Employers Must Understand Generational Views of Mental Health

Addressing mental wellness in the workplace has never been more crucial. With workers still burned out from pandemic workloads, it’s essential for employers to understand employee mental health needs. 

A key part of that is understanding the differences between how the generations in today’s workforce view mental health and utilize mental wellness benefits, which a new study has found are significant.

Fully 73% of Generation Z employees and 74% of millennial employees have utilized mental health benefits offered by their employers, while 58% of Generation X employees and 49% of baby boomer employees have used the benefits.

Additionally, while 65% of Generation Z and 60% of millennial workers say it’s “very important” for their employers to provide mental wellness benefits, just 49% of Generation X and 45% of baby boomer workers say the same.

These are two key findings from a study — “Mental Health Benefits: Barriers to Access” — my company conducted exploring barriers and perceived stigmas that prevent employees from seeking and using workplace mental wellness benefits. We surveyed 2,500 employees of American organizations between August 30 and September 9, 2022. Survey respondents reflected the age distribution of the current workforce and the mix of ethnicities in the general population.

The study found that the four generations in today’s workforce approach the topic of mental health from different perspectives and experiences.

Generation Z, the youngest generation still early in their careers or just entering the workforce, expect access to mental health services and any historical barriers to access to be fixed already. Leveraging mental wellness resources is normalized for this generation. 

“I found out about [mental wellness benefits] through the interview when [the employer] mentioned it to me, and the offering was very positive, which made it very intriguing and made the decision to try it way easier,” said a Generation Z survey participant.

Millennials were raised to believe mental health challenges are problematic but fixable. They’re inclined to have the attitude of rolling up their sleeves and getting to work.

“I think having or using mental health resources should be allowed on all fronts. Different people require different methods. An online or offline method [through work] should be available to anyone, depending on their need,” said a millennial survey participant.

Generation X recognizes access to mental health services can be problematic but just tries to get through it.

“There are only about five elderly [mental wellness] counselors [available to me through work]. There needs to be a better choice in providers,” said a Generation X survey participant.

Baby boomers, the oldest generation with representation still in the workforce, were taught to tough it out and not talk about mental health challenges.

“I was raised in a family where we don’t share what we are thinking, and we just move on. It’s a hard concept to change in your later years,” said a baby boomer survey participant.

While mental wellness benefits are crucial for every generation, because these benefits are expected from Gen Z and millennials, employers should recognize that to attract and retain young talent, they must provide easily accessible mental wellness resources.

Interestingly, though, the study found that most employers today do not offer some of the most popular and utilized mental health benefits. The survey found that, while only a little more than one-third of employers offer mental health days off, many employees — particularly Gen Z employees — say it is the most important mental wellness benefit.

Employers should explore which mental wellness benefits are expected from their employees and consider expanding the variety of benefits if there is a disconnect between what they offer and what employees want.

This just scratches the surface of what our survey found. What’s crystal clear is that mental wellness resources, especially among younger generations in the workforce, are now table-stakes employee benefits. It’s a new era, and the traditional benefits those of us who are Generation Xers and baby boomers are accustomed to are no longer enough.

Darin Reeser is a regional director for Securian Financial, a leading provider of group life and supplemental health benefits.

All statistics cited are from the “Optimizing Employer Mental Wellness Benefits: Exploring key barriers to utilization” study, September 2022.

Generational quotes provided were given by survey respondents who were compensated for their time.

Securian Financial is the marketing name for Securian Financial Group, Inc., and its subsidiaries. Insurance products are issued by its subsidiary insurance companies, including Minnesota Life Insurance Company and Securian Life Insurance Company, a New York authorized insurer. Securities and investment advisory services offered through Securian Financial Services, Inc., registered investment advisor, member FINRA.