The theme of this year’s Mental Health Week — Unmasking Mental Health — is a reminder that many people in the workplace feel pressured to hide their mental-health struggles, often for fear of the stigma they’ll face, to protect their job security, avoid discrimination and fit in with workplace norms and culture.
While masking can sometimes help people maintain privacy or feel safe temporarily, over time, the toll adds up physically, mentally and emotionally.
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Stigma is the No. 1 reason employees mask at work. Although there has been some progress in recent years, nearly three in four working Canadians still wouldn’t disclose a mental-health challenge to their leader or coworkers due to stigma and fear of judgment.
Masking in the workplace can lead to emotional exhaustion and an increased risk of burnout as employees constantly suppress their feelings. It also creates barriers to developing authentic relationships, causing isolation and a loss of self-identity. Fear of judgment also prevents employees from seeking help when needed, delaying their recovery. In addition, unresolved stress affects team dynamics, lowers productivity and contributes to higher turnover rates.
Imagine an employee walking into work carrying an invisible, 30-pound duffel bag. No one can see it, but the weight is real. Now, imagine them having to move around the office, lift boxes, attend meetings or meet tight deadlines while carrying the bag all day. Every action feels like they’re straining just to do the task, but no one can see what’s weighing them down.
Their colleagues see them moving swiftly, but inside they’re working twice as hard just to keep up. By the end of the day, they feel drained, but no one understands why. They’re hesitant to speak up or ask for help because they fear no one will believe or understand them and instead will judge and reject them.
Read: How to build a psychologically safe workplace
This is a metaphor for the reality that many employees feel when they mask their true selves at work. But it doesn’t have to be this way. Organizations have a crucial role in creating environments where employees don’t feel the need to hide who they really are or what they’re currently experiencing. By fostering a culture of openness, understanding, and support, employers can help remove the stigma and create a space where people feel safe to unmask.
Unmasking mental-health challenges in the workplace fosters a culture of openness and inclusion, driving higher employee engagement, productivity and retention. This approach not only mitigates burnout and absenteeism but also strengthens organizational sustainability and attracts top talent.
However, unmasking isn’t about placing the responsibility on employees to disclose their mental-health challenges, especially if they don’t feel safe doing so. It’s about organizations creating an environment where employees have the right to share when and if they choose, without fear of judgment, and where they feel supported and valued regardless of disclosure. It means fostering workplaces where employees feel safe to be themselves without the pressure to hide in order to be accepted, supported or successful.
Read: Stigma preventing employees from seeking mental-health help: report
Leaders must model vulnerability and authenticity themselves. When managers share their own mental-health experiences or challenges appropriately and authentically, they signal to their teams that struggles aren’t a sign of weakness. The Canadian Mental Health Association’s Not Myself Today training program for managers equips leaders with the tools they need to break down stigma, foster a psychologically safe environment, and support mental health in a way that empowers employees to be their authentic selves.
Talking about mental health openly helps reduce stigma. It’s important for employers to create workplace cultures where mental health is woven into everyday check-ins and team meetings and reflected in policies. Sharing coping strategies, acknowledging tough days and encouraging authentic vulnerability helps to create that culture.
Ultimately, unmasking starts with trust and trust is only possible when there’s a culture of compassion, curiosity and a strong sense of community. Mental Health Week’s call to unmask is powerful. But if workplaces want employees to take off their masks, they must make it safe to do so. Unmasking mental-health challenges at work isn’t just good for employees, it’s essential for healthier, stronger and more connected workplaces.
Read: Expert panel: How employers can support managers to effectively champion employee mental health