Breaking Down Barriers: How Workplaces Are Reducing Mental Health Stigma
Imagine a workplace where discussing mental health is as commonplace as discussing project deadlines. In this article, insights from an HR Consultant and a Ph.D. Clinical Psychologist will guide you through practical strategies to achieve this. Starting with the elimination of therapy costs and ending with leaders showcasing personal vulnerability, there are six transformative insights to explore. Discover how these actionable steps can create a more open and supportive work environment.
- Eliminate Therapy Costs to Prioritize Mental Health
- Foster Open Conversations and Provide Training
- Normalize Conversations with Mental Health Experts
- Create Safe Spaces for Team Connection
- Lead by Example with Personal Vulnerability
- Normalize Mental Health in Professional Sports
Eliminate Therapy Costs to Prioritize Mental Health
At my workplace, I made a deliberate decision to change our health insurance benefits to eliminate out-of-pocket costs for therapy visits. This move was designed to prioritize mental health and send a clear message that seeking help is a strength and is fully supported and encouraged. When announcing the change, it was emphasized that it was an intentional step to reduce the stigma around mental health. It is important to the company to foster a culture of care and belonging and we can’t do that without providing mental health resources.
Since the announcement, people are speaking up more about mental health in general and employees are feeling more comfortable discussing their specific challenges and seeking resources. By aligning our benefits with our values, we took a huge step towards creating a more supportive and inclusive culture that supports everyone’s mental health journey.
Tamica Sears
HR Consultant, Sears Coaching
Foster Open Conversations and Provide Training
To reduce mental health stigma in our workplace, as a leader I fostering open conversations about mental health, normalizing it as a crucial part of overall well-being. It is crucial to provide mental health training for managers to recognize signs of distress and respond empathetically. We offer confidential access to mental health resources, such as counseling services, mental and holistic wellness workshops, and support groups. Larger employers can offer employee assistance (EAP) benefits and integrate wellness initiatives, such as mindfulness workshops or stress management programs, into the workplace culture. Lastly, we ensure company policies explicitly promote mental health equity and non-discrimination.
Cherese Alcorn
CEO/Clinical Director, Wellness Beyond The Chair
Normalize Conversations with Mental Health Experts
My workplace successfully reduced the stigma surrounding mental health by normalizing open conversations about it and inviting mental health professionals—psychiatrists, crisis intervention specialists, wellness coaches, and others—to speak directly to employees. Every session tackled essential topics like managing burnout, coping with life crises, dealing with loss, and recognizing when to seek help. These experts gave us practical tools to face different challenging situations, which I appreciated.
Thanks to creating a safe, interactive space, employees felt seen not just as professionals but primarily as human beings. Conversations about mental well-being empowered people to speak up, access resources, and support one another. I witnessed colleagues who previously would have suffered in silence now accessing counseling resources, taking wellness days, or simply being more honest about their struggles. Over time, we have observed reduced absenteeism, improved morale, and a stronger sense of connection-proof that addressing mental health openly fosters a healthier, more compassionate workplace.
Agata Szczepanek
Career Expert & Community Manager, LiveCareer
Create Safe Spaces for Team Connection
Mental health is as integral to success as strategy and creativity. We have this thing at least once a month where my team and I meet virtually—not for work, but for connection. No emails, no KPIs, just a safe space where we check in with each other, share wins, vent, and, most importantly, support one another.
The idea came from my personal experience of burnout early in my entrepreneurial journey. I realized that hustling doesn’t have to mean sacrificing mental well-being. We’re creating a culture where asking for help is normalized, where “I need a break” is met with compassion, not judgment.
Since we started this, I’ve noticed a remarkable shift in how my team—and our community of women entrepreneurs—view mental health. Productivity is up, creativity flows easier, and the connections we’ve built are deeper than ever. It’s proof that when you invest in mental well-being, the returns aren’t just emotional; they’re entrepreneurial.
Because here’s the thing: freedom through entrepreneurship isn’t just about finances—it’s about creating a life you love. And that starts with taking care of the person running the business: you.
Danielle Hu
Founder, The Wanderlover
Lead by Example with Personal Vulnerability
A successful strategy for de-stigmatizing mental health usually begins with leadership leading by example through personal vulnerability. When senior managers openly share their experiences with stress and anxiety, it creates a powerful ripple effect. For example, after one director candidly spoke about experiencing burnout and seeking help, team members became noticeably more comfortable discussing their own challenges.
These are the kinds of things organizations can build on: practical support systems, such as mental health first aid training for managers, quiet rooms for decompression, and expanded Employee Assistance Programs with virtual therapy options. The key is to communicate about these resources as routine wellness tools rather than exceptional measures.
Changes often come from how people live their everyday working lives. Teams include checking in on mental health as routine during meetings, so that emotional well-being is no more and no less significant than physical health. Simple things such as normalizing “mental health days” or encouraging healthy work-life boundaries create a climate where seeking help is simply ordinary, rather than stigmatized.
Dr. Britt Lindon
Ph.D. Clinical Psychologist, Sens Psychology
Normalize Mental Health in Professional Sports
One example of a workplace successfully reducing the stigma surrounding mental health is the evolving culture within the NFL. When I was a professional athlete, conversations about mental health were limited, often overshadowed by the focus on physical performance and resilience. Over time, however, the league and individual teams have made significant strides in creating a more open environment for discussing mental health challenges.
The NFL began partnering with mental health professionals and encouraging players to speak openly about their experiences. Team meetings included sessions on managing stress and anxiety, and resources like confidential counseling services were made easily accessible. Leaders and coaches also played a critical role by normalizing these conversations, which made it easier for players to seek support without fear of judgment.
The impact was profound. By acknowledging the importance of mental well-being, players felt more supported, which improved both their personal lives and performance on the field. This experience showed me that when an organization takes intentional steps to prioritize mental health, it creates a ripple effect of trust and empowerment among its members.
Rees Odhiambo
Insurance Broker, ThrivexDNA
Submit Your Answer
Would you like to submit an alternate answer to the question, “Can you share an example of how your workplace has successfully reduced the stigma surrounding mental health? What steps did they take, and what impact did it have?”