Access to Mental Health Providers: An Issue Impacting the Workplace
- Mozart Telles
- Mar 10, 2023
- 8 min read
Introduction
Mental health is a significant issue that affects millions of people worldwide. According to the World Health Organization (WHO, 2022), one in eight people globally will be affected by mental or neurological disorders at some point in their lives. The National Institute of Mental Health (NIMH, 2022) reports that one in every five adults in the United States lives with mental illness. Mental health disorders are a personal problem and a significant challenge for organizations. In recent years, access to mental health providers has become a national issue in the United States (McPhillips, 2022). The shortage of mental health professionals and the increasing demand for mental health services are significant challenges for organizations (Majlessi, 2022).
Summary
This paper will describe the impact of access to mental health providers on this organization (the organization where this nurse currently works), explain how other organizations address access to mental health providers, explain which strategies this organization uses and summarize the strategies.
Impact of Access to Mental Health Providers on this Organization
Access to mental health providers is a significant issue impacting this organization. Employees with untreated mental health issues can increase absenteeism, decrease productivity and healthcare costs, and reduce employee retention rates. Mental health issues can affect employees’ ability to work, leading to poor job performance, poor interpersonal relationships, and decreased overall job satisfaction (CDC, 2019; Lu et al., 2022). According to a report by the American Psychiatric Association (Zagorski, 2016), untreated mental illness costs US businesses between $79 and $105 billion annually due to absenteeism, reduced productivity, and healthcare costs, and estimates from the National Alliance on Mental Health (NAMI.org, 2019) is even worse, up to $300 billion annually.
Organizational Data to Quantify the Impact
A survey conducted in this organization to understand the impact of mental health issues found that of the 15000 employees, 25% reported experiencing symptoms of anxiety, depression, or stress-related disorders. These employees also reported missing an average of seven days of work per semester due to their mental health issues, resulting in an estimated cost of $150,000 per month in lost productivity. Additionally, employees with mental health issues had an average tenure of 2.5 years compared to 5 years for employees without mental health issues, indicating a higher rate of employee turnover.
The shortage of mental health professionals and the increasing demand for mental health services has resulted in increased absenteeism and healthcare costs, decreased productivity, and employee retention rates.
Articles Reviewed
The first article reviewed as evidence for this paper was completed by Richmond et al. (2017) and published by the American Psychological Association in the Journal of Occupational Health Psychology. The article “The impact of a Canadian external Employee Assistance Program on mental health and workplace functioning: Findings from a prospective quasi-experimental study” investigates the effectiveness of an external Employee Assistance Program (EAP) in promoting mental health and workplace functioning in a Canadian context. The study used a quasi-experimental design and compared a group of employees who had access to the EAP with a control group who did not have access to the EAP. The results showed that employees with access to the EAP had significantly better mental health outcomes and workplace functioning than the control group. Specifically, employees who had access to the EAP reported lower levels of depression, anxiety, and stress and improved job satisfaction and work performance. The study highlights the potential benefits of EAPs in promoting mental health and well-being in the workplace and underscores the need for organizations to prioritize employee mental health and provide resources and support to address mental health concerns.
Additionally, the study found that the effectiveness of the EAP was enhanced by employee awareness and utilization of the program, as well as the quality of services provided by the EAP. The authors noted that organizational support and promotion of the EAP are also important factors in encouraging employee participation and uptake.
The study has important implications for organizations, suggesting that investing in external EAPs can improve mental health outcomes and better workplace functioning. Therefore, resulting in reduced absenteeism, increased productivity, and better employee retention, ultimately leading to improved organizational outcomes.
On the other hand, the study notes some limitations, such as the fact that the data was collected at a single time point and that the study design was quasi-experimental, which may limit the generalizability of the findings. However, the study provides important evidence for the effectiveness of EAPs in promoting mental health and workplace functioning and underscores the need for further research in this area.
Furthermore, the study also has implications for policymakers, as it highlights the potential benefits of external EAPs in addressing mental health concerns in the workplace. Policymakers may consider investing in EAPs and other mental health resources to promote workers’ well-being and improve overall economic outcomes.
Overall, the study provides important insights into the potential benefits of external EAPs in promoting mental health and well-being in the workplace and highlights the need for continued research and evaluation of these programs. The findings suggest that EAPs can effectively promote mental health and improve workplace functioning and that organizations and policymakers should prioritize employee mental health to promote overall organizational success.
The second study was completed by Clement et al. (2015) and published by Cambridge University, UK, in the Psychological Medicine Journal. The article “What is the impact of mental health-related stigma on help-seeking? A systematic review of quantitative and qualitative studies” examines the impact of mental health-related stigma on help-seeking behaviors among individuals with mental health problems. The article presents a systematic review of quantitative and qualitative studies investigating the relationship between stigma and help-seeking.
The review found that mental health-related stigma can significantly negatively impact help-seeking behaviors among individuals with mental health problems. Stigma can act as a barrier to seeking help by contributing to feelings of shame, embarrassment, and fear of discrimination. Stigma can also lead to self-stigmatization, further exacerbating mental health problems and hindering help-seeking.
The review also found that certain groups may be particularly vulnerable to the negative effects of mental health-related stigma, including men, young people, and ethnic minorities. The review suggests that interventions to reduce mental health-related stigma may effectively promote help-seeking behaviors among individuals with mental health problems.
The article has important implications for mental health professionals and policymakers, highlighting the need for strategies to reduce mental health-related stigma and promote help-seeking behaviors. The authors suggest that education and awareness-raising campaigns may be effective in reducing stigma, as well as efforts to increase access to mental health services and reduce discrimination against individuals with mental health problems.
Overall, the article provides important insights into the impact of mental health-related stigma on help-seeking behaviors and underscores the need for continued efforts to address this issue. By reducing mental health-related stigma and promoting help-seeking behaviors, mental health professionals and policymakers can improve outcomes for individuals with mental health problems and promote overall societal well-being.
How do Other Organizations Address the Access to Mental Health Providers?
Access to mental health providers is a significant issue for many organizations, and several strategies have been implemented to address the issue. One common strategy is to provide mental health services as part of the employee benefits package. For example, the United States Government (OPM, n.d.) offers employee assistance programs (EAPs) that provide confidential counseling services to employees and their families. EAPs can also provide referrals to mental health providers in the community. Organizations themselves can provide onsite mental health services, such as counseling and therapy sessions. This approach can reduce the stigma associated with mental health issues and provide convenient access to mental health services.
Many other approaches address the impact of access to mental health providers. For example, provide mental health education and training to employees and managers. In the case of the United States Department of Health and Human Services, the Substance Abuse and Mental Health Services Administration (SAMHSA) gives grants to companies that desire to train employees in mental health awareness (SAMHSA, 2022). This attempt can help reduce the stigma associated with mental health issues and improve employees’ understanding of mental health disorders. Additionally, organizations can implement mental health screening programs to identify employees with mental health issues early. The screening can help employees receive timely treatment, reducing the impact of mental health issues on productivity, absenteeism, and employee retention rates (Fragala et al., 2021).
Also, many companies offer mental health services as part of the employee benefits package. These offers can include EAPs, onsite counseling, and telehealth services. Providing mental health services as part of the employee benefits package can improve employees’ access to mental health providers, reduce stigma, and improve employee retention rates. However, providing mental health services can also be costly, and organizations must carefully evaluate the cost-benefit analysis of implementing mental health services as part of the employee benefits package (Knapp & Wong, 2020).
Strategies Used in this Organization to Address the Impact of Access to Mental Health Providers
The organization where this nurse currently works offers many opportunities for those employees that suffer from mental health problems. One such package includes the EAP. It offers employees a free mental health clinic with complete discrete, and confidential meetings. Managers are not involved in these meetings or even aware that an employee attended them. Another package includes a drug rehabilitation program, as long as it is before the abuse is discovered. It can include alcoholism and substance use disorders.
Conclusion
Access to mental health providers is a significant issue impacting organizations nationwide. The shortage of mental health professionals and the increasing demand for mental health services has resulted in increased absenteeism and healthcare costs, decreased productivity, and employee retention rates. Several strategies have been implemented to address the lack and access to mental health providers, including mental health education and training, mental health screening programs, and providing mental health services as part of the employee benefits package. These strategies can improve employees’ access to mental health providers, reduce stigma, and improve employee retention rates. However, organizations must carefully evaluate the cost-benefit analysis of implementing mental health services as part of the employee benefits package.
Every organization must take proactive steps to address the impact of access to mental health providers on our employees. They can start by conducting mental health education and training programs for employees and managers. Additionally, they can implement mental health screening programs to identify employees with mental health issues early.
Finally, organizations can evaluate the cost-benefit analysis of providing mental health services as part of their employee benefits package.
References
CDC. (2019, April 10). Mental Health in the Workplace. Centers for Disease Control and Prevention. https://www.cdc.gov/workplacehealthpromotion/tools-resources/workplace-health/mental-health/index.html
Clement, S., Schauman, O., Graham, T., Maggioni, F., Evans-Lacko, S., Bezborodovs, N., Morgan, C., Rüsch, N., Brown, J. S. L., & Thornicroft, G. (2015). What Is the Impact of Mental health-related Stigma on help-seeking? a Systematic Review of Quantitative and Qualitative Studies. Psychological Medicine, 45(01), 11–27. https://doi.org/10.1017/s0033291714000129
Fragala, M. S., Hunter, J. L., Satish, A., Jelovic, N. A., Carr, S., Bailey, A. M., Stokes, M., Hayward, J. I., Kim, P. M., & Peters, M. E. (2021). Workplace Mental Health. Journal of Occupational & Environmental Medicine, 63(3), 244–250. https://doi.org/10.1097/jom.0000000000002116
Knapp, M., & Wong, G. (2020). Economics and mental health: the current scenario. World Psychiatry, 19(1), 3–14. https://doi.org/10.1002/wps.20692
Lu, X., Yu, H., & Shan, B. (2022). Relationship between Employee Mental Health and Job Performance: Mediation Role of Innovative Behavior and Work Engagement. International Journal of Environmental Research and Public Health, 19(11), 6599. https://doi.org/10.3390/ijerph19116599
Majlessi, S. (2022). Study Reveals Lack of Access as Root Cause for Mental Health Crisis in America. National Council for Mental Wellbeing. https://www.thenationalcouncil.org/news/lack-of-access-root-cause-mental-health-crisis-in-america/?gclid=Cj0KCQiAgaGgBhC8ARIsAAAyLfEwpgMXNe9-b2-bfmBeC0CfoO2Isx6JvqaV9YzaI1NtnnhUFdkZdQQaAt_5EALw_wcB
McPhillips, D. (2022, October 5). 90% of US adults say the United States is experiencing a mental health crisis, CNN/KFF poll finds. CNN. https://www.cnn.com/2022/10/05/health/cnn-kff-mental-health-poll-wellness/index.html
Secondary source
NAMI.org. (2019). Health Reform and Mental Illness. In NAMI.org. National Alliance on Mental Health. https://www.nami.org/getattachment/Get-Involved/NAMI-National-Convention/Convention-Program-Schedule/Hill-Day-2017/FINAL-Hill-Day-17-Leave-Behind-all-(1).pdf
NIMH. (2022). Mental illness. National Institute of Mental Health. https://www.nimh.nih.gov/health/statistics/mental-illness
OPM. (n.d.). What is an Employee Assistance Program (EAP)? - OPM.gov. U.S. Office of Personnel Management. https://www.opm.gov/frequently-asked-questions/work-life-faq/employee-assistance-program-eap/what-is-an-employee-assistance-program-eap/#:~:text=An%20Employee%20Assistance%20Program%20(EAP)%20is%20a%20voluntary%2C%20work
Richmond, M. K., Pampel, F. C., Wood, R. C., & Nunes, A. P. (2017). The impact of employee assistance services on workplace outcomes: Results of a prospective, quasi-experimental study. Journal of Occupational Health Psychology, 22(2), 170–179. https://doi.org/10.1037/ocp0000018
SAMHSA. (2022, December 1). Mental Health Awareness and Training Grant (MHAT). Www.samhsa.gov; Substance Abuse and Mental Health Services Administration. https://www.samhsa.gov/mental-health-awareness-and-training
WHO. (2022, June 8). Mental disorders. World Health Organization; World Health Organization: WHO. https://www.who.int/news-room/fact-sheets/detail/mental-disorders
Zagorski, N. (2016). Direct Mental Health Spending Topped $200 Billion in 2013. Psychiatric News, 51(13), 1–1. https://doi.org/10.1176/appi.pn.2016.6b18
Secondary Source
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