Workplaces can be stressful and highly demanding, leading to anxiety, burnout, and other mental health issues. They need to establish clear policies and systems for supporting the mental health of their employees and fighting the stigma they face.
Workplaces need to establish clear policies and systems for supporting the mental health of their employees and fighting the stigma they face. Photo: Yash Parashar
Global dialogue about mental wellbeing and emotional health has peaked since the covid-19 pandemic. The gruesome pandemic validated the World Health Organization’s timeless slogan, “There is no health without mental health”. But how far is it incorporated in our knowledge, attitude, and practice? Or is the superficial discourse on mental health only sensationalised for media attention, while the reality remains overshadowed by stigma?
World Mental Health Day is observed every year on October 10th. This year’s theme is “It's Time to Prioritise Mental Health in the Workplace.” The common mental health conditions that one encounters in daily work have deep and widespread social roots and can be identified only if closely observed. What needs attention are the perceived and underlying stigma as well as the strategies to deal with these. Social stigma related to mental health delays help-seeking, perpetuates misinformation about mental health conditions, and increases the 'treatment gap'. It also leads to discrimination, ostracism, and difficulty in integration for those experiencing mental health issues.
The importance of prioritising workplace mental health
Mental health at work is crucial because it directly affects how people feel and perform. Since most of us spend a large part of our lives at work, it’s important to have a supportive and nurturing environment. Unfortunately, mental health issues are often stigmatised, making it hard for people to speak up and get the help they need. This stigma not only worsens mental health problems but also hurts overall workplace productivity. Further, in routine appraisals and group meetings, mental wellbeing of employees often takes a back seat, while millions are spent on ‘motivational speeches’ mostly based on forced positivity.
While we are not against the terms ‘motivational speaking’ and ‘life coaching’, we also believe it’s important to understand that mental health conditions cannot always be addressed in this way. Mental health conditions need early screening, proper diagnosis, and treatment by professionals. By making mental wellbeing a priority, organisations can foster a positive culture, improve job satisfaction, and help employees thrive personally and professionally.
What do mental health issues in the workplace look like?
Scenario 1: Jessica, a 35-year-old project manager, has been feeling increasingly stressed due to heavy workloads and tight deadlines. Even though she’s struggling, she keeps quiet because she’s afraid her colleagues will think she’s not capable. As the stress piles up, Jessica starts to withdraw from her team, and her work efficiency declines. She needs help, but her fear of being judged restricts her from sharing her concerns. After a major breakdown at office, Jessica is forced to quit her hard-earned job.
Scenario 2: Sagnik, a 28-year-old graphic designer, has been dealing with episodes of depression and anxiety for years. He experiences panic attacks at work, but hides them because he’s worried about how his co-workers might react. He even skips taking his prescribed medications fearing that his colleagues might find out about his mental illness and he might end up losing his job. He has been ridiculed for not being ‘masculine enough’, for taking what his friends call his ‘nerve pills’. His condition deteriorates as he is isolated personally and professionally. Sagnik came to us in emergency after trying to end his life by overdosing on sedatives.
How stigma and self-stigma are kept alive
In the workplace, stress often creeps in from high work demands, job insecurity, inflexible schedules, lack of autonomy, poor work-life balance, and isolation, leading to anxiety, depression, or burnout. These issues are often made worse by toxic work environments, lack of support, poor leadership, and limited access to mental health resources. The stigma around mental health can make it even harder for people to seek help, thus worsening their symptoms. This creates a cycle where mental health problems continue to grow, negatively impacting both the individuals and the workplace.
"Stigma is kept alive by the way we talk about mental health in everyday conversations. Casual remarks like calling someone 'crazy' or dismissing their struggles can reinforce negative stereotypes."
Based on the National Mental Health Survey of India (NMHS) 2015–16, only about 15% of people with mental illnesses receive the treatment that they need. Stigma plays a big role in creating the treatment gap for mental illness. It creates a barrier, making people afraid that they will be seen as weak or unreliable if they speak up.
Stigma is kept alive by the way we talk about mental health in everyday conversations. Casual remarks like calling someone "crazy" or dismissing their struggles can reinforce negative stereotypes. Media also play a part by spreading misinformation and promoting harmful images associating aggression, incapability, and lack of capacity with every mental health condition.
These negative portrayals shape public attitudes, making it harder for people to understand and empathise with those dealing with mental health challenges. How many mainstream movies or books do we know that have showcased mental wellbeing in the workplace and ways to enhance it? Individuals with a mental health condition are often wrongly depicted as violent, aggressive, and "dark" in movies like John Carpenter’s Halloween and Gus Van Sant’s Psycho, creating social stereotypes that are feared and stigmatised. The plight of individuals with mental illness is misinterpreted and equated either with violence or supernatural elements.
Stigma affects the culture of the entire workplace. When mental health isn’t openly discussed, employees may feel unsafe and unsupported.
Self-stigma is when people start believing the negative things society says about mental health. Take Manasa, a 30-year-old HR professional who struggles with depression. She is so ashamed of her condition that she avoids treatment, thinking it will only confirm her fears of being inadequate. This self-stigma traps her in a cycle of worsening depression and low self-esteem, impacting both her personal life and job performance. When individuals like Manasa internalise these beliefs, they suffer in silence, often letting their mental health deteriorate further.
So, what next?
Fighting stigma in the workplace requires effort at both personal and organisational levels. On a personal level, education and open conversations about mental health are key. Encouraging people to talk about their experiences can help break down the fear and misunderstanding around mental health. Training employees on mental health awareness can also dispel myths and challenge harmful stereotypes. Promoting the importance of mental wellbeing isn’t just the job of psychiatrists or psychologists. Every single person involved in the workplace can be a mental health ambassador!
"At an organisational level, companies need to put clear policies in place. This includes offering access to counselling and psychotherapy, allowing flexible work arrangements, and promoting mental health days."
Media has a mammoth role to play in public awareness. Mental health issues need to be highlighted in a sensitive, not sensational, fashion.
At an organisational level, companies need to put clear policies in place. This includes offering access to counselling and psychotherapy, allowing flexible work arrangements, and promoting mental health days. It is also crucial to establish strong zero-tolerance policies for ragging, gender-based violence, and sexual harassment. Leaders play a crucial role in creating a safe and supportive culture. When they share their own experiences with mental health, it can set examples. There can be no mental wellbeing without security.
Vulnerable groups—those who experience or have experienced mental health issues, self-harm, or severe stress—should be identified in the workplace and periodically screened by professionals. Confidentiality, personal respect, and dignity are a must in this process.
In fact, today, Jessica, Sagnik, Manasa, and many others like them are doing fairly well after being supported at their workplace and treated by mental health professionals. Adherence to treatment, both pharmacological and psychological, and finding peer support from family, colleagues, and other social groups are key parts of the process. At times, it is necessary to inform the office about the employee’s specific needs, while maintaining confidentiality.
At each of their workplaces, their colleagues were supportive. They were encouraged to seek help and, most importantly, they were able to overcome their self-stigma when they shared their experiences of ‘getting better’. This has helped reshape mental health-related approaches and policies at their workplaces. Hopefully, better support systems will be available for others with mental health concerns.
It is also important to have systems in place for employees to report concerns anonymously and to regularly check in on the workplace environment. Employee resource groups or support networks can provide safe spaces for people to share and seek help without fear of judgment.
Ultimately, reducing stigma in the workplace requires commitment from everyone. By prioritising mental health and actively working to fight stigma, organisations can create healthier, more supportive environments where all employees can thrive.
*All names have been changed and patient details mentioned with consent.
The opinions expressed are those of the authors and do not necessarily reflect the position of Re:solve Global Health.
Chandrima Naskar is a psychiatrist currently working as an associate specialist in Tata Main Hospital, Jamshedpur. She is also an assistant professor in Manipal Tata Medical College, Jamshedpur, where she teaches future doctors about the importance of universally addressing mental health problems in patients and the community. She writes news articles on mental illness and their management in English and Bangla to spread fact-based awareness in an interesting manner.
Dr Debanjan Banerjee is a consultant neuropsychiatrist and dementia specialist at APOLLO Multispecialty Hospitals, Kolkata. His areas of interest include community mental health, mental wellbeing in older people, dementia care and human rights. He writes extensively in several Indian dailies on mental health promotion and stigma.
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