THE World Health Organisation (WHO) estimates that depression and anxiety result in 12 billion lost working days annually and that the diminished productivity caused by these two mental health issues alone costs the world economy US$1 trillion annually. As a result, there is an increasing need for the creation of psychologically safe work environments.
As employers deepen their focus on mental health, a debate has inadvertently been sparked on who between the employer and the employee is responsible for workplace mental health.
One school of thought held that employers are solely accountable for their employees' mental health. However, another school of thought contends that employees need to prioritise their mental health as they too play a crucial role in cultivating a healthy and safe work environment.
There is currently widespread expectation for leaders to take an active role in promoting and managing mental health in the workplace.
A 2019 Mind Share Partners study found that 91% of participants agreed that businesses have an obligation to promote their workers' mental health.
This study confirmed the increasingly crucial role that employers have in addressing mental health in the workplace. As such, it becomes extremely important for employers to identify, communicate and facilitate access to the mental health benefits and support that reflect the needs of their employees.
There are numerous advantages for employers in nurturing and upholding mental health and wellness in the workplace.
When employees feel supported and satisfied at work, for example, they typically stay in their roles for longer periods, have fewer unplanned absences and exhibit higher levels of productivity, resilience and creativity. Consequently, equipped with the capability to manage stress, employees will be able to deliver consistently high-quality work regardless of their circumstances.
Therefore, the employer has both an ethical and a legal obligation to support mental health in the workplace.
From creating a safe and healthy work environment to preventing discrimination and harassment and accommodating employees’ mental health conditions and ensuring compliance with disability laws and regulations.
It is imperative for employers to establish a psychologically safe work environment that does not endanger the mental health of their staff. In essence, employers have a “duty to care” which means that they must do all they reasonably can to support the mental health, safety and wellbeing of their employees.
Individual employees also need to know how to prioritise their own mental health. Some of the ways in which they can do this is by taking breaks during working hours, participating in physical activities, such as walking, meetings and communicating with their line manager if they experience any emotional, physical and/or mental exhaustion.
Participating in practices aimed at managing stress at work and caring for their mental health is also a good idea for employees and is highly recommended. By taking care of themselves at work, employees can foster and maintain a healthy life both within and outside of the workplaces. Hence it is important for employees to realise that they have to care for their own mental health at work.
There is enough room for the employer and employee to work together to ensure prompt and efficient access to comprehensive workplace mental healthcare and support. Through effective collaboration, employers and employees can play a dual role in developing resilient organisations and a psychologically-healthy work environment. Some of the proactive and preventive mental health policies which can collaboratively be implemented include the following:
- While employers have a duty to formulate and establish policies, procedures and initiatives; employees need to actively take part in the mental health and wellbeing programmes offered.
- It is important to assess and measure the mental wellbeing and stress levels of the employees over time to ensure alignment of interventions with the known needs of the employees.
- Ensuring the implementation of tailored interventions and support translating from assessment insights to guarantee a positive impact on mental health within the workforce. The support can be in the form of third-party employee assistance programmes such as subsidised counselling sessions.
- Encouraging and maintaining ongoing dialogue with employees is also crucial in fostering workplace mental well-being. As part of an ongoing and collaborative process, regular engagements with employees throughout their mental health journey achieves good mental well-being in the workplace, providing them with tools to proactively support their well-being.
- Empowering employers with practical guidance and resources is instrumental in promoting mental well-being. This inclusive approach ensures that organisations with limited resources receive essential guidance and support.
- Increasing focus on mental health awareness programmes, recognising and celebrating mental health initiatives and providing resources for wellbeing that address both physical and mental health. This needs to be done in consultation with the employees.
In conclusion, instead of being an isolated issue of concern, mental health is a shared responsibility that necessitates unwavering commitment and collective action. As such employers and employees must collaborate in this critical endeavour; leveraging on programmes, resources, and tools to promote mental health in the workplace.
The success of this collaborative approach will improve people's lives on a personal level as well as organisational effectiveness and employee health.
- Abigail T S Mudokwani is a registered Intern Counselling Psychologist, and can be contacted at abigail@mindsetmastery.co.zw, or +263772689761