Harvard Business Review February 3, 2023
Jen Porter


Discrimination against employees because of their health — including mental health — is illegal. While HR can make sure the right supports are in place, managers should also make sure that stigma isn’t impacting their day-to-day decisions about their teams. For example, how can a manager prevent their personal views on mental health from biasing their task assignment or performance reviews of an employee who’s disclosed a mental health challenge? To reduce the impact of stigma after a mental health disclosure, managers should acknowledge their biases, lead with curiosity, solve collaboratively, and promote a supportive work culture.

Today's Sponsors


Today's Sponsor


Topics: Employer, Mental Health, Provider
A Wearable Tech Gives Pharmas & Therapists Better Feel for Changes in Mental Health
Autism Industry Grapples with Shortage of Experienced BCBAs to Fill Leadership Roles
Bend Health Broadens Services, Extending Support to Youth Up to Age 25
Grow Therapy secures $88M funding for virtual mental health platform
The Psychedelic Pharmacy: A Paradigm Shift in Mental Health Treatment

Share This Article