Mental health in the work place: What can we do?

In the past few weeks, we had highlighted how different work environments may negatively affect our mental health. We covered the health, education and banking sectors as illustrative examples. And lastly, we focused on the unique challenges of women in the work place. To round up the series on mental health, this week explores what to do and how to improve mental health in the work place for everyone.

The major problems in most work environments stem from oppressive superiors; bullying, insults, humiliation and embarrassment; psychological, physical or sexual harassment; work overload; hostile and unfriendly environment; poor or irregular remunerationand rigid working hours and lack of consideration or flexibility for example – to pregnant or nursing mothers.

What can we do?

Talk about the problem: Suggest, if it does not currently exist, the introduction of a five to 10 minutes’ health talk during staff meetings. This is easy to justify, as everyone would like to get free health tips. Or share these articles for example, and stimulate discussions in your office.

Engage with your employers: Help Employers and the management staff to appreciate that it is to their benefit to invest in the emotional well-being of their staff. Happy and motivated staff are more productive and loyal. It is estimated that the lost productivity, due to depression and anxiety alone costs one trillion US dollars every year.

Be nice to each other: Encourage everyone to be nice and to have a warm and friendly office environment. When you are nice to each other, it stimulates the release of feel-good chemicals in the brain. These helps to lift your mood, makes you feel cared for and appreciated, and increases your alertness and motivation to work. Such a work environment is one you would look forward to every day.

Mentor junior colleagues: It was clear from the scenarios utilised previously that in every work environment – regardless of whether it was in hospitals or the educational sector, senior colleagues often come across as harsh and intolerant bullies to their younger colleagues. Sometimes, you find an adult so completely shattered by how harshly he or she has been dealt with by a superior at work, that they simply break down and weep. We should be more humane and considerate – even while correcting mistakes.

Equity and justice as guiding principles: Equality, is a concept that is very different from equity. Equality implies giving to A exactly what has been given to B. But B may not be in need of what was given to A, or A may actually require say 80 per cent while B genuinely requires only 20 per cent. Allocating according to need is equity. For example, it is clear that a pregnant woman who has just put to bed is certainly in greater need of time to recuperate and nurse the new born baby for a while, than the father. Thus, it is equitable for women to have a long maternity leave. The same principle also applies with respect to looking after sick children or doing school runs. But these should not be abused. Where abuses occur, then justice should be meted out.

Reduce stigma and discrimination: Many people with a diagnosis of mental health challenges are too ashamed and embarrassed to come out. For fear that people will laugh at them, dismiss them as lazy or no longer consider them worthy of any responsibility.

Provide a supportive and enabling environment for people to feel safe to share their health challenges – knowing they will receive support and understanding.

Stop workplace harassment and bullying: The organisation should have zero tolerance for work place bullies who psychologically terrorise other workers, or engage in physical or sexual harassment in the work place. Their punishment should be decisive.

Appreciate and reward loyalty and hard work: There is a lot of satisfaction in being appreciated and rewarded for hard work. Even if it is a small ceremony at the end of each month, quarter or year; simple words of appreciation for outstanding staff and some reward will go a long way to help them feel appreciated and valued.

Flexible working hours: In many countries across the world, there is increasing recognition that you don’t have to come to the office from 8am  to 4 pm every week day to be productive. So, in some companies and organisations, staff can negotiate days to work from home, or agree to work half days, or some days in a week, in order to have time for other things such as looking after a child with disability at home; or to accommodate picking the children from school. This is particularly helpful for working mother with very young children. This way, they don’t have to resign and they can continue to be productive and earn an income while still having time for their children.