Nine Strategies To Strengthen Mental Health ERGs In The Workplace

Nine Strategies To Strengthen Mental Health ERGs In The Workplace

The U.S. Surgeon General has recently placed workplace mental health and wellbeing at the center of national health discourse, key to employee productivity and overall organizational well-being. This shift, along with the mental health concerns elevated by the pandemic, has catalyzed the growth of Employee Resource Groups (ERGs) dedicated to mental health and disabilities.

To shed light on the impactful role of ERGs, NAMI-NYC’s Workplace Mental Health Initiative surveyed fourteen companies. The report identified key areas of focus for mental health ERGs and offer a blueprint to establish and grow these groups, which are instrumental in raising awareness, providing resources, fostering social support, and advocating for organizational changes that enhance mental health support.

Many companies already have resources at their fingertips that can make a tangible difference in employee wellness. One surveyed employee shared, “Storytelling is an incredibly powerful way to connect with colleagues.” An ERG can also have a systemic, transformative impact on organizational policies and culture. Another participant shared, “We started a grassroots emotional wellbeing group for a few offices and then it rose to a network across our company.”

Whether your organization already has a mental health ERG or is looking to start one, the following recommendations can help take your program to the next level.

1. Prioritize peer support: Establishing peer support programs — elevating the voices of people with lived experience of mental illness and their family and caregivers — within the ERG can foster a supportive community and enhance the workplace environment. Such programs encourage open dialogue, reduce stigma, and build mutual understanding and support among employees. Peer support can be particularly empowering as it allows employees to share experiences and solutions in a safe and supportive setting.

2. Foster interdepartmental collaboration: Enhancing the reach and effectiveness of a mental health ERG involves active collaboration with various departments such as Human Resources, Diversity, Equity, Inclusion, and Belonging (DEIB), and other ERGs. Joint initiatives can include co-hosting events, sharing resources, and integrating mental health into the broader discourse of workplace wellness and inclusion. This collaboration broadens the impact of the ERG and weaves mental health considerations into corporate culture.

3. Develop intersectional programming: Capture the diverse impact mental health has across various community identities. Create programs that acknowledge and support these differences to enhance the inclusivity and effectiveness of the ERG. Your company can tailor resources and support to address specific cultural, gender-based, age-related, or other identity-based mental health needs.

4. Establish a dedicated mental health focus: In our experience, some people who are diagnosed with a mental illness may not view or identify themselves as a person with a disability for a variety of reasons, especially since mental illness is often an invisible disability. To ensure all feel welcomed and supported, create a dedicated mental health ERG or mental health subcommittee as part of a disability ERG with distinct resources, education, and support.

5. Select passionate leadership: To drive the success of a mental health ERG, it’s crucial to select leaders who are genuinely passionate about mental health. These leaders should not only be committed but also skilled in empathetic listening and building community within the workplace. Effective leaders of ERGs should be able to forge connections across different departments, ensuring broad institutional support for mental health initiatives. It’s also beneficial if they can share their own experiences with mental health, fostering a more open and relatable environment.

6. Demonstrate early wins: Kickstarting an ERG with small, impactful activities can significantly demonstrate its potential value and secure early organizational buy-in. Simple initiatives like hosting a well-received mental health awareness event or an interactive workshop can highlight the ERG’s relevance and build momentum. These initial successes pave the way for more substantial support and broader influence across the company.

7. Utilize data to drive decisions: Data collection and analysis are pivotal in steering ERG strategies and advocating for resources. Tracking engagement metrics, feedback from events, and the overall effectiveness of workplace mental health benefits and resources can help refine the focus of the ERG and demonstrate its impact. This approach ensures the ERG’s activities are aligned with employee needs and that the ERG can continuously improve its offerings.

8. Secure executive sponsorship: Gaining the support of at least one executive sponsor, a senior leader in the organization, can elevate the ERG’s visibility and influence within the company. Identifying leaders who have a personal connection to mental health can further influence the ERG’s success. Executive sponsors can serve as champions for the ERG’s cause, advocating for its goals and integrating its priorities into the broader strategic objectives of the organization.

9. Engage external experts: Forming partnerships with mental health professionals and organizations can significantly enhance the ERG’s resource base and credibility. These experts can provide specialized knowledge and support, enriching the ERG’s programming and ensuring the initiatives are grounded in evidence-based practices.

Creating or enhancing a mental health ERG is not just about providing support—it’s about building a resilient, inclusive, and highly productive workforce where every employee’s mental health journey is recognized and valued.

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