Trauma, microaggressions and misunderstanding: Addressing the mental health needs of Black employees

The pandemic and its impact on Americans’ mental and emotional health has put a spotlight on the shortcomings of our mental health system as well as the resources and support employers offer. Many companies have made improving access to resources an important priority, but they will have years of stigma and other barriers to contend with before they can really turn the tide on mental wellness.

Related: Does return-to-office mean a return to DEI barriers?

Another area of emphasis for employers in recent years is improving diversity, equity and inclusion (DEI)– a principle that should also apply to their mental health resources. POC employees have faced a lot of unique challenges and traumas in life that have affected their mental health in different ways. In addition, they may also have different barriers to health care access and subsequently utilize different systems of support to meet their needs.

So how can employers do a better job of building mental health resources through a DEI lens? Dr. Jessica Jackson, Global Diversity, Equity, Inclusion & Belonging (DEIB) Care Lead at Modern Health, offers some great insights.

Are stigmas around mental health support causing low engagement in the Black community?

I believe stigma is an oversimplification of the mental health barriers facing people of color. Public stigma, which the American Psychiatric Association defines as negative or discriminatory attitudes that others have about mental illness, is the word most often used when mental health programs discuss low engagement within the Black community. However, attributing everything to stigma does a disservice to an entire community of people who may be willing to utilize services, if they knew they existed.

Many of the barriers are more closely related to a lack of resources and access. Historically, mental health and wellness have not been part of the conversation in Black households and if it’s not discussed openly, then seeking treatment isn’t a normal, accessible course of action. However, there’s been informal innovation within the Black community, with people gathering socially to discuss mental health issues, whether that’s in barbershops or faith-based communities. It’s important to train mental health professionals to meet people where they are and draw from the progress already happening in the community.

What can employers do to better support the mental health needs of their Black employees?

Like clockwork, on February 1st every year, HR departments roll out the Black History messaging and begin discussing how much they value their Black employees. But it’s important that businesses don’t wait to talk about diversity during diversity-ordained months. It feels performative and people of color see right through it.

According to our recent research conducted by Forrester Consulting, only 43% of employees said their company showed empathy in response to events of systemic racial violence, whether by offering a statement of support for victims or condemnation of racism, and almost 20% of employees say their employers did nothing in response to these events. This is despite the fact that more than a quarter of managers (38%) and employees (31%) said these events were so distracting, they couldn’t do their job. This demonstrates that many employers are still shying away from discussing diversity at the most critical times, when it’s top of mind for their diverse employees. The mental health of all communities and the individualized support they need should be a part of the day-to-day conversation.

Are the mental health issues being faced by the Black community due to racial trauma?

The short answer is yes. The more nuanced answer is that the Black community is impacted daily by racial trauma, microaggressions and a general misunderstanding of their experiences with systemic racism. A lot of research around racial trauma has shown it can shorten lifespans, which is what contributed to the rise of “liberation psychology,” a focus on empowerment, hope, strength and resistance of oppression. By incorporating celebration and Black joy into treatment, it helps Black patients realize that we can experience joy in spite of constant oppression.

What role do microaggressions play in mental health issues for the Black community in the workplace?

The stress of racial microaggressions is very real for Black individuals. Microaggressions are everyday insults or derogatory messages directed towards minorities and people of color, often from well-intentioned people who believe they’ve done nothing offensive. Even if the microaggression wasn’t intentional or malice-motivated, it can have detrimental effects on someone’s mental well-being. And this hyper-vigilant, constant state of stress can be mentally exhausting for people of color.

While remote work may have helped improve the mental well-being of Black workers by allowing them to avoid the microaggressions they faced in the office, the stress of returning can bring back trauma or negative side effects. A study by Future Forum found 97% of Black knowledge workers are not ready to return to offices riddled with racial microaggressions, discrimination and glass ceilings. When Black individuals are constantly in a state of heightened stress they may struggle to focus or be productive at work.

Another stress point—and microaggression—around the return-to-office is feeling the pressure to educate others. As a Black woman, it is not my job to educate my co-workers about microaggressions while making them feel comfortable. People need to proactively, and intentionally, do their own internal work to look for their own bias and acknowledge it.

What inspired you to become a psychologist?

I originally went to graduate school with a clinical focus on juvenile justice, a cause I am still passionate about; however, it was during this time that I discovered my mother spent the first few years of my childhood silently struggling with the stress of suing the federal government. She sued her employer, the U.S. Postal Service, for racial and gender discrimination after her requests for light-duty were denied while she was pregnant and while she ultimately lost on appeal, my mother kept this stress to herself, not wanting to burden me or my siblings. When I talk to my mother now about the trauma she faced taking on the federal government, she often says, “I wish I knew then what I know now.”

She didn’t avoid the topic or suffer silently because of stigma. She simply didn’t have the resources (e.g., time to go to therapy, a babysitter for the sessions etc.) or understanding to know that mental health treatment was a potential solution for the negative feelings she faced. Learning of her struggle inspired me to pivot to address mental health disparities, so I could help lower barriers and increase access to communities so often overlooked.

Read more: 

• Medical debt hitting Black households hardest
• The ‘wellness’ of your employee mental health benefits
• DEI training for organizations wanting to improve their culture and climate