The conversation surrounding mental health and illness in the workplace has taken a significant step forward with an insightful study led by Professor Dwayne Devonish, Professor of Management and Organisational Behaviour at The University of the West Indies, Cave Hill Campus. His research, titled Mental Health and Illness in Barbadian Workplaces: Removing Stigma and Discrimination, provides critical insights into the challenges employees with mental illness face in Barbados and offers actionable recommendations to foster a more inclusive and supportive work environment.
Mental health is broadly defined by the World Health Organization (WHO) as a state of well-being in which an individual can realise their potential, manage daily stressors, work productively, and contribute to their community. In contrast, mental illness refers to medically diagnosable conditions that significantly impair cognitive, emotional, or social functioning. These include anxiety disorders, mood disorders, psychotic disorders, and personality disorders. Mental illness is influenced by biological, developmental, and psychosocial factors and can often be managed through prevention, diagnosis, treatment, and rehabilitation.
Research suggests that mental health and mental illness exist on separate but interrelated continua, where one can have good mental health despite a mental illness or poor mental health without a diagnosed disorder. Despite this nuanced understanding, global studies indicate that stigma and discrimination against individuals with mental illnesses persist across various sectors, including education, healthcare, and employment.
Professor Devonish’s study examined the perceptions of private and public sector managers regarding mental health and illness in Barbadian workplaces. The research highlighted several critical findings:
• Conceptual Understanding: Managers generally understood that good mental health does not preclude mental illness and that poor mental health does not necessarily indicate a disorder. This reflects a growing awareness of mental health issues in the workplace.
• Challenges in Managing Employees with Mental Illness: Public sector managers, in particular, reported difficulty in managing employees with mental illness. Many were hesitant to assign complex or creative tasks to these individuals, preferring simpler, repetitive duties to help them cope with workplace demands. This reluctance was often linked to concerns about the severity of the mental illness and its potential impact on job performance.
• Prevalence of Stigma and Discrimination: The study revealed a high degree of fear and ignorance about mental illness in public sector workplaces. Employees with mental illnesses often faced social avoidance, exclusion from group assignments, and mockery from colleagues and supervisors. Managers also noted that job candidates are not screened for mental health conditions during recruitment, leaving them ill-equipped to handle employees with such challenges.
• Perceptions of Dangerousness and Unpredictability: Many managers, particularly male private sector managers, exhibited apprehension, mistrust, and social avoidance towards individuals with mental illness. This perception often led to workplace hostility and increased social distance from affected employees.
• Societal Influence on Workplace Stigma: Managers acknowledged that workplace stigma mirrors broader societal attitudes. Common stereotypes include labeling all individuals with mental illness as “crazy,” viewing them as lazy or unproductive, and believing they should be institutionalized. Some also held the belief that employees with mental illness might be malingering—faking or exaggerating their condition to avoid work—further contributing to discrimination in professional settings.
To address these issues, Professor Devonish’s research proposes several key recommendations:
Mental Health Education and Awareness – Employers must prioritize training programs to educate employees and managers on mental illness. These programs should debunk myths, highlight treatment options, and promote workplace mental well-being.
Workplace Mental Health Policies – Organizations should develop and enforce policies to support mental health awareness, prevent discrimination, and provide structured support for employees with mental illnesses.
Employee Assistance Programmes (EAPs) – While some public sector entities offer EAPs, they are less common in the private sector. Expanding EAPs across all industries would provide much-needed resources and support for employees and managers navigating mental health challenges in the workplace.
Professor Devonish’s research underscores the urgent need for workplaces in Barbados to adopt comprehensive mental health strategies that prioritize education, policy development, and direct support systems. By dismantling stigma and fostering an environment of inclusion, organizations can not only improve employee well-being but also enhance productivity and overall workplace morale.
