The Power of Words: Small changes that make a big difference in stigma reduction
Before we begin, let’s be clear: this article isn’t a lecture about what is “right” or “wrong” when it comes to talking with your workmates. In fact, I’ll admit that I’ve unintentionally used language in the past that could come across as dismissive or stigmatising to someone experiencing a mental health problem. The aim here isn’t to make us feel guilty or turn us into “language police” in the office, but to raise awareness about how certain words or phrases might be perceived by someone who is struggling with their mental health.
When a colleague opens up about a mental health issue, most of us wouldn’t dream of being dismissive or hurtful. We’d do our best to offer empathy, support, and guidance. However, the language we use casually, day in and day out at work, also plays a significant role in either reinforcing or breaking down mental health stigma.
What is Mental Health Stigma?
Mental health stigma involves negative attitudes or assumptions about people experiencing mental health challenges or those diagnosed with a mental illness. It remains a significant barrier to seeking help, leading to delays in treatment that can profoundly affect someone’s life, work, and overall health. These delays may result in longer recovery times, greater impact on daily functioning, and, in some cases, an increased risk of suicide.
Seemingly harmless comments or phrases can unintentionally minimise the seriousness of mental illness or add to this stigma. Let’s explore some common examples and how we can adjust our language to be more inclusive and understanding.
Examples of Everyday Language That May Contribute to Stigma
1. “I’m a bit OCD when it comes to spreadsheets.”
I’ll admit it—I am guilty of this one. For instance, I’d joke about being late to work because my obsessive thoughts had forced me to turn around just to double-check that my hair straighteners were off. While it was mildly annoying at the time, the thought was fleeting, and I’d forget about it as soon as I sat down at my desk.
However, Obsessive Compulsive Disorder (OCD) is far more than a fleeting annoyance. OCD involves obsessions and compulsions that are time-consuming (e.g., taking more than an hour a day) and cause significant distress or impairment in daily life. Casual references to “OCD” trivialise the real challenges faced by people living with this condition.
Try instead: “I’m a bit of a perfectionist when it comes to spreadsheets.”
2. “I’m so depressed that my holidays are over.”
Post-holiday blues are a thing! It’s perfectly natural to feel a bit down when your holiday ends, but feeling sad or unmotivated isn’t the same as living with depression. Clinical depression however is a diagnosable mental health condition that can significantly affect someone’s ability to work, maintain relationships, or enjoy life.
Try instead: “I’m sad that my holidays are over.”
3. “Someone forgot their happy pills this morning!”
The term “happy pills” is often used colloquially to refer to antidepressant medication. Antidepressants are a legitimate and commonly prescribed treatment for conditions like depression and anxiety, and they can be life-changing for many people. Referring to them as “happy pills” can trivialise their importance and perpetuate the stigma around taking medication for mental health.
Try instead: Erm, let’s try not commenting on someone’s mood! We don’t know what’s going on in their world.
4. “My neighbour is a schizophrenic.”
Labels like “schizophrenic,” “alcoholic,” or “depressive” reduce people to their condition, overshadowing all the other aspects of their identity. You wouldn’t describe someone with cancer as “cancer,” so the same principle applies here. Using person-first language helps shift the focus back to the individual rather than their diagnosis.
Try instead: “My neighbour is living with schizophrenia” or “My neighbour has been diagnosed with schizophrenia.”
How Can You Make a Difference?
Creating a more open and inclusive workplace starts with small changes. Here’s how you can help:
Model Positive Language: Lead by example and use inclusive, respectful language in your conversations.
Share Knowledge: Share articles like this one with your team to raise awareness and spark meaningful discussions.
Foster an Inclusive Environment: Create a workplace culture where employees feel safe and supported to seek help when they need it.
Remember, you don’t need to correct or “police” others—it’s about setting an example and contributing to a culture where everyone feels valued and understood. Together, we can create a workplace that not only reduces stigma but also actively supports mental health and wellbeing.
Feel free to share this article with your team to inspire change in your workplace!