How Do Our Life Experiences Shape How We View Mental Health?
Photo by Kelsey Knight on Unsplash
When you suggest to others that they should talk about mental health at work, you probably hear so many responses:
“We can’t talk about that. It’s just not appropriate for work!” — said in a scandalized whisper.
“Heck, yes, we should be talking about this. Where do you want to start?” — said in an unconcerned voice.
“I’m open to talking more about it, but I just never know what to say.” — said with a shrug of the shoulders.
Why do people react so differently?
It usually boils down to our life experiences. All we only know is what we experience in our daily environment, our interactions with others, and what we’ve observed.
So as a decision-maker, influencer, employee resource group, or leader who’s organizing initiatives to improve mental health at work, you need to understand the answer to this question:
How do life experiences affect how we view mental health?
Understanding the answer to this question will open your mind in ways you may not have expected or considered. You’ll have a greater understanding of why others react so differently — and (hopefully) find ways to connect with them.
LIFE EXPERIENCES AND MENTAL HEALTH
When talking about mental health and mental illness, we’re all influenced by our life experiences. They shape our perceptions and biases around every subject, especially this one.
Simply put, our life experiences are “the circumstances in which we are born, grow, live, work, and age.”¹ Our circumstances include a variety of factors that shape our views of the world, such as:
Gender, or gender-based expectations
Cultural and ethnic beliefs
Religion, faith, or spiritual beliefs
Our family and how much (or little) they talked about the topic with us
TV, movies, news outlets, or social media
Our personality
The groups, communities, or organizations we’re part of
Past experiences or memories that had negative outcomes
All of these factors play a part in who we are as a person, what we believe, and how we participate in our relationships.
Which means each person has unique life experiences. So it’s essential to remember just because you’re all in the same company doesn’t mean you’ll have the same beliefs or ideas about mental health or mental illness.
HOW DO THESE BELIEFS INFLUENCE US AT WORK?
When you show up to work (virtually or in person), you don’t leave parts of yourself at home. You show up as a whole person — with all your emotional baggage and life experiences in tow.
Your employees are no different.
When a sensitive and complex subject (like mental health) is brought up, you (and your employees) will react based on what you know and experienced in life so far. That’s human nature.
“...if you were raised in a family where it wasn’t ok to talk about mental health even to them, or it was discouraged from being brought up to others… it’s logical that you may not feel comfortable [bringing] up this topic with a manager or co-worker.”²
The reverse might be true, too. If your family encouraged you to talk about mental health in an open setting, you might not have a problem giving your opinion or opening up on the subject at work.
The key is to understand that we can’t shut off our memories, beliefs, perceptions, or biases when we’re at work.
As much as we try to compartmentalize or stay objective about a topic, we’ll still be influenced by our life experiences. Those experiences will determine how comfortable, ready, and willing we are to talk about mental health at work.
WHY SHOULD EMPLOYERS AND COMPANIES CARE?
As you start talking about mental health at work, you’ll discover (or may already notice) that people’s reactions will vary:
Some will be adamantly opposed to talking about it at work, stating that it isn’t a work-related subject.
Some will be more than willing to openly discuss it and support initiatives you create.
Others will fall somewhere in between those two extremes or won’t care about it at all.
Despite how people react, you need to acknowledge and address the differences in these feelings.
Why?
Because it’s your job to integrate and encourage diversity, equity, inclusion, and belonging (DEIB) at your company — and mental health is closely tied to it.
DEIB doesn’t just apply to cultural differences, ethnicity, gender, or religion. It also applies to our unique views and beliefs around topics like mental health and mental illness.
Additionally, team members may not feel psychological safety talking about mental health because of:
Lack of representation
Microaggressions
Unconscious bias
Bullying³
So it’s crucial to acknowledge and care about what people bring to the table before you open the mental health conversation at your company.
Because it doesn't matter how many Wellness Wednesdays or other mental health events you do. If you can’t acknowledge your employees’ unique views, how can you ask them to do the same with each other?
And it’s never too late to set the example you want to see in your company.
TAKE A CONSTRUCTIVE APPROACH
Understanding that each person has their own unique life experiences when it comes to mental health is so significant. I can’t emphasize it enough:
“Stereotypes, experiences, and belief systems drive the perceptions people hold about mental health and mental illness. [They] influence the fears [people] may have about discussing those things. These possible roadblocks are important to consider when [approaching] discussions at work and… taking into account the whole context of who someone is.”²
So as you open the discussion around mental health at your company, try to take a constructive approach. Consider these tips as you open up these conversations with your employees:
Set the tone and offer reassurance that differences of opinions or beliefs are welcome (as long as they’re respectful).
Share your own story or life experience, so you give others permission to do the same.
Explain your goals and why you want to talk about mental health at your company.
Listen, don’t judge, and ask questions if you need clarifications.
Stay open-minded and be curious about other people’s views.
Try to find common ground and understand the other person’s point of view.
Offer empathy, encouragement, support, or company resources for what they might be going through or have gone through.
Remember, you don’t have to be perfect when talking about mental health. Your main goal is simply to ensure your workforce feels heard and understood no matter their experiences around mental health.
Acknowledge these differences — then invite your employees to join the conversation and explore them in a safe, constructive environment.
DEIB INCLUDES MENTAL HEALTH SUPPORT
Good leadership can and should come from anywhere on this topic. But if you are in HR, DEIB, L&D, or a leadership position, you’re in a great place to affect change in your company and influence how these conversations go.
But one of the most important steps is acknowledging how our life experiences shape our views on mental health. Because DEIB and mental health go hand and hand, period.
Lead by example to show that you’re looking at what’s “behind the curtain” before you ask people to “perform” this new skill set. You’ll be glad that you did.
Are you ready to open the conversation about mental health at your company?
Reach out to Melissa to set up a fireside interview.
Want to learn more about how our life experiences affect our mental health?
Check out Melissa’s new book.
Sources:
“Do My Life Experiences Affect My Mental Health?” Mental Health Foundation, 3 Nov. 2021, https://www.mentalhealth.org.uk/our-work/prevention/do-my-life-experiences-affect-my-mental-health.
Doman, Melissa. Yes, You Can Talk about Mental Health at Work: Here's Why ... and How to Do It Really Well. Welbeck Publishing Group, 2021.
Staglin, Garen. “The Essential Role of Mental Health for a Diverse, Inclusive Workplace.” Forbes, Forbes Magazine, 10 Dec. 2021, https://www.forbes.com/sites/onemind/2020/07/14/the-essential-role-of-mental-health-for-a-diverse-inclusive-workplace/?sh=1ddeb686ac4d.
