Amy Gilliland, President of GDIT at team event.
Recent studies reveal that 75% of employees report experiencing at least one symptom of a mental illness, and discussions around mental health at work have increased by 41% compared to 2019 (Mind Share Partners, 2021). I recently had the privilege of hosting a conversation with two compassionate leaders—Emily Rosado-Solomon and Amy Gilliland—on how to better address mental health in the workplace. Together, they shared five actionable steps for leaders to create a healthier and more supportive environment for their teams.
Emily Rosado-Solomon is an assistant professor and researcher at Babson College, specializing in mental health within organizations. She holds a PhD in Human Relations and Industrial Relations from Rutgers University. Her research focuses on how mental health impacts work and the broader dynamics of workplace relationships.
Amy Gilliland is the President of General Dynamics Information Technology (GDIT), leading a team of 30,000 employees, many of whom are veterans or hold national security clearances. Under her leadership, GDIT launched the "How are you, really?" campaign, born from the need to address the mental health struggles many employees faced during the COVID-19 pandemic. This initiative sparked open discussions on mental health in the workplace and provided employees with essential wellness resources.
During our conversation, we explored how mental health and illness impact people’s professional lives. Emily explained that for those with mental health challenges—such as anxiety, depression, or burnout—work can offer meaning, increase self-esteem, and even aid in healing. However, for workplaces to foster such an environment, they must prioritize the health and wellness of their employees.
Here are the 5 steps Emily Rosado-Solomon and Amy Gilliland recommend for leaders looking to support mental health in their organizations:
1. Understand the Difference Between Mental Health and Mental Illness Compassionate leaders educate themselves on the distinctions between mental health and mental illness. This knowledge allows them to recognize the unique needs of their employees and provide the right tools to help them thrive in their roles.
2. Train Leaders to Be Comfortable with Hard Conversations Changing the culture around mental health starts with making these conversations acceptable. Leadership should be trained to discuss mental health openly and recognize signs of burnout. While leaders don’t need to personally manage an employee's mental health, they should know how to direct them to the appropriate resources.
3. Prioritize Role Clarification Clear job descriptions help reduce stress and burnout. When employees understand their responsibilities, they can focus better, communicate openly, and perform more effectively.
4. Create Employee Resource Groups In today’s increasingly isolated world, people are craving connection. Employee resource groups provide spaces where employees can find support and build community. Whether it’s veterans, women, or young professionals, these groups create opportunities for meaningful connections and focused discussions.
5. Offer Benefits that Make Counseling Accessible Financial barriers often prevent employees from seeking the mental health support they need. Companies should offer benefits that cover counseling costs and provide flexible schedules to allow employees to attend therapy sessions during work hours, whether in-person or virtually.
For their trailblazing work in mental health advocacy, Emily Rosado-Solomon and Amy Gilliland have been nominated for the 2024 Compassionate Leaders Circle Awards. Their leadership continues to inspire a more compassionate and mentally healthy workplace.
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Created from a post by Laurel Donnellan originally published at Forbes.com
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