The Invisible Wounds of Mental Health Disorders

Mental health disorders often strike in two ways. On one hand there are the symptoms, the distress and the disabilities caused by serious mental health disorders. On the other, are the impacts of stigma and the pain that people struggling with these disorders feel as a result of social disapproval. In both cases, the strikes leave invisible wounds.

Invisibility, at first, may be considered a magic power to those experiencing symptoms of mental health disorders. Because one can hide them, and nobody will notice, right? They may feel that if no one sees their pain, it will disappear. However, the problems often grow bigger over time and become harder to hide.

In this article, we’ll be looking at:

• How stigma makes it difficult to ask for help

• The ways people cope when they don’t seek help

• How to detect mental the signs of mental distress in a colleague or employee

• Ways to start conversations about mental health in the workplace

• Strategies on how to fight stigma in the workplace

A Story About Bill

Imagine a person named Bill. Bill has a mental health disorder, but he is like anyone else. He could be your colleague, your employee, your friend, or even you. Mental health issues can affect anyone. Research has shown that mental health issues arise from a mix of genes, personal challenges, and stress from life and work. Many people have risk factors such as family history, difficult life events, or high stress.

Because of the fear of being judged, Bill hides his mood swings, low energy, and anxiety. In places like school or work, where everyone feels the pressure to do well, many people don’t ask for help. Studies show that more than half of the people with mental health problems avoid seeking help because they worry about what others might think or fear that it could hurt their chances of success.

Understanding Stigma and Its Impact

Stigma means being marked shame, disgrace, or disapproval which results in an individual being rejected, discriminated against, and excluded from participating in a number of different areas of society. When someone has a mental health problem, others might treat them badly or leave them out. This fear of judgment stops many people from sharing what they are going through. Even professionals sometimes hide their mental health issues because they are worried it might affect their job or reputation.

One study found that employees were worried that their managers would have a negative opinion of them if they were aware of their use of mental-health services and are reluctant to use counselling services at work if they believed it would negatively impact their career opportunities.

How People Like Bill Cope Without Help

If someone like Bill does not get the help they need, they might try to handle the problems on their own. Some people recover naturally if they have a strong support system. Others, however, might fall into unhealthy habits. They could start denying their feelings, work too hard, or use substances like alcohol to cope with their pain. Each person reacts in their own way, and not all coping methods are good for long-term health.

Noticing the Signs

It can be hard to see the symptoms of mental distress because they are not always obvious. Instead, you might notice changes in behavior. A person who used to be cheerful might become withdrawn, have angry outbursts, or seem very anxious. They might also have trouble concentrating, difficulty remembering things, or miss work. Research shows that these kinds of changes, including absenteeism or presenteeism (attending work but having difficulty completing tasks), can be a clear signal that someone needs help. Some of the signs can be subtle, such as leaving the room suddenly during a meeting.

As a colleague or manager, paying attention to these things provides an opportunity to start a conversation that will help put an end to Bill’s isolation.

Talking About Mental Health at Work

If you notice someone acting differently, it can help to talk with them in a kind and private way. Starting a conversation with simple words like, "I noticed that you’ve been missing work and I wanted to check in with you. How are you doing?" can show that you care. It is important that the conversation focuses on the person’s feelings and work performance rather than making assumptions about their health.

But just starting the conversation doesn’t mean Bill is going to share. However, it’s more likely that Bill will share if you start off by asking how he’s doing. Don’t open by asking “Why aren’t you focused at work? That needs to change.”

It’s a delicate matter to tackle: managers cannot ask about their employee’s mental health. Conversations must stay focused on performance issues and concerns.

Managers should first learn about the support available for people who are struggling: the resources, accommodations, and processes that are offered to an employee in distress. When talking with someone, it is best to listen carefully, respect their privacy, help them feel safe and comfortable, and encourage them to seek help. Stay away from delivering a pep talk, finger pointing, saying you’ve been there unless you really have in a way the person can relate to, labeling an issue as a specific diagnosis, or invading someone’s privacy about the underlying causes of issues. The focus should be on listening and finding solutions.

Bill may not be ready to open up and his reaction may be strong and defensive. If this happens, back off – you know that you’ve planted a seed and Bill may come to you in the future. Remember, these conversations are private and further action must be at the direction of the employee unless there is a risk of harm.

Fighting Stigma Together

One of the best ways to reduce stigma is to have open and positive conversations about mental health—and not just when the going gets tough. When people share their experiences and listen to each other, it helps everyone understand that mental health challenges are common and can be overcome. Creating a supportive environment can encourage more people to seek help without fear.

In the end, services and resources must be in place to support anyone seeking help.

References

1. Corrigan, P. (2022). “Coming out proud to erase the stigma of mental illness.” World Psychiatry.

2. Everett, B. (2006). “Stigma: The Hidden Killer.” Mood Disorders Society of Canada. Accessed 11 March 2025.

3. Liwanag, R. (21 October 2015). “More than half of employees who are mentally ill don't get help. Here's what employers can do.” Financial Post. Accessed 11 March 2025.

4. Mental Health Commission of Canada. (2015). “Guidelines for Recovery-Oriented Practice.” Accessed 11 March 2025.

5. Public Health Agency of Canada. (15 September 2017). “About mental illness.” Accessed 11 March 2025.

6. Walton, L. (22 August 2006). “Exploration of the attitudes of employees towards the provision of counselling within a profit-making organisation.” Counselling & Psychotherapy Research.