Every year, according to the Centre for Addiction and Mental Health (CAMH), one in five Canadians experiences a mental health issue. By the time they are 40 years of age, 50 percent of Canadians will have, or have experienced, a mental illness or addiction problem.

Given the events of 2020 and 2021, these numbers will only increase.

What is a mental health issue? Mental health problems can show up as anxiety, depression, addiction, anger management issues, or eating disorders. Almost every family is personally affected, meaning every single person in the workplace has been affected in some way by mental health issues. Being a caregiver for someone with a mental health issue, for example, can be a significant strain similar to caring for an elderly family member, yet often is unrecognized and unsupported.

The state of our mental health also has an impact on investment and business decisions. When financial markets are jittery, we need nervous system regulation and stress management to handle volatility.

These challenges exist in our families and workplaces, and with our clients and our vendors.

Despite an increased awareness of mental health challenges, there continues to be stigma, a lack of understanding and support when problems arise. Sometimes a mental health issue is considered a habit or flaw that a person could change if they really wanted to.

Because mental health challenges are talked about less frequently than physical ones, we are often at a loss when we learn of a person’s struggles and avoid speaking about what is happening for fear of saying the wrong thing.

We may also have unresolved emotions of our own about mental health issues, which create feelings of personal discomfort in the face of others experiencing challenges.

If we do not understand that a person is struggling with a mental health issue, we may critique their performance and assume their problem is about focus or motivation, rather than first ensuring that treatment and understanding are in place.

We may miss mental health challenges in our colleagues or our staff altogether because people are afraid to talk about them.

Here are some key concepts and strategies for dealing with mental health issues in the workplace.

Bring compassion to mental health
If this is challenging for you, work through the self-reflective process required to understand why it is challenging. Everybody deserves support and compassion. Learn active listening—be engaged and open while others are talking. Often, knowing we are heard and cared for makes all the difference.

Increased training and resources are key elements in setting managers up for success in challenging times
In November 2020, Carol Lynde and Anne Kilpatrick wrote in a Globe and Mail article that, “according to Navigator’s research, advisors got into financial services because they liked investing, but soon found out that client relationships involve substantial counselling and caregiving. Advisors said they need an entirely different set of interpersonal skills to work with mental health and aggressive family situations. In fact, 83 percent of advisors say they want more professional training and accreditation to respond to how mental health and family dynamics can have an impact on financial planning.”

This challenge exists beyond the advisor relationship, stretching into those in institutional businesses, infrastructure, and operations—in today’s environment, the demands on managers are significant, and training in how to work with people in crisis is often minimal, if not non-existent. Training and self-care for managers is a key part of supporting workplaces.

Create a culture of support personally and professionally
Support people in getting help such as by seeing a therapist, seeing their GP, practicing mindfulness meditation, and movement, or pursuing naturopathic medicine. Encourage people who are struggling to find help and, as you find resources, become the one who connects people with the help they need. If you are in a management position, gather resources to offer your team before they need them. Consider the mental health of your team as a key indicator of their performance. Just as we all need to pay attention to our physical health, every single human being needs understanding and mental and emotional rejuvenation—this awareness should not be saved for times of crisis or illness.

Look for what can be learned amidst the challenges
Some people with mental health issues are sensitive and pick up on things that can provide useful information. Is there any tension in the workplace? An anxious person will feel this keenly. Recognize that we are part of a whole team, and what one of us is expressing may have information that is valuable to the rest of us. In understanding a team, including the experience of sensitive people who may have a lot to offer in terms of group dynamics is an important part of addressing stigma.

The increase in mental health challenges is best addressed directly—with planning, understanding, and support. There is so much help available and so much that can be done if we are willing to talk about what is happening and support each other.