Fighting stigma in the workplace

CrossCurrents

Stigma has a large part to play in the struggle to create accommodating workplaces, says Bill Wilkerson, CEO of the Global Business and Economic Roundtable on Addiction and Mental Health. “As a result, people won’t easily or at all ask for assistance or seek out any form of help because they are afraid of conceding what they see as an inherent flaw,” says Wilkerson. “One woman told colleagues she had a brain tumor rather than depression so she wouldn’t suffer from the stigma associated with that diagnosis.”

Stigma also makes it difficult for managers to offer assistance. Mary Ann Baynton at Mental Health Works says managers may feel paralyzed by fear of saying the wrong thing or infringing on someone’s privacy. Through Mental Health Works, Baynton teaches the following four-point process to help managers navigate problems that affect the workplace, stressing that it is a manager’s job to manage, not to diagnose.

“I notice.” Listen to and observe employees and ask questions if you notice behavioural changes.
“I’m concerned.” Express concern about changes and listen to employees to see what’s going on.
“How can I help?” Ask how you can help the employee succeed at work. This may involve linking employees to supports or suggesting a workplace accommodation.
“Let’s focus on solutions at work.” Determine what type of assistance the employee needs; for example, new skills or resources, or help or accommodation for a mental or physical health problem. Also determine what the employee can commit to.