Mental Health at Work Matters Employees want workplaces that are stable, supportive, and In recent years, many employers have implemented less stressful. Employers want employees who are engaged, “workplace wellness” initiatives in an attempt to attract and productive, and loyal. By implementing policies and practices retain employees, increase engagement, and reduce health that support employee well-being, employers can achieve the care costs. However, while perks can contribute to wellness, distinct but complementary goals of both employees and the they are only part of a larger set of factors that lead to loyal organization. and engaged employees.
For 1 in 5 and 5 in 5 About 1 in 5 employees will experience a mental health condition each year, but given the right resources, 5 in 5 employees benefit from a supportive and psychologically safe workplace. Mental Health America's survey data show that mentally healthy workers are happier, more productive, and more loyal. Employers who value mental health retain employees , have lower absenteeism , and enjoy lower health care costs .
Introducing the Bell Seal for Workplace Mental Health The Bell Seal for Workplace Mental Health is a certification program that recognizes employers who are committed to creating mentally health workplaces. The Bell Seal is modeled after the MHA Bell of Hope, a symbol of mental health since 1953. Cast from the chains of individuals once locked in state hospitals, the MHA bell resonates deeply with those who care about and support mental health.
A workplace can aspire to four levels of Bell Seal Certification:
Why Become Bell Seal Certified? Bell Seal certified organizations are recognized nationwide as workplaces that value and strive for mentally healthy work environments for all employees. Through the certification process, employers will have the opportunity to discuss the relationship between mental health and the following goals: Attract potential employees and increase retention; Improve employee engagement and productivity; Reduce health care costs and lost revenue as a result of poor workplace mental health; Address concerns with presenteeism and absenteeism; Reduce the rate of employee turnover; and Identify gaps and learn about resources to support employee mental health.
Five Categories 1. Workplace Culture for Evaluation 2. Health Insurance & Benefits 3. Employee Perks & Programs 4. Legal & Ethical Compliance After 40 years of research, MHA identified five 5. Leadership & Community categories to assess workplace mental health. An Engagement employer will be evaluated—and certification ultimately determined by—five categories:
01 Measured Approach to Addressing Mental Health in the Workplace The employer takes a measured approach to learning about and addressing concerns at work that Workplace contribute to an increased risk for workplace stress, burnout, and mental illness. Culture Team to Promote and Improve Employee Mental Health The employer has a designated team or individual to identify and address concerns with workplace culture and promote mental health awareness, education, and available resources to all employees. Mental Health Awareness & Training The employer has a strategy to promote mental health awareness, education, and resources among supervisors and employees. Fair Management & Employee Professional Growth The employer has a strategy to promote fair and effective management practices and provides employees opportunities for professional growth.
02 Paid Time Off Health Insurance Health Insurance & Benefits Disability Benefits Employee The employer offers generous health insurance & Wage Coverage Assistance and other benefits that support mental health in Program four areas:
03 Employee Perks & Programs As a complement to benefits, the employer offers perks and programs that support employee well-being such as flexible work arrangements, professional development, and peer support programs.
04 Legal & Ethical Compliance The employer implements preventative policies and practices that create a workplace culture where employees are encouraged and feel safe to ask for help. The employer ensures that employees understand their rights under federal and state regulations, and Human Resources and supervisors are equipped to address these concerns.
05 Leadership & Community Engagement Workplace leadership is publicly and internally committed to engaging their employees and community around mental health. Workplace leadership demonstrates its commitment to creating an inclusive work environment where employees of all identities feel valued and represented.
Apply now at mhanational.org/BestEmployers For more information, contact Taylor Adams at workplace@mhanational.org
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