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Over the years, advocates have worked tirelessly to destigmatize poor mental health. Depression, anxiety, PTSD, and other conditions are debilitating to experience and challenging for others to understand. As an organization combatting sexual violence, we know this form of violence is also frequently misunderstood. For National Depression and Mental Health Screening Month, we’re investigating how sexual violence and depression are interconnected and what employers can do to support affected employees.
Among U.S. adults, 8.3% (21 million) had a major depressive episode in the past year, with women outnumbering men (10.3% vs. 6.2%). This number is significant already, but it is likely higher due to stigma or lack of health insurance preventing people from recognizing depression or getting diagnosed. People who experience sexual assault and harassment are more likely to experience poor sleep quality, anxiety, and depressive symptoms.
The human brain is highly complex, and the ways that it processes trauma can vary from person to person. There is no “right” reaction to a sexual assault. Some may experience depressive symptoms soon after the assault, some may suppress those emotions for a time, and some may have past trauma reemerge many years later (as is sometimes the case with survivors of child sexual abuse). Healing isn’t linear, and that is just one reason why sexual violence and depression prevention, understanding, and treatment must be an ongoing conversation in our communities.
While employers should have a moral obligation to look out for the mental wellbeing of their employees, it’s also good business practice. If left untreated, depression harms worker productivity, morale, and retention. Depressed employees, including survivors with depression, often have unseen issues that impact their performance. They may burn out, have difficulty concentrating, or emotionally withdraw from their colleagues. These employees may have higher rates of absenteeism or quit because they can’t bear the mental load.
For employers, the solution to these issues is not to think that their depression is a problem to “fix.” It’s to create a workplace environment that affirms them and provides them with the support they need to do their job effectively. Below are some of our recommendations.
Provide and Educate about Mental Health Coverage
The single greatest barrier to achieving good mental health is a lack of mental health coverage. Surveys show that only 43% of participants’ employers provided mental health coverage under their policy, and one in four workers don’t even know if they have it. Comprehensive mental health coverage should be a priority amongst employers, as should training for HR staff to explain and promote these benefits to their colleagues. If employers have EAPs that address mental health, that information should also be conveyed so that employees have another avenue for confidential support.
Connect with Local Rape Crisis Centers
Survivors often feel isolated after their assault, and this is in large part due to not feeling like they can talk about the emotional fallout or the assault itself without being misunderstood or a sense of shame. Employers should not be expected to know anything about mental health treatment, but they should know where to direct employees if they’re looking for help in this area. Rape crisis centers have counselors and advocates that are trained to handle these cases and are more than happy to listen to survivors and work to provide them what they need to be safe and heal. We encourage all employers to connect with their local rape crisis centers, get any relevant contact information and educational materials, and have it all readily available for staff who may need it. Employers can look up their local rape crisis center through RALIANCE’s Rape Crisis Center Directory.
Allow Flexible Schedules for Mental Health Treatment
Employees who feel their mental and physical health is prioritized by their employer are grateful, loyal, and ready to give back to their organization. For employers who don’t operate on a strict schedule, we encourage flexible scheduling options to allow employees to get counseling and other mental health support services they need.
Affirm the Survivors’ Experience if They Disclose
If an employee discloses that the root of their depression is a sexual assault, it can be difficult for the person on the receiving end of the conversation to know what to say. However, the truth is that the listener does not have to be the expert. They just need to engage with compassion. This means believing the survivor, asking what they need, and making clear that the support is ongoing. For inspiration, we recommend looking at RAINN’s page, “How to Talk with Survivors of Sexual Violence.”
Sexual violence and depression are heavy, loaded topics that can feel very difficult to confront. With the support of employers, friends, and community members, we believe that these issues can be understood, survivors can feel supported, and healing can be possible. This National Depression and Mental Health Screening Month, we hope to see many more employers engage in this conversation and make their workplaces equitable to all survivor mental health needs.
RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. For more information, please visit www.RALIANCE.org.