The fight for awareness in the Mental Health world is one in which we are making good strides with the public, but unfortunately, progress in the workplace seems to have taken a standstill.
It isn't uncommon for mental illness to be prominent in the workplace, so then why is it exactly that supervising staff are not acknowledging the seriousness and sensitive nature of these illnesses?
It is certainly no argument that there are many misconceptions attributing "sadness" and "Depression" as one, so I understand that it could be difficult showing compassion to all of your employees if many of them are lacking in efficiency, compliance and adherence to attendance policies. However, it is absolutely imperative for employers to educate their supervising staff on mental illnesses, and how to show these employees proper support in their battles. Whether mild or severe, it is the employers lawful duty to accommodate every medical disability, whether visible or not.
As someone who has struggled with mental health for many years, I have been on the receiving end of both great support, and great detriment from employers and management staff. Ultimately, if you are struggling with a disability, it is completely up to you whether or not to share information pertaining to said disability with your manager. Of course, there are always pros and cons, and it is never an easy decision to make. The rule of thumb I, myself, abide by is if the illness is severe and has a large opportunity to affect your performance and life at work, it is generally better to let them know. Keep in mind, however, that what and how much you choose to disclose is up to you, and an employer is not allowed to demand additional information from you.
In my experiences, I have found that an empathetic and genuinely supportive manager makes the world of a difference. The two best managers I have had to date, Shelly and Farrah, were ones who made an effort to understand my struggles and accommodate them to the best of their abilities. However, what many managers do not keep in mind is that the manner in which you phrase your words, and the vocabulary you chose also makes a great impact on your employee. Both Shelly and Farrah had a good understanding of this, and always addressed me with support, encouragement, respect and compassion. This was nurturing to my recovery and process of healing, and helped me to feel valued and accomplished while at work.
On the other side of the spectrum, I have had managers who were either uneducated about mental health, or whom simply did not possess the capacity to be compassionate and successfully manage employees suffering from a non-visible disability. Unfortunately, I am certain that I am not the first, nor the last to be bullied by an employer or manager; Backed into a corner or even forced to quit because the working conditions were harmful to my health. It is an unfortunate truth that mental illnesses are often treated as second grade illnesses, and that many managers adapt the "suck it up and work through it" mentality. Granted, structure and routine both play a large role in recovery or remission, however the "suck it up" mentality is one that does more harm than good; Especially considering it furthers the stigma associated to mental health.
To the employees working with a mental illness; Know your rights. Stick up for yourself when you are being treated unfairly. Most importantly, though, always put your health first. It has taken me a long time to recognize that no job is worth the detriment of your health.
And employers/managers; Please ensure your supervising staff are all properly educated about mental health. Meeting a mentally disabled employee with support and compassion while working with them as a team will not only help them be more efficient at work, but will also increase your employee retention and help further cultivate your management skills.
Alycia
