I have written previously about reducing stigma in the workplace. With the added CDC data and the finding of significant SUD underreporting, it's more important than ever for employers to take the initiative. While each industry is different, measures that most organizations can effectively take today include:

Educating employeesabout acceptance and informing them about benefits and policies related to mental health issues; SUDs; and diversity, equity, and inclusion.
Supporting an open dialogueabout mental health and related issues such as diversity and addiction. Part of what keeps stigma around is avoidance of the topic, either from those in recovery or from those needing or seeking treatment.
Using non-stigmatizing language, both verbal and written.
Focusing on behavioral health.Employees perceive behavioral health benefits to be just as important as more traditional physical health benefits and believe that employers have a responsibility to help them manage their mental health.
Promoting a recovery-friendly workplacethat creates a safe, welcoming, anti-stigma work culture. This includes recovery from mental health issues, from SUDs, and from challenges faced in all areas of life.
Top-down leadership support.Management and executive leadership sharing stories of recovery can have a significant impact on employees who might otherwise be afraid to talk about recovery experiences or seek treatment.

Yes, cost savings are important. But it all starts with transparent, effective communication and education from benefits managers and executive leadership. As employers seek to ensure their point solutions and other wellness offerings are truly helping employees, we now have even more data and resources to help ensure benefits and solutions are impacting costs and making a difference.

Instant Insights /

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