Mental Health Must Be a Priority for Companies

In recent years, mental health has emerged as a crucial issue in the workplace. Organizations have started to recognize the importance of addressing mental health issues among their employees, as they can have a significant impact on both individual and organizational performance. This shift in focus has come about because of growing awareness about the connection between mental health and physical health, and how the two are closely intertwined.

According to data from the International Labour Organization (ILO), burnout and anxiety have become increasingly common among employees worldwide. In 2020, the COVID-19 pandemic only exacerbated the issue, with many employees struggling to manage the stress and uncertainty brought on by the pandemic. In fact, a survey conducted by the ILO in 2020 found that 42% of workers globally reported suffering from anxiety or depression.

Some of these symptoms, also called "psychosocial risks," may be related to: 

1. Insufficient skills or their insufficient use at work.

2. Excessive workloads or pace of work, understaffing.

3. Excessively long, antisocial or inflexible working hours.

4. Lack of control over work design or workload.

5. Unsafe or poor physical working conditions.

6. Organizational culture that permits negative behaviors.

7. Limited support from colleagues, or authoritarian supervision.

8. Violence, bullying or harassment.

9. Discrimination and exclusion.

10. Poorly defined job functions. 

11. Insufficient or excessive promotion.

12. Job insecurity, inadequate compensation, or underinvestment in professional development.

13. Conflicting demands for work-life balance.

In response to these alarming trends, many workspaces are now prioritizing mental health and wellness initiatives for their employees. This includes providing access to mental health resources, such as counseling, therapy, and stress management programs. Organizations are also investing in tools and resources to help employees manage their mental and emotional health, such as mindfulness, meditation apps, virtual mental health support, and employee assistance programs (EAPs).

EAPs have become particularly popular in recent years, with many organizations recognizing the benefits of offering employees access to confidential counseling services. These programs can be delivered in various ways, such as through online chat or phone counseling, and can provide employees with support for a range of issues, including stress, anxiety, depression, and addiction.

According to data from consulting firms Mercer and AON, many organizations are also investing in employee wellness programs to address mental health issues. These programs typically include initiatives like on-site health screenings, fitness classes, and nutrition counseling, which can help employees improve their physical health and reduce their risk of developing mental health issues.

Another key tool that companies can use to address employee mental health issues is flexible work arrangements, such as telecommuting, flextime, and compressed workweeks. These can help employees manage their workloads and reduce their stress levels. By allowing employees to work from home or adjust their schedules, companies can help reduce burnout and improve employee well-being.

While these initiatives can be effective in addressing mental health issues in the workplace, it is essential that organizations also focus on creating a culture of well-being. This means creating a work environment that promotes work-life balance, supports employee health and wellness, and values the mental and emotional well-being of employees.

The World Health Organization (WHO) states that employers can help improve mental health at work by establishing an environment conducive to change, through strengthening elements like:

• Leadership and commitment to mental health at work, through the integration of mental health into relevant workplace policies.

• The investment of sufficient funds and resources, establishing specific budgets for measures to improve mental health at work, and making mental health and employment services available to companies with fewer resources.

• The right to participate at work, harmonizing labor laws and regulations with international human rights instruments and implementing non-discrimination policies at work. 

• The integration of mental health at work in all sectors, incorporating it into existing occupational safety and health systems.

• Involving workers in decision-making, through meaningful and timely consultation with workers, their representatives and those who have had direct experience with mental health problems.

• Evidence on psychosocial risks and the effectiveness of interventions, checking that all guidance and measures on mental health at work have been based on the latest evidence.

• Compliance with laws, regulations and recommendations, integrating mental health into the scope of responsibilities of national labor inspectorates and other enforcement mechanisms.

Poor mental health can have a significant impact on both individual and organizational performance, and companies that ignore this issue do so at their peril. By investing in tools and resources to support employees' mental and emotional health, companies can create a more productive and engaged workforce while meeting their obligations to their employees. As the world continues to grapple with the effects of the COVID-19 pandemic, it is more important than ever for companies to prioritize mental health and wellness in the workplace.