Workplace stress is a growing problem that can take a toll on mental health, leading to problems such as anxiety, depression, and burnout among employees. These conditions can significantly impact work performance, leading to decreased productivity and job loss.
For many people trapped in this vicious cycle, work stress leads to poor mental health, which contributes to poor performance at work, causing more work stress, and so on. It's this cycle that makes it critical for employers to provide support for mental health in the workplace. By creating a healthy work environment where employees feel valued, appreciated, and supported in their mental health, employers can help reduce workplace stress and improve the team's overall well-being.
Keep reading to learn more about the relationship between work and mental health and several ways you can support your employees' mental health as an employer. 
<h2>How the Workplace Can Impact Mental Health</h2>
 Workplace stress has increased significantly in the past three decades. <a href="https://www.apa.org/news/press/releases/stress/2020/report-october" rel="noopener" target="_blank">A recent study</a> by the American Psychological Association found that over half of all workers report that their job is very or extremely stressful. When workers are stressed, it impacts their ability to work efficiently and effectively, leading to poor job performance, absenteeism or presenteeism (when employees come to work but don't perform well), increased sick leave, and even loss of talent.
 Stress negatively impacts mental health, but <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5137920/" rel="noopener" target="_blank">chronic stress</a> has also been linked to physical health issues, increasing the risk of conditions such as:
<ul>
<li> Heart disease</li>
<li> Obesity</li>
<li> Diabetes</li>
</ul>
<h2> What Causes Workplace Stress?</h2>
 So, what causes stress in the workplace? It can be a combination of several things.
For some employees, it's a lack of resources and overwhelming responsibility. For others, it's a lack of work culture or flexibility in the role. Toxic work environments that limit internal growth or don't compensate their workers properly can also lead to the downfall of workplace mental health for many. <a href="https://gettinghired.com/candidate/registration" rel="noopener" target="_blank"><img src="https://cdn.buttercms.com/llEFXjcvQ2ed4Amvyw5D"></a> 
<h2>How Mental Health Issues Can Impact the Workplace</h2>
 Mental health issues, such as depression and anxiety, can significantly impact workplace productivity. Depression and anxiety alone cost employers an estimated 12 billion working days per year, adding up to nearly<a href="https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work" rel="noopener" target="_blank"> $1 trillion in lost productivity</a> annually.
&nbsp;
Mental health issues can also lead to:
<ul>
<li> Decreased morale</li>
<li> Increased absenteeism</li>
<li> Extended periods of leave</li>
</ul>
&nbsp;
Employers may also face costly legal action if they do not take reasonable steps to protect their employees from discrimination based on mental illness.
When your workers don't feel fulfilled, cared for, and supported by their employer and workplace, you'll feel that missing piece far beyond the individual employees. It begins to seep into the quality of work and eat into productive hours. 
<h2>Why Mental Health Support Is So Important in the Workplace</h2>
 Providing support for mental health in the workplace is essential for employers to ensure their workers are healthy, engaged, and productive.
Not only does mental health support help employees combat stress, but it also promotes a positive work culture that leads to increased job satisfaction and improved retention rates. It keeps workers feeling connected, valued, and appreciated instead of isolated from their peers or inadequate in their roles.
Employers should strive to create a psychologically safe space for their employees where everyone feels heard, respected, and free to express themselves. Ultimately, this freedom helps create an environment conducive to collaboration and productivity.
When you support mental health in the workplace, employers experience greater financial success and less turnover due to improved job satisfaction among employees. 
<h2>Ways To Support Mental Health in the Workplace</h2>
 Looking for ideas for ways to support your employees' mental health at work? Here are a few actionable tips: 
<h4> Robust Employee Assistance Program</h4>
Ensure your employees have access to the tools and support they need when it comes to managing their mental health by providing online or in-person counseling services, educational resources, and stress management programs.
The goal of employee assistance programs (EAP) is to support employees with issues that may be negatively impacting their well-being or job performance. It should cover a broad range of issues with various solutions, such as <a href="https://www.roarforgood.com/wireless-bluetooth-features" rel="noopener" target="_blank">wireless panic buttons</a> to alleviate stress about workplace violence or emergencies, legal support, counseling for work or relationship problems, and more. 
<h4> Wellness Spaces</h4>
Creating designated areas for employees to relax and destress throughout the day can help support their mental health. 
The space should be comfortable, with plenty of <a href="https://www.healthline.com/health/natural-light-benefits" rel="noopener" target="_blank">natural light</a>, seating, and a selection of activities such as puzzles or coloring books. It can also double as a space for team meetings or individual work sessions. Add plants and snacks for an extra boost. 
<h4> Regular Mental Health Check-Ins</h4>
Make mental health check-ins a priority by scheduling time for employees to talk one-on-one with their managers and voice any concerns or needs. You can schedule check-ins weekly, bi-weekly, or monthly, depending on the organization's size.
These conversations should be in a nonjudgmental and supportive environment that encourages open communication. Look at them as an opportunity for managers to actively listen and offer solutions or resources if needed.
Another great idea is to pair these check-ins with mental health days. Some companies are now offering free mental health days to their employees as needed, and adding a mental health check-in upon return to the office can help pinpoint issues to avoid in the future. 
<h4> Free or Subsidized Mental Health Treatment </h4>
Free or subsidized mental health treatment can take many forms, including the following:
<ul>
<li> Individual counseling sessions</li>
<li> Group therapy</li>
<li> <a href="https://www.mayoclinic.org/tests-procedures/meditation/in-depth/meditation/art-20045858" rel="noopener" style="color: #34495e;" target="_blank">Meditation</a> or mindfulness classes</li>
</ul>
 By removing the financial barrier to seeking help, your employees are more likely to get the support they need. Making these services available to your employees will let them know that their mental health is valued and taken seriously. <a href="https://gettinghired.com/candidate/registration" rel="noopener" target="_blank"><img src="https://cdn.buttercms.com/9s3LstkGR9UDWr8aCaAE"></a> 
<h2>Final Thoughts: Making Mental Health Work Better for Work</h2>
 Mental health support should be considered a crucial part of any workplace if the organization truly wants to succeed.
By taking these steps, employers can help ensure that their employees are healthy and supported both physically and mentally, which, in turn, creates a positive work environment where everyone can succeed. 
<hr>
 Our inclusive employer partners are hiring and are looking for talent just like you! Align your skills, experience, and knowledge by registering <a href="https://www.careercircle.com/candidates/signup" rel="follow noopener" style="color: #34495e;" target="_blank" title="Register today">here</a>!

Explore the impact of workplace stress on mental health and strategies to improve employee well-being.

Mental Health in the Workplace: Why Support Is So Important | Getting Hired

Mental Health in the Workplace: Why Support Is So Important

<h1>Ways Employers Can Support Veterans in the Workplace</h1>
 As of <a href="https://blog.dol.gov/2021/11/9/veterans-in-the-labor-force-6-stats" rel="noopener" target="_blank">2020</a>, military veterans accounted for only 5.6% of the civilian workforce. This disparity can create a wall between non-military employees and veterans. To close that gap and better support veterans, employers can be more accountable for their inclusion efforts. Here are some ways to create a more veteran-friendly workplace.
&nbsp;
<h3>Bridge The Gap Between Civilian and Veteran Employees</h3>
Educating non-military employees so they are more knowledgeable is crucial to creating a more empathetic workforce. It is a considerable gap to close though. Separating from the military and transitioning into civilian life is an adjustment for veterans that many individuals may not understand.
There are countless factors of military life civilians should take into consideration to be more informed and empathetic. It can be hard to keep track of the military jargon and intricacies for a civilian. This lack of understanding can make veteran employees feel alienated from their
non-military coworkers. A first step and key part of understanding veterans is active listening. 
<h3>Recognize The Value Veterans Offer</h3>
Veterans bring a lot of worth from the experiences and skills they inherited from their military service. Recognizing and amplifying their value can encourage a better working team.
&nbsp;
<ul>
<li>Veterans are team-oriented people. The military is extremely team-oriented. Individuals work closely together towards a common Those who thrive are the members that are reliable and communicative. Veterans make great leaders, and this is a skill that can be transferred to other areas of life. Some civilians may not have the opportunity to develop this skill in a traditional work environment.</li>
</ul>

<ul>
<li>They bring diverse perspectives. There are countless branches of services and specialties within those Some veterans have been deployed or operated with international teams. Every veteran has an individual experience that can bring new solutions to issues.</li>
</ul>
&nbsp;
<ul>
<li>Their problem-solving skills are strong. Not only can veterans bring diverse perspectives to help solve problems, but they are great critical thinkers. Working together under high-stress, fast-paced environments develops quick and efficient decision-making. This skill can be extremely useful in the workplace.</li>
</ul>
&nbsp;
<ul>
<li>Integrity and quality work are their Just because they&rsquo;re taught to make quick decisions, veterans don&rsquo;t sacrifice quality. For instance, some veterans have high-level security clearances.</li>
</ul>
&nbsp; The military expects all of its members to meet high standards in every aspect of their work. At the end of the day, they want to do what is right and do it exceptionally well. 
<h3>Provide Veterans with Professional Development Opportunities</h3>
Most employees want a company that will invest in their professional growth and encourages their development. As for veterans, it's important to recognize their strengths and build on them.
Many veterans transition into the civilian workforce with the skills mentioned previously as well as other specific skill sets. However, the skills learned in the military can be difficult to transfer to civilian life, leaving veterans at a disadvantage.
To remedy this, offer comprehensive and ongoing training opportunities for all employees. Thorough training is an effective way to make sure team members are on the same page while preventing veteran employees from being singled out.
Companies that prioritize individual growth might see more fulfilled employees, which can mean better retention. Take the <a href="https://gopuff.com/blog/news" rel="noopener" target="_blank">delivery company Gopuff for</a> example. In 2021, 71% of employees reported that they felt their current company provided them meaningful opportunities for career advancement. Additionally, employees were more satisfied since they were frequently challenged by their position and given professional growth opportunities.
Establishing a mentorship program or encouraging informal mentorships is another way to provide guidance and learning opportunities to veterans. This gives them a colleague to reach out to. It&rsquo;s also an educational opportunity for both the mentor and mentee.
&nbsp;
<h3>Find the Gaps in Veteran Initiatives</h3>
Listening to your employees is essential to understanding where gaps in your company are.
Especially for finding the gaps that smaller, specific groups of employees struggle with&mdash;i.e. the veteran community.
Make it a priority to check in with team members to see how they&rsquo;re doing personally and professionally. Distribute anonymous surveys to collect feedback on company culture and performance. Chances are, you'll find connections in the concerns and attitudes of your employees.
Many companies have found gaps in their veteran hiring efforts and have been making it a priority to close those gaps. One of these companies is the <a href="https://corporate.dow.com/en-us/careers/work-at-dow/veterans.html" rel="noopener" target="_blank">chemical manufacturing company</a> ,<a href="https://corporate.dow.com/en-us/careers/work-at-dow/veterans.html" rel="noopener" target="_blank">Dow</a>. Their veteran employee resource group, VETNET, provides personal and professional guidance to veterans during their transition into the civilian workforce.
In 2020, Dow also launched their Military Degree Equivalency program. This program levels the field for veterans and their civilian counterparts. It does this by equating their relevant experience to a college degree. 
<h3>Equip Veterans with Resources</h3>
Listening to what your employees want is the first step in supporting their well-being. Providing resources for them is the next step.
Take note that supplying the following resources to employees does not guarantee they will use them. Some employees, and more so veterans, may be hesitant to reach out for help.
According to <a href="https://www.ncbi.nlm.nih.gov/books/NBK499503/" rel="noopener" target="_blank">the Department of Veteran Affairs</a>, roughly 1.7 million veterans have been diagnosed with a mental health need. Almost half of those veterans don't utilize any mental health services.
There are a few things employers can do to create a safe space for their veteran employees.
<ul>
<li>Mental Health Resources. Destigmatizing mental health in the workplace is a step in the right direction for promoting better employee health. Providing mental health days or resources such as an Employee Assistance Program is essential for employee wellness. They at least give employees the option to use them if they chose to rather than being provided nothing at all.</li>
</ul>
&nbsp;
<ul>
<li>Disability Resources. According to the <a href="https://www.bls.gov/news.release/pdf/vet.pdf" rel="noopener" target="_blank">Bureau of Labor Statistics</a>, 4.9 million veterans had a service-connected disability as of August from an <a href="https://www.careercircle.com/blog/post/veterans-with-disabilities-an-employment-outlook" rel="follow noopener" target="_blank">employer's outlook</a>, it&rsquo;s crucial to provide resources to veterans with disabilities. Regardless of whether or not their disability is related to their military service, they deserve equal support.</li>
</ul>

<ul>
<li>Employee Resource Groups (ERGs). Employee resource groups aren&rsquo;t established by organizations. Instead, they are voluntary, employee-led groups that aim to promote a more diverse and inclusive workplace. On an employee level, they can create more visibility for marginalized employees and create connections for those feeling isolated.</li>
</ul>
&nbsp;
ERGs can help identify important issues and significant gaps for executive leadership and coworkers who are not part of the ERGs.
Additionally, allow your employees to take mental health days and create flexible schedules if it&rsquo;s possible to do so. This will save them the stress of figuring out when they can make time for themselves outside of work hours.
Having veterans on your team is crucial for diversifying your employee population and becoming more inclusive to employees with different backgrounds. At CareerCircle, we&rsquo;re dedicated to helping our veteran community connect with inclusive employers.&nbsp;

Support veterans in the workplace by bridging gaps, recognizing their value, and providing development opportunities.

How to Support Veterans in the Workplace | Getting HiredWays Employers Can Support Veterans in the

How to Support Veterans in the Workplace

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/site/american-job-center.aspx" rel="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

Learn more about free job search tools, learning opportunities, and exclusive member events.

Discover CareerCircle

Access resources to advance your job search and career growth.

Tools & Training

Explore a wide range of job opportunities that match your skills and career goals.

Search Jobs

Create a professional resume that captures the attention of top employers with our easy-to-use tool.

Resume Builder

Prepare for your next interview with our expert tips and strategies.

Interview Prep

Discover in-depth profiles of leading employers to find your ideal workplace.

Search Companies

Develop in-demand skills with curated courses for today’s job market.

Courses

Access career resources and job postings anytime, anywhere with our app.

Mobile App

Source skilled talent and build your team.

Talent Acquisition

Access skilled talent ready to excel via our AI-driven platform, virtual events, and recruitment services.

CareerCircle TalentConnect

Transform your workforce and hiring practices with essential training and continuing education.

InclusiveU

Broaden your talent pool with dedicated support for individuals with disabilities.

Getting Hired Powered by CareerCircle

Mission aligned solutions supporting Non-Profit Organizations, Educational Institutions, Local Workforce Development Boards, and Learning Providers.

Upskilling & Job Advocacy

Upskilling solutions designed to empower members with in-demand skills training and ongoing support for successful certificate completion.

CareerReady

Job advocacy solutions to connect job seekers to inclusive employers through dedicated recruiting support.

CareerAdvocacy

Learn how we connect all communities with careers and build skilled talent pipelines.

About CareerCircle

Discover answers to common questions and gain insights into our goals and services.

Reach out to us for inquiries, support, or to learn more about our mission and services.

Contact

Explore our blog for latest news and trends for job seekers and employers.

Blog

Access our virtual career fairs, job seeker workshops, and employer focused webinars.

Events

Discover valuable resources to enhance your hiring strategy and drive organizational success.

Employer Resources

Get the latest news and updates on our mission, partnerships, and community impact.

Staff Writer

136 Articles

Mental Health in the Workplace: Why Support Is So Important

How to Support Veterans in the Workplace

10 Steps to Building a Disability-Inclusive Team

JOB SEEKERS

EMPLOYERS

COMMUNITY PARTNERS

ABOUT

RESOURCES