Skip to main content

Welcome to AskEARN’s new website. As we transition to our new site, you can still visit EARN’s previous site.

About EARN

The Employer Assistance and Resource Network on Disability Inclusion (EARN) is a free resource that helps employers tap the benefits of disability diversity by educating public- and private-sector organizations on ways to build inclusive workplace cultures.

Getting Started

Start here to learn how to recruit, hire, retain and advance people with disabilities — and how EARN’s resources can help.

    Phases of Employment

  • Recruit

    Build a pipeline of talent that includes people with disabilities.

  • Hire

    Identify people who have the skills and attributes for the job.

  • Retain

    Keep talented employees with disabilities, including those who acquire them on the job.

  • Advance

    Ensure that employees with disabilities have equal opportunities for advancement.

News & Events

EARN makes it easy to stay up-to-date on disability employment news and information. Start by subscribing to our e-blasts and monthly e-newsletter, which will connect you to upcoming events, developing news and promising practices in the world of disability diversity and inclusion. And don’t forget to follow EARN on Facebook, Twitter and LinkedIn

Best Practices for Improving Workplace Mental Health: A Review of the Literature

Workplace mental health improvement, beyond the moral imperative, benefits employers’ bottom lines. It can cut labor costs through decreased absenteeism and presenteeism and help employers compete for top-tier talent. Research shows that improvement, even for employees with subclinical but still elevated levels of anxiety and depression, can advance these aims, as well as simply help prevent full mental health disorders from developing in a business’s workforce.

To understand these benefits better and the workplace mental health interventions that are most effective, in 2018-2019, EARN, via its partner the Global Social Enterprise Initiative (GSEI) at Georgetown University’s McDonough School of Business, conducted an extensive literature review.

In this review, GSEI examined 1,221 academic journal database search results about workplace mental health. After screening out duplicates, non-randomized controlled trials (RCTs), and studies set in developing countries, irrelevant to workplace mental health and not involving a workplace intervention, GSEI analyzed the effect sizes in those remaining (49) to establish an evidence base for different types of workplace mental health interventions.

GSEI found enough of an evidence base to recommend that health screening, dietary interventions, mindfulness training, non-stress-specific health classes, exercise, cognitive behavioral therapy (CBT) training, stress management training, and flexible scheduling can either increase workplace mental health or decrease workplace stress levels. It also found that establishing workplace problem-solving processes and providing non-stress-specific health classes can help to lower absenteeism and presenteeism.

It is important to note that any of these types of programs should be implemented very carefully, as there was wide variation in the results for any particular category depending on the specifics of the program’s design. It is recommended that employers carefully examine the details of any particular workplace mental health effort and be ready to adapt them to the needs of their workplaces in order to maximize effectiveness.