Addressing mental health and addiction in the workplace

With the height of COVID-19 only partially behind us, identifying and treating imental health has become a paramount point of address. Already a major concern among both adults and children, statistics show an alarming 57% of Americans with mental illness never receive treatment. On the cusp of a shortage of psychologists in this country, we could be facing a mental health crisis.

Bearing this in mind, it’s vital to both understand contributing factors to mental health issues and help employers learn what action can be taken to address them in all parts of life. But, as workplace culture undergoes significant transitions and more companies adopt either a hybrid or fully remote model, there are specific steps brokers and employers should take to make sure that their companies are part of the solution, and not the problem, when it comes to mental health. 

Mental health and its factors

Generally, mental health issues are a byproduct of a variety of factors, ranging from genes to trauma to social isolation. But for many individuals, it can be an amalgamation of numerous causes, and, depending on which side of the world one is on, certain factors might have a deeper impact than others.

It is widely believed that individuals with family suffering from mental illness are more likely to develop one themselves—that susceptibility is passed through genes. In fact, research suggests that psychiatric and mental disorders are linked to abnormalities in our genetic code, not simply a result of interacting with a given environment. The reality is our mental health is a result of multiple interactions between our genes and a litany of outside factors, like stress, abuse, or trauma. Pre-existing medical symptoms with onsets perhaps resulting from particular infections, such as brain damage, have been also found to be precursors for the development of certain mental disorders. For example, a condition associated with the Streptococcus bacteria, known as pediatric autoimmune neuropsychiatric disorder (PANDAS), has been linked to obsessive-compulsive disorder and other mental illnesses in children.

Of course there are also commonly known external factors that contribute to mental illness and that we may be able to address ourselves, while receiving support for from family, friends, colleagues, or specialists. These factors, such as childhood or adult trauma, abuse, loneliness, social disadvantage, long-term stress, drug and alcohol misuse, domestic violence, or physical causes that might have an impact on our behavior or mood, all contribute in one way or another to the state of our mental health.

In the workplace, mental health issues may be driven by many factors, including social separation, feelings of an absence of support, or perceived mistreatment from colleagues or managers. In addition, as more and more workplaces have shifted to a remote model in the wake of the pandemic, working from the comfort of home has left many employees feeling isolated and alone. 

The main drivers of addiction

Similar to mental illness, addiction is often the result of a variety of factors, and directly correlates to behavioral health and well-being.

Unfortunately, drivers of susceptibility to addiction and the likelihood of drug abuse, start once again in our genes. According to The American Psychological Association (APA), at least half of an individual’s susceptibility to addiction can be linked to genetic factors. Furthermore, children of adults who struggle with alcohol or drug abuse exhibit a higher level of anxiety, depression or aggression toward peers and are at risk to develop behavioral issues.

There are environmental concerns that can also influence a young adult’s predisposition to addiction. Depending on where an individual is raised or currently lives, obvious indicators of drug use and its effects in the immediate environment can lead to an individual repeating the behavior. However, an opposite scenario is also potentially problematic, as victims of drug misuse often develop symptoms of depression or anxiety, turning to drugs as a coping mechanism.

When considering addiction in the workplace and the various burdens on mental health that might be brought about by the demands of a morning commute to the office or working alone from home, employees might be influenced by a colleague or manager with an addiction issue of their own. Also, alcohol or drugs could be misused by employees as an outlet in order to distance themselves from added anxiety or loneliness they could be feeling every day.

Steps to take in the workplace

Whether we work remotely, on site, or on the road, the pandemic drastically changed our perceptions of our jobs. Suddenly, the interpersonal interaction we were used to was scarce or absent, and efficient communication came at a premium. Considering that most employees across the industrial spectrum could take no action against these massive shifts, psychiatric and mental issues like anxiety or depression became common—perhaps especially in extroverted individuals that might rely on in-person face-to-face interaction.

In order to assess, and even prevent, employees from struggling through such unfortunate psychiatric or mental issues, there are steps employers can take to ensure that the workplace is designed with these matters in mind. 

Create a mindful environment

If remote work is necessary, employees should be reminded that they are being listened to and supported. Many of us do not have the courage to admit we need help, we need to be heard, and we need to feel like we matter to others. In order to mitigate feelings of loneliness and isolation that can accompany remote work, it is essential that employers set regular meetings to engage with employees on a personal level. Management should consider reciprocating by opening up about their own lives, their own struggles, and their own need for support. Additionally, promoting frequent short breaks every hour for exercise or relaxation can make employees feel seen and cared for.

Another important step for employees to take—and one frequently taken for granted—is establishing work boundaries. Oftentimes, work from home means remaining in front of the computer far longer than one might if one were in the physical workspace. Employees should make sure they actively stop working when the day is over, and eliminate connections to work, including texts or emails, during that time.

Actively promote and reward creativity

Climbing social, professional, and economic ladders are the main drivers of satisfaction, so employees need to know their opinion is welcome and needed. Employers should engage with employees in weekly or monthly brainstorming sessions where every stakeholder is invited to share opinions and ideas concerning the state of the workplace and potential improvements.

However, making this change comes with a caveat, because ensuring employees feel heard is only part of the step. More importantly, employers must establish a process of implementation for every idea that arises from brainstorming supported by the majority. A clear path to adopting constructive employee feedback will reinforce an atmosphere of inclusivity and unification.

Normalize individual professional help

It takes courage to admit that we need help, so in the workplace, employees should be consistently supported to undergo therapy if and when they feel ready. When employers are willing to foster an environment that openly and comfortably encourages the advent of professional help for mental health issues or addiction, employees will feel open and comfortable seeking it out.

Most of the time, the best way to lead is by example, and if an individual sees a co-worker or a manager seeking psychological help, they might be more likely to consider it themselves. When discussing addiction, it is also much more likely that someone hiding the fact that they misuse alcohol or drugs will consider going to therapy if they see a colleague doing the same thing.

Telehealth and patient monitoring

By leveraging mobile-based monitoring techniques between clinic visits, medical professionals are better able to assess patient behavior. Access to detailed information about diet, exercise, and sleep habits, pain level, heart rate, ECG, as well as data from questionnaires administered throughout treatment, can improve outcomes and lower overall costs of care. All this information is also useful when referring the patient to another specialist who can start treatment with a more complete and holistic patient data set.

For employee-patients referred to treatment—for opioid misuse, for instance—mobile-based monitoring techniques, in addition to a mindful work environment and an effort ensured by management and HR can greatly help reduce the sensation of associating work with a stressful time of the day, further reducing the need for drug or alcohol misuse at the end of the day/week.

Final thoughts

Mental illness and addiction can many times be directly related, with one driving the other. When employed individuals are not able or do not feel comfortable helping themselves and take action to improve their lives and well-being, it is the duty of the employer to ensure assessment and prevention on behalf of everyone at their company.

Joseph Cabaret, MD is an Interventional Pain Specialist & Addiction Medicine Specialist at WellBrain.