Jason's Lens: Perception vs reality: the difference in mental health perspectives

Words matter. But so does action. As we head into 2022 it’s becoming clear there’s a divide between the words companies are saying around mental health and the tangible actions taking place. 

New research indicates that while employers feel they are making solid headway when it comes to mental health supports, employees aren’t seeing it, or at least they aren’t feeling it. A survey by Lighthouse Research & Advisory late last year found that 58 per cent of employers felt they had made “significant positive changes” to what they offered when it comes to mental health and wellness support. On the flip side, only 46 per cent of employees recognized the changes. Not to mention, 25 per cent said their employer hasn’t made any positive changes in the last 18 months. 

Mental health and wellness is a dynamic, well-rounded program that isn’t just one thing or another. Gone are the days where a flex day counts as a mental health program and wellness is leaving early on a Friday in the summer. Employers need to step back and look at the bigger picture. How flexible is your work schedule? What remote/in-person working opportunities exist? Is there access to counselling and mental health support for your staff? Do you offer wellness breaks? And most importantly — are you leading by example?

One of the biggest challenges we’re seeing in companies is that leaders are talking about mental health and sharing program information but they aren’t accessing it themselves. They encourage employees to take a wellness break while they continue writing emails. Or they talk about counselling as a mental health tool before a crisis, but they don’t take their own advice. 

Even as the head of a mental health and wellness organization, I got stuck in my own trap. Through last fall, I was working long hours and while I encouraged my team to take time out for their mental health, I wasn’t doing the same and it caught up with me. I finally stopped. I disconnected, reset and re-evaluated my own approach to mental health and wellness. 

My focus as an employer and as a community member this year is to be intentional. Not only intentional with how I spend my time, but also how I encourage others to prioritize wellness going forward. 

If we’ve learned one thing from the last two years, it’s that mental health matters — both at home and at the office. The companies that are not only making it an organizational priority, but are walking the talk, are going to come out stronger in the end. Employees who are mentally healthy and feel supported by their employer are more likely to stick around and elevate the organization to new levels. 

And that’s the difference between words and action.