MENTAL HEALTH IN THE WORKPLACE

Every year, the world Mental Health Day is celebrated on October 10 to create awareness about salient issues around mental health. This year, the theme was chosen to highlight the importance of mental health in the workplace. It is estimated that at least 15 to 20 percent of working adults will be experiencing one form of mental health challenge or the other. This translates to roughly one in five adults in the workplace. Unfortunately, this is frequently poorly understood, missed or treated inappropriately with disciplinary measures. What such persons need is understanding, treatment and support.

Why is this important?

The most important resource of any organisation or nation is its human resource. We acknowledge that a healthy workforce is critical for optimal performance and wellbeing. Afterall, health is wealth. But how do we know that our workforce is healthy? What does it mean to enjoy good health?

Health is defined as a state of complete physical, mental and social wellbeing, according to the World Health Organisation (WHO). What this definition implies is that health sits on three legs: physical, mental and social. Thus, we cannot talk about prioritising a healthy workforce for maximal productivity without paying attention to the three components of health – physical, mental and social. This year’s theme focuses on mental health in the workplace.

Mental illness negatively impacts productivity and costs a lot of money in terms of lost productivity. Globally, depression and anxiety lead to 12 billion lost workdays each year and this translates into a cost of about $1 trillion every year in lost productivity.

The proportion of the global population in the workforce is estimated at about 60 percent. Furthermore, beyond providing financial income to cover living expenses, decent work promotes confidence, gives a sense of purpose, as well as enhances positive relationships within the workplace community. But for individuals who are experiencing mental health challenges, the workplace can be a very stressful and hostile environment. This is more likely to be true when there is bullying and harassment, shame and stigma, as well as discrimination. Other negative workplace characteristics include rigid and inflexible work hours, inconsiderate and excessive workloads, discrimination, toxicity and lack of support from colleagues and superiors at work.

What can we do to improve mental health in the workplace?

The starting point is a realisation of the importance of mental health in the workplace. All stakeholders must appreciate and be committed to promoting mental health in the workplace, especially as employers of labour. In doing this, they will not be doing a favour to their employees, but will be ensuring that their business and organisations thrive and flourish because their staff are healthy and motivated to give their best. So, it is best conceptualised as a win-win for everyone concerned. Governments, employers, workers, organisations and other stakeholders must work together to improve mental health at work by focusing on mental health promotion, prevention, early identification and treatment, as well as rehabilitation.

Promotion and protection of mental health
This involves providing a safe and enabling work environment where everyone can thrive and put in their best. This can also entail open communication, empathy and support as well as promoting awareness about emotional wellbeing, stress management and where to go for help and support – with the backing of the management or human resources unit.

Preventing mental disorders in the workplace
Every workplace should actively put measures in place to prevent stressors and other psychosocial risks such as bullying, harassment, discrimination in the workplace.

Supporting workers with mental health conditions to participate and thrive in the workplace
In line with the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) which emphasises the rights of individuals with disabilities, including psychosocial disabilities, every person with mental health conditions deserves to work in an atmosphere devoid of shame, stigma and discrimination. Specifically, the WHO recommends three key interventions that should strengthen and support individuals with mental health conditions in the workplace:

Reasonable accommodation by the organisation that allows for some flexibility in the work environment to accommodate the needs of individuals with mental health conditions, such as access to attend to clinic appointments, flexible hours and so on.
Return-to-work programmes that build on reasonable accommodation by ensuring that employees can return to work after mental health related leave of absence, in a seamless and supported manner.
Supported employment opportunities to provide work opportunities that are supported and protected as well as vocational support for individuals with severe mental health issues.
Conclusion

There is no health without mental health in the workplace. The starting point is the promotion of awareness and open conversations around mental health, devoid of shame, stigma, or discrimination. This should be followed by mental health promotion, as well as early identification, treatment and ongoing support for affected persons in the workplace. All hands must be on deck.