Clear workplace benefits of good mental health
About 15 percent of the global population of working age adults battle with mental illness. Lost productivity from depression and anxiety equates to an annual loss of 12 billion working days and costs the global economy a whopping $1 trillion, with Gulf countries losing an approximate $3.5 billion.
Workplace circumstances and policies can directly contribute to poor mental health and reduce employee creativity, productivity and performance. We can trace the disruption of mental well-being in the workplace to a number of influential factors. To illustrate, unreasonably heavy workloads and short deadlines can lead to elevated stress levels due to the pressures of delivering work expectations. Working long, inflexible and unsocial hours can also exacerbate employees’ health issues. Moreover, subjecting employees to discrimination, bullying, exclusion or abuse is another contributing factor to reduced mental well-being.
Working in poor physical conditions can also have a negative impact on employees’ health, such as places with poor lighting or limited natural light, excessive noise and poor ergonomics. A lack of clear communication on career progression, unfair financial compensation and underutilized skills can all reduceproductivity. An employee’s personal life can be jeopardized by a lack of flexible working arrangements, such as having to work away from home for long periods, strict measures regarding sick leave, and a lack of flexible or remote working arrangements.
It is critical that policies are enacted to improve mental well-being in the workplace.
Public policymakers and legislators should design nationally approved policies and legislation focusing on enhancing mental well-being in the workplace. Consulting a consortium of employers from across various industries will help fine-tune these guidelines and facilitate implementation later on. A mass media campaign promoting the principles and rights of employees to a more conducive workplace should be deployed and targeted at enterprises and workers alike. At the same time, enterprises should appoint or upskill human resource managers who have a strong background in deploying mental well-being policies and programs. Equally important is training supervisors in mental health literacy and managing related programs.
Vitally, the world of work should embrace a more human-centric approach and be shaped in a way that is harmonious with a person’s personal life and commitments. Introducing flexible working hours and remote working options can do wonders in enabling employees to balance all their personal and professional duties. Special leaves should be available for the carers of vulnerable dependents and family members, including children and elderly parents. Encouraging employees to take personal time off can also contribute to better health and positive outlooks.
Meanwhile, many fascinating studies have been published on how office design impacts employee well-being. Solutions include having sufficient natural lighting, interspersed plants, artworks, ergonomic furniture and an overall beautifully designed space. Designing recreational communal spaces can also promote social engagement and activity, such as having a library, a games room, a cafeteria or a garden. Offering subsidized subscriptions to local gyms can also be a great move to improve physical and mental well-being.