Creating a Culture of Openness Around Mental Health

In today’s fast-paced world of deadlines, virtual meetings, and blurred work-life boundaries, mental health has moved from a personal struggle to a collective workplace concern. Yet, for many professionals, it still feels risky to speak up.

Creating a culture where mental health is talked about openly — without shame, stigma, or judgment — is no longer a ‘nice to have’. It’s essential. Companies that fail to nurture psychological safety risk not only employee wellbeing but also morale, engagement, and performance.

This article explores how organisations and leaders can foster an environment of openness around mental health. We’ll unpack the key pillars of a supportive culture, the role leadership plays, and actionable steps to normalise the conversation — so your team can thrive, not just survive.

Why openness matters in today’s workplace

The silent cost of stigma

Mental health struggles often go unnoticed — not because they don’t exist, but because they’re carefully hidden. Employees might smile through stress, deliver results through burnout, and nod through meetings while silently battling anxiety or depression.

When workplaces don’t provide a safe space to speak up, people suffer in silence, leading to:

• Increased absenteeism and presenteeism
• Reduced productivity
• Higher staff turnover
• Damaged morale and trust

Openness boosts trust, retention, and performance

According to a 2022 report by Mind Share Partners, employees who felt supported in their mental health were twice as likely to stay with their company and five times more likely to be engaged at work.

An open culture also:

• Encourages early intervention and support
• Normalises help-seeking behaviour
• Strengthens team bonds and empathy
• Reduces the fear of being judged or penalised

The key elements of a mentally healthy workplace culture

Creating openness takes more than one wellness email or an annual mental health day. It’s a shift in mindset, language, and systems. Here are the building blocks:

1. Psychological safety

People must feel safe to speak freely without fear of being seen as weak, difficult, or unreliable.

That means:

• Encouraging vulnerability without penalty
• Creating policies that protect confidentiality
• Empowering managers to respond with empathy

2. Normalised conversations

Mental health should be as discussable as physical health.

• Encourage sharing through team check-ins
• Use inclusive, non-clinical language
• Celebrate mental health awareness days meaningfully

3. Visible support resources

If help is available, make it visible — and keep reminding people.

• Promote your EAP openly and often
• Make guides to mental health tools easily accessible
• Share stories of leaders who have used them

If your team has access to confidential support programmes, learn more about how an Employee Assistance Programme can benefit remote workers.

Leadership’s role in setting the tone

Vulnerability isn’t weakness — it’s leadership

When senior leaders model openness, it gives everyone else permission to do the same. That could look like:

• Sharing their own experiences with burnout, therapy, or stress
• Acknowledging when they’re struggling — and what support they’re using
• Publicly supporting mental health days or initiatives

Employees take their cues from the top. If the leadership team never talks about mental health, silence becomes the norm.

Train managers to listen, not fix

Many managers shy away from mental health conversations because they feel unqualified. The goal isn’t to become a therapist — it’s to listen, show support, and guide employees to the right resources.

Essential training should include:

• Active listening skills
• Recognising signs of distress
• Navigating accommodations and flexibility

Helping your leaders feel equipped builds confidence and trust.

Embedding mental health into everyday practices

1. Build it into onboarding

Start the conversation from day one.

• Introduce mental health benefits during onboarding
• Share your company’s wellbeing values early
• Create a buddy system for new hires

2. Integrate it into performance reviews

Make wellbeing check-ins as routine as progress reviews.

• Ask: “How’s your energy been lately?”
• Frame goals with balance in mind
• Celebrate efforts to prioritise mental health

3. Design for rest and recovery

A culture of openness also means acknowledging that we all need time to recharge.

• Promote meaningful breaks and real time off
• Model healthy hours (no after-hours Slack, please)
• Provide mental health days, and encourage using them

Common barriers and how to overcome them

“People will take advantage.”

Reality: Most employees want to perform at their best. Supporting mental health improves performance; it doesn’t diminish it.

Overcome it by:

• Trusting your team
• Measuring output, not hours
• Having clear boundaries and processes

“We’re too small to offer big benefits”

Reality: Openness isn’t about perks — it’s about people.

Overcome it by:

• Starting small — a check-in question, a shared resource
• Using free national or local services
• Sharing leadership stories

“We don’t want to get it wrong”

Reality: Saying something imperfect is better than saying nothing.

Overcome it by:

• Learning as you go
• Asking employees what would help
• Prioritising listening over solutions

For more, explore how managers can support mental health in remote teams.

Beyond awareness: Taking sustainable action

Survey and listen

Run anonymous wellbeing surveys regularly. Ask about stress levels, workload, and support awareness. Then act on the feedback.

Review your policies

• Are your sick leave, remote work, and flexible hour policies inclusive of mental health needs?
• Do your HR processes protect confidentiality and compassion?

Celebrate wins — not just workloads

Acknowledge when people take time to rest, set boundaries, or support others. Culture is shaped by what we reward.

Conclusion: Lead with empathy, grow with trust

Creating a culture of openness around mental health isn’t about perfection — it’s about intention. When people feel safe to speak, supported to act, and seen in their struggles, they show up more fully — and flourish more deeply.

Your role as a leader, teammate, or contributor isn’t to solve everyone’s problems. It’s to create a space where those problems can be named, without fear or shame.

Start small: ask how someone’s really doing. Share your own boundaries. Point someone to support.

Because change begins with conversation, and you have the power to start it.