Mental health in the American workplace needs to be addressed. The mental health of one in three Americans is negatively impacted by their job. That’s around 30% of America’s working population.
Businesses have a duty of care to their employees. They are responsible for providing a safe and supportive working environment where employees feel happy and healthy.
However, too many businesses are failing to do so, and it’s having a negative effect on organizations and the people who work for them.
In this article, we’re going to discuss all the reasons why you should incorporate mental health within your learning and development program.
The role of workplace learning and development
First things first: What is learning and development, and what role does it play within the workplace?
Well, learning and development (L&D) is often a department within an organization that focuses on creating the best company culture so that employees can develop in their careers and thrive in their job roles.
The Association for Talent Development summarizes the role of learning and development succinctly, stating that it is “responsible for empowering employees’ growth and developing their knowledge, skills, and capabilities to drive better business performance.”
So, now that we understand a little more about learning and development within the workplace, let’s discuss the reasons for incorporating mental health within your organization’s L&D program.
Raise awareness of mental health and reduce the stigma
More than one in five Americans live with a mental health condition and, according to Recovery.com, 42% of young people have a mental health diagnosis.
With such a significant portion of the American population struggling with their mental health, incorporating mental health awareness within the workplace is vital to raise awareness and reduce the stigma.
According to Forbes, “Organizations can invite mental health professionals and therapists to hold training sessions, and corporate leadership should encourage open discussions about mental health to normalize the conversation.”
By discussing mental health and its impact openly within your organization, you create an environment that is supportive, open, and accepting. This empowers individuals, encouraging them to take control of their well-being, identify early warning signs, and seek support when it’s needed.
Meet company legal obligations
Of course, it’s a great thing to prioritize the needs of your employees. However, it is also your legal obligation.
All employers are legally required to provide employees with a safe, comfortable, and healthy place to work. Employers must also make reasonable adjustments for members of staff who have a disability, including those struggling with mental health conditions.
Including mental health conversations and training within your learning and development program are great ways to place this issue at the forefront of your business agenda. It will help make sure you meet all legal requirements while going above and beyond your duty of care.
If you fail to comply with the legal obligations, you could be part of a disability discrimination lawsuit. This could have a significantly negative impact on your business.
Therefore, it is essential that you meet the legal obligations required of your company and do everything in your power to protect the rights of your employees during their time with you.
Improve employee well-being, development, and productivity
Prioritizing mental health ensures your employees receive the support they need to thrive at work. When you emphasize the needs of your employees and provide mental health training and support, you create a working environment where employees feel valued and cared for. With the right support (both professionally and personally), those struggling with their mental health often enjoy a higher standard of mental well-being as a result.
Happy employees who are properly supported by an organization feel a great sense of loyalty to their employer. They become more engaged and motivated, they work harder to develop and progress, and they are often more productive, less absent, and more likely to stick around for the long-term.
Identify problems and manage risks
By incorporating mental health into your learning and development programme, you have a greater opportunity to identify problems within your organization and manage risks appropriately.
By carrying out risk assessments, for example, you can identify what’s working well and what isn’t. Are there things in your workplace that are causing employees to be more stressed? Are there improvements you could make to your company culture? Are there changes that need to be made to your ways of working?
Incorporating mental health within your learning and development program provides a vital lens through which to view your company.
It allows you to approach situations with the right knowledge and introduce preventative measures, make improvements, and positively transform your company culture to benefit your employees now and in the future.
Compassionate organizations attract top talent
Some of the best (and most successful) organizations attract top talent because they nurture compassionate leaders and genuinely care about the health and happiness of their employees.
Incorporating mental health discussions and practices into your company’s L&D program lets you lead with compassion and look after your people.
When you prioritize mental health and actively implement changes within your workplace that support individuals, you become a socially responsible employer. And that is attractive to new talent.
If you want to bring in the best people for the job, retain your top talent, and have a workforce that feels like one big happy family, mental health must be priority number one on your action plan. When you take care of your people, they take care of the company. It’s as simple as that.
Final words
Mental health in America is more of an issue than ever before. Many companies are taking a proactive approach, offering much-needed support for those who are struggling.
From company-wide training days and flexible working hours to paid-for therapy sessions and monthly mental health days, there are numerous ways you can help your employees in the ways they need.
We hope this article has helped you understand why it’s so important to incorporate mental health into your learning and development program. By prioritizing what’s important (the health and well-being of your staff) you can grow an organization that helps people thrive—and what could be better than that?
Related:
L&D and HR: why they should be separate in your workplace
Talent development strategies
