In a past job working on a company’s benefits team, Accolade’s Shannon Rickert consulted with an employee who had been prescribed medication for an autoimmune disorder.

“She was dealing with a lot of anxiety in general, but then also specific anxiety related to potential side effects of the medication she was prescribed,” Rickert shared in a recent webinar hosted by From Day One and moderated by her colleague, Katie Miller Blakemore.

When the employee went to her provider and said she hadn't been taking the medication because of her anxiety, the provider told her that they needed to address the anxiety first. “It was a judgment-free conversation, where they were able to discuss options for therapy, options for medication, and ways for her to better control her anxiety to enable her to better manage her autoimmune condition,” asserted Rickert.

This employee shared her story because she was pleasantly surprised by the fact that one provider could address both her physical and mental health – thereby successfully managing both of her conditions. For Rickert, this holistic perspective ultimately meant centering the human experience: “It’s really about considering what a treatment does for a person who is trying to get help for their needs.”

And the need is greater than ever. A 2021 survey from the National Institutes of Mental Health revealed that around one in five adults, 58 million people, suffer from some type of mental health condition. Even more striking: 85% of those adults inflicted with a mental health condition go undiagnosed or untreated.

This is not just a crisis for those affected, but rather the economy as a whole. A 2021 report from the NIH estimates that the economic burden of major depressive disorder alone to be $210 billion annually. Approximately half of that burden was attributed to workplace costs.

What Can Employers Do to Make a Difference in Their Employees’ Well-being?

The good news is that employers are far from powerless in this situation. Rickert shared a handful of ways that employers can better support their team members’ health. For instance: embracing mental health care practices, discussing the importance of self care and mental wellbeing, and approaching physical and mental health care in an integrated way.

“This approach is critical to recruitment, retention, and productivity,” she said, emphasizing the importance of creating a culture of wellness. “Integrating physical and mental health opens up the chance for the early identification of mental health conditions so that the right intervention can take place.

Dr. Leo Vieira, a family physician and medical director at Accolade, has seen this firsthand. He added that integrating physical and mental health care through a platform like Accolade offers an opportunity for more personalized, comprehensive, and intimate health care–all thanks to features such as virtual appointments. 

“Our virtual care model sets us apart and increases access to both medical and mental health care,” Vieira asserted. “I think that we can really overcome many of the barriers that block so many of our patients from getting the medical and mental health care that they need.”

What Makes a Good Wellness Program?

For Rickert, a good wellness program should be comprehensive and have options for all employees across risk levels and abilities.

“It is vital to include mental health support options, along with physical health support options, and present them as equally important in your wellness messaging,” she said. Good wellness programs should also provide education on various topics around mental health such as stress management and work/life balance.

“Most importantly, a strong culture of wellbeing helps ensure the access of your wellness program because you'll have employees that feel seen, feel accepted, and feel supported,” Rickert continued. In her experience, when employees work in an environment like that, they tend to be happier, healthier, and more invested in the success of their company.”

An integrated approach to health care – one that supports both mental and physical health – ultimately can reduce absenteeism, create a healthier workplace culture, and lower health care costs.

How Can Employers Ensure That All Employees Receive Comprehensive Care?

It is far from a given that employees will receive comprehensive care. However, employers now have access to tools that can enable them to offer whole-person health care services to employees.

“Employers can use a collaborative care model: an evidence-based practice that treats physical and mental health conditions concurrently,” suggested Rickert. Accolade’s platform enables this kind of comprehensive care. 

“That’s important because mental health is very much connected to physical health and vice versa,” Vieira added.

Editor's note: From Day One thanks our partner, Accolade, for sponsoring this webinar.

Riley Kaminer is a Miami-based journalist, researcher, and content strategist. As a freelance tech writer and researcher, he has profiled more than 400 of the world’s top entrepreneurs and investors. His work has been featured in publications including Forbes, the Times (UK), the Economist, and LatAm Investor.