Mental health stigma in the workplace

Types of stigma in the workplace

Public stigma

Public stigma is a person’s stigmatising thoughts, feelings and behaviours about/towards other people.

Public stigma can lead to:

• negative attitudes and beliefs such as that workers are ‘dangerous’ or ‘incapable’ based on negative stereotypes about mental health issues
• harassment of a colleague in relation to their mental health
• the decision not to employ or promote somebody because of their experiences with mental health issues
• unfair assumptions being made about the capability of somebody in relation to their mental health.

Self-stigma

Self-stigma is the stigmatising views that individuals hold about themselves. This may result from internalising the negative stereotypes and attitudes held by others.

Self-stigma may:

• prevent someone with experiences of mental health issues from seeking help, as they believe they should be stronger or more resilient and able to recover on their own
• prevent somebody from seeking employment or promotion, as they feel unworthy due to their mental health issues
• self-criticism or judgement and low self-esteem.

Structural stigma

Structural stigma is where organisational policies, practices and cultural norms restrict the opportunities and enable the unfair treatment of workers with experiences of mental health issues.

Structural stigma may:

• lead employers to limit the help or support provided to their workers in relation to a worker’s wellbeing and mental health
• make it difficult for a worker with experiences of mental health issues to seek formal support, because workplace policies and procedures do not sufficiently support reasonable adjustments and other necessary supports.

What you can do

What managers and supervisors can do to reduce stigma

The actions of managers/supervisors can help reduce mental health-related stigma in the workplace. Managers/supervisors can:

• Undertake mental health training to support workers and promote mentally healthy workplaces.
• Provide access to mental health training for workers linked to their professional development and induction processes.
• Lead by example and create a workplace culture that is supportive of workers with mental health issues by demonstrating positive behaviours, healthy work habits and open conversations about mental health.
• Make reasonable job adjustments to support workers with experiences of mental health issues to stay at work or return to work after a period of absence.

See resources to assist managers and supervisors in building the capability to support mentally healthy workplaces.

What employers can do to reduce stigma

Employers have an influence on workplace stigma at a systematic level through their strategies, policies, monitoring of practices, and by providing access to training and resources.

Employers, senior executives and leaders can take actions to reduce mental health-related stigma in the workplace by:

• Developing a workplace mental health strategy, wellbeing policies and policies on appropriate workplace adjustments for workers experiencing mental health issues, where they are required.
• Establishing a positive working environment and minimising psychosocial hazards, such as job demands, lack of role clarity, bullying and harassment, etc.
• Initiating, monitoring and improving work and organisational design factors, such as role clarity and job control. This will ensure workers understand their role, reporting responsibilities and organisational changes and allowing them to participate in decisions about their work.
• Communicating commitment to equal opportunity and privacy. This will help develop a safe and inclusive culture in the workplace.
• Building mental health awareness by making information, tools and support accessible to all workers. Better understanding around mental health can build trust between colleagues.
• Ensuring managers and supervisors undertake mental health training and have appropriate capabilities to support workers’ mental health and wellbeing.