Managers’ ability to support employees with mental health issues depends not just on their own attitudes but also on the broader culture of the workplace. A study by the University of Gothenburg highlights this link, showing that the views of colleagues and the overall workplace environment can be just as important.

Earlier research found that managers with stigmatizing views of mental illness often struggle to provide adequate support. But this new study, the first of its kind, examines how organizational attitudes—those of employees, other managers, and the workplace as a whole—also play a role in shaping a manager’s response to mental health concerns.

Workplace stigma

The study, based on a survey of more than 4,000 private-sector managers, found that stigma within the workplace can significantly affect how managers react. According to the researchers, when negative attitudes toward mental health exist, employees may be less likely to disclose their struggles, making it harder for them to receive support.

To test managers’ responses, the study used videos of actors playing employees who were struggling with their work. Managers were asked to choose from different actions, such as adjusting tasks, seeking expert help, or offering social support. The results showed a clear pattern: managers with more negative attitudes about mental health took fewer supportive actions across all categories.

But the broader workplace culture was also a major factor. Managers who sensed negative attitudes toward mental health among their colleagues or the organization were less likely to adjust tasks or bring in expert resources. Even simple social support, like offering help day-to-day, was affected by these wider attitudes.

The study found that in 5% to 16% of the cases, stigma in the workplace prevented managers from taking any action at all. This suggests that to improve support for employees with mental health issues, organizations must tackle stigma at all levels—not just among individual managers.