Silence isn't a strategy: Why leaders must talk about depression before it talks back

Off and on since young adulthood, I've dealt with periodic depression. At work, I tried to wear a mask that said, "Oh, I'm fine. Nothing to see here." My silence, of course, only made it worse.

Depression weighs you down, leaving you with low energy and motivation to do much of anything. For me, work became all the harder to perform at a high level. With therapy and a strong, supportive family, I began opening up to close colleagues about my depression. The vast majority were enormously supportive, and it created closer working relationships.

But the stigma associated with mental health, especially in the workplace, remains pervasive and problematic. And for LGBTQ+ workers, there are, of course, added layers of societal stigma. So it's incumbent on corporate and nonprofit leaders to prioritize the well-being of their greatest asset: their people.

Workplace mental health is on the decline for many workers, who are feeling an increasing degree of stress due to uncertainty around their finances. More recently, there has been deep uncertainty around the domestic economy and global political events. Both gender identity and sexual orientation can make it harder for us to feel safe enough to talk about mental health at work. A recent national survey of 1,500 U.S. employees shows that 42% of LGBTQ workers say their job or work environment has negatively impacted their mental health.

RaShawn Hawkins, the senior director of the Workplace Equality Program at the Human Rights Campaign, shared how having to abide by a gendered dress code policy at a previous job was detrimental to her well-being. Hawkins told the BBC that as a queer woman who describes herself as "masculine of centre" that stereotypically male clothing makes her feel like herself, and that it was uncomfortable to wear women's blouses for eight hours a day at work.

"It felt wrong," she said. Historically marginalized groups face added cultural and structural barriers both at work and when seeking mental health support. Many LGBTQ employees have multiple marginalized identities.

Outside of the pandemic, it's hard to think of a more urgent time for employers to focus on their workers' well-being. More than 70% of LGBTQ+ adults in the U.S., according to a February Pew poll, thought the new administration would have a negative impact on their lives. This year, we've seen attempts to ban trans people from the military and other parts of civic life. State lawmakers are beginning their campaign to overturn marriage equality. Along with a steady stream of violence on trans community members, reports of recent anti-gay hate crimes in Savannah and Seattle are jarring.

At the same time, it's essential not to overlook the relatively positive news. Despite the attempted repeal of DEI, many companies, like most Americans, stand firm in their fundamental commitment to fairness and equality. They know that it strengthens the workplace.

Companies see that mental health is no longer an individual employee's responsibility. The challenge nationwide has become too unwieldy to ignore. It requires a collective action response from employers to normalize mental health and make small but significant changes to their company culture.

Here's an example: Senior leaders telling their own journey stories with depression or anxiety, for instance, permits employees to do the same. It short-circuits stigma. My roots are in the HIV movement, where I saw the power of storytelling break deep and widely held stigma. It took people sharing their stories openly to create empathy and understanding, fueling a movement.

As a transgender person, I have to be my whole self in this world, both personally and professionally. I want this for all people. Being open about my own story has made me a better leader. Just as important, it has allowed my team members to feel safe sharing when they are experiencing a challenge. Work is a significant part of our lives, and we cannot ignore the experiences that shape us, on and off the clock.

While being out has been positive for me, many of my community members have not been welcomed or made to feel like they belong in our society, including in the workplace. In this moment, when both trans people and diversity are under attack, being honest about the repercussions to my well-being is a part of what it means for me to show up fully at work.

Although I've become more comfortable discussing my mental health challenges, the stigma has not always made it easy.

This is a trying time for many. We need leaders across sectors to step up and show that they have their employees' backs, prevent burnout, and normalize discussions about mental well-being. The stakes are far too high.

And silence is not a viable option.

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