Learn how employers can create a supportive and mental health-friendly workplace for all workers, including “Gen Z” workers. (Photo: Courtesy)
Source: Employer Assistance and Resource Network on Disability Inclusion (via US Department of Labor)
The COVID-19 pandemic deepened an ongoing mental health crisis, particularly among young people. According to the U.S. Census Bureau’s 2022 Household Pulse Survey, nearly half of 18-24-year-olds surveyed reported symptoms of anxiety and depression, and this was true whether or not they were employed.
Members of “Generation Z,” born from 1997-2012, are transitioning into the workplace and bringing a focus on mental health and well-being. Creating a supportive and mental health-friendly workplace for all workers, including “Gen Z” workers, can help employers attract top candidates, retain talented workers, and increase productivity and performance. Employers can position themselves as mental health-friendly workplaces to recruit young talent from historically underserved communities, including those with disabilities.
Organizations across multiple industries can support young workers’ mental well-being through various policy strategies, such as:
- Promoting open communication to reduce stigma around mental health issues.
- Offering mental health resources and employee assistance programs (EAPs).
- Providing flexible work arrangements and time off for mental health needs.
- Encouraging work-life balance and setting clear boundaries between work and personal life.
- Providing training for managers to support employees who disclose mental health challenges.
- Fostering a culture of inclusion and belonging, especially for members of historically underserved communities.
Policy to Practice Quick Tips
Mental health-friendly workplaces benefit all workers. Here are tips for ensuring your workplace policies include support relevant to the mental health and well-being of young workers:
- Lead by example. Encourage senior leaders to openly discuss mental health and model a healthy work-life balance. When possible, ensure young workers have opportunities to hear about this directly from senior leaders.
- Communicate available resources. Make sure young workers are aware of mental health resources and how to access them. Communicate this information often through channels used by young people.
- Normalize mental health conversations. Create a safe space for employees to discuss mental health concerns without fear of stigma or repercussions. Help young workers connect with more senior colleagues who have experience navigating challenging work situations.
- Offer flexibility. Ensure all employees can take advantage of flexible work arrangements, including time off policies, to accommodate mental health needs. Help young workers understand how to use flexible work arrangements to ensure work-life balance.
- Foster connections. Encourage social support and connections among young workers, particularly in remote or hybrid work environments.
- Provide targeted support. Recognize the unique challenges members of historically underserved communities face and offer young workers from these communities tailored support and resources.
- Continuously evaluate and improve. Regularly assess the effectiveness of mental health initiatives to ensure they are effective for younger workers and make any necessary adjustments.
Resources to Support Mental Health and Well-Being in the Workplace
EARN Mental Health Resources
- Workplace Mental Health Toolkit: Find resources to support the mental health and well-being of all workers.
- Mental Health and Marginalized Communities: Learn about supporting the mental health of workers who are members of historically marginalized communities.
- Mentally Healthy Workplaces Checklist: This checklist reviews the basic aspects of a mental health-friendly workplace.
EARN Training, Videos, and Research
- Strategies to Promote Culturally Competent Mental Health Awareness in Workplaces: Learn about the partnership between The Steve Fund and the National Association of Colleges and Employers (NACE) as they discuss the importance of mental health and trauma-informed practices in talent acquisition and workforce retention, with a particular focus on youth of color.
- Supporting Employee Mental Health and Well-being: The Importance of an Individualized Approach: This webinar, with an introduction by then-U.S. Department of Labor Secretary Marty Walsh, explores ways employers can proactively support the mental health needs of their employees to create inclusive, productive work environments.
- Creating a Mental Health-Friendly Workplace: This short training explores strategies employers can use to support their employees’ mental health and well-being and create a mental health-friendly workplace.
Job Accommodations
- Accommodation and Compliance Series: Mental Health Conditions: This resource from the Job Accommodation Network (JAN) provides information about mental health conditions. It also contains information about accommodations to support success at work for people with mental health conditions. JAN is an ODEP-funded technical assistance center.
Related Research Articles
- Defining Generations: Where Millennials End and Generation Z Begins: This research brief from the Pew Research Center describes how generations are defined and lists some fundamental experiences and characteristics of “Generation Z.”
- Addressing the Prevalence of Mental Health Issues in Young Professionals: For this issue brief NACE worked with the American Association of Colleges and Universities, The Healthy Minds Network, and the Mary Christie Institute to survey college graduates in early professional careers to learn more about their mental health and well-being. The brief describes their key findings.
- New Research Finds Next-Gen Workers are Most in Need of Mental Health Support, Least Likely to Feel Their Employers Care: The Hartford’s annual Future of Benefits Study examines the evolving needs of the U.S. workforce. This news release summarizes findings specific to “Gen Z” from the 2023 Future of Benefits Report (PDF).
- Gen Z More Likely to Report Mental Health Concerns: The 2018 American Psychological Association’s Stress in America Survey focused on the concerns of “Gen Z,” ages 15 to 21. The full report, Stress in America: Generation Z (PDF), issued before the COVID-19 pandemic, describes a generation already facing serious mental health challenges.
- The Generation Gap Revisited: Generational Differences in Mental Health, Maladaptive Coping Behaviors, and Pandemic-Related Concerns During the Initial COVID-19 Pandemic: Researchers from Texas State University conducted an online survey in the early months of the COVID-19 pandemic to understand how different generations responded to increased stress. A summary of this research was published in the Journal of Adult Development.
- Is Gen Z the Spark We Need to See the Light? 2021 Gen Z Segmentation Study Insights Report (PDF): In 2021, the Generational Dynamics Team at EY gathered information from over 1,500 participants born between 1997 and 2005 to learn more about their professional interests and outlook on mental health, trust, technology, career, and lifestyle.
