Melissa Doman

And also my least favorite, the leaders who don't want to talk about it to their employees, the ones who think the workplace is not the setting for that conversation and they don't care and quote, leave your personal life at the door, which I find hilarious because the last time I checked, it's one body and one brain that does life and work.

So I just think that is ridiculous.

Yeah.

you know, leave your personal life at the door.

I'm like, what are you even saying?

Like that?

Do you want them to give themselves like, like in the film, in the show severance?

I'm like, are we acting as if the workplace is, is severance?

Is that what's going on here?

Yeah.

So I'm sorry, I get very passionate.

And then for employees who are resistant to talking about it, the biggest chief complaint I hear is they don't want to be seen the wrong way and they don't want to put their jobs at risk.

So and again, I get that because there are many companies who get this wrong or don't have the explicit conversation that it's a safe thing to talk about.

So they get concerned about their literal financial livelihood, that something may happen.

They may be passed over for promotion.

They may be turned into office gossip.

You know, there are lots and lots of reasons.

But also, I don't want to discount the fact that outside of work, we also need to think about personal identity.

you know just because we're working on you know the same soil the same company whatever it is it doesn't matter we all carry rules and assumptions and experiences that have conditioned us around whether or not we can talk about mental health at work or outside of work gender if you're religious uh your sexual orientation your family of origin your culture culture of origin your ethnicity

All of these things have messages around emotional health and we carry those things with us.