Are you concerned about possible mental health discrimination at work? This article provides HR professionals and managers with valuable insights into the realities of employee mental struggles, and examples of mental health discrimination at work. By recognizing and addressing these issues, organizations can take meaningful steps to uphold the principles of the Mental Health Discrimination Act and promote a work environment where every individual feels valued and supported.
Mental Health Discrimination at Work Explained
It can be tricky to identify what is and what isn’t mental health discrimination at work. Especially from an HR professional or manager’s point of view. After all, you have to be mindful of your company’s interests, and your team’s needs. Let’s go deeper into the subject.
Mental health discrimination at work refers to unfair treatment or prejudice against individuals based on their mental health condition. It's like being judged not for your skills or efforts but for something beyond your control, like the color of your eyes.
In terms of mental health, discrimination can take various forms, from subtle actions like excluding someone from meetings because “they stress too much” to overt behaviors like derogatory remarks or denial of opportunities because they have expressed to deal with a condition.
Now, a term that’s heavily related to “discrimination” is “stigma.” Mental health stigma perpetuates misconceptions and stereotypes, leading to fear, shame, and reluctance to seek help. While also, refusing to provide support or including someone who may have a mental health condition. Do you see the connection?
6 Types of Mental Health Discrimination at Work
There are several types of mental health discrimination in the workplace. They all affect employee well-being, avoid them from having an equal opportunity, diminish the psychological safety of your company, and actually violate disability rights.
Let’s explore 6 types of mental health discrimination at work so you can check if your organization is committing them or not.
- Direct Mental Health Discrimination: This form of discrimination occurs when an individual is treated unfairly solely because of their mental health condition. It's like being overlooked for a promotion or facing negative remarks about your abilities because of a diagnosis like depression or BDPS.
- Indirect Mental Health Discrimination: Unlike direct discrimination, indirect discrimination is more subtle. It happens when workplace policies, practices, or procedures disadvantage individuals with mental health conditions. For example, setting rigid attendance policies without considering the impact on those with fluctuating mental health symptoms.
- Disability Discrimination: Mental health conditions are recognized as disabilities under the law, and discriminating against someone because of their mental health is a violation of their rights. It could involve refusing to make reasonable accommodations for employees with mental health conditions, such as flexible work hours or workspace adjustments.
- Harassment: Harassment based on mental health can create a hostile work environment, making it difficult for individuals to perform their job duties effectively. It may involve persistent teasing, mocking, or belittling of someone because of their mental health condition, creating feelings of isolation and distress.
- Victimization: Individuals who speak up about discriminatory practices against their mental health may face victimization, where they are subjected to retaliation or further mistreatment as a result of their complaints. This leads to the stigma we talked about, discouraging employees from seeking support or speaking out against unfair treatment, perpetuating a cycle of discrimination.
- Failing to Comply with Reasonable Adjustments: Employers have a legal obligation to make reasonable adjustments to support employees with mental health conditions. Failing to do so not only violates anti-discrimination laws but also exacerbates the challenges faced by individuals with mental health conditions in the workplace.
10 Real-Life Examples of Mental Health Discrimination in the Workplace
We have gathered 10 real-life examples of mental health discrimination at work. Through a series of short anonymous interviews and explanations, we will tell you how your organization can avoid these challenges and improve your team’s well-being.
1. Termination due to Insurance Coverage
Overview
This is the story of an employee with a mental health condition who was abruptly terminated from their position, with the employer citing concerns about increased insurance costs due to the employee's need for mental health treatment.
Employee Background
- Darryl was working in a warehouse for 4 years.
- He is the main supporter of a family of 4.
- He had been struggling with financial issues for the past 8 months.
Request for Support
- He asked for mental health support from his company, which they gladly provided at first.
- However, the standard coverage for psychological appointments was 5 sessions.
The Unforeseen Consequences
- He didn’t know this until he had reached the 10 sessions.
- His HR department mentioned they needed to take the extra sessions out of his salary, which of course, Darryl refused.
Impact on Performance
- His anxiety levels increased due to this situation.
- His performance was lower than before.
Termination Justification
- This is the original excuse his organization used to fire him.
- Previous conversations let Darryl understand that this was not a productivity matter; it was the cost of the insurance.
2. Poor Performance Review to an Employee with Mental Health Challenges
Overview
This is the story of an employee with a mental health condition who faced harsh performance reviews and eventual termination without efforts to understand or address her challenges.
Employee Background
- Amanda was a Project Manager at a Creative Agency.
- Originally from Mexico, she had been living in the U.S. for three years.
- Her visa situation became complicated due to COVID-related delays, causing significant stress and daily panic attacks.
Request for Support
- Amanda sought therapy to manage her mental health struggles and was later diagnosed with C-PTSD caused by prolonged stress.
- She continued her work but faced difficulties staying motivated and productive as her mental health challenges persisted.
The Unforeseen Consequences
- Amanda’s managers began noticing her reduced productivity and disengagement but did not approach her for a conversation or offer additional support.
- The company owner started delivering overly critical performance reviews, with little sensitivity toward her mental health struggles.
Impact on Performance
- The lack of understanding and empathy created barriers for Amanda to address her challenges effectively.
- Harsh feedback compounded her stress, worsening her mental health and feelings of exclusion.
Termination Justification
- Without a formal discussion to understand her situation, Amanda was terminated with just two weeks' notice.
- Although her employer cited performance issues, Amanda recognized this as a case of mental illness discrimination in the workplace, given her condition was never fully acknowledged or accommodated.
3. Calling Employee to the Office When There's No Need
Overview
This is the story of an employee with a mental health condition who faced unnecessary stress and anxiety when his employer repeatedly ignored his remote work requests, despite documented support from a therapist.
Employee Background
- Jimmy was a designer for a Marketing Agency.
- He recently experienced the tragic loss of his newborn son and had taken paternity and grieving leave offered by his company.
- Following his return to work, Jimmy chose to work remotely to support his wife with household responsibilities and cope with the mental health consequences of their shared grief.
Request for Support
- Jimmy disclosed his mental health struggles to his employer and submitted a therapist’s letter recommending remote work as part of his recovery plan.
- His request highlighted how working from home allowed him to balance professional responsibilities with emotional healing.
The Unforeseen Consequences
- The employer dismissed the therapist’s recommendations, insisting Jimmy return to the office full-time without considering the nature of his work, which could be effectively done remotely.
- Despite clear evidence and disclosure of his mental health challenges, Jimmy’s remote work requests were repeatedly denied, creating unnecessary stress and exacerbating his symptoms.
Impact on Performance
- Jimmy became increasingly angry, stressed, and demotivated due to his employer’s lack of empathy and understanding.
- This disregard for his needs significantly impacted his emotional well-being and ability to perform effectively.
Voluntary Resignation
- Feeling unsupported and overwhelmed, Jimmy eventually decided to quit his job.
- His experience highlights the importance of discrimination awareness in the workplace and the need for employers to prioritize accommodations for employees facing mental health challenges.
4. Termination of an Employee Diagnosed with a Mental Health Condition
Overview
This is the story of an employee diagnosed with a mental health condition who was terminated shortly after disclosing his struggles, highlighting a lack of understanding and empathy from his employer.
Employee Background
- Arthur worked in a motor garage and had been managing Schizophrenia since his teenage years.
- With the right medication and therapy, his condition was stable, allowing him to perform effectively in his role.
- A friend helped him secure the job, and while the garage owner was aware of his diagnosis, there was no effort to fully understand his triggers or provide support.
Request for Support
- Arthur’s mental health took a severe hit following the tragic loss of his brother in a motorcycle accident on New Year’s Eve.
- The grief triggered an episode of depression that made it impossible for him to attend work for a week, during which time the garage had minimal activity due to the holidays.
The Unforeseen Consequences
- Despite the circumstances and Arthur’s history of reliability, the owner terminated his contract, citing his absence without offering mediation or exploring solutions.
- This decision underscores how bias and a lack of awareness can lead to unnecessary mental health discrimination cases, leaving employees feeling abandoned during their most vulnerable times.
Impact on Performance
- Arthur’s termination reinforced the stigma surrounding mental health in workplaces, further isolating him and worsening his mental health challenges.
- The absence of proactive support not only affected Arthur but also missed an opportunity to model inclusivity and understanding within the organization.
Termination Justification
- While the owner referenced absenteeism as the reason for the termination, the lack of communication and empathy points to deeper systemic issues.
- Arthur’s case highlights the critical need for workplaces to address bias and adopt strategies to support employees with mental health conditions rather than penalizing them.
5. Denial of Promotion Opportunities
Overview
This is the story of an employee with a mental health condition who, despite meeting qualifications and excelling in her role, was denied promotion opportunities due to preconceived notions about her ability to manage challenges.
Employee Background
- Elisa was a neurodivergent retail worker diagnosed with OCD.
- She was undergoing treatment and therapy and had developed exceptional skills in her role, particularly in organizing and maintaining the store.
- Despite her dedication, the crowded store environment—characterized by loud music, constant customer interactions, and repetitive tasks—aggravated her OCD, making it challenging for her to maintain her usual efficiency.
Request for Support
- Elisa approached her manager with a request to be reassigned to less crowded tasks on busy days, such as inventory organization or backroom duties.
- The manager agreed, and Elisa successfully continued contributing to the team while mitigating the challenges posed by her condition.
The Unforeseen Consequences
- Six months later, during her work evaluation, Elisa discovered that her request for accommodations had been used against her.
- She was deemed “not fit enough” for a managerial position due to her earlier request, despite consistently delivering high-quality work and demonstrating leadership potential.
- This incident reflects prejudice in the workplace examples, where bias and misunderstanding about mental health lead to inequality and exclusion.
Impact on Performance
- The denial of the promotion not only prevented Elisa from advancing in her career but also intensified her feelings of worthlessness and inequality.
- This decision further stigmatized her mental health condition, undermining her confidence and motivation to pursue growth opportunities.
Promotion Denial Justification
- While her performance reviews cited her request for modified duties as a reason for the decision, this justification failed to account for her exceptional contributions and potential.
- Elisa’s case highlights how bias and lack of understanding about neurodivergence perpetuate systemic barriers, emphasizing the importance of equitable evaluations and accommodations in the workplace.
6. Isolation and Exclusion
Overview
This is the story of an employee with a mental health condition who faced systematic exclusion from workplace activities and opportunities, leading to feelings of isolation and marginalization.
Employee Background
- Laura was a Project Manager intern at an IT company.
- She had been managing ADHD since childhood and had always worked hard to meet her goals despite the challenges.
- Nervous about her role, Laura decided to discuss her condition with her manager after her first evaluation.
Request for Support
- Initially, Laura’s manager appeared understanding and assured her that her condition wouldn’t hinder her progress.
- However, soon after, Laura noticed a significant reduction in her assignments, leaving her with fewer responsibilities compared to her peers.
The Unforeseen Consequences
- When Laura asked her manager about the change, she was told it was “for her own good,” implying her ADHD made her less capable of handling the workload.
- Despite being part of the team, Laura found herself excluded from critical tasks and professional development opportunities.
Impact on Performance
- The decision to limit her responsibilities directly impacted Laura’s ability to complete her internship milestones, which were essential for her progression.
- This exclusion made Laura feel devalued and undermined her confidence, reinforcing the stigma associated with ADHD and highlighting a lack of awareness in managing mental health discrimination cases effectively.
Exclusion Justification
- The justification given for Laura’s exclusion—protecting her from stress—ignored her capabilities and potential, ultimately marginalizing her within the workplace.
- Laura’s case underscores the need for workplaces to engage employees in decision-making about their own roles and highlights the importance of fostering inclusive environments that value contributions from all team members.
7. Inadequate Accommodations
Overview
This is the story of an employee whose requests for reasonable accommodations to manage his mental health condition were repeatedly denied, significantly hindering his ability to work effectively.
Employee Background
- Alejandro, a computer engineer from Colombia, was diagnosed with Asperger’s, a condition on the autism spectrum.
- While he often struggled with social cues, Alejandro was highly skilled in his role and consistently delivered quality work.
Request for Support
- Alejandro found the noisy office environment, exacerbated by nearby construction, overwhelming and distracting.
- He approached HR to request a few days of remote work, explaining how the noise was affecting his ability to focus and his overall well-being.
The Unforeseen Consequences
- HR denied Alejandro’s request, citing concerns about setting a precedent for other employees.
- Despite his condition, Alejandro tried to cope by using low-frequency sound in his headphones to block out the noise, but this caused persistent headaches, further affecting his performance.
- When the situation worsened, Alejandro made another request for remote work, explaining how the current setup was impacting his mental and physical health, but HR rejected him again for the same reason.
Impact on Performance
- Without accommodations, Alejandro’s productivity and mental health deteriorated.
- Denying his requests not only exacerbated his struggles but also highlighted a lack of understanding and empathy, creating another example of mental health discrimination cases.
Denial Justification
- HR justified the decision by stating that granting Alejandro’s request would require offering the same flexibility to all employees, ignoring his specific needs and the reasonable nature of his accommodations.
- Alejandro’s experience demonstrates how rigid policies and lack of accommodations can prevent neurodivergent employees from thriving, emphasizing the importance of fostering inclusive workplaces that prioritize individual needs.
8. Microaggressions and Stereotyping
Overview
This is the story of an employee who faced derogatory remarks and insensitive jokes in the workplace, creating a toxic environment that severely impacted their self-esteem and mental well-being.
Employee Background
- Larissa, a non-binary employee, worked at an English academy in France.
- They disclosed their identity to the People & Culture department and informed coworkers about their pronouns (they/them), hoping for an inclusive and respectful environment.
Request for Support
- After Larissa began experiencing derogatory jokes and remarks about their gender identity, they sought help from the People & Culture department.
- Larissa expressed how the behavior of their coworkers was undermining their dignity and creating a hostile workplace.
The Unforeseen Consequences
- People & Culture dismissed Larissa’s concerns, advising them to ignore the remarks, suggesting that the behavior would eventually stop on its own.
- Instead, the jokes and comments continued, making the workplace unbearable for Larissa. The lack of action reinforced the stigma and created a culture of exclusion and disrespect.
Impact on Performance
- The hostile work environment significantly affected Larissa’s mental health, leading to diminished self-confidence and emotional distress.
- This case illustrates how stigma, rooted in a lack of understanding about diversity and mental health, perpetuates discrimination and creates barriers to inclusivity.
Inadequate Response Justification
- People & Culture’s response to "ignore it" demonstrated a failure to address the root of the issue, leaving Larissa unsupported and vulnerable.
- This case highlights the importance of fostering a workplace culture that actively addresses discrimination and prioritizes mental health understanding, ensuring dignity and respect for all employees.
To diminish the appeareance of microaggressions, please check our examples of diversity and inclusion in the workplace blog.
9. Overlooked for Team Assignments
Overview
This is the story of an employee with a mental health condition who was consistently excluded from team projects and assignments, limiting their opportunities for professional growth and contribution to their workplace.
Employee Background
- Priya, a data analyst, had been working at a financial consulting firm for three years.
- She was diagnosed with Generalized Anxiety Disorder (GAD), which she managed through therapy and medication.
- Priya had always been proactive in her role, consistently delivering high-quality work and meeting deadlines.
Request for Support
- Priya disclosed her diagnosis to her manager during a performance review, explaining that she sometimes found large group meetings overwhelming but was fully capable of contributing to team projects with some adjustments, such as clear deadlines and detailed task breakdowns.
- Her manager initially reassured her that her contributions were valued and that they would accommodate her needs.
The Unforeseen Consequences
- Over time, Priya noticed she was no longer being invited to participate in high-profile team projects.
- When she asked her manager about it, she was told it was “to avoid unnecessary stress for her,” despite her earlier request for specific accommodations.
- This exclusion significantly impacted Priya’s professional growth and her ability to showcase her skills within the team.
Impact on Performance
- Priya felt demotivated and undervalued, which began to affect her confidence and productivity.
- The lack of inclusion created barriers to her career advancement and eroded her sense of belonging at work.
Exclusion Justification
- The manager’s decision to exclude Priya from assignments, though framed as concern for her well-being, was based on assumptions rather than open communication.
- This case underscores the importance of addressing mental health discrimination cases proactively and engaging employees in decisions that affect their career opportunities.
10. Dismissive Attitude Towards Mental Health Needs
Overview
This is the story of an employee who faced dismissive attitudes from management regarding their mental health needs, resulting in an unhealthy and unsupportive work environment.
Employee Background
- Carlos was a software developer at a tech startup, known for his innovation and problem-solving abilities.
- He was diagnosed with Bipolar Disorder, which he managed with a combination of therapy and mood stabilizers.
- Carlos had disclosed his condition to HR during the onboarding process and emphasized his ability to handle his workload effectively with occasional flexibility for therapy appointments.
Request for Support
- Carlos requested a slight adjustment to his working hours on therapy days, asking to start 30 minutes later and make up the time afterward.
- Despite his openness and consistent performance, his manager often dismissed these requests, labeling them as “unnecessary accommodations” and stating that therapy appointments should be scheduled outside work hours.
The Unforeseen Consequences
- Carlos began missing therapy sessions due to his manager’s dismissive attitude, which led to increased stress and difficulty managing his symptoms.
- When Carlos tried to explain the importance of therapy to his well-being, his manager suggested he “tough it out,” implying that his mental health challenges were exaggerated.
Impact on Performance
- The lack of support caused Carlos to feel isolated and undervalued, which eventually impacted his work quality and focus.
- The dismissive attitude toward his mental health needs fostered an unhealthy environment that prioritized productivity over employee well-being.
Dismissive Attitude Justification
- The manager’s refusal to accommodate Carlos’s needs reflected a lack of understanding about mental health and its importance in maintaining overall productivity.
- This example highlights the urgent need for mental health discrimination cases to be addressed through better education, empathy, and clear policies, ensuring that employees feel supported rather than dismissed.
Impact on Employees and Organizations
Mental health discrimination in the workplace not only harms employees but also creates significant challenges for organizations. By failing to address mental health needs, businesses risk damaging employee morale, increasing turnover, and eroding workplace culture. Let’s explore the effects on both employees and organizations.
Effects on Employee Well-being
Mental health discrimination has profound effects on employees’ overall well-being, job satisfaction, and performance. Employees who experience discrimination may face the following challenges:
- Decreased Job Satisfaction: Discrimination can lead to feelings of exclusion, demoralization, and a lack of trust in leadership. A study by Mind Share Partners found that 60% of employees reported mental health affected their productivity, and workplace discrimination exacerbates this.
- Increased Stress and Anxiety: When employees' mental health needs are dismissed or ignored, their stress levels rise, leading to burnout or worsening mental health conditions.
- Decline in Performance and Engagement: Employees subjected to discrimination often withdraw, reducing their participation and enthusiasm for work. According to the Harvard Business Review, organizations that fail to support mental health see a 40% drop in employee engagement.
Organizational Consequences
Mental health discrimination erodes organizational culture by fostering an environment of mistrust and exclusion. Employees who witness or experience discrimination are less likely to engage with their teams, and collaboration often suffers as a result. Also, studies from the World Health Organization highlight that mental health issues in the workplace cost the global economy $1 trillion in lost productivity annually, emphasizing the financial toll on businesses that fail to create inclusive and supportive environments.
Additionally, organizations that ignore mental health needs face increased turnover rates, driving up recruitment and onboarding expenses. Data from Deloitte reveals that employers lose up to $120 billion annually due to turnover linked to mental health issues. This highlights the importance of addressing discrimination to retain top talent and foster loyalty, ultimately ensuring the long-term success of the business.
Ways to Prevent Mental Health Discrimination at Work
After reading those examples of mental health discrimination, what would you have done differently? Are you able to understand the human experience in all those real-life cases? Let’s discover some ideas to prevent discrimination and foster a more inclusive workplace.
- Implement Mental Health Awareness Training: It all starts with education. Not just for people in leadership roles, but everyone in the organization. Raise awareness about mental health conditions, reduce stigma, and promote understanding and empathy. Meditopia can support you on this with our personalized workshops and webinars.
- Establish Clear Policies and Procedures: Develop and communicate clear policies and procedures related to mental health accommodation, confidentiality, and non-discrimination to ensure consistency and fairness in treatment of all employees.
- Promote Open Communication: Encourage open and honest communication about mental health in the workplace by creating channels for employees to seek support, share their experiences, and access resources without fear of judgment or reprisal. This is more efficient after implementing the first two tips.
- Offer Flexible Work Arrangements: Provide flexible work arrangements, such as telecommuting options, flexible hours, and job sharing, to accommodate the diverse needs of employees with a mental health condition and promote work-life balance.
- Provide Reasonable Accommodations: Work with employees to identify and implement reasonable accommodations that support their mental health needs, such as modified work schedules, ergonomic adjustments, or access to counseling services.
- Promote Work-Life Balance: Encourage employees to prioritize self-care and maintain a healthy work-life balance by promoting boundaries around work hours, encouraging regular breaks, and providing opportunities for stress reduction activities. Meditopia’s mindfulness content can help your team with this.
- Address Stigma and Discrimination: Take proactive steps to address stigma and discrimination in the workplace by challenging stereotypes, promoting inclusive language, and holding individuals accountable for discriminatory behavior.
- Offer Employee Assistance Programs (EAPs): Provide access to confidential EAPs offering counseling, mental health resources, and referrals to support employees experiencing mental health challenges. You can find them all within Meditopia for Work.
- Lead by Example: Demonstrate organizational commitment to mental health by modeling supportive behavior, prioritizing employee well-being, and fostering a culture of respect, empathy, and inclusion at all levels of the organization.
- Regularly Evaluate and Adjust Policies: Continuously monitor and evaluate the effectiveness of mental health policies and programs, including stress management in organization, soliciting feedback from employees and making adjustments as needed to ensure they meet the evolving needs of the workforce.
Key Takeaways
- Start by educating everyone in the organization about mental health conditions to reduce stigma and promote empathy.
- Consider personalized workshops, webinars and mental health event ideas to enhance awareness including mindfulness for companies.
- Establish and communicate clear policies on mental health accommodation, confidentiality, and non-discrimination to ensure fair treatment for all employees.
- Foster a culture of open communication where employees feel safe to discuss mental health concerns without fear of judgment or reprisal.
- Offer flexible work arrangements like telecommuting and flexible hours to accommodate the diverse needs of employees with mental health conditions.
- Challenge stereotypes, promote inclusive language, and hold individuals accountable for discriminatory behavior to create a stigma-free workplace.
- Provide access to Employee Assistance Programs (EAPs) offering counseling and mental health resources to support employees in need.
Examples of mental health discrimination at work: FAQs
Is a mental health issue considered a disability?
Yes, mental health conditions are often considered disabilities under anti-discrimination laws.
Can mental health discrimination at work be justified?
No, mental health discrimination is never justified and violates both ethical standards and legal regulations. There are different ways to take care of your organizational interests that do not promote discrimination.
What adjustments can be made at work for mental health?
Adjustments like flexible work hours, workspace accommodations, and access to counseling services can support employees with mental health conditions.
How can employers recognize signs of mental health discrimination?
Employers can recognize signs of mental health discrimination by being vigilant for unequal treatment, harassment, and exclusion based on mental health.
Are there laws in place to protect individuals from mental health discrimination in the workplace?
Yes, laws such as the Mental Health Discrimination Act provide legal protection against discrimination based on mental health in the workplace. Check the regulations in your country.
