Nine years is the average period people live with a mental health condition before seeking help. Why does it take so long? Like so many things related to our emotional wellbeing and mental health, it’s complicated. Some of the reasons people delay seeking help sit outside an employer’s sphere of control. But not all of them. In speaking to over 16,000 individuals in the last 12 months, we’ve heard four themes about seeking support that employers can influence.

1- What to do?  What to say? 
About a third of all emotional/mental health cases start with the individual saying something like,

In an era where the significance of mental health is finally being acknowledged, a 300-person audience gathered in Las Vegas for a groundbreaking conference titled "Meeting the Moment in Mental Health: Real Community Solutions to the Mental Health Crisis."  Conference host, CareSolace, a trailblazer in mental health care solutions, holistically approached this topic with speakers who were leaders spanning state and local communities, public and private education, corporate and not-for-profit sectors, and, of course, healthcare. I had the privilege of representing NEEBC as a speaker identifying trends in Employee Benefits that focus on mental health.  My remarks aimed to illuminate a crucial aspect of this crisis: how employers can proactively address mental health concerns within their workforce. My focus was on simplifying access, advocating for affordability, and ensuring cultural relevance.  Any trends observed in this space offer insights into how employers can lead the way in nurturing a mentally healthy workforce.

Simplifying Access: The Gateway to Employee Wellbeing
One of the most formidable barriers to mental health care is the complex and often bewildering process of finding the right support. This conference emphasized the pivotal role that employers can play in simplifying access. By partnering with mental health care providers and platforms, employers can create streamlined channels through which employees can seek assistance.

The LGBTQ+ community has and continues to bring value and unique perspectives to the workforce. Knowing that their employers stand by them can help employees feel safe in their workplace, which is critical to ensuring that the workforce has the diverse thoughts, perspectives and people we need for today’s world.

Part of standing by your LGBTQ+ employees means helping support their mental health. LGBTQ+ individuals have unique mental health needs. These individuals may face threats, violence, rejection and lack of acceptance in the community, as well as issues with accessing affirming care. We know from our own families and friendships that having an accepting, supportive workspace with validating mental health benefits also helps the loved ones of those in the community who already worry about their safety every day.