I've been spending my time talking with employees, managers, and CEO's about the difficulty of getting people to access mental health services in the same way they access help for their physical health. And I've identified a few key barriers to wellness.

Many people don't understand the link between their physical ailments and mental health concerns. The most commonly complained of stress-related ailments include stomach distress, insomnia, loss of interest in activities, impulsivity, irritability, substance abuse, and a lack of focus. But, the majority of people don't realize the enormous interaction between the brain and body, or that they likely need to see a therapist, psychologist, or psychiatrist after a routine physical check. We need to provide the basics of mental health knowledge so that people don't drive up healthcare costs for problems that are related to psychological suffering.

Most employees don't know about or trust the Employee Assistance Program. Fewer than five percent of employees even know what an EAP is. Where do you advertise your EAP? How much information do employees get about the resources you make available? Are employees reassured about their privacy when using an EAP? An employee told me blankly, "Why would I talk to someone connected to my company? I'm smarter than that!" Companies need to do a better job explaining the firewall between a corporation and the Employee Assistance Program. Employees justifiably are concerned about being stigmatized or discriminated against if they seek mental or behavioral healthcare.

And finally, companies need to lead on the issue of mental and behavioral health. Starbucks, Google, PGE, Deloitte, Johnson & Johnson, and Lendlease, are among the companies that are offering Mental Health First Aid training or Wellness programs that focus on employees' well-being. But no campaign is sufficient without leadership buy-in. CEO's and COO's must begin to recognize that mental illness has socioeconomic and cross-sector consequences and speak openly about their interest in supporting employees' whole health. Companies who are hoping to bring down the costs due to mental health-related missed days and hospitalizations should consider revamping their communications strategy regarding mental well-being.

For more information and resources, please contact me at Sheila.Hamilton@BeyondWellSolutions.com.