💙 Creating a Company-Wide Mental Health Resource Hub

Hello and happy Thursday!

As someone who personally suffers from both anxiety and depression, this week’s topic is one that is extra near and dear to my heart.

It wasn’t until I left for college that I realized what an incredible gift my parents had given me by talking about and normalizing mental health concerns throughout my childhood. It was a topic I carried no shame around - something I discovered was very much not the case for many of my peers. I think it’s why I became an advocate of sorts for the topic.

Since college, I’ve made a point to let friends know that I’m an open book when it comes to my life experiences around everything from struggling with depression, to finding a therapist and psychiatrist, to the difficulties of assessing the right prescriptions for my personal needs. To this day, it feels like passing on the gift my parents so beautifully gave me: “Mental health is nothing to be ashamed of - and you should never shy away from getting support in whatever form you need.”

I guess it’s no surprise that this advocacy has spilled from my personal life into my professional one. While mental health has become a less taboo topic in the last 20 years, it still certainly holds it’s fair share of stigma - especially in the workplace. And many managers become a safe space for team members in crisis, whether they’d like to be or not. Let’s face it, the world has definitely not been an easy place to be for so many reasons, as of late.

So how can you support managers with an always-available resource they can utilize when difficult conversations come up? That’s exactly what we’re going to dive into today.

I hope you leave having not only learned something new yourself, but also with a path to uncovering and highlighting the support offered by your workplace so that everyone on your team can benefit.

To breaking the stigma one conversation at a time,

Jill

Real Support Starts with Real Resources

We’ve all seen the line between work and home become increasingly blurred over the past few years. With so much change in our world, it’s hard to keep our private lives private from our colleagues. This has been accompanied by a cultural shift in folks feeling that we shouldn’t have to keep our personal and professional parts of our lives separate, and should be able to bring our “whole selves” to work. I think this is a good thing! It helps us all remember that we are not working for Lumon Industries (any Severance fans here? 🙋) and have a whole other side of our lives happening outside the office.

Of course, this means we’re also seeing more people open up about personal challenges, including mental health. The truth is, our world is tough right now and we could all use some additional help. Many of us are carrying a heavier emotional load than usual, and work can be one of the few places we turn for support.

One of the most practical and impactful things you can do to help? Create a central hub of resources that brings together every form of mental health support your company offers. Think of it as a one-stop shop that’s easy to find, easy to use, and easy to share.

We’ll walk you through what to include in your mental health resource hub in just a bit. But first, let’s talk about the most important group to share it with and how to make sure it gets used.

Managers Are the First to Know

Just like with PTO requests or performance issues, it’s often managers who first hear or sense when something’s off. Through one-on-ones, Slack messages, and hallway chats, they’re usually the first point of contact when someone’s struggling.

Sometimes it’s a team member quietly opening up about burnout. Sometimes it’s a tearful conversation about a divorce. And sometimes, it’s something far more serious.

The truth is, most managers want to help, but they don’t always feel equipped to handle these moments. Providing a resource they can easily access for information can help them give meaningful support to someone who is struggling.

Assembling a Mental Health Resource Hub

Alright, let’s get to building! Below we’ve compiled a list of company-specific and publicly available resources that will help kickoff your collection. Pull from the categories below and make note of any other resources your company offers along the way.

Health Insurance:

Start by linking directly to your health insurance provider’s mental health resources. Most carriers have dedicated pages outlining what’s covered and how to get support.

• Examples: UnitedHealthcare and Aetna.

• Outline coverage details that apply to all plans. For example, “Behavioral health office visits are covered at 80% by all plans offered by the company.”

• Don’t forget to include details about third-party partners your plan may include, like Talkspace, BetterHelp, or Ginger.

Reach out to your insurance broker if you aren’t sure what’s available at your company.

Employee Assistance Program (EAP):

If your company offers health insurance, there’s a good chance you also have access to an Employee Assistance Program (EAP). EAP services are usually available to all employees—whether you’re enrolled in the company’s insurance or not.

• Include a brief description of what’s covered (e.g. “Up to 6 free therapy sessions”).

• Share the direct contact number and website for accessing help.

• Clarify that it’s confidential and separate from your insurance plan.

National and Local Resources:

These public services can be a lifeline, whether someone is in crisis or just looking for extra support beyond what benefits provide.

• 988 Lifeline: Anyone in the U.S. can call, text, or chat online with someone 24/7. This service was formerly known as the suicide hotline, and the old 10-digit phone number still works.

• FindTreatment.gov: Treatment referral and information from the U.S. Department of Health & Services

• CDC Mental Health Resources: A list of resources specific to certain populations, such as veterans and pregnant women.

• Your local government: Research the support offered at different levels near you, including county, city, and state health departments.

Company Policies and Support

Sometimes what people need most is just permission to step away. With the shift to hybrid and remote work, employees are taking fewer sick days than they did pre-pandemic. Make sure employees know:

• They can use their sick time for mental health days.

• How to take time off (notify a manager, submit a request, fill out an OOO plan, etc.).

• That mental health is health—and no one should feel guilty for taking care of it.

Remember, when it comes to lived behaviors in a workplace, it's not just about providing the information, but about living it - especially those on the leadership team! Not sure where to start? Here is an OOO message that Jill uses when she takes mental health days:

Mental Health First Aid Training

Consider sponsoring this evidence-based, early-intervention course that helps leaders recognize signs of distress and respond with empathy and confidence, without trying to become therapists. It can be a game-changer for managers and executive leaders and would be a fantastic way to ensure your managers are equipped to handle these difficult discussions with their team members. Visit their website to learn about the various programs offered, including those for adults, children, and teens.

I know that not everyone wants to be as transparent as I am about their mental health struggles, but we can all do more to reduce the stigma around it at work. Having open, honest conversations about it within teams, and even at all-hands meetings, can go a long way in building a culture that helps employees feel safe and supported when they need it most.

Things We’re Loving Right Now

This data report: Mental Health at Work: Managers and Money by the Workforce Institute and UKG is FULL of data on how important managers are at work. We’ll leave you with this: “Sixty percent of employees worldwide say their job is the biggest factor influencing their mental health.”

This new book: When We’re in Charge: The Next Generation’s Guide to Leadership, by Amanda Litman. I had the chance to share some thoughts with the author while they were working on this one—it’s fun to see the finished product out in the world now!

This fashion trend: Pleated denim shorts are back in style and we now are so ready for summer.