Understanding perceptions of mental health in APAC
July 12, 2023
Mental health has long been a taboo topic in many Asian cultures, especially those that prioritize the needs of the group over those of the individual. According to a September 2021 report by Wunderman Thompson, 56% of people in APAC say there is still a stigma against mental health issues, and over half say they would avoid or delay seeking help for mental health.
There is a need to normalize approaches to mental health in APAC, both within and outside the workplace — and it all starts with unpacking the factors underpinning the taboo. Allison Heiliczer, a Singapore-based psychotherapist who has been living in Asia for over a decade, is the founder of Rethink The Couch. She has partnered with Bloomberg for years, supporting our mental health strategy since 2019. Here, she shares her perspective on how cultural and societal attitudes shape our perceptions of mental health.
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Why is mental health such a taboo subject in APAC? What are some of the cultural and societal factors contributing to this?
While the pandemic helped start preliminary conversations and encourage greater openness about the topic, mental health challenges still remain largely taboo in APAC and consequently often go untreated. Much of this taboo is rooted in cultural and societal factors, both of which negatively impact perception and treatment of mental health conditions.
One of the most influential forces is collective responsibility — the value placed on family, harmony and humility. People fear being seen as “weak” and “crazy” if they share their struggles and seek help. They are concerned about the potential risk of bringing shame to their family’s name and therefore would often rather suffer in silence to “save face.” Furthermore, they are worried about disturbing group or family harmony if they are considered a “weak link.”
This is compounded by the fact that many people in APAC support their family financially and are taught from a young age that they are obliged to take care of their aging parents. As such, mental health challenges are often perceived as a threat to these responsibilities.
In terms of mental health resources, they are limited across the region and access continues to be a challenge. This is exacerbated by a sense of loneliness, as there is extremely limited representation in the media of Asians experiencing mental health challenges.
Lastly, in many Asian cultures, logic often trumps emotion. Sometimes, people question if mental health challenges are even real. I’ve heard from many clients in the region that such challenges are seen as a Western export — an “obsession with the self and navel-gazing,” and with that, a potential burden to others.
How does this stigma prevent those experiencing mental health struggles from seeking professional help?
Because the stigma is so deeply ingrained, a lot of people may not recognize that they are struggling with their mental health, and therefore don’t know when to seek help. Even when people are aware that they are suffering, there is often a reckoning of sorts — do they risk bringing shame to their family’s name and “burdening” others? Many people simply do not have the resources to seek support, and those who do sometimes forgo professional help for fear of others finding out — or go to great lengths to keep their treatment a secret.
Why is it so important to spotlight mental health in the workplace? How does this benefit employers and employees alike?
If employers value physical health, then it makes sense they would value mental health as well — after all, both are intricately linked and directly related to our overall wellbeing. Employees who feel well are more likely to perform at their best, and there are many who, without the support of their company, cannot afford to sustain their wellbeing due to limited finances or resources. In addition, many employees would have little to no understanding about the importance of mental wellbeing without the help of their employers.
Team dynamics improve when people feel accepted and supported. Creating psychological safety in a team means accepting that people have diverse experiences in life — including struggles with mental health. This translates into a sense of belonging, which is one of the most potent ingredients in a successful team.
Do some people avoid discussing mental health problems in the workplace for fear of affecting their career?
Yes. This is especially so during probationary periods, when there are key decisions being made about career trajectories. Because hierarchy is still valued in APAC, even in companies with flat structures, people are sometimes wary about sharing their mental health struggles with colleagues in more powerful positions. They are concerned not only about being perceived as “crazy” or “weak,” but also about being seen as a risk to productivity and their team’s progress. They worry that their colleagues will resent their differences.
Finally, what can companies do to normalize conversations about mental health?
Discussing mental health in different contexts requires an awareness of how people are influenced by cultural and societal forces. This means that companies need to take a curious eye to employees’ lived experiences.
Normalizing conversations around mental health also means normalizing the different boundaries that people have when it comes to sharing their experiences. For example, some people do not want to feel obliged to discuss their mental health struggles at work. Sending strong messages around support and belonging are important, but people also want to feel that their choices are respected. As such, companies should provide different pathways of support.
Lastly, it would be helpful if conversations related to mental health integrate with the company’s wider messaging and values, so that all support offered is well-rounded and consistent.