Page 44 - Swsthya Winter Edition Vol 1 Issu 3 DEC 2020 Circulation copy BP

MENTAL HEALTH

and the momentum that needs to be are de-stigmatizing those very illnesses definitely be triggered at the workplace.
maintained. We all play a critical role in the which keep employees silent in their pain. They could stem from an unsupportive
advocacy of mental health, including the Wellness programs may offer peer-to- work environment with no space for voicing
workplace. peer support groups for mental health concerns, working with an uncooperative
The Need for Mental Health in conditions. One recent study suggested that manager, or people practices/policies
Corporate Wellness Programs for lasting behavior change, people are best such as overworking employees, leading to
Incentives often include lowering served to not only set attainable goals but exhaustion, and unfair distribution due to
healthcare premiums, reducing co-pays, to participate in small groups. heavy workload. These triggers contribute
and increasing costs for smokers. Often When people come together with to distress, giving rise to mental health
missing from corporate wellness programs, similar experiences, they are less likely to issues. It is important that the managers
however, is a focus on mental health and feel so alone. In small groups, people are balance the workload fairly, and that HR
emotional wellness. While mental health is more likely to openly discuss topics such also has enough checks and balances to
not as easily measured as blood pressure as how to cope with the pressures of work, receive continuous feedback or monitoring.
or cholesterol, it deserves equal attention how to improve job performance, or how to Mental health issues are still
especially when considering the costs deal with a demanding boss. Peer support perceived with a lot of stigma, not just at
associated with poor mental and emotional groups are not to be therapy sessions but workplaces but also in common society
health. they can be therapeutic for participants. and neighbourhoods. People are afraid to
Productivity loss, absenteeism, job There are risks associated with talk about it as they are scared they will
abandonment, and higher turnover are corporate wellness programs giving be looked at differently by a lot of people
often directly linked to poor mental health. equal attention to mental health. First, who matter to them - their friends and
For example, research shows that people employees may not attend educational colleagues may start avoiding them due to
with symptoms of depression have a sessions or other such gatherings for fear any conversations that may sound negative,
fivefold or greater increase in time lost from of being "outed". Unfortunately, shame depressing or critical. Therefore, they start
work compared to those without symptoms is often associated with mental illness in getting into a shell to avoid being branded
of depression. the workplace. Employees may be fearful as negative or boring.
Employers can begin to focus on mental that others will not perceive them to be Empathy is a very essential and integral
health by ensuring that employees have competent, capable, or a solid performer. part of functioning at any conscientious
access to mental health benefits including The best way to mitigate the risk of low workplace. It is the management team's
an employee assistance program (EAP). participation is regularly and visibly offer responsibility to ensure that the welfare
EAPs are useful in that they can provide sessions which signals that the company is of the employees comes first, and they will
referrals to mental health professionals interested and open to the topic. Another respond by contributing with complete
and other services while maintaining strict way to mitigate risk is to ask organizational dedication, trusting that their welfare,
standards of confidentiality. leaders to talk about mental health issues reward and recognition are taken care of.
Employers with mental health benefits in public forums. Second, employees could This is the reason some companies have
are at a significant advantage over those find the discussions about mental health core values that make employees stick to
who do not supply such benefits in that to be too intrusive. Mental health is an the same workplace for their lifetime.
they are likely to have lower incidents of intensely personal topic for some people. HR practices have a great role to
job burnout, onsite violence, and workplace It can be even more private than play to ensure the mental health of the
injury. Employers should complete an some physical health topics. To mitigate organization is good.
assessment of their organizational culture the sensitivity risk, wellness leaders 1. Having a transparent, open culture
before implementing any mental health can set rules of engagement at events. and allowing fearless communication
programs. They need to acknowledge For example, rules around not judging between employees and management
when there are cultural drivers that are others, not interrupting when someone is critical.
influencing people's resiliency and their is speaking, and no cross-talk may help 2. Creating infrastructure including
ability to be emotionally well at work. establish a feeling of "emotional safety" for facilities for employees to relax,
At the onset, companies need to the sensitive employee. like recreational areas with various
be certain that their culture and work Third, there is a risk that once attention activities: physical and others like
practices can support the mental health is paid to mental health, an organization music, or those that unleash creativity/
and emotional needs of its employees. will incur costs associated with the use of inspiration play a good role.
They must communicate that they care mental health services and pharmaceutical 3. Providing space for a creche, to ensure
about each employee as a person and that usage of psychotropic drugs increase. childcare and other such responsibilities
they are committed to providing the best Employers need to be mindful that when are taken care of (which could be a huge
working environment possible. Employers people seek treatment, they are less likely cause of concern/anxiety for young
can suggest that their employees complete to have more costly hospital stays, and parents) and place for worship could be
a health risk assessment (HRA) which often are less likely to experience other chronic some things organisations could do to
includes questions pertaining to mental conditions that could drive increased costs support employees.
health. in the long term. 4. A lot of good organisations also
Wellness leaders can launch awareness Corporate wellness programs will provide healthy and nutritious meals
and education campaigns of these illnesses continue to evolve. Our hope is that more throughout the day and night to support
using the latest social media and other tools attention will be paid to employee mental employees, which is also a great way to
to help people find helpful resources. When health and that the stigma associated with it ensure that the basic needs of eating
employees experience symptoms such will dissipate. By addressing mental health right and on time are taken care of.
as the desire to isolate, withdrawal from issues and emotional wellness, employers 5. Besides this, creating recreational
normal activities, physical aches and pains, are addressing the total health of an communities to support fitness
irritability, and low tolerance of others, employee when combined with programs campaigns, gym, zumba, yoga classes,
having a resource to turn to for help can for clinical measure achievement. That adventure activities, etc. help build a
likely defuse a potentially serious situation. makes everyone stronger, more productive, healthy work environment and also
By providing educational opportunities and happier. work on the long term, cross-functional
and enhancing awareness of mental Some illnesses including depression, team building and community feeling
illnesses through discussion, organizations anxiety and stress disorders could throughout the company. q

44 Volume: 1 I Issue: 3 I 2020