The Hartford’s New Research: Race and Culture Affect U.S. Workers’ Comfort Talking About Mental Health

July 14, 2022 at 08:59 AM EDT

Study with National Alliance on Mental Illness, released during the Bebe Moore Campbell National Minority Mental Health Awareness Month, shows barriers to mental health resources still exist in many U.S. companies

New research by The Hartford and the National Alliance on Mental Illness (NAMI) shows U.S. Black, Latinx, and Asian American-Pacific Islander (AAPI) workers feel less comfortable engaging in mental health conversations in the workplace than their white colleagues.

	I am/would be comfortable talking to my manager about my mental health	I am/would be comfortable talking to my co-workers about my mental health	People who talk openly about their own mental health in my company are accepted
White	49%	48%	51%
Latinx	38%	36%	37%
Black	27%	29%	35%
AAPI	25%	35%	29%

“As more companies spotlight mental health in the workplace, creating a psychologically safe work environment that enables everyone to be part of the conversation is paramount,” said Christopher Swift, chairman and CEO of The Hartford, a leading workers’ compensation and group disability insurer. “Employers who prioritize diversity, equity and inclusion (DEI), invest in employee mental health, and lead with empathy will differentiate themselves in the marketplace, achieve better business outcomes, and help millions of Americans enjoy healthier lives.”

The new research follows a survey earlier this year from The Hartford that found 71% of employers feel the deteriorating mental health of their workforce is having a negative financial impact on their company.

Mental Health Barriers

While most survey participants reported having at least a few symptoms of a mental health condition within the last two weeks, 30% of the U.S. workforce would not turn to any workplace resource if they needed mental health assistance, according to The Hartford-NAMI 2022 research.

Privacy concerns, stigma, and low awareness of employer offerings contributed to U.S. workers not relying on workplace resources for their mental health. AAPI (35%) and Black (32%) workers were more likely than their white colleagues (21%), respectively, to agree that aspects of their identity make it or would make it hard to discuss mental health at work. White U.S. workers were more likely to agree their workplace is open and inclusive, empathetic, and flexible as it relates to mental health care.

	We have an open and inclusive work environment that encourages a dialogue about mental health	My company’s leadership, including managers/supervisors, are empathetic and take a genuine interest in employees’ lives	My company provides employees with flexibility in work schedules to get mental health help
White	43%	57%	48%
Latinx	36%	46%	39%
Black	33%	40%	33%
AAPI	42%	44%	40%

“Our research clearly highlights how intersectional aspects of people’s identities can affect how they perceive and experience mental health in the workplace,” said Daniel H. Gillison Jr., CEO of NAMI, the nation's largest grassroots mental health organization. “We urge employers to act now to dispel stigma, expand access to mental health care and provide flexibility for more workers to get the help they deserve.”

While the qualitative and quantitative research revealed impediments to robust and equitable mental health support, respondents also identified actions that employers can undertake to foster empathy and increase engagement:

Create one central location that provides easy access to all information about company-provided mental health resources, programs, and services;
Communicate frequently, using easy-to-understand language, about accessing mental health help, particularly to help employees cope with news and current events, as well as financial pressures, such as rising housing and gasoline prices;
Educate senior leaders and managers about mental health conditions and resources, while encouraging peer-to-peer support, such as programs by employee resource groups; and
Lean on nonprofits and community groups, such as NAMI, which has mental health education and programs designed for identity and cultural dimensions, such as Black, Latinx and AAPI communities.

The Hartford and NAMI have partnered since 2020 to help business leaders create stigma-free organizations and support the mental health of Americans across the country. The two organizations are developing initiatives to bolster mental health within communities of color, including events at Historically Black Colleges and Universities (HBCUs). The insurer and nonprofit announced the research during the Bebe Moore Campbell National Minority Mental Health Awareness Month to increase awareness, cultivate conversation, and provide resources for business leaders to break down mental health stigma.

Survey Methodology

For The Hartford-NAMI 2022 Health in the Workplace Survey, a general population omnibus survey was fielded by NORC in the Amerispeak Omnibus in two waves, May 27–30, 2022, and June 8–11, 2022, and included an ethnicity oversample for a total sample size of 2,320. Data was filtered to include only those currently employed (total n=1,494 working adults).

About The Hartford

The Hartford is a leader in property and casualty insurance, group benefits, and mutual funds. With more than 200 years of expertise, The Hartford is widely recognized for its service excellence, sustainability practices, trust, and integrity. More information on the company and its financial performance is available at https://www.thehartford.com.

The Hartford Financial Services Group, Inc. (NYSE: HIG) operates through its subsidiaries under the brand name, The Hartford, and is headquartered in Hartford, Connecticut. For additional details, please read The Hartford’s legal notice.

HIG-C

Some of the statements in this release may be considered forward-looking statements as defined in the Private Securities Litigation Reform Act of 1995. We caution investors that these forward-looking statements are not guarantees of future performance, and actual results may differ materially. Investors should consider the important risks and uncertainties that may cause actual results to differ. These important risks and uncertainties include those discussed in our 2021 Annual Report on Form 10-K, subsequent Quarterly Reports on Forms 10-Q, and the other filings we make with the Securities and Exchange Commission. We assume no obligation to update this release, which speaks as of the date issued.

From time to time, The Hartford may use its website and/or social media outlets, such as Twitter and Facebook, to disseminate material company information. Financial and other important information regarding The Hartford is routinely accessible through and posted on our website at https://ir.thehartford.com. In addition, you may automatically receive email alerts and other information about The Hartford when you enroll your email address by visiting the “Email Alerts” section at https://ir.thehartford.com.

View source version on businesswire.com: https://www.businesswire.com/news/home/20220714005505/en/

Employers who prioritize DEI, invest in employee mental health, and lead with empathy will differentiate themselves in the marketplace, achieve better business outcomes, and help millions of Americans enjoy healthier lives

Contacts

Media Contact:

Name: Kelly J. Carter

Email Address: Kelly.Carter@thehartford.com

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The Hartford’s New Research: Race and Culture Affect U.S. Workers’ Comfort Talking About Mental Health

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