{"id":771234,"date":"2023-07-20T09:16:08","date_gmt":"2023-07-20T13:16:08","guid":{"rendered":"https:\/\/www.marketnewsdesk.com\/index.php\/the-hartfords-new-study-black-u-s-workers-face-greater-barriers-to-mental-health-support-at-work\/"},"modified":"2023-07-20T09:16:08","modified_gmt":"2023-07-20T13:16:08","slug":"the-hartfords-new-study-black-u-s-workers-face-greater-barriers-to-mental-health-support-at-work","status":"publish","type":"post","link":"https:\/\/www.marketnewsdesk.com\/index.php\/the-hartfords-new-study-black-u-s-workers-face-greater-barriers-to-mental-health-support-at-work\/","title":{"rendered":"The Hartford\u2019s New Study: Black U.S. Workers Face Greater Barriers To Mental Health Support At Work"},"content":{"rendered":"

<\/p>\n

The Hartford\u2019s New Study: Black U.S. Workers Face Greater Barriers To Mental Health Support At Work<\/b><\/p>\n

Research with the National Alliance on Mental Illness, released during the Bebe Moore Campbell National Minority Mental Health Awareness Month, shows disparities in workers\u2019 connectedness and sense of belonging<\/i><\/p>\n

HARTFORD, Conn.–(BUSINESS WIRE<\/a>)–
\nNew research by The Hartford<\/a> and the National Alliance on Mental Illness<\/a> (NAMI) found Black U.S. workers face greater barriers to mental health support in the workplace compared with white, Hispanic\/Latino, and Asian American Pacific Islander (AAPI) U.S. workers.<\/p>\n

\nBlack U.S. workers were more likely to rate their mental health as \u201cfair\/poor\u201d and were less likely to say their company had empathetic leadership and an open, inclusive work environment that encourages a mental health dialogue. Also, Black American workers were more likely to say they encounter difficulty in discussing mental health in the workplace due to their race\/ethnicity, cultural background, and gender identity. Moreover, Black workers were more likely than white workers to say they have experienced exclusion, hostility, a culture of inequity, microaggressions, and discrimination at their job that affected their mental health. In contrast, AAPI workers were more likely to report \u201cexcellent\/very good\u201d mental health, with open inclusive workplaces with empathetic leaders, supportive co-workers, and flexible schedules.<\/p>\n

\n\u201cAll Americans deserve safe, supportive and mentally healthy work environments,\u201d said The Hartford\u2019s Chairman and CEO Christopher Swift<\/a>. \u201cBy sharing data that illustrates the intersection of mental health and people\u2019s identities, we strive to promote empathy and equity in more workplaces. It is vital that companies continue to break down stigma and prioritize diversity, equity and inclusion. Together, we can make a difference and improve the lives of millions of U.S. employees and their families.\u201d<\/p>\n

\nFor the second consecutive year, the workers\u2019 compensation and employee benefits provider and the nation’s largest grassroots mental health organization have announced their research during the Bebe Moore Campbell National Minority Mental Health Awareness Month<\/a>. Their shared goal is to boost mental health awareness and use of resources<\/a> that support worker wellness.<\/p>\n

\n\u201cThis July and beyond, we are honoring Bebe Moore Campbell\u2019s legacy by joining forces with companies, like The Hartford, to break down barriers, emphasize our shared humanity, and promote mental wellness in the workplace,\u201d said NAMI CEO Daniel H. Gillison Jr.<\/a> \u201cIt is crucial to eliminate the stigma surrounding mental health and ensure that every individual, regardless of race, culture or identity, has access to the support and resources they need to thrive.\u201d<\/p>\n

\nWhile U.S. companies showed improvements in creating a mentally supportive workplace year over year, white and AAPI workers were more likely to report favorable workplace experiences, compared with Black and Hispanic\/Latino workers.<\/p>\n\n\n\n\n\n\n\n
\n

\n\u00a0<\/p>\n<\/td>\n

\n

White<\/b><\/p>\n<\/td>\n

\n

AAPI<\/b><\/p>\n<\/td>\n

\n

Hispanic\/Latino<\/b><\/p>\n<\/td>\n

\n

Black<\/b><\/p>\n<\/td>\n<\/tr>\n

\n

\n\u00a0<\/p>\n<\/td>\n

\n

2023<\/b><\/p>\n<\/td>\n

\n

2022<\/b><\/p>\n<\/td>\n

\n

2023<\/b><\/p>\n<\/td>\n

\n

2022<\/b><\/p>\n<\/td>\n

\n

2023<\/b><\/p>\n<\/td>\n

\n

2022<\/b><\/p>\n<\/td>\n

\n

2023<\/b><\/p>\n<\/td>\n

\n

2022<\/b><\/p>\n<\/td>\n<\/tr>\n

\n

\nI am\/would be comfortable<\/b> talking to my co-workers about my mental health<\/p>\n<\/td>\n

\n

\n43%<\/p>\n<\/td>\n

\n

\n48%<\/p>\n<\/td>\n

\n

\n46%<\/p>\n<\/td>\n

\n

\n35%<\/p>\n<\/td>\n

\n

\n32%<\/p>\n<\/td>\n

\n

\n36%<\/p>\n<\/td>\n

\n

\n36%<\/p>\n<\/td>\n

\n

\n29%<\/p>\n<\/td>\n<\/tr>\n

\n

\nMy company\u2019s leadership, including managers\/supervisors, are empathetic<\/b> and take a genuine interest in employees\u2019 lives<\/p>\n<\/td>\n

\n

\n64%<\/p>\n<\/td>\n

\n

\n57%<\/p>\n<\/td>\n

\n

\n61%<\/p>\n<\/td>\n

\n

\n44%<\/p>\n<\/td>\n

\n

\n47%<\/p>\n<\/td>\n

\n

\n46%<\/p>\n<\/td>\n

\n

\n38%<\/p>\n<\/td>\n

\n

\n40%<\/p>\n<\/td>\n<\/tr>\n

\n

\nMy company provides employees with flexibility<\/b> in work schedules to get mental health help<\/p>\n<\/td>\n

\n

\n54%<\/p>\n<\/td>\n

\n

\n48%<\/p>\n<\/td>\n

\n

\n60%<\/p>\n<\/td>\n

\n

\n40%<\/p>\n<\/td>\n

\n

\n41%<\/p>\n<\/td>\n

\n

\n39%<\/p>\n<\/td>\n

\n

\n43%<\/p>\n<\/td>\n

\n

\n33%<\/p>\n<\/td>\n<\/tr>\n

\n

\nMy company has an open and inclusive<\/b> work environment that encourages a dialogue about mental health<\/p>\n<\/td>\n

\n

\n50%<\/p>\n<\/td>\n

\n

\n43%<\/p>\n<\/td>\n

\n

\n55%<\/p>\n<\/td>\n

\n

\n42%<\/p>\n<\/td>\n

\n

\n44%<\/p>\n<\/td>\n

\n

\n36%<\/p>\n<\/td>\n

\n

\n41%<\/p>\n<\/td>\n

\n

\n33%<\/p>\n<\/td>\n<\/tr>\n<\/table>\n

\nSurvey findings also showed various aspects of identity can affect mental health at work, such as age, race, gender, and job. That intersectionality was also illustrated in verbatim quotes about barriers to speaking out about mental health at their company:<\/p>\n