BY DR. ANA STANKOVIC
A recent survey revealed that 90% of Americans believe the U.S. is in the midst of a mental health crisis, and one-third of Americans reported they found it difficult to access help. In New Hampshire, 16.7% adults experience frequent mental distress. Notably, low-acuity conditions, like mild and moderate stress or anxiety, account for a significant portion of behavioral health claims.
Whether low- or high-acuity, unaddressed mental health conditions can create long-term and near-term impacts in the workforce, including detrimental effects on employee motivation. As behavioral health care needs continue to increase, many are looking to their employers for support, and employers are seeking to reduce the prevalence of mental health concerns among employees to help nurture a healthier workplace culture.
After raising awareness during National Suicide Prevention Month in September, it is still an opportune time for employers and benefits managers to evaluate ways to better meet the behavioral health needs of their workforces. Here are four strategies to consider:
Support a full continuum of care needs. Mental and physical health are interconnected; having poor mental health can negatively impact physical health, and vice versa. Focusing too heavily on one side of the spectrum does not address the full picture of employee well-being, and a “one size fits all” approach to offerings can be harmful to employees. Integrate both physical and behavioral health benefits across a full spectrum of care needs to ensure your benefits strategy encompasses a holistic, whole-person approach to health care.
Select a network that meets members where they are. There are still barriers to accessing care — in fact, nearly half of Americans live in areas with mental health workforce shortages. Although efforts are underway at the state and national levels to expand the number of mental health care providers, increasing the number of providers within a network is not currently enough. Virtual health options and digital tools help employers address these gaps by allowing members to access care when and where they want.
Some plans, such as UnitedHealthcare, offer virtual programs aimed specifically at increasing access to care and reducing cost barriers. For example, virtual behavioral coaching provides individualized coaching and mental health support for adults experiencing symptoms of mild depression, stress and anxiety through digital modules and one-on-one video or telephonic conferencing and messaging with trained, dedicated coaches.
Offer a guided experience to help employees navigate care options. Ensuring employees feel connected and supported while navigating the health system is as important as crafting a benefits strategy that encompasses the right balance of offerings. A robust digital experience allowing employees to navigate care with a single sign-on to search for providers, pharmacies, costs and more enhances the member journey and presents more opportunities for personalization. Also, some health plans and employers offer advocacy programs to connect consumers to advanced care and resources, and predictive tools that help segment and identify high-risk members and make suggestions for care.
Reduce the stigma. While discussing mental health has become more accepted in recent years, some employees may not feel comfortable discussing it with their employer. Therefore, explore different avenues of internal communications, such as targeted campaigns, to highlight available resources and services, without requiring individuals to share information beyond their comfort zone.
Mental or behavioral health conditions can have a large impact on a company’s workforce and on individual employees. By designing programs with employees’ whole-person health needs in mind, employers can help nurture a healthier workplace culture, reduce workplace stigma, and improve people’s lives and productivity.
Dr. Ana Stankovic is the chief medical officer for UnitedHealthcare of New England.
