From Stigma to Support: Small-Scale Shifts to Make Mental Health Normal at Work
- Tushiya Hill
- 2 days ago
- 5 min read
By: Tushiya Hill, Intern 25 June 2026 #MentalHealth
Tushiya is a high school intern working closely with Dr. C and the SHRI team over the summer as she prepares to enter her senior year of school in the fall of 2026.
HR at first glance: In various forms of media, HR seems complicated and harsh, an intimidating and unfair place where employees don't have a voice in things and don't have a place to go to address complicated issues without feeling isolated or pushed aside. (For example, there aren't many feminine products in bathrooms, or someone may only love their job because one of their friends is there) Realistically, beyond what the media presents, this leads to stress, embarrassment, and the misconception that HR isn't supposed to value you.
HR is often perceived as a place where employees don't feel valued and respected. For a more in-depth example, consider characters from popular media who display toxic or poor management, such as SpongeBob, The Devil Wears Prada (2006), The Breakfast Club (1985), Matilda (1989), Good Burger (1997), 21 Jump Street (2012).
When it is, in fact, the total opposite. HR is meant to enhance the workplace.
HR First Impressions: An "open door policy" is when bosses (or anyone in a high position) make themselves available for communication. Plenty of people believe that's awkward, or that the boss is just pitying them, because, honestly, people feel they only go to HR, or even a school principal or guidance counselor, when there's an immediate problem that needs to be resolved. But having an open-door policy shouldn't just be where employees talk about problems with people. It can be a good way to address issues that could potentially lead to declining mental health if left unspoken.
Think of a time you had an embarrassing situation, but no one really let you live it down, or when your friends randomly stopped hanging out with you. HR may not be a certified, licensed counselor, but they're a good place to go for even small issues. Because anyone working in a business understands that these issues could lead to an employee resigning, and even deeper, everyone understands that those issues could lead to anxiety, unwanted stress, and/or depression that could lead to them quitting or worse.
HR Guidance: Though, maybe the HR does have a lenient open-door policy, another issue could be active listening to feedback regarding accommodations such as allowing a pregnant person to sit down more than usual or giving them more time off in a job like construction, or something that sounds too different such as breast feeding/pump rooms (in businesses, trains, etc.) so a mother can continue to support their child growth naturally.
Though sometimes the problem may not even be active listening or availability, some people want to express their need for feedback but may end up feeling stumped and scared to share. In all transparency, do not hold back on expressing a situation if you feel it'll make others uncomfortable. Whether it's establishing a better HR department, working with someone else (within reason), or figuring out a complicated issue.
Practical discussion: I talked to my manager while writing this the other day; he gave me a simple example about how two types of businesses may handle HR.
A Small Business: Will be more personal and have direct communication; you could have dedicated time scheduled with the boss. Though you may receive less specific mental health services like therapy or counseling.
A Big Business: May have more in-house mental health services like therapy, counseling, mentorship, recommended people that may help with a specific issue, or psychologists you could speak to. Though it may seem more systematic and less authentic, making it more difficult for people to feel comfortable around HR.
There are good HR examples in the media, though, like Ted Lasso (he’s a coach), who embodies the ideal modern HR executive. He focuses on psychological safety, prioritizes the people over work, and he treats mistakes as learning opportunities. Along with that, Chris Traeger (Parks and Rec) is a good example of a good HR, though he's more extreme. Other practical examples could include:
Proactive Designs: Being proactive means creating a better work environment. Assess team members' workloads to prevent stress and burnout, and schedule weekly progress meetings with HR to address concerns. Create clearer schedules and encourage fewer digital interruptions. Design transparent growth paths so employees understand their long-term impact. Finally, organize mental health days to ensure employees feel safe taking necessary breaks for their well-being.
Empathetic & Accessible Support: To ensure your Employee Assistance Program (EAP) provides easy access to therapy, it is important to train managers in empathy and help them recognize subtle signs of distress. Additionally, normalizing safety is crucial. While "see something, say something" is often seen in schools, employees should also feel comfortable saying, "I am struggling." Furthermore, it's beneficial to approach issues with compassion rather than authority. Instead of saying, "Keep personal affairs out of work; it's embarrassing and unprofessional," you could ask, "Is this a work issue or a personal one?"
Rewriting HR: You may need to shift the HR lens from “How do we protect the company?” to “How do we support the people so the company succeeds more?” You can redesign the workplace by advocating for flexible options, such as digital boundaries (e.g., silencing notifications).
Being a good HR professional also requires understanding yourself so you can better assist others. Needless to say, a "good" HR doesn't have to be complicated; you could be someone people feel comfortable talking to just by saying "hello" or "how are you?" "How can I help you today?" You may think that’s too simple, but it’s not supposed to be something you spend years studying and perfecting. You can practice good HR techniques just by:
Focusing on the physical signs of distress, like an employee being late or not talking, or suddenly not taking care of themselves, or having bags under their eyes, irrational anger, feeling on edge, or being isolated from coworkers.
Being a good HR professional also requires understanding yourself so you can better assist others. Though you may hear this often, it's true;
You can't help others if you have bad self-reflection. Though you shouldn't aim for all that without remembering,
HR should display empathy towards employees seeking help. That could include active listening skills, compassion, nonjudgmentalism, and cultural awareness.
P.S. Having good HR support can make your job easier and more fulfilling; it leads to lower turnover rates and better retention, ultimately saving the business money and improving mental health.
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