Dive Brief:

• Bias against employees with mental health conditions is the most prevalent form of workplace discrimination around the world, according to an analysis of Kantar's Inclusion Index, which surveyed 18,000 workers in 14 countries. More than one third of employees with a mental health disorder reported experiencing discrimination based on their condition.
• Kantar said it discovered that 38% of employees experience significant mental health issues, including a mental health or stress diagnosis. In other index findings, 29% of employees around the globe said they suffer from a "loss of stamina" or "overwhelming fatigue," which Kantar said are common early symptoms of mental health disorders. The index also showed that 42% of young women said they had mental health concerns, compared with just 28% of young men who said they experienced the same concerns.
• Despite the discrimination finding, Kantar said that mental health awareness is on the rise, with 59% of workers surveyed saying they trust their employer enough to talk about mental health struggles at work. Kantar added, however that with 51% of workers saying their workplace's support is insufficient, more mental health awareness is necessary.  

Dive Insight:

Workers want employers' help with their mental health and financial concerns, according to a survey released by the National Business Group on Health (NBGH) in July. In fact, 27% of the workers polled said they would like support for their general mental health concerns, and 25% said they want specific help with sleep problems, while 40% said the same about burnout on the job, said NBGH.

Employers are smart to offer help with mental health needs, but workers' expectations might be over-blown. For instance, Unum released a survey in April showing that workers think managers can spot mental health disorders. HR, however, disagrees.

The good news is that CEOs in some circles have made well-being a priority, according to a new LifeWorks survey, and they no longer think well-being is just an HR concern. Employers may be able to show their support by offering comprehensive well-being programs, but getting company leaderships' buy-in is crucial for the success of most workplace programs.