HOW NONPROFITS FAIL THEIR EMPLOYEES WITH MENTAL ILLNESS

(A thread - from an essay by Ashley Lugo)

Like any disability, mental illness is associated with shame & stigma. Since it’s an invisible disability, people’s mental illness is often challenged and gaslighted by family and friends. This attitude can be found in professional spaces as well.

The prevalence of underpaid & overworked employees is leading to a rise in depression. Nonprofits often offer little to no health insurance, which means fewer people are seeking treatment. This creates a stressful and negative work culture.

Mental illnesses can develop during moments of high stress because they are thought to be caused by genetic & environmental factors. We need to challenge managers to be more sensitive when managing individuals that don’t fit a neurotypical mold.

We’re all learning, but nonprofits must invest in their employees. People are not indispensable & should not be made to feel like they are. An effective way of making employees feel safe is by having proper HR protocols and accessible resources.

Nonprofit orgs are known to operate with small budgets. This means having leaders being tasked with HR responsibilities, while trying to manage their employees in different contexts and settings.

In these cases, the boundaries become blurred & employees can feel unsafe when they don’t know who to turn to for help. Even with adequate HR protocols, leaders need to know how to manage an employee with mental illness.

Be a leader and take initiative. Here are some steps we can take to make employees feel valued and safe:

Employees won’t disclose all their issues. Managers & employees need to collaborate & build trust. Managers need to know what is/isn’t appropriate to say or ask. If the manager has no desire to mentor, they should not be in a leadership position.

Employees will require accommodations to help manage/cope w/ their symptoms. This will need to be communicated & planned out. Unforeseen accommodations will need to be provided, so being flexible is important. This shows that employees are supported.

If an org has important resources, make sure to share & offer this info. If your HR is outsourced or are a member/partner with the org, make sure employees know about it. Withholding resources is a way of silencing your employees.

Why is all of this important? Making a safer work environment for an employee with mental illness & disabilities matters because it creates a safer environment for all employees & gives them more power. Read Ashley’s full essay via link in bio! https://communitycentricfundraising.org/2020/10/16/the-invisible-disability-how-nonprofits-fail-their-employees-with-mental-illness/