Normalizing such conversations is the goal of Bowman's CARE model, which includes:

C- Concern - Managers are familiar with what to do when approached with discussions about physical illnesses such as cancer and pregnancy. Why should conversations about mental health be any different?
A- Awareness - Managers and employees should know that people with mental health conditions are capable, competent, and often confident to continue to meet or even exceed the expectations of their roles.
R – Reflect – The employee and manager should reflect on what resources are available to the employee and what support would be appropriate for them.
E- Empathy- This is a time to walk in the person's shoes to understand how being diagnosed with a mental health condition may affect their day-to-day work experience. What would empathy look and feel like for you?

In addition, through The Bowman Foundation for Workplace Equity & Mental Illness, Bowman launched workplace mental health certification training for HR professionals to discuss and analyze the current state of mental health in the workplace, identify and respond to workplace blind spots that may trigger mental health episodes, implement effective ways to reduce the stigma of mental health conditions by recognizing unconscious bias, apply the C.A.R.E. model for coaching managers through tough conversations about mental health, and explain the legal framework that provides protections for people with mental health conditions.

Instant Insights /

Let's talk: A new way to tackle mental health in the workplace

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