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Identifying and addressing stigma at work in relation to mental health

Identifying and addressing stigma at work in relation to mental health
"""Describe stigma.

Stigma is described as unfavorable attitudes, convictions, or actions against an individual or a group of individuals because of a trait they have in common. Stereotypes, prejudice, and discrimination are examples of stigma. Stereotype: the unjustified assumption that all individuals who share a given trait are the same Prejudice is a negative opinion of a person or group based on their perceived traits. Discrimination is when someone or a group is unfairly treated differently due to a bias or stereotype. We can identify a stereotype without harboring any bias or discrimination. Prejudice and discrimination can result from our misunderstandings when we make snap judgments about someone based on unfavorable stereotypes.

What harm does stigma cause?

For instance, stigma associated with mental illness might influence our attitudes and behaviors toward those who are dealing with mental health concerns, the policies we set for the workplace, and the caliber of the support we offer. Adequate diagnosis and therapy may also be hampered by stigma and discrimination-related anxiety. Both the individual and the workplace are harmed by stigma. Stigma can make people feel uncomfortable at work, have low self-esteem, face discrimination, and be afraid to disclose their mental health conditions and seek help. Stigma in the workplace can result in employee presenteeism and absenteeism, decreased productivity and engagement, trouble luring and keeping talent, trouble putting psychological health and safety programs into practice, and higher expenditures associated with mental health accidents and diseases.

What impact do our words have on the stigma associated with mental illness?

Our attitudes come through in the words and deeds we do. When we use phrases like ""unstable,"" ""weak,"" or ""inferior,"" those who are dealing with mental health issues may feel as though they have been unfairly stigmatized. At the same time, we have the power to speak positively, dispel harmful misconceptions about mental health conditions, and lower obstacles to receiving treatment. Speak in first-person. Always putting the individual first and not the mental health condition is what is meant by ""person-first language."" Instead than focusing on the condition or impairment, this method of phrasing emphasizes the person. The focus is on the illness or handicap, not the individual, which is the antithesis of identity-first language. Person-first language and identity-first language examples include: First-person language Language that prioritizes identity individuals with mental illness Mentally unwell individuals a person with a mental illness Crazy, crazy individuals/groups of people without impairments ordinary people They deal with anxiety and despair on a daily basis. They experience anxiety and depression. They struggle with bipolar disorder. They have bipolar disorder and are dealing with schizophrenia. They have schizophrenia. Alcohol consumption and problematic drug use have an impact on them. They are an alcoholic and an addict.

What can employers do to lessen stigma at work?

Leaders in the workplace can establish a setting where workers feel comfortable seeking assistance. Using their own experiences as an example, leaders may demonstrate exposure and vulnerability as assets rather than limitations. Additionally, it's critical to assist leaders by offering pertinent training or soliciting assistance from the human resources department. When someone opens up to you about having mental health concerns, take advantage of the chance to connect, offer assistance if you feel qualified and at ease doing so, and recommend any extra services you may be aware of. Remember that you simply need to be aware of the person's functioning abilities to offer support; you don't need to be familiar with the precise diagnosis or the specifics of the mental injury. Workplaces should assess some features to make sure they aren't contributing to stigma or mental health difficulties. Employers should: Examine internal data, such as complaint records, absenteeism and turnover rates, and resource consumption rates, to assess the current workplace and working culture. Check all work practices, guidelines, and policies to see if mental health is addressed or taken into account. Ensure that safety precautions are taken. Implement a procedure that promotes safe self-identification or self-disclosure Create educational and training initiatives that will assist everyone in understanding the significance of their actions and words.

What can people do to lessen stigma?

To help combat stigma, take the following actions: Be conscious of your attitudes and behaviors, and be careful how you choose your words. Treat everyone with respect and decency to help others. Learn about the problems with mental health. Speak out when you observe or hear stigmatizing attitudes or behaviors, and whenever you can, inform others. Be understanding when someone admits to you that they are having mental health problems and refrain from making comparisons to your own experiences or downplaying their sentiments. We are all still learning, so remember to be patient with yourself. If you speak improperly, please apologize and try again. The trick is to be conscious of our own attitudes and behaviors. Together, we can foster a workplace environment that lessens stigma and encourages everyone to take advantage of the services that are offered."""

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"Identifying and addressing stigma at work in relation to mental health" was written by Mary under the Health category. It has been read 37 times and generated 0 comments. The article was created on and updated on 23 November 2022.
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