How Businesses Can Create an Inclusive Workplace for Persons with Mental Health Conditions

Findings from the National Council of Social Service (NCSS) 2021 Public Attitudes towards Persons with Mental Health Conditions Study revealed that while three in five respondents were open to working with someone with a mental health condition, only two in five felt their organisations provided adequate support for mental well-being. Additionally, one in four still believed that it would be “stressful to be co-workers with a person with mental health conditions”. 

This gap highlights a pressing need to foster a supportive work environment that promotes inclusion and combats negative attitudes towards persons with mental health conditions. When left unaddressed, stigma around mental health conditions can have a profound impact on all employees and hinder overall organisational productivity and morale. 

For workplaces to thrive, companies must foster an environment where all employees feel valued and supported. 

The National Mental Health & Well-being Strategy, launched by the Ministry of Health in October 2023, recognises the importance of this. As part of the Strategy, key partners, including NCSS, aims to create a supportive ecosystem where persons with mental health needs can readily seek help early in Singapore. Efforts include enhancing mental health literacy, reducing stigma, and improving employment opportunities for those with mental health conditions. 

So how can employers create supportive workplaces? 

Learn Best Practices from Others

NCSS’s latest campaign, which raises awareness on the importance of inclusive employment for persons with mental health conditions, highlights workplace inclusivity and provides resources and case studies to showcase best practices in inclusive hiring and support. Among these resources are the ADAPT guidelines, which outline key strategies for employers to create a supportive environment:

• Advance awareness and dialogue on mental health
• Develop strategies to monitor and strengthen employee mental well-being
• Appoint a Workplace Mental Well-being Champion
• Partner with employment agencies for Return-to-Work and employment support
• Train supervisors and colleagues to support employees with mental health conditions

Many organisations are already making significant strides in fostering inclusive workplaces through the ADAPT Framework, demonstrating how proactive support and tailored strategies can benefit both employees and the organisation.

The National University of Singapore (NUS), for example, implements a WellNUS Workplace Mental Health Framework that includes peer support programmes and tailored return-to-work strategies for employees managing mental health conditions. This proactive approach not only aids individual recovery but also enhances team dynamics and morale.

Starbucks exemplifies another success story. It employs persons with mental health conditions and offers flexible hours and supportive management practices. This means that employees can choose quieter shifts, and managers are trained to be mindful of their team’s mental health needs, thus creating a more conducive work environment.

Rally Peer Support in the Workplace

Peer support is a vital element in creating an inclusive workplace, and organisations that have peer support structures in place can amplify the impact of its mental health initiatives. For example, training employees in basic psychological first aid equips them with the tools to assist distressed colleagues, promoting a culture of care and understanding.

The Wellbeing Champions Network, launched in November 2023 with over 350 members from diverse industries, offers a platform for employers to share best practices on establishing effective peer support structures in their workplaces. Through the network, members can also access important resources, including the Well-being First Responder programme, which equips employees with the knowledge and skills to promote mental well-being and support individuals in mental distress.

Partner for Greater Impact

For companies looking to create or enhance their support structures, partnerships with employment support agencies such as the Singapore Anglican Community Services Integrated Employment Services (SACS IES), Singapore Association for Mental Health MINDSET Learning Hub (SAMH MLH) and Institute of Mental Health (IMH) Job Club can be beneficial.

These agencies offer vocational training, job placement, and ongoing support to persons with mental health conditions and their employers, to ensure sustained employment opportunities and successful reintegration of these employees into the workforce. Mental health literacy training can also be conducted for staff to complement these efforts.

Creating an inclusive and supportive workplace for persons with mental health conditions is a collective responsibility. Your efforts can help reduce stigma, enhance employee well-being, and cultivate a culture of support that benefits everyone. For more resources on building an inclusive workplace, visit https://go.gov.sg/iepmhc.

This article was contributed by NCSS in conjunction with World Mental Health Day, which falls on 10 October 2024.