The following chapter provides an overview of the concept of mental health stigma; the relationship between stigma, stress, and the workplace; and outlines tangible strategies to assist in addressing stigma. The author reviews relevant literature and highlights evidence-based recommendations. Consequently, the author developed an acronym, CALM, which represents communication, awareness, linkages to resources, and moving forward (with a plan) which is explained for the reader. The acronym may be used by both administration (directors, supervisors, managers) as well as employees to address stigma within a work environment. The chapter includes examples that individuals may modify for their current workplace.
TopBackground
Mental health stigma can be defined as:
an umbrella term that includes social (public) stigma, self-stigma (perceived), professional stigma, and cultural stigma. Social stigma refers to the negative attitudes toward and disapproval of a person or group experiencing mental health illness rooted in misperception that symptoms of mental illness are based on a person having a weak character. These perceptions can lead to discrimination, avoidance, and rejection of persons experiencing mental illness. This is usually the type of stigma that is discussed most often (Chatmon, 2020, p.1).
Unfortunately, stigma is prevalent across Canada as well as globally, across a variety of workplaces including business, health care, construction, and policing, to name a few (Bikos, 2021; Eyllon et al., 2020; Kelleci et al., 2011).
As previously defined, there are numerous types of mental health stigma including public (societal), self-stigma, professional stigma, and cultural stigma. This chapter focuses on concepts related to societal and professional stigma towards mental health which impacts individuals within the workplace, in Canada and worldwide.