Reducing Stigma Around Mental Health in Policing
Despite increasing awareness, stigma persists as a major barrier stopping officers from seeking mental health support. A 2021 national survey found over half of officers believe colleagues would react negatively if they accessed services (NFOP, 2021). This prevents early intervention and allows conditions to worsen unaddressed. With officer suicide rates higher than the general population and diagnoses of PTSD, anxiety, and depression widespread, reducing stigma is a priority for police leaders (Baker & Baker, 2022; NFOP, 2021). While culture change takes time, implementing research-backed strategies can steadily transform attitudes, policies, and behaviors to encourage officer wellbeing. This article outlines proven techniques to reduce mental health stigma agency-wide.
Lead by Example
Chiefs and command staff must be role models when destigmatizing mental health. Executive leadership publicly prioritizing wellness signals it is safe for the full force to do the same. For example, Tucson Chief Kara Riley openly discusses her officer’s suicide attempt and now champions peer support (Police Chief Mag, 2018). Leaders personally participating in training and interventions powerfully combat assumptions seeking help makes one weak or unfit. Actions sending this message include:
- Speaking transparently about stress officers face
- Attending mental health trainings alongside officers
- Sharing own experiences navigating stress or trauma
- Visibly meeting with counselors or chaplains after critical incidents
- Discussing wellness strategies during roll calls or meetings
Seeing leaders remain competent while openly supporting mental health teaches officers they can too. As Houston Chief Troy Finner explains, “The command staff has to model the behavior we want our officers to exhibit” (Jonson, 2022).
Provide Evidence-Based Training
Education addressing specific myths and realities about mental health undercuts stigmatized assumptions. Training equips officers to recognize symptoms in themselves and team members. It also teaches how to compassionately respond in crisis situations. Research shows Mental Health First Aid (MHFA) certification for officers reduces social stigma and increases knowledge significantly (Lambert et al., 2022). Combining clinical expertise with officers’ stories gives credibility. Training works best when:
- Delivered by mental health professionals alongside officers
- Offered broadly to new recruits and veterans
- Focused on proven facts not stereotypes
- Incorporated into ongoing skills development
- Mandatory for promotions to influence future leaders
- Joined with robust wellness resources to enable follow-up
Properly trained officers better understand mental health as any other threat needing the right tools – like proper equipment to counter physical risks. Removing false perceptions about weakness or instability is essential.
Encourage Peer Support
Fellow officers often represent the most trusted resource due to shared experiences and absence of power differences. Strong peer support programs give officers outlets to privately address struggles without judgement. Results show peer groups:
- Provide earlier intervention compared to traditional services (Papazoglou & Chopko, 2017).
- Increase feelings of work support and career commitment (Tucker, 2015)
- Reduce stigma around mental health treatment (Karaffa & Koch, 2015).
To leverage these benefits, agencies should:
- Use peers as trainers to reinforce messaging by example.
- Allow peers time off to assist struggling members.
- Incentivize volunteers through recognition, special assignment, etc.
- Have peers directly voice support during roll calls and meetings.
- Ensure confidential conversations cannot affect career advancement.
The badge of honor culture values stoicism and self-reliance, making officers unlikely to turn to outsiders (Velazquez & Hernandez, 2019). Peer groups provide trusted understanding, preserving confidence and pride.
Evaluate Policies that Deter Help-Seeking
Though mental health stigma has cultural roots, some formal policies cement barriers. Leaders must assess procedures that compound reluctance to access care like:
- Limiting leave time for counseling appointments.
- Requiring disclosure of treatment to maintain employment or assignments.
- Mandating fitness for duty evaluations after mental health treatment.
- Restricting return of firearms absent psychiatrist approval.
- Compelling supervisory referrals that breach privacy.
- Penalizing missed work more severely for mental versus physical health.
Eliminating practices implying treatment equates to instability or unreliability reduces perceived risks of seeking help. Policies should support care-seeking by guaranteeing job security and privacy.
Track Progress with Surveys
Anonymous officer surveys provide quantitative data to pinpoint where stigma persists and whether interventions are moving the needle. Comparing results year-over-year monitors success and helps leaders hone strategies. Participation demonstrates the agency’s commitment to understanding the full workforce’s needs. Survey questions should measure:
- Willingness to utilize mental health services
- Perceived confidentiality and anonymity
- Fear of repercussions from treatment
- Belief that counseling betrays weakness
- Comfort talking to peers about stress
- Confidence in leadership prioritizing wellness
Collecting officer insights shapes a targeted approach while conveying that speaking up is valued, not punished.
Creating a department culture encouraging officer mental health as proactively as physical safety requires patience and persistence. But leaders can achieve significant progress through education, policies, and messaging that directly counter outdated assumptions. Officers face immense pressure to constantly project strength and stability. It remains the responsibility of commanders to provide the secure environment and resources enabling officers to access vital support without fear of stigma or consequences to their careers. While culture shift takes time, concrete strategies to reduce stigma can lead the way.
One approach that allows police managers to directly understand officers’ perceptions around mental health stigma is anonymous officer surveys. Regular surveys gathering candid feedback from the full force provide data-driven insights into how comfortable personnel feel seeking mental health services and supports. Tracking this data over time would reveal whether messaging and policies aimed at reducing stigma are having a positive impact. Critically, surveys allow every member of the department to voice their honest opinions without pressure from superiors. Giving officers an anonymous platform to share concerns makes them more invested partners in improving agency wellness programming. Managers can identify areas where stigma persists and tailor training and resources to address those gaps. Surveys help leaders measure progress and determine what approaches resonate most with their unique workforce. Collecting officer perspectives is key for reducing the mental health stigma that prevents officers from getting essential care.
