Mental Health and the Workplace: Repetitive Strain Injuries and the Human Brain

Whether we are talking about depression, substance abuse, mental exhaustion, or even schizophrenia, it doesn't seem to matter. We are so caught up in the idea that our "minds" are somehow distinct from our bodies, even while we accept that the brain is a physical entity. Somehow this leads us to conclude that mental health and well-being is a product of sheer will-power and everyone should be able to pick themselves up and "get over it".

The funny thing is we know - rationally - that stress alters our physiology, including the chemicals in our bodies. We know it causes changes in our breathing, releases adrenaline, tenses muscles, and long term it leads to physical deterioration such as ulcers, heart disease, etc. So why do we hold to this idea that the brain should be different? It is time to reframe mental health in the workplace.

It comes down to a few simple facts:

1. Stress, whether it originates in the workplace, home, school, relationships, or wherever, causes changes in our bodies - and in our minds.
2. Chronic stress on any part of our physical body causes long-term (and sometimes permanent) damage. We accept that repetitive strain injuries can happen to any part of the body that is being subjected to the same strain - and our brains are simply part of our bodies.
3. Even people with absolutely no genetic history of mental illness will experience mental health issues when experiencing chronic stress and that can be anything from fear of pending layoffs, coworker conflict, caring for elderly parents, relationship stress at home. It is simply a question of how much and how long.
4. Stress is additive - that's "additive" as in accumulates, not "addictive", though some studies show it might be the latter as well.
5. It doesn't magically get better on its own.

And finally, in the average workplace:
6. People who suspect they may be having problems in this area are going to be inclined to cover it up and not seek help if they feel that it will negatively impact their future because of stigma, whether that means being passed over for promotion, coworker fear, or ultimately being let go.
7. People who notice that a coworker is struggling with something and suspect it may be a mental health issue are going to avoid dealing with it like the plague.

So how do we create above average and even exceptional workplaces where mental health is dealt with appropriately?

First of all, we need to acknowledge that this is an issue that can affect anyone, so the right information is useful across the board. Any workshop on this subject needs to be non-specific: it's not about any one person. We teach people CPR even though we hope no one will ever need to use it; this information needs to be as commonly known as basic rules of first aid.

We all need to know how to recognize the signs, whether it is in others at the office, at home, or in ourselves.

And then we need to know what to do about it.

Creating a Workshop on Mental Health and the Workplace

There are common concerns employees have on this topic. For instance: how do we approach someone we think is undergoing difficulties in this area without making an accusation? How do we approach someone in a way that will be effective in getting through? How can I just let someone know that I am thinking about them without crossing any boundaries? What are the legal boundaries and responsibilities? Who can we turn to for help? Can this situation become dangerous?

It's easy enough to add a lunch and learn on this topic to an existing program of workshops if your company already holds them. On its own such a workshop might seem a little suspicious and make people wonder who you are suddenly concerned about, so it's better to schedule a few sessions on key health and wellness topics - including basic first aid. (That also demonstrates the approach you are taking is an attitude of basic health information.)

Do you have someone in-house who has the right background to give a workshop on this topic, who knows the local regulations where you are, and who know how to locate the resources to share with attendees? Ask yourself honestly, how will this topic be perceived - coming from an in-house speaker? You know your workforce and the culture - should you bring in a third-party speaker to address this topic?

Finally: if you are going to bring up the topic, do you have an Employee Assistance Program or other access to counselling for any employees who may identify that they are having issues? In other words, are you actually willing to walk the walk?