2022-07-14 | NYSE: HIGH | Press release

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A study with the National Alliance on Mental Illness, released during Bebe Moore Campbell’s National Minority Mental Health Awareness Month, shows barriers to mental health resources still exist at many American companies

New search for The Hartford and the National Alliance on Mental Illness (NAMI) shows that Black, Latino, and Asian Pacific Islander (AAPI) American workers feel less comfortable engaging in conversations about mental health in the workplace than their white colleagues.

I am/would be comfortable discussing my mental health with my supervisor

I am/would be comfortable talking to my colleagues about my mental health

People who speak openly about their own mental health in my company are accepted

White

49%

48%

51%

Latinx

38%

36%

37%

Black

27%

29%

35%

AAPI

25%

35%

29%

“As more companies focus on mental health in the workplace, creating a psychologically safe work environment that allows everyone to be part of the conversation is paramount,” he said. Christopher Swift, chairman and CEO of The Hartford, a labor leader’ group indemnity and disability insurance. “Employers who prioritize diversity, equity and inclusion (DEI), invest in employee mental health and lead with empathy will differentiate in the marketplace, achieve better business results and help millions. of Americans lead healthier lives.”

New research follows a survey earlier this year from The Hartford which revealed that 71% of employers believe that the deteriorating mental health of their staff is having a negative financial impact on their business.

Mental health barriers

While most survey participants said they had had at least some symptoms of a mental health issue in the past two weeks, 30% of the American workforce would not turn to any resource on the workplace if they needed mental health assistance, according to 2022 Hartford-NAMI research.

Confidentiality issues, stigma and low awareness of employer offerings have contributed to American workers not relying on workplace resources for their mental health. AAPI (35%) and Black (32%) workers were more likely than their white (21%) colleagues, respectively, to agree that aspects of their identity make or would make it difficult to discuss mental health at work. work. White American workers were more likely to agree that their workplace is open and inclusive, empathetic and flexible when it comes to mental health care.

We have an opening and understood work environment that encourages a dialogue about mental health

The leaders of my company, including managers/supervisors, are empathetic and take a genuine interest in the employees’ lives

My company offers employees flexibility in working hours to get mental health help

White

43%

57%

48%

Latinx

36%

46%

39%

Black

33%

40%

33%

AAPI

42%

44%

40%

“Our research clearly highlights how intersectional aspects of people’s identity can affect how they perceive and experience mental health at work,” said Daniel H. Gillison Jr., CEO of NAMI, the nation’s largest grassroots mental health organization. “We urge employers to act now to dispel the stigma, expand access to mental health care and provide flexibility for more workers to get the help they deserve.”

While qualitative and quantitative research revealed barriers to strong and equitable mental health support, respondents also identified actions employers can take to foster empathy and increase engagement:

  • Create a central location that provides easy access to all information about mental health resources, programs, and services provided by the company;
  • Communicate frequently, using easy-to-understand language, about accessing mental health support, particularly to help employees cope with current news and events, as well as financial pressures, such as rising housing and gas prices;
  • Educate senior executives and managers about mental health conditions and resources, while encouraging peer-to-peer support, such as programs by employee resource groups; and
  • Lean on non-profit organizations and community groups, such as NAMI, which offers mental health education and programs designed to identity and cultural dimensionssuch as the Black, Latinx and AAPI communities.

The Hartford and NAMI have partnered since 2020 to help business leaders build stigma-free organizations and support the mental health of Americans across the country. Both organizations are developing initiatives to strengthen mental health within communities of color, including events at historically black colleges and universities (HBCUs). The insurer and the nonprofit announced the research during the Bebe Moore Campbell National Minority Mental Health Awareness Month to raise awareness, cultivate conversation and provide resources for business leaders to eliminate mental health stigma.

Survey methodology

For the 2022 Hartford-NAMI Occupational Health Survey, a general population omnibus survey was conducted by NORC in the Amerispeak Omnibus in two waves, May 27-30, 2022 and June 8-11, 2022, and included an ethnic oversample for a total sample of 2,320 people. Data was filtered to include only those currently employed (total n = 1,494 working adults).

About Hartford

The Hartford is a leader in property and casualty insurance, group benefits and mutual funds. With over 200 years of expertise, The Hartford is widely recognized for excellence in service, sustainability practices, trust and integrity. More information about the company and its financial performance is available at https://www.thehartford.com.

The Hartford Financial Services Group, Inc. (NYSE: HIG) operates through its subsidiaries under the The Hartford brand and is headquartered in Hartford, Connecticut. For more details, please read Hartford’s legal notices.

HIG-C

Some of the statements in this release may be considered forward-looking statements as defined in the Private Securities Litigation Reform Act of 1995. We caution investors that these forward-looking statements are not guarantees of future performance and that actual results may differ materially. . Investors should consider significant risks and uncertainties that may cause actual results to differ. These important risks and uncertainties include those discussed in our 2021 Annual Report on Form 10-K, subsequent Quarterly Reports on Forms 10-Q, and other filings we make with the Securities and Exchange Commission. We assume no obligation to update this release, which speaks as of the date of publication.

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