|
|
|
Mental health doesn’t impact just the mind; it also impacts physical health. For instance, cortisol, the hormone released to help manage stress, can result in a lowered ability of the body to fight infections when there are consistently higher levels of cortisol released over a prolonged period of time. This weakens the body’s immune system (University of Iowa Hospitals & Clinics, 2025). It can also lead to increased biological aging, resulting in faster rates of certain diseases (Green, 2026).
However, even with that, mental health is often dismissed as less important than physical health. This is partly due to the way deteriorating physical health can result in visible symptoms, while mental health might not. For example, even something like a cold accompanies a cough, a runny nose, a fever, or other symptoms –things that visibly show others that the individual is ill. Mental illnesses, however, often don’t have such visibly obvious symptoms. Of course, there is also a stigma associated with mental illnesses, and a poll found that 35% of Americans would view someone differently if they knew that they had a mental health condition (The Harris Poll, 2025), and that same poll found that 84% say that the term “mental illness” itself carries a stigma. This doesn’t just have social repercussions surrounding the widespread view on mental health, but it impacts the willingness to even receive treatment. The Harris Poll found that 41% of polled Americans say that they would be uncomfortable asking for help, and more of them would be comfortable requesting help for physical issues than mental ones when it comes to accommodations at work or school. Even still, for both categories, the percentage of Americans willing to ask for those accommodations is less than half. The Effect of the Workplace on Mental Health People exist in the context of their environments, meaning that where we spend our lives and who we spend them with is an important factor in our lives and health. As it’s estimated that 61% of the world works (World Bank Group, 2026), it’s important to consider the impact of the workplace on mental health, which can be both positive and negative. For example, more than half of polled U.S. workers exhibited moderate to severe levels of depression, and almost three-quarters had minor to severe levels of depression (Mind Share Partners & Qualtrics, 2025). Anxiety is also another common mental illness among workers. It isn’t just mental illness, either; the workplace can contribute to poor mental health even outside of illnesses such as depression. One study found that 84% of polled U.S. workers felt that their workplace had at least one factor that negatively affected their mental health (Mind Share Partners et al., 2021), often emotionally draining work or poor work-life balance. Negative Impact of the Workplace on Mental Health One way that the workplace can negatively impact mental health is through job insecurity, which can result in lower self-esteem, impaired functioning, and worsened mental health challenges (Keil, 2026). Of course, there is also the reality that a toxic workplace is an additional source of stress, with 18% of workers describing their workplace as such according to the American Psychological Association (APA) in 2022. Another way is by causing burnout, defined as a state of physical or emotional exhaustion often caused by prolonged stress (Mayo Clinic, 2023). There are many symptoms of burnout, such as questioning the value of your work, losing patience or focus, lacking interest in work, suddenly having physical symptoms, and others. There are also different causes of burnout, some of which are feeling a lack of control in what you do or having poor work-life balance. There are ways to handle workplace burnout, such as reaching out to coworkers to divide the workload, contacting your support network, or trying to find new ways to relax. These are often common tactics used to support better mental health in the workplace, as well. Resources Provided for Mental Health at Work Sometimes, the workplace can directly provide tools to help, and in fact, 81% of polled Americans said that they would be looking at whether the workplace supports mental health when looking for future work (APA, 2022), while 71% of workers felt that their employers were more concerned about mental health than in the past. According to this same study, some ways that employees felt that their employers could support them were offering support, respecting time off, and having remote jobs or a four-day work week. Interestingly, one of the most popular opinions was that, of workers whose workplaces offer insurance that covers mental health, it’s an effective means of support; individuals also felt the same about mental health training when their workplace includes that. In the U.S., there are certain legal rights concerning mental health (U.S. Department of Labor, n.d.), such as being protected against discrimination based on your mental health condition (Americans With Disabilities Act, 1990); this act also requires reasonable accommodations for those with disabilities, which includes certain mental illnesses. The U.S. Department of Labor also offers a list of resources to support workers, as well as resources for workers themselves to use, which is linked under the references section. There are many resources available to help support mental health at work, some of which might be offered by the workplace such as partnering with mental health providers (WorkLife Partnership, n.d.), and others that can be done at home, such as meditating, and having a work-life balance, which is one of the most common recommendations in the sources found. The need to have a balance between work and life outside of it is extremely important. Positive Impacts of the Workplace on Mental Health Even though it’s important to bear in mind that work-life balance is essential, it’s equally as important to remember that the impact of work on mental health isn’t solely negative; work provides many benefits as well. As the World Health Organization (2024) points out, work can help improve mental health by providing workers with “a livelihood; a sense of confidence, purpose and achievement; an opportunity for positive relationships and inclusion in a community; and a platform for structured routines, among many other benefits.” It goes on to say that the workplace can even benefit those with existing mental health conditions. In addition, feeling that you matter at work helps reduce stress (U.S. Department of Health and Human Services, 2025); it’s also been shown that opportunities for growth at work help to improve confidence in one’s abilities, which is part of having a high self-efficacy, something that has been shown to be an important factor in happiness as you grow older (Babazadeh et al., 2025.) Work also provides important social interactions, particularly if the connections with coworkers are meaningful (Keil, 2026). It can foster a sense of belonging, which matters since humans are social creatures. Keil (2026) also states that the routine offered by work is an important benefit, due to the feeling of structure it can provide, and he even goes to say that “a clear schedule and well-defined tasks can reduce anxiety and increase a sense of control over one’s environment, positively influencing mental health.” In short, the workplace has many effects on mental health, some of which are adverse and others which are beneficial, and even for the negative impacts on well-being, there are resources available to help. Work is an important part of our lives, which means that the effect it has on mental health is equally as important as the effect on physical health. Some more resources available for mental health support in the work place, such as that offered by Mental Health America and the Center for Workplace Mental Health, are contained below, and there are countless others available. References Americans With Disabilities Act of 1990, 42 U.S.C. § 12101 et seq. (1990). Babazadeh, T., Ranjbaran, S., Pourrazavi, S., Chollou, K.M., Nadi, A., & Tazekand, E.S. (2025). Self-efficacy, self-esteem, and happiness in older adults: A cross-sectional study. PLoS ONE 20(3). https://doi.org/10.1371/journal.pone.0319269 Green, R. (2026, February 25). The Connection Between Mental Health and Physical Health. Verywell Mind. https://www.verywellmind.com/the-mental-and-physical-health-connection-7255857 How your mental health affects your physical health — and why that matters at work. (2025, September 23). University of Iowa Hospitals & Clinics. Retrieved May 7, 2026, from https://uihc.org/health-topics/how-your-mental-health-affects-your-physical-health-and-why-matters-work Job burnout: How to spot it and take action. (2023, November 30). Mayo Clinic. Retrieved May 8, 2026, from https://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/burnout/art-20046642 Keil, J. (February 6, 2026). The impact of work on mental health. Nilo. https://nilohealth.com/blog/the-impact-of-work-on-mental-health/ Mental health awareness month: Key findings on U.S. attitudes and barriers to care. (2025). The Harris Poll. Retrieved May 7, 2026, from https://theharrispoll.com/articles/mental-health-awareness-month-key-findings-on-u-s-attitudes-and-barriers-to-care-2/ Mental health at work. (2024, September 2). The World Health Organization. Retrieved May 7, 2026, from https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work Mental health at work. (n.d.). U.S. Department of Labor. Retrieved May 8, 2026, from https://www.dol.gov/general/mental-health-at-work Mental health support. (n.d.) WorkLife Partnership. Retrieved May 8, 2026, from https://www.worklifepartnership.org/mental-health-support/ Mind Share Partners & Qualtrics. (2025). 2025 mental health at work report. Mind Share Partners. Retrieved May 7, 2026, from https://mindshare.box.com/shared/static/60sc45b7x4ogkr9kyo1sv8r2yglrf5aw.pdf Mind Share Partners, Qualtrics, and ServiceNow. (2021). 2021 mental health at work report. Mind Share Partners. Retrieved May 8, 2026, from https://mindshare.box.com/shared/static/dl36pf2ii3f6zlmoccyk5pd3ebxffgo9.pdf Workers appreciate and seek mental health support in the workplace. (2022, July). American Psychological Association. Retrieved May 8, 2026, from https://www.apa.org/pubs/reports/work-well-being/2022-mental-health-support#:%7E:text=A%20majority%20%2881%25%29%20of,into%20their%20future%20job%20decisions Workplace mental health and well-being. (2025, January 24). U.S. Department of Health and Human Services. Retrieved May 8, 2026, from https://www.hhs.gov/surgeongeneral/reports-and-publications/workplace-well-being/index.html World Bank Group. (2026). Labor force participation rate, total (% of total population ages 15+) (modeled ILO estimate) (SL.TLF.CACT.ZS). World Bank Group. https://data.worldbank.org/indicator/SL.TLF.CACT.ZS
0 Comments
Everyone works differently. This is because working styles are correlated with personality. Personality assessments have recently become popular in organizations because they are known to reveal a lot about leadership and communication preferences. The DISC personality assessment specifically does a great job at identifying behavioral styles for different employees. Each person is scored on four personality traits: dominance, influence, steadiness, and compliance. It’s a free and easy assessment that anyone can take.
Personality tests in the workplace have gotten a bad reputation mostly because historically, hiring managers would use personality tests as a strong indicator of whether or not someone is hired. Recruiting solely based on personality tests is not the way they should be used; they should mostly be used for current employees. When applied correctly, personality tests can be a great way to increase team cohesion and improve communication within groups. And these tests don’t have to be complex - actually, the easier the better. Because they should really only be a guide or indicator rather than a full breakdown of every single person’s personality. I’ve found that the DISC personality assessment is a perfect example of a simple yet effective method in gauging working styles and preferences. The DISC assessment breaks down each person by four traits:
Each person is scored based on a blend of the four traits after filling out a questionnaire. By taking this assessment, we are able to understand ourselves and others. It helps you identify your priorities and working style, and helps you build more effective relationships with your colleagues. Because once you can understand how others work and what they value based on their DISC score, you can maximize each person’s potential. You can learn more about the DISC personality test here. I recommend everyone give it a try. Today’s LGBTQ workforce has undergone a critical shift in what they demand from organizations. The expectation of workplace inclusion can be seen in how diverse today’s workforce is, especially among the younger generations. Not all organizations are using best practices, however. Many individuals continually experience barriers due to prejudice and discrimination both in the application process and during work. Raising awareness is the first step in creating an inclusive work culture.
Studies show that having diverse teams can help drive innovation and critical thinking when dealing with difficult tasks. And it’s true - people work better when they hear from different perspectives. Each team member brings unique insights from their own experiences to collaborate in a creative way. What LGBTQ workers bring to the job is their resilience, courage, and strong leadership styles. They can empathize with those who struggle from a hostile work environment, and strive to include all employees when they’re in management positions. Each and every organization can benefit from having a diverse and inclusive team. The main problems that LGBTQ workers face are discrimination and a lack of job security. Many are at a disadvantage when applying for jobs because implicit bias can play a big role in the decisions of the hiring managers. Currently, there are no federal laws that protect LGBTQ workers when they’re faced with prejudice and microaggressions. And this happens quite often - more than 40% of lesbian, gay, and bisexual individuals, and almost 90% of transgender persons have experienced discrimination in the workplace, harassment, or mistreatment by co-workers and managers. The Supreme Court ruling that passed last year should, in theory, be a huge step in the right direction. There, however, are still many gaps that need to be addressed with the new ruling. These include a lack of health benefits, enforcement of dress codes, and the lack of appropriate bathrooms. These microaggressions are more subtle yet as devastating as explicit discrimination. Fortunately, there are a number of things leaders can do to make their organizations more LGBTQ-inclusive. First, they must bring awareness to queerness and why it’s important to be authentic. They should listen and take action when employees speak out about issues of discrimination and prejudice. There should also be support systems in place for those who may be feeling isolated such as an HR team that’s dedicated to addressing these types of issues. Diversity and inclusion should always be included in the mission of the organization so that the concept is deeply embedded into the culture and working style of each individual employee. References Graves, L. (2018). Issue at a glance: LGBTQ employment discrimination. Victory Institute. Retrieved from https://victoryinstitute.org/issue-at-a-glance-lgbtq-employment-discrimination/ Levesley, D. (2020). 8 steps leaders can make to make their workplace more LGBTQ-inclusive. The Muse. Retrieved from https://www.themuse.com/advice/steps-leaders-can-take-make-workplaces-more-lgbtq-inclusive The Associated Press. (2020). Even with ruling, workplace still unequal for LGBTQ workers. NBC News. Retrieved from https://www.nbcnews.com/feature/nbc-out/even-ruling-workplace-still-unequal-lgbtq-workers-n1231419 |
Categories
All
Archives
May 2026
|
|
|
Be Heard. Break the Stigma.
© TraumaSpeaks 2017 Los Angeles, CA Federal Tax ID/EIN #: 87-2330645 Contact Us Privacy Policy ALL RIGHTS RESERVED. |