This week, Rwanda joined the rest of the world to mark the 30th anniversary of World Mental Health Day, an international day designated by the World Health Organization (WHO) to pay attention to mental health at the individual and community level. Though the national celebrations are yet to take place, there were different activities locally and on social media focussing on the importance of the day themed “Make Mental Health and Wellbeing for All a Global Priority”. The day serves as a reminder that, after nearly three years, the social isolation, fear of disease and death, and strained socio-economic circumstances associated with the COVID-19 pandemic have contributed to an estimated 25% global rise in depression and anxiety. According to several studies, the workplace is one of the main places where our mental health can be at stake due to inherent pressures to deliver and also meet certain expectations. The pressure to lose the job, get demoted or reprimanded can lead to mental health challenges and fuel pre-existing ones to become even worse, according to WHO. A Health and Safety Executive (HSE) recent report published in the UK showed that mental health-related absence was found to be the most common cause of long-term sickness absence and other work-related challenges such as stress, anxiety and depression. The report identified stress, depression and anxiety to be responsible for 44 percent of work-related ill health and 54 percent over the past two years. The findings further show that employers can play a key role in minimizing this impact. It was further confirmed that the post-pandemic mental health crisis has hit alarming levels, with many people fearing losing their jobs and livelihoods. Experts found that the Covid-19 pandemic brought in a sense of fear and trepidation as companies struggled with revenues while those who didn’t lose their jobs had to do with pay cuts. Cost of living Among other pressures, workers are faced with the challenge of increased cost of living -from commodity prices to transport and other home-related costs. All these challenges pile pressure on workers and employees have the power to create an atmosphere of assurance to minimize the mental health challenges employees go through. The study further found that parents with children, especially babies, find themselves under constant pressure to measure up to expectations. In the aftermath of the pandemic, 43 percent of parents reported being more concerned about their future, which strains their mental health, yet these are issues that are never discussed at the workplace. What employers can do? Employers have the key to addressing these issues and it starts with leadership. Piling pressure on workers, shouting instructions and being a tough administrator can only escalate the situation. Employers must lend a listening ear and act humane before employees and most importantly, communicate effectively. It is advised that employers must understand that investing in employee mental health and making it a priority comes with immense benefits. According to the World Health Organization study, every dollar invested in mental health treatment returns $4 in improved health and productivity. One of the areas employers can look at is the health insurance scheme. Does your policy include mental health coverage? There are a number of other areas to consider from a mental health perspective, including time off policies and Employee Assistance Programs. Investing in policy planning and coverage resources can provide a solid baseline of support so any employees struggling with mental health issues can get the assistance they need. Employers can also proactively support mental health exercises at work that prevent burnout. Research done by Gallup showed that two-thirds of employees’ experience burnout. Providing support for mental health in the workplace can help reduce this statistic within your own organization. This may include encouraging employees to take time off or leave and recuperate. It may be time to consider adding mental health days or letting employees know that sick time can be used for more than just sick time. This is even more important if policies demand a doctor's note for an absence, for example, that could create additional challenges for employees who may be fearful of the stigma surrounding mental health issues. Last but not least, employers can create an environment where staff members feel empowered to speak up without fear of stigma and a blow to prospects of career progression. Giving them space to speak up and share experiences at the workplace is key for them to fit in and get the support they need. Ideally, the workplace is a place to feel happy and safe, not tormented and under pressure.
