A recent survey revealed that 90% of Americans believe the U.S. is in the midst of a mental health crisis, and one-third of Americans reported they found it difficult to access help. In Arizona, the percentage of adults experiencing frequent mental distress has increased in recent years. Notably, low-acuity conditions, like stress or anxiety, account for a significant portion of behavioral health claims and employee mental health concerns.
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Whether low- or high-acuity, unaddressed mental health conditions can create long-term and near-term impacts in the workforce, including detrimental effects on employee motivation. As behavioral health care needs continue to increase, many are looking to their employers for support – and employers are seeking to reduce the prevalence of mental health concerns among employees, to help nurture a healthier workplace culture.
For benefits managers who are already designing strategies for the coming year, here are a few action items to consider:
- Support a full continuum of care needs. Mental and physical health are interconnected; having poor mental health can negatively impact physical health, and vice versa. Focusing too heavily on one side of the spectrum does not address the full picture of employee wellbeing, and a “one size fits all” approach to offerings can be harmful to employees. Integrate both physical and behavioral health benefits across a full spectrum of care needs to ensure your benefits strategy encompasses a holistic, whole-person approach to healthcare.
- Select a network that meets members where they are. There are still barriers to accessing care – in fact, nearly half of Americans live in areas with mental health workforce shortages. Although Arizona has seen a 47% increase in its mental health provider network since 2018, increasing the number of providers within a network is not currently enough. Virtual health options and digital tools help employers address these gaps by allowing members to access care when and where they want.
Some providers, like UnitedHealthcare, offer virtual programs aimed specifically at increasing access to care and reducing cost barriers. For example, virtual behavioral coaching provides individualized coaching and mental health support for adults experiencing symptoms of mild depression, stress, and anxiety through digital modules and one-on-one video or telephonic conferencing and messaging with trained, dedicated coaches.
- Offer a guided experience to help employees navigate care options. Ensuring employees feel connected and supported while navigating the health system is as important as crafting a benefits strategy that encompasses the right balance of offerings. A robust digital experience allowing employees to navigate care with a single sign-on to search for providers, pharmacies, costs and more enhances the member journey and presents more opportunities for personalization. Also, some providers offer advocacy programs to connect members to advanced care and resources, and predictive tools that help segment and identify high-risk members and make suggestions for care. For example, UnitedHealthcare provides this service to employees when they sign in to myuhc.com or the UnitedHealthcare app.
- Reduce the stigma. While discussing mental health has become more accepted in recent years, some employees may not feel comfortable discussing it with their employer. Therefore, explore different avenues of internal communications, such as targeted campaigns, to highlight available resources and services, without requiring individuals to share information beyond their comfort zone.
Mental or behavioral health conditions can have a large impact on a company’s workforce and on individual employees. By designing programs with employees’ whole-person health needs in mind, employers can help nurture a healthier workplace culture, reduce workplace stigma, and improve people’s lives and productivity.
For more information, visit uhc.com.
Author: Rhonda L. Randall, D.O., is chief medical officer at UnitedHealthcare, Employer & Individual.
