It is estimated that 20% of the labor force will experience some form of mental health issue during their working lives.
Across the globe, we’ve seen a trend of increased absenteeism and early retirement rates due to mental health struggles, such as stress and depression. Furthermore, it is estimated that every year, mental health problems cost employers an estimated 571 million due to the large number of working days lost.
Clearly, it’s important for both employers and their employees to understand the contributing factors behind mental health issues, as well as what can be done to alleviate them.
What Is Mental Health?
The World Health Organization (WHO) defines mental health as:
“a state of well-being in which the individual realizes his or her own abilities, can cope with the normal stresses of life, can work productively and fruitfully and is able to make a contribution to his or her community.”
Mental Health vs. Mental Illness
Although the terms are often used interchangeably, mental health and mental illness are not the same concept.
Let’s turn to the WHO again to better understand the difference. They define mental illness as:
“a recognized, medically diagnosable illness that results in the significant impairment of an individual’s cognitive, affective, or relational abilities.”
To put it simply, everyone has some level of mental health at any given time, but it is possible to be without mental illness.
Factors That Influence Mental Health in the Workplace
There are several key factors or psychological risks present in the workplace, which can negatively impact the mental health and well-being of employees, including:
- Discrimination
- Work-life balance
- Absenteesim
- Burnout
- Harassment and bullying
- Violence
- Substance use and abuse
(Learn more in Stress at Work: Tips to Reduce and Manage Workplace Stress)
To promote better mental health in the workplace, employers and safety professionals have to create a work environment and working conditions that support the wellbeing of employees. Below are eight strategies proposed by the Canadian Mental Health Association to promote mental health in the workplace:
- Promote work-life balance. Design policies in a way that respects the need for balance between the demands of work, family, and personal life.
- Encourage respectful and non-derogatory behaviors. Promote a work environment where employees are respectful and considerate in their interactions with each other, customers, as well as the general public.
- Allow continuous learning to foster employee growth and development. Encourage and support employees in developing their job skills, getting better training, and pursuing professional development opportunities.
- Encourage active employee participation, decision-making, and engagement. Include employees in discussions of how their work is done and in important decision-making processes. Employees who enjoy and feel connected to their work are motivated to do better at their job.
- Define employees’ duties and responsibilities clearly. Employees must know what they need to do and how their work contributes to the organization’s success.
- Teach employees how to manage their workloads. Do not give employees more than they can handle. Only give them tasks and responsibilities they can carry out successfully within the time available.
- Have conflict resolution practices in place. Unresolved conflicts leave employees feeling stressed and unsafe.
- Recognize employees’ contributions effectively. Acknowledge and show appreciation for employees’ efforts in a fair and timely manner.
A workplace that supports employee wellbeing is one that is more likely to have:
- Improved productivity
- Better morale and employee satisfaction
- Higher staff retention
- Increased loyalty toward the company
- Reduced medical leave
- Lower recruitment, training, and health costs
- Reduced injury and accident rates