more likely to do something for the organization. They will have higher levels of performance. They will help. They will talk positively about the organization versus the mentality of, okay, we're going to squeeze the very last drop of this employee's life out of them."
As a takeaway from the study, she hopes organizations use workplace surveys to ask specific questions about how comfortable their employees feel talking about mental health concerns in the workplace.
Help in the Sea to Sky Corridor
A spokesperson for , which operates multiple WorkBC Employment and Training Services centers, including in Squamish, told The 撸奶社区 it recognizes that mental health is essential to gaining and maintaining employment.
Open Door connects with up to 200 employers annually鈥攆rom those offering direct placements and wage subsidies to those participating in hiring fairs and community attachments.
"Employers who prioritize mental health not only help reduce stigma but also benefit from stronger retention, increased employee engagement, and healthier workplace cultures. We鈥檙e proud to serve as a connector between job seekers and inclusive employers, building stronger communities one opportunity at a time," the spokesperson said.
Help for job seekers
Open Door, a non-profit, offers support, including wellness-focused services, one-on-one coaching, and inclusive career planning, for individuals navigating mental health challenges.
"For individuals not yet ready for employment, we can help co-ordinate access to clinical counselling to support employment readiness," the spokesperson said.
Open Door staff can also make referrals to services through Vancouver Coastal Health mental health services and other resource agencies.
"A significant part of our work involves customized wage subsidies, which create pathways to employment for individuals with complex or multiple barriers," the spokesperson said, adding that in recent months, they have helped individuals with autism, ADHD, and those living with mental health and substance use challenges, find meaningful roles.
"We also work closely with employers across the Sea to Sky Corridor to promote psychologically safe and inclusive workplaces. Through ongoing outreach, training, and practical support鈥攕uch as flexible scheduling, regular check-ins, and education on mental health鈥攚e equip employers with the tools they need to support staff well-being."
Find the 撸奶社区WorkBC office at 302 - 37989 Cleveland Ave.
Next, Lyubykh's research will be looking into what can be done about workplace aggression, incivility and harassment. Find out more about the study discussed in this story on
