Written by Jennifer Reres, NAMI-NYC’s Director of Marketing and Communications
Gen Z and millennials are taking the lead in reshaping mental health at work. This generation’s emphasis on well-being is not only redefining the role of work in our lives but also elevating standards for employers. In response, workplaces are trying to determine how to effectively support young professionals. The National Alliance on Mental Illness of New York City (NAMI-NYC)‘s Young Professionals is a tight-knit group of individuals in their 20s and 30s committed to raising awareness for mental health in their communities and workplaces. Our nearly 50 members are passionate about mental health, dedicating their time and talents to fundraise for and promote mental health initiatives.
Several Young Professionals shared their experiences on how companies can best support young employees as they build their careers. Here are some key recommendations for creating mentally healthy workplaces from members of this group:
1. Normalize conversations about mental health
Nearly half of Gen Z employees are comfortable talking about mental health at work. Laura, who works in the financial services industry, emphasized the importance of normalizing discussions around mental health at work. She noted that the pandemic demonstrated how intertwined our personal well-being and professional lives are. Laura advocates for creating an environment where employees can be candid with their manager about mental health. “Gen Z and millennials want to bring their whole selves to work. When Human Resources and management invest in employee happiness, it pays off in terms of productivity and loyalty,” she shared.
2. Make mental health benefits accessible and visible
For mental health benefits, young employees seek insurance coverage for mental health services, wellness reimbursements, and mental health workshops. David, from a global distribution company, shared that larger companies often offer comprehensive mental health benefits, but those benefits aren’t always well-utilized. “Employers don’t often talk about mental health during onboarding. We need more direct, ongoing communication about our benefits and how to access support,” David said. “We also need assurance that it’s okay to use these benefits, such as taking mental health days,” he added. Shannon, a researcher at a consulting firm, suggested that companies can publicize mental health benefits in all-company emails and create digital channels for questions and discussion.
3. Create dedicated mental health spaces and initiatives
Seventy percent of Gen Z and millennials want their employer to help reduce stress and anxiety. At a media company, Kara has participated in initiatives that prioritize mental health, such as team-wide mental health days. “It’s helpful to fully unplug alongside the full team without the anticipatory anxiety of coming back to a mountain of work,” she explained. Additionally, her company offers weekly yoga and meditation classes, which serve as a regular reminder to prioritize mental well-being. “These sessions remind me to take breaks and recharge,” she shared.
4. Increase transparency in uncertain times
Seventy percent of all workers – and eighty-eight percent of Gen Z employees – are taking steps to prepare for layoffs, including building financial savings or browsing job listings. In times of economic uncertainty or industry shifts, Kara, an editor at a media company, emphasized the need for transparency. “In industries like media or tech, anxiety can be high, and it’s crucial for companies to acknowledge questions around job security. More open communication can help employees feel supported,” she shared. When employees consume news about layoffs in their industry, companies can build trust by overcommunicating and validating employee concerns.
5. Elevate mental health stories from leadership
Fifty-three percent of young people ages 18-29 want their companies to speak out about various social issues, including mental health. Shannon, a researcher at a consulting firm, stressed the importance of mental health stories from leadership. “I’d love to hear more personal stories from the C-suite. Mental health is about understanding that you’re not the only person struggling, and despite your challenges, you can still be successful and respected,” she shared. Another Young Professional elaborated, “It means a lot to see members of the leadership let you know they’re logging off to go to therapy.”
Convene community conversations with young professionals
Gen Z and millennial employees are transforming how we approach mental health in the workplace. Their recommendations—to normalize conversations, make benefits accessible, create dedicated mental health spaces, increase transparency, and elevate mental health stories from leadership—are essential steps towards creating a mentally healthier work environment and community. When companies engage directly with young employees, they can discover key perspectives and together, create even more supportive, healthy workplaces.
If you work at a company that would like to learn more, reach out to NAMI-NYC’s Workplace Mental Health Initiative today.
Originally published on www.forbes.com