By Deborah Dutton-Lambert, MBA, PC, CRC founder of Encompass Training Program    

In any given day you will likely see or hear  an advertisement for a medication to treat depression.  The prevalence of these ads is indicative of a societal problem that affects every aspect of our lives.  Depression is the number one cause of disability in developed countries and by the year 2020 depression will rank as the second leading cause of worldwide disability (Global Burden of Disease).  One commercial states that "depression hurts" and  indeed it does from the people who struggle with the illness to their families, friends, co-workers, and employers.

Depression is an often a misunderstood illness.  It is not merely sadness or a passing mood nor a character flaw or a weakness.  Depression is a major illness like many cancers or diabetes, and it is highly treatable.  The sad reality is that most people in the workplace do not seek treatment.  According to research conducted on behalf of the University of Michigan Depression Center, 65 percent of benefits managers provide employee assistance programs (EAP) for depression, but only 14 percent of employees with depression have ever accessed their company's EAP.  According to a report titled "Innerworkings" published by the AstraZeneca pharmaceutical company, employees refrain from seeking treatment due to the perceived stigma and shame that may be associated with a diagnosis and the concern that the employer or coworkers could find out.

Depression and other mental health conditions have the greatest impact on the indirect costs of a company.  The cost for untreated depression in the workplace is well documented and alarming.

• 37% to 43% of workers with untreated depression experience short-term disability
• 54% of employer lost productivity is due to untreated depression
• A worker with untreated depression takes an average of 40 days off from work a year

The key word to these statistics is untreated.  Treatment works!  The impact of early intervention and treatment of depression is that it can cut an employer's indirect cost of productivity, absenteeism, and short-term disability in half.  In addition, the employer can retain their greatest assets, their employees, without the loss of valuable human capital. The challenge is to get the employee to seek early treatment, without the fear that disclosure will result in shame or stigma...and that requires a workplace that is mental health receptive.

Take a moment to think about the culture of your company.  If a co-worker or perhaps a boss is out on medical leave due to cancer, how would co-workers respond to this news.  Would the employee on leave receive cards of well wishes or even a casserole delivered to their home?  Would there be a discussion of caring and concern for the employee and the desire for a speedy recovery and return to work?  Would the employee be welcomed back with support and caring?  Now, think of an employee who is out on medical leave due to depression.  What does that feel like in your company?  If you answer, "Not the same," then you should consider a transformation to a mental health receptive workplace.  There are very simple and cost effective strategies that can be developed in order to create a mental health receptive workplace and improve the health of your employees and the financial strength of your company. For more information please visit www.encompassworkplacementalhealth.com.