Take the first step in creating a supportive, comprehensive plan.
Think of 10 people on your team. Statistically, one of them has experienced a period of major depression in his or her life, and two have faced some kind of behavioral health issue. Chances are, no one received proper treatment.
Over the last few years, behavioral health has caught America’s attention. And for good reason. It’s increasingly evident that we’re suffering from heightened levels of stress, anxiety, depression and other complex mental health conditions that have a direct impact on our healthcare system, our companies and our families.
Americans missed 217 million workdays last year due to behavioral health issues.
Behavioral health issues impact your people and your company.
You, as a benefits leader, are concerned that your current behavioral health strategy might not be effective, but you also have to consider the costs associated with behavioral health at your company. In the U.S., workplace stress contributes between $125 billion and $190 billion to healthcare costs annually, or 5 – 8 percent of national spending on healthcare. The decline in productivity due mental illness and substance use disorders alone cost employers $17 billion each year. The time to focus on this area of your benefits is now and we’re here to help you cast a wider net to find the right solutions for your people.
Defining Behavioral Health
Let’s take a step back. What exactly is, “behavioral health”? We often hear “behavioral health” and “mental health” used interchangeably. But these terms evoke two very different feelings. “Mental health” is narrow and stigmatizing, most commonly associated with serious biological conditions. “Behavioral health,” on the other hand, is welcoming and inclusive, serving as more of an umbrella term for all layers of mental wellness. It’s important to consider the role this name game plays in de-stigmatizing these issues. Because, as you know, many of these conditions are self-identifying and the way we categorize them in our benefits and communications can affect people’s emotional ability to engage with a service, treatment or program.
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So what conditions are we talking about? To help you best understand your population’s needs, we’ve separated behavioral health into five key areas:
- Stress and anxiety
- Depression and mood disorders
- Substance use disorders
- Caregiver stress
- Psychoses and other complex conditions
We’ll be using this framework to help guide your tour through the behavioral health landscape and in turn, you can use it to make sure your strategy is covering your people’s different behavioral health needs.
Ready to start?
Good. We are, too. We’re kicking off this exploration of behavioral health with a webinar on April 7th at 11AM PT with Collective Health Co-founder and Chief Health Officer, Rajaie Batniji. We’ll walk through the key elements of successful behavioral health benefits packages, highlight innovative companies, and will talk through some things to think about as you assess your own package of benefits.
Read our next post on Behavioral Health for ideas on how to create a program that works for everyone.