The world is an unpredictable place these days. We all need a refuge where we can get away from the realities that keep us awake at night. The workplace can be one of those places. Your staff should be able to walk through those doors and do their jobs without much drama or pressure from managers and coworkers. The unfortunate fact is that isn&rsquo;t always the case. A 2021 survey found that <a href="https://www.apa.org/pubs/reports/work-well-being/compounding-pressure-2021" rel="follow noopener" target="_blank">three in five employees have experienced work-related stress</a> and a recent survey proved that a startling <a href="https://www.zippia.com/advice/burnout-statistics/" rel="noopener" target="_blank">77% of employees have experienced burnout</a> over the past year.
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If your company isn&rsquo;t where it needs to be, we&rsquo;re here to help. We&rsquo;ve got advice on how important mental health in the workplace can be, how to provide a positive environment, and how managers can provide the necessary support.&nbsp;&nbsp;&nbsp;&nbsp; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 
<h2>Why Mental Health in the Workplace Is Important </h2>
The staff's mental health needs to be the top priority. That&rsquo;s mostly because your employees should feel secure when they go to work and know that they can complete their tasks without unnecessary stress. If you care about your employees and their well-being, you should naturally want to help them feel appreciated and unburdened. 
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If that wasn&rsquo;t enough of a reason, consider that employees who feel better at their desks will also perform to higher standards because they know the company has their backs. This is especially important in customer-facing roles. Because of the recent pandemic and the stress of interacting with unhappy patrons, the mental health of customer-facing employees is more important than ever. If your workers are overburdened or they feel stressed at work, then they may buckle under the pressure or provide poor customer service, and that doesn&rsquo;t help anyone. 
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Ensuring that everyone feels comfortable at work means that employees are more likely to stay at your company. Employee retention has many benefits, including strengthened company culture, increased productivity, and improved employee morale. One way to encourage your current staff to stay with you for years to come is to make sure that your employees feel appreciated and that your company culture allows them to thrive. Part of a healthy company culture means having a diverse workforce, which includes people of color and LGBTQIA+ employees, where everyone is treated with respect. It isn&rsquo;t enough to just hire a diverse set of candidates; you should also ensure that your company culture is supportive. 
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Your culture can also improve overall employee morale when there&rsquo;s an awareness of intersectionality and how it matters to individual experience in the workplace. <a href="https://www.careercircle.com/blog/post/intersectionality-what-it-is-and-why-it-matters" rel="follow noopener" target="_blank">Intersectionality</a> is the idea that people are complex and have multiple, intersecting identities and social characterizations that influence who they are and the challenges they may face. Companies that understand the intricacies of intersectionality can create workplace cultures that are more welcome to all, which is especially important when addressing mental health concerns in the workplace. 
<h2>How To Support Employees&rsquo; Mental Health </h2>
You can put numerous programs in place to support employees who may feel stressed or overburdened from time to time. A simple idea is for managers to begin a program of regular mental health check-ins, where employees are given a time when they can speak freely about their concerns and know that their discussions are kept confidential and that they will get the help they deserve. Business owners could also implement an employee assistance program that includes counseling sessions and access to therapists as part of company-offered health insurance 
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Many employees also become stressed when they have a lot going on at home and their work shifts don&rsquo;t allow them time to take care of personal issues. To prevent issues there, consider implementing <a href="https://www.apa.org/pubs/reports/work-well-being/2022-mental-health-support" rel="noopener" target="_blank">flexible schedules</a>, where an employee may be able to start later in the day or leave early and make up the time later on. In addition to this flexibility, consider providing mental health days, which would be paid time off where the worker can stay home, take care of things, get some rest, and return to work feeling mentally refreshed.
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A key component necessary for improving the customer experience and supporting good employee morale is for management to provide the tools the employees need to complete their jobs as easily and efficiently as possible. Individuals who believe their workplace has prepared them adequately for their job responsibilities are more likely to go above and beyond when assisting customers. This means that your patrons will be happier overall, and this positive cycle will benefit your business. If you&rsquo;re not sure what tools your employees require, then bring them in and ask them. 
<h2>What To Do If Your Employees Do Show Mental Health Concerns </h2>
Many management teams tend to focus on how to prevent mental health issues from occurring in the first place, and that&rsquo;s important. However, so is understanding how to help your employees when they&rsquo;re already showing signs of declining mental health. These signs may include increased absenteeism, decreased productivity, low levels of engagement, withdrawal from social situations, or even a combination of several of these issues.
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When you notice a difference in an employee's behavior, stop and talk to them. Ask what they need and then help to provide a solution. If the workload is the culprit, lighten their load for now or ask what changes will help them feel less stressed throughout the day. Ensure that they&rsquo;re taking their breaks throughout the day and encourage them to get outside and take in some fresh air so they can return to a better mental place. 
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It&rsquo;s just as important to know what you <a href="https://www.zocdoc.com/blog/dos-and-donts-of-supporting-someone-with-mental-illness/" rel="noopener" target="_blank">should not do around someone who is struggling with mental health</a>. Don&rsquo;t engage in toxic positivity by insisting that they should be happy with what they have. Give the employee space to talk about their needs and be patient. Remember too that not all employees may feel comfortable discussing their mental health needs with you, and respecting boundaries is crucial.
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In conclusion, supporting your employees&rsquo; mental health by providing a positive and supportive work environment is essential for a successful business. Show your staff that you care, and their appreciation and satisfaction will shine through in their work. 
<div style="text-align: center;">The CareerCircle platform is designed to&nbsp;connect you with the best and brightest candidates who bring unique perspectives and experiences to your team. Inclusion is not just a buzzword, it's a competitive advantage in today's rapidly evolving business landscape. Companies that prioritize equity and inclusion enjoy increased innovation, creativity, and employee satisfaction. Contact us at gettinghired@careercircle.com and take the first step toward building a more inclusive and successful workplace! <a href="https://www.gettinghired.com/employer/registration" rel="noopener" target="_blank"></a> </div>

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Content Contributor:
Ainsley Lawrence is a freelance writer from the Pacific Northwest. She is interested in better living through technology and education. She loves traveling to beautiful places and is frequently lost in a good book. <img src="https://cdn.buttercms.com/o3NE4fHYSgyIerkMBycI" width="236" height="236">

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Supporting Your Employees' Mental Health in the Workplace | Getting Hired

Supporting Your Employees' Mental Health in the Workplace

Living with a disability is by no means easy, but the challenges can be particularly significant when that disability is not immediately visible to others. Determining whether or not to disclose your disability at work may be one of the most important, and also one of the most difficult, decisions you can make as you strive to manage your disability effectively.
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As you weigh the pros and cons of self-disclosure, it&rsquo;s important to remember that you&rsquo;re under no legal or moral obligation to reveal your condition to your employer or colleagues. However, there may be some significant benefits to you in doing so. This article explores the potential advantages and disadvantages of disclosing your invisible disability at work and describes some key considerations to keep in mind as you make your decision.
<h2> Potential Benefits of Disclosure</h2>
 When you have a disability that isn't visible, it can be tempting to try to &ldquo;pass.&rdquo; You may prefer to keep your condition under wraps to avoid potential ramifications, such as stigmatization or unconscious biases. You may fear, for example, that your employer or colleagues may perceive you as less competent or reliable due to your disability and that this may negatively impact your work relationships or your career progression.
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The reality, however, is that self-disclosure can yield a number of rewards for you, your colleagues, and the overall culture of the workplace. For instance, discussing your condition with your employer can make it easier for you to access the <a href="https://www.dol.gov/agencies/odep/program-areas/employers/accommodations" rel="noopener" target="_blank">accommodations to which you are entitled</a> under the terms of the Americans with Disabilities Act (ADA). For example, if you are neurodivergent and have been diagnosed with <a href="https://researchautism.org/when-and-if-to-disclose-asd/" rel="noopener" target="_blank">autism spectrum disorder (ASD)</a> or attention deficit hyperactivity disorder (ADHD), for example, your job duties leave you vulnerable to overstimulation or other condition-specific challenges while on the job; disclosing to your employer can help you collaborate on effective accommodations. 
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<a href="https://www.tungstenringscenter.com/blog/2022/03/10/how-to-prepare-for-working-with-kids/" rel="noopener" target="_blank">Working with children</a>, for instance, can present a unique constellation of difficulties for persons who have sensory processing disorders. However, by coordinating with your employer, you can develop a strategy that will enable you to care for your own needs while also caring for the children under your watch. This might include the provision of an assistant to oversee the children when you need a few moments of quiet to decompress.
<h2> The Organizational Benefits of Self-Disclosure</h2>
 When you reveal your condition at work, you&rsquo;re not only invoking the legal protections you drive and enhancing your access to the accommodations you may need, but you are also improving the overall culture of your workplace. &nbsp;
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Companies that prioritize inclusion are more profitable and productive than those that don&rsquo;t. When an organization proves safe, welcoming, and supportive for employees with disabilities, they help to alleviate fears of discrimination and bias in workers who may be experiencing physical or mental health challenges.&nbsp;And this means that employees are more likely to reach out for help when they need it which, in turn, leads to healthier, happier, and more loyal workers and more unified and supportive teams. 
<h2> The Risks of Disclosure</h2>
 For all the potential benefits of self-disclosure when you have an invisible disability, there are potential downsides. Not all company cultures are created equal, after all. Toxic work environments do exist, even in the most sophisticated and technologically advanced companies. If your company is one in which a &ldquo;villainous culture&rdquo; prevails, then disclosure is probably not going to be in your best interests.
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It&rsquo;s important to remember, though, <a href="https://www.additudemag.com/fired-for-adhd-legal-rights-at-work/#:~:text=What%20protections%2C%20if%20any%2C%20do,not%20do%20their%20job%20properly" rel="noopener" target="_blank">that you </a><a href="https://www.additudemag.com/fired-for-adhd-legal-rights-at-work/#:~:text=What%20protections%2C%20if%20any%2C%20do,not%20do%20their%20job%20properly" rel="noopener" target="_blank">cannot</a> be fired because you have revealed that you have a disability. Nevertheless, if your work environment is a deeply negative one, you may find that remaining with your current employer does more harm than good. In that case, you may do well to find another position, ideally one that actively seeks to employ persons with disabilities.
<h2> Making a Plan</h2>
 If you <a href="https://www.dol.gov/agencies/odep/publications/fact-sheets/youth-disclosure-and-the-workplace-why-when-what-and-how#:~:text=The%20laws%20require%20that%20qualified,you%20must%20disclose%20your%20disability" rel="noopener" target="_blank">decide to disclose your disability</a>, the first thing you need to do is determine how and to whom. Are you comfortable with discussing your condition openly with your employer and colleagues? Or do you prefer to keep your condition confidential, revealing it only to your employer? If you choose to do the latter, remember that your employer is legally obligated to protect your privacy, and can only discuss your condition with essential personnel and others you designate. 
<h2> The Takeaway</h2>
 When you have an invisible disability, choosing whether or not to disclose your disability at work can be difficult. There are decided advantages to self-disclosure, including the opportunity to access necessary accommodations and other legal protections. Disclosure can also help to create a more inclusive company culture. The key is to remember that you are under no moral or legal obligation to disclose your condition. It is ultimately up to you to determine what is best for your needs. 
<hr>
 Content Contributor:
Ainsley Lawrence is a freelance writer from the Pacific Northwest. She is interested in better living through technology and education. She loves traveling to beautiful places and is frequently lost in a good book. 
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Deciding to disclose a disability at work can be tough. Learn the pros and cons to make an informed choice.

Disclosing a Disability At Work | Getting Hired

Disclosing a Disability At Work

With the continued success and publicity of disability-focused employment initiatives, more and more employers are committing to establish disability-inclusive workplaces. However, while many express a desire to build teams within their organizations that include people with disabilities, they often aren&rsquo;t sure where to begin.
Consider the following 10 steps to help build a disability-inclusive team: 
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Gain Executive-Level Buy-In&nbsp;&ndash; Before an employer can truly commit to building a disability-inclusive team, they must strive to ensure senior-level leadership (meaning C-suite executives) is supportive and committed to moving this agenda forward. Without executive leadership&rsquo;s commitment to focus on disability inclusion in the workplace, creating inclusion goals will lack strength and will likely be overtaken by other priorities. The most successful disability-inclusive employers have C-suite leaders who are supportive and engaged, as they generally set the tone for the company&rsquo;s inclusive culture.
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Set Targets&nbsp;&ndash; Not every employer&rsquo;s goals for disability-inclusive hiring are the same. Employers must consider the overall number of employee hires they anticipate per year, what their overall diversity goals are, and even their HR departments&rsquo; recruitment capacity. They must also determine if there are specific areas/departments that may benefit from targeted outreach to potential candidates with disabilities, and if there are already appropriate supports in place to ensure a smooth transition.
3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Encourage Cross-Departmental Engagement&nbsp;&ndash; It&rsquo;s not enough to have executive leadership and the HR department on board when planning to build disability-inclusive teams. There should be support and engagement from managers and employees throughout the workplace, including those in communications/public relations, operations, research and development, and sales. By having more people on board to support these inclusive efforts, the greater the likelihood for success and longevity.
4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Build Community Partnerships &ndash;&nbsp;In addition to gaining internal support to build a disability-inclusive team, developing relationships with external disability-serving organizations is a great way to reach potential employees with disabilities. This can include connecting with local non-profit service providers or chapters of national non-profits such as&nbsp;<a href="https://www.thearc.org/find-a-chapter" rel="noopener" target="_blank">the Arc</a>&nbsp;and&nbsp;<a href="http://www.easterseals.com/connect-locally/" rel="noopener" target="_blank">Easter Seals</a>. Employers may also choose to reach out to employment-focused federal agencies with local offices, such as&nbsp;<a href="https://www.askearn.org/state-vocational-rehabilitation-agencies/" rel="noopener" target="_blank">Vocational Rehabilitation (VR) agencies</a>&nbsp;or&nbsp;<a href="https://www.careeronestop.org/LocalHelp/AmericanJobCenters/american-job-centers.aspx" rel="follow noopener" target="_blank">American Job Centers</a>. Building partnerships with these agencies will not only help with employee recruitment, but can also provide other benefits to employers, such as one-on-one assistance or job coaching.
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Train Your Current Workforce&nbsp;&ndash; Another step to building a disability-inclusive team is providing disability etiquette and awareness training to current employees, as this will also help to foster a culture of inclusion. &nbsp;Providing training can even increase disclosure rates of current employees who have non-apparent disabilities but haven&rsquo;t felt comfortable to disclose as over 70 percent of disabilities are not visible.
6.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Ensure all Policies and Diversity Statements Include Disability&nbsp;&ndash; It is important to ensure disability inclusive language is incorporated in all diversity and policy statements. This means including the words &ldquo;disability&rdquo; and &ldquo;people with disabilities&rdquo; in diversity policies and affirming in policy statements a commitment to equal opportunity employment for people with disabilities. The company&rsquo;s accommodation statement should also be listed with the EEO statement, other policy statements, and in an easy to find place like at the bottom of every job description.
7.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Implement Inclusive Recruitment and Marketing Practices&nbsp;&ndash; If employers desire to recruit people with disabilities, it&rsquo;s important for them to diversify the ways they reach and attract job candidates. In addition to promoting opportunities through disability-focused organizations, employers should also look out for in-person and virtual career fair opportunities like with local colleges and universities. Employers should connect with both the Office of Student Disability Services and the main Student Career and Development Center and ensure any materials they provide are accessible and branded with disability inclusive language.&nbsp; &nbsp;All marketing content whether on the company&rsquo;s website, or social media channels, should also have messages around disability inclusion within the organization.&nbsp;&nbsp;
8.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Consider Access and a Structured Accommodation Request Process&nbsp;&ndash; Physical access to a workplace (i.e. ramps and wheelchair-accessible restrooms) is very important when developing an inclusive team and culture, but accessibility goes far beyond physical structures. Employers should also keep in mind other forms of access, including communication and technology access.
Employers should have a clearly defined accommodation process and statement for &nbsp;&nbsp;candidates &nbsp;&nbsp;with disabilities to request any needed accommodations. This should also be shared internally with all employees in case they need to request an accommodation for a current disability or acquire a disability during their career. An effective accommodations statement should have two methods of contact, both phone and email, for accessibility purposes, and provide a response within at least 24 hours on next steps.&nbsp;&nbsp;
9.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Establish Spaces and Opportunities to Provide Feedback and Network&nbsp;&ndash; Once you have begun to employ and engage employees with disabilities, it&rsquo;s important to establish spaces and procedures for them to provide feedback and to connect with other employees with disabilities. Employees should be able to identify concerns and barriers to inclusion without fear of being viewed or treated differently; thus, employers should have ways for all employees &nbsp;&nbsp;to share feedback anonymously or confidentially. This could be with a team of HR Business Partners or a designated team responsible for employee experience.
Establishing a disability-focused&nbsp;<a href="http://www.askearn.org/topics/retention-advancement/employee-resource-groups-ergs/" rel="noopener" target="_blank">Employee Resource Group (ERG)</a>&nbsp;is another great way to gain feedback from employees with disabilities and provide an opportunity for them to network and receive support from those with similar experiences.
10.&nbsp;&nbsp;&nbsp;Strive for Employee Retention and Advancement &ndash;&nbsp;Recruiting employees with disabilities is significant, however, ensuring that they stay and even advance through the organization is even better. In addition to establishing a disability-focused ERG, which is a proven method for supporting employee retention, many inclusive employers understand that retaining employees, especially those with disabilities, is dependent on the workplace culture and its inclusivity.&nbsp; &nbsp;To further achieve this, inclusive organizations provide professional development/training opportunities, mentoring programs, and celebrate disability related months and days.&nbsp;&nbsp;
When it comes to building a disability-inclusive team in the workplace, moving from desire to implementation takes continued commitment, but following these 10 steps will make the process smoother and achievable. For more ideas on how to build a disability-inclusive team,&nbsp;contact the CareerCircle team.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.&nbsp;

Build a disability-inclusive team with these 10 steps. Gain executive buy-in, set targets, and foster engagement.

10 Steps to Building a Disability-Inclusive Team

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Supporting Your Employees' Mental Health in the Workplace

Disclosing a Disability At Work

10 Steps to Building a Disability-Inclusive Team

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