Happy World Mental Health Day from CuraLinc Healthcare! 

Did you know World Mental Health Day was first celebrated in 1992? The holiday was established to raise awareness, promote education and encourage advocacy for mental health. This year is particularly exciting, as the theme is “Mental Health at Work.” 

People spend a significant amount of their lives working, so it’s essential for employers to consider how company culture and the work environment impact employees. But mental health challenges don’t just begin or end in the workplace. That’s why offering a comprehensive benefits package and encouraging open discussions around mental health can help empower employees to get the support they need.  

We consider ourselves lucky to work with some outstanding employers who are committed to reducing stigma, raising awareness and providing personalized support for the employees they serve. So, on this special day, we asked them to share with us how they plan to celebrate World Mental Health Day and a little more about their commitment to mental health and wellbeing in the workplace. 

How are you celebrating World Mental Health Day in your organization?

“We will have communication outlining the day and how people can take action. We will also post a World Mental Health Day flyer in common areas of each office with stickers and coloring pages for employees to use and/or take to their families.” – McGohan Brabender 

“During our manager-only meeting, we’ll announce this and share ways that managers can support themselves and their teams with mental health awareness and wellness, as well as resources. Utilizing our Mental Health Slack channel, there will be a post about this day, as well as resources for our global employee population.” – Neocol 

“We champion good mental wellbeing year-round by ensuring employees have access to the support they need for themselves and their loved ones. On World Mental Health Day, we’ll remind our employees about their available benefits and partner with our Mindful Employee Resource Group for a 15-minute meditation session and resource. Additionally, our PRIDE Employee Resource Group is collaborating with SupportLinc to present “Being a Supportive Ally” ahead of Coming Out Day further supporting our employees’ diverse needs.” – an insurance industry client

How have your workplace mental health and wellbeing initiatives improved over the last few years?  

“In recent years, we have adopted a more human-centric approach throughout our organization. We understand that the mental health and wellbeing of both our members and staff are essential for delivering high-quality programs to the community. It is crucial that we care for those who are in caretaker roles. To this end, we have invested in mental health initiatives, hosting Town Hall meetings to listen to our staff’s needs. In response, we have equipped our team with crisis management tools and established a system for post-crisis wellness support. Additionally, we have enhanced access to resources like SupportLinc and initiated biweekly wellness support groups led by Master’s-level therapists. These resources are available to both our staff and volunteers.” – Boys & Girls Clubs of Garden Grove 

“We offer resources, such as employee assistance programs, flexible scheduling and flexible PTO. We find ways to increase awareness and offer a place for sharing. On May 16, (Mental Health Action Day), we created a Mental Health Slack channel, which provides awareness about mental health resources, a place to ask questions, seek input and provide information to help develop our own mental health and wellness. We’ve also done companywide wellness challenges and enhanced our U.S. benefit offerings to include an EAP and employer HSA contributions, as well as increased our bereavement leave benefit. 

"For our onsite office, we aim to provide employees with a monthly moment to share how they're feeling, offer availability to address any issues they're facing and provide emotional support to ensure they feel safe. We prioritize the person behind the role, valuing them above just being a worker. Additionally, we follow up on sensitive topics, showing genuine interest and ensuring that individuals don't feel isolated, helping them find solutions to their problems. In our monthly leadership meetings, we also discuss any sensitive topics (that can be shared) to provide additional support for anyone going through a tough time.” – Neocol  

“We added a standalone EAP, and through the efforts of our newly developed Mental Health Navigators, the participation is hovering at 48% and is well above the average 3-5% engagement for counseling utilization. And the program utilization is over 200%, which has far exceeded our expectations! We also added a dedicated counselor available to our employees twice a month, on-site or virtually, for additional support. We have more frequent mental health communications, including a new newsletter dedicated to mental health education and resources. Additionally, we have put together a mental health ally team that is currently going through the certification training process through Psych Hub.” – McGohan Brabender 

How do you show employees that mental health is a priority in your workplace? 

“We have been intentionally focused on total wellbeing, including an emphasis on mental health and how each facet of health is interconnected. We engage in a dialogue with our employees through storytelling, curiosity and support, learning from each other – our leaders, team members and external partners. Holding conversations in a safe space allows for true vulnerability and helps us to raise awareness, reduce stigma and build a sense of community. Additionally, it provides techniques, resources and takeaways that our employees can put into immediate action for themselves or to support the wellbeing of their peers and loved ones. 

We have leaned into our benefits providers to ensure our employees know the support that they have at their fingertips, the power of understanding your benefits and how they can support you, not only in a crisis, but with crucial preventative care and self-care. We have created more robust benefits, powered by our employees’ feedback. Our policies and benefits are designed in alignment with our values to support our team members in the moments in their lives that truly matter.” – BGSF 

“Our DE&I committee celebrates the diversity in our workforce by educating employees about various holidays. Our internal committees work together to celebrate Employee of the Month, with matching contributions to the charity of their choice. Neocol understands that being in the technical consulting industry comes with some intense challenges, as we meet our clients’ needs. Open dialogue, 1:1s with managers, flexible PTO and recognition for employees’ efforts are all part of recognizing the whole person and their contributions to the company.” – Neocol 

“We show employees that mental health is a priority in the workplace by breaking down the stigma around mental health and having important conversations in the workplace. Leaders across the organization have shared their own stories and mental health is woven into important communications that are shared with employees throughout the year. Also, making sure our employees have access to the support they need to take care of themselves and their loved ones. We have robust benefits that include up to ten free counseling sessions. Other support resources include free mindfulness and meditation apps, weekly 15-minute meetings to promote movement and meditation, quarterly listening sessions for all employees led by a licensed counselor, and support from our Mindful Employee Resource Group.” – an insurance industry client

What workplace mental health practices or resources have you found most impactful in your organization? 

“Consistent communication has been key to impacting our employees’ mental health. Also, having the support of leadership and sharing their own struggles has been impactful. Recently we also held two focus groups to get feedback from employees on our mental health efforts and received very good feedback from employees, as well as suggestions for the future.” – McGohan Brabender 

“The introduction of the employee assistance program (EAP) through CuraLinc has had a great impact, providing resources to employees and their families. Educating leaders about the EAP resources (in the U.S. and other countries), as well as providing guidance with communication strategies and recognizing the whole person and the value they bring to our company, has also been impactful.” – Neocol  

“We offered Mental Health First Aid (MHFA) to all of our employees through our own instructors and were able to certify over 250 employees. We also created an internal on-demand, shorter training that focuses on strategies for reducing stigma, locating resources and the five-step action plan from MHFA.” – an insurance industry client

What can employers do to help reduce stigma and promote proactive mental health in the workplace?  

“Lead with empathy and actively listen to your team, encourage staff to prioritize their wellbeing by allowing time for therapy and wellness events. Be genuine in your actions.” – Boys & Girls Clubs of Garden Grove 

“Educate employees and managers on how to effectively support their team members. Keep mental health a priority and a focus throughout the year. And of course, consistent communication with at least monthly touches and varied media methods, including email, social media posts, flyers, in-person presentations and more.” – McGohan Brabender 

“Awareness and safety. Keep an open dialogue around mental health and educate leaders on the resources the company provides. Align the benefits, time off and performance expectations with mental wellness in mind.” – Neocol  

We’re grateful to our clients for sharing more about the outstanding efforts they put into prioritizing employee mental health.  

Looking for more resources? 

Check out our monthly webinar and podcast, Coffee with CuraLinc.