In the modern world of work, employee mental health has become a critical focus area for organisations aiming to foster a supportive and productive workplace environment. Businesses are actively seeking opportunities to navigate better inclusivity and well-being at workplaces. To that end in mind, industry leaders came together to share their experiences, challenges, and strategies in addressing mental health issues in the workplace, in a roundtable discussion organised by People Matters and Intellect.
The discussion, spearheaded by leaders like Dr Oliver Suendermann, VP of Clinical, Intellect and Annie Lim, Head HR, Lonza Biologics, deep-dived into their experiences and industry insights offered through Intellect’s white paper in partnership with the ASEAN Human Development Organisation (AHDO) consisting of first-part data from hundreds of HR professionals across the region on emerging mental health trends and more.
The session kickstarted with leaders sharing poignant personal experiences involving colleagues who struggled with mental health issues. The sharing of these instances underlined the importance of providing adequate support and resources to employees facing similar challenges. The emphasis was that addressing mental health is not only a business necessity but also a moral imperative.
Some key insights from the roundtables:
Challenges in Diagnosis and Supporting Mental Health in the Workplace
The discussion moved forward with leaders highlighting the complexities involved in diagnosing and supporting employees with mental health issues. These challenges are compounded by the need for due diligence, particularly in ensuring that business, employee, and legal perspectives are balanced within the organisational ecosystem.
Effective mental health support requires a comprehensive approach that balances various organisational perspectives and involves careful diagnosis and ongoing support.
Addressing critical links of work performance to Mental Health
The attendees emphasised the critical link between mental health and work performance, particularly in addressing issues of underperformance. The discussion pointed out that leaders need to understand employee expectations following mental health challenges to provide effective support. Referring to the Intellect whitepaper, the attendees noted that over 50% of companies train their leaders on the topics of workplace well-being.
The key takeaway from this discussion was that addressing mental health can significantly improve work performance, and leaders when trained properly, can play a crucial role in understanding and meeting employee needs post-challenge.
Building Resilience and Enhancing Well-being in the Workplace
The discussion pivoted to creating a growth mindset among employees and leaders. Organisations that foster a high growth mindset among employees tend to exhibit higher resilience and better overall mental health. It is prudent to create a holistic approach to employee well-being, including policy changes and manager training, as well as specific programs for neurodivergent candidates.
A growth mindset and strong manager support are pivotal in building resilient, healthy workplaces, with tailored programs enhancing inclusivity and support.
Overcoming Mental Health Stigma to Implementing Effective Wellness Programs
The mental health stigma remains a significant barrier despite the modern world of work particularly in cultures where such discussions are still taboo. Language and cultural sensitivity in employee education is vital to overcoming these barriers. It is also necessary to embed mental health into organisational culture, starting with leadership. Overcoming mental health stigma requires culturally sensitive education and the development of mental health initiatives into the core organisational culture.
Though the need to embed initiatives is important, the attendees also discussed the challenges of implementing wellness programs in diverse workplaces. They emphasised the connection between employee lifecycle and organisational maturity, with effective programs needing to address cultural sensitivities and promote emotional wellness. Successful wellness programs require alignment with organisational maturity and cultural sensitivity, prioritising emotional wellness and inclusivity.
Metrics to Measure Mental Health and Well-being
In the modern work landscape, the metrics can help measure the impact of mental health initiatives. Through metrics like presenteeism and absenteeism and their impact on performance, organisations can aim to measure well-being through self-reported data and HR claims while linking employee well-being to long-term ROI and health outcomes.
Intellect platform’s user-friendly well-being dimensions are a good example of how metrics can enable organisations to keep track of their employee well-being and also take action whenever required. The attendees agreed keeping these exercises employee-friendly will be crucial for the initiatives’ fruition.
The attendees also shared the stories of inclusivity initiatives, such as partnering with organisations for people with disabilities. The key point that came up was highlighting the importance of empathy and diversity, particularly in the creative industry with internships for diverse talent and collaborations playing a key role in the assimilation of the workforce.
Reinventing Mental Health Discussions
The roundtable discussion provided invaluable insights into the multifaceted approach required to support employee mental health effectively. From personal experiences to strategic initiatives, the discussions highlighted the importance of a holistic, culturally sensitive approach to fostering a supportive workplace environment. By implementing these strategies, organisations can improve employee well-being, drive growth, and create a resilient, inclusive workplace culture. After all, the right kind of inclusive EX also involves the right kind of mental health initiatives!