Trust Deficit: One in Six Workers Lacks Sufficient Mental Health Support, Experts Say


In an era where the discourse around mental health has grown significantly, it’s alarming to discover that one in six workers isn’t receiving adequate mental health support. A recent survey, as reported by People Management, sheds light on this disconcerting reality.  Sparking discussions among experts they attribute this shortfall to a lack of trust between employees and employers.


Mental health awareness has made substantial progress in the corporate world in recent years, with many organisations recognising the importance of fostering a supportive environment. However, the survey’s findings indicate that there is still much ground to cover. The revelation that a significant portion of the workforce feels unsupported on the mental health front brings into focus the vital issue of trust between employers and employees.


The study cited in the People Management article underscores the need for a more proactive approach from companies. Employees are increasingly expecting their employers to not only acknowledge mental health challenges but also provide tangible support mechanisms. The fact that some workers feel underserved in this aspect implies a failure to establish trust and open lines of communication.


Trust is the cornerstone of any healthy relationship, including the one between an employee and an employer. Without it, the foundation of support erodes, leaving employees hesitant to discuss their mental health concerns openly. This lack of transparency can exacerbate feelings of isolation and hinder access to the necessary resources. Employers must take a two-pronged approach to remedy this issue: fostering trust and implementing supportive programmes.


To begin with, building trust requires a commitment to open and honest communication. Organisations should encourage a culture in which employees feel comfortable discussing their mental health challenges without fear of judgment or repercussions. Transparent conversations can help dispel the stigma surrounding mental health and create an environment where seeking help is seen as a sign of strength rather than weakness.


Moreover, employers need to ensure that their actions align with their words. Simply acknowledging the importance of mental health support isn’t enough; tangible initiatives must be put in place such as the personal proactive support offered by P3 Business Care.  When employees see their organisation actively investing in their well-being, trust naturally grows.


The survey’s results highlight the significance of training managers to recognise signs of mental health struggles and respond appropriately. Managers who are empathetic and well-versed in mental health matters can act as bridges between employees and higher management, ensuring that concerns are addressed effectively.


Additionally, destigmatising mental health challenges requires a top-down approach as promoted by Darren Sutherland, Chairman of the International Association of Drilling Contractors (North Sea Chapter) on the launch of their White Paper ‘Mental health in Energy’. When leaders and executives openly discuss their own experiences and prioritise self-care, it sends a powerful message to the entire workforce. This authenticity encourages employees to be more forthcoming about their struggles, as they witness a genuine commitment to mental well-being at all levels of the organisation.


In conclusion, the unsettling finding that one in six workers isn’t receiving adequate mental health support underscores the critical importance of trust between employers and employees. Trust is the catalyst that propels open conversations and the implementation of meaningful support mechanisms. Organisations must recognize that mental health support is not a one-size-fits-all solution; instead, it requires a comprehensive approach that addresses both the emotional and practical needs of their workforce.


To bridge the gap and ensure that every employee feels supported, companies need to invest in trust-building initiatives, such as the personal, proactive, partnership model of P3 Business Care. Their twice-weekly worksite visits allow for face-to-face, confidential conversations. Building trust and relationships allows P3 to proactively identify and address a myriad of issues and get people the support they need before it becomes crisis, absence, or staff turnover.  By doing so, they can transform their workplaces into environments where mental health is prioritised, stigma is eliminated, and every team member feels empowered to seek the help they deserve. After all, a company’s success is fundamentally tied to the well-being of its employees, and fostering a culture of trust is the first step towards achieving that goal.

About P3 Business Care


P3 Business Care is a Community Interest Company and social enterprise operating across the UK. Supporting your business on a weekly basis we provide personal and proactive care to your employees and immediate family working in partnership with the company. Our Business Partners visit your business weekly developing trust & relationships so we can identify and address issues before they become crisis, absence, or staff turnover.  Read more about our services here

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