Employee well-being at risk: 47 per cent report struggles due to work-related stress

Despite the havoc wreaked by the Covid-19 pandemic, there's an element of silver lining to it. It has brought to the fore the disparities in the impact of mental health issues on specific demographics, including ethnic minorities, teenagers and young adults.

According to the survey ‘Mental health and well-being in the workplace' conducted by Deloitte, approximately 47 per cent of the professionals interviewed - identified workplace-related stress as the primary factor impacting their mental well-being followed by financial dissatisfaction.

Additionally, the report ‘Future of Happiness: Gen Z at the Workplace' brings to light that a mere 59 per cent of Gen Z employees report satisfaction with their workplace. The discontent amongst the rest is driving many of them to quit their jobs, as per the report. In fact, 17 per cent of Gen Z workers are currently mulling over the idea of resigning, a figure that stands 10 per cent higher than that of other generations.

Mental health issues encompass a broad spectrum, with varying levels of manageability. Whether an individual is grappling with anxiety, depression or any other mental health challenge, it's a shared experience that many encounter in their professional journey at some point.

During such times, it becomes essential for employees to receive support from their supervisors, rather than being neglected or having their difficulties enhanced by mismanagement. In order to unravel the complexities surrounding mental well-being and promoting employee wellness, mental health experts list down common challenges and share effective strategies with Mid-day.

Factors contributing to mental health challenges
Stress is a prevalent issue at workplaces stemming from heavy workloads, pressures and tight deadlines. It can significantly impact both the physical and mental well-being of an individual. Dr Ayushi Shukla, a psychiatrist working with SRV Hospitals in Mumbai informs that anxiety, depression and burnout are consequences of prolonged stress and overwork leading to emotional exhaustion.

The other most common mental health challenge for an employee is bullying and harassment at the workplace. This has severe psychological consequences for those experiencing them. Feelings of isolation or lack of support in the workplace contribute to loneliness and depression. Some employees might resort to substance abuse as a coping mechanism, leading to addiction and exacerbating mental health challenges.

The conversation around mental health in the workplace gained momentum especially during and post-Covid-19, reaffirms the mental health expert Ishani Roy who is the founder of Serein. "In our experience as the workplace shrunk to being restricted at home, being away from social interactions coupled with loss and grief took a toll on most people."

Ishani Roy, Founder of Serein, India's first DEI SaaS startup

Currently, as most employees have come back to work, there are still challenges remaining. Managing a hybrid workplace, challenges and stress of uncertain times as well as being away from colleagues is a common factor contributing to workplace anxiety, opines Roy.

Additionally, racial differences can act as a workplace stressor for some individuals, particularly those from diverse ethnic or regional backgrounds. The country's rich diversity is marked by cultural differences which can occasionally lead to misunderstandings or biases. Stereotyping, discrimination, and unconscious biases can create a hostile environment for individuals who are perceived as being different due to their race or ethnicity.

Furthermore, senior leadership and management have not been immune to workplace anxiety, as they have faced a unique set of challenges in recent times. The current economic conditions, marked by unpredictability and adversity, have made achieving business goals increasingly challenging. Moreover, the shift towards managing hybrid teams, comprising both in-person and remote workers, introduces a new layer of emotional stress for managers, shares Roy.

These individuals bear the significant responsibility of steering their organisations through the highly uncertain landscape that has emerged in the wake of the Covid-19 pandemic. They have had to make critical decisions and adapt to rapidly changing circumstances, often with far-reaching consequences for their companies and employees. The pressures of managing these transitions and the associated emotional toll can contribute to workplace anxiety.

Identifying mental health issues in the workplace
Identifying mental health issues in a diverse and multicultural workforce requires a multifaceted approach that acknowledges and respects the unique needs and challenges of different individuals. Mental health experts share effective strategies for the same:

Cultural sensitivity and awareness: Begin by fostering cultural sensitivity and awareness among all employees and management. Training programs that educate the workforce about different cultural norms, beliefs and stigmas related to mental health can help reduce biases and increase empathy. Encourage open dialogues about cultural differences and the impact of these differences on mental well-being.

Multilingual support: Recognise that employees from diverse backgrounds may feel more comfortable discussing their mental health concerns in their native language. Provide access to multilingual mental health resources, hotlines and support services. This ensures that employees can communicate their issues effectively and receive the help they need, regardless of language barriers.

Inclusive communication: Create a workplace culture that encourages open and non-judgmental communication about mental health. Encourage employees to share their concerns and provide multiple channels for reporting issues, including anonymous reporting options, to reduce stigma.

Training for managers: Train managers to recognise signs of mental health issues, regardless of cultural background. They should be equipped to have supportive conversations, offer resources, and accommodate individual needs based on cultural preferences.

Employee resource groups: Establish or support employee resource groups that focus on mental health and well-being within specific cultural or ethnic communities. These groups can provide a safe space for employees to discuss shared concerns and offer culturally sensitive support.

Tailoring mental health programs as per employees

Roy shares programs that can be installed at the workplace to enhance the well-being of employees and leadership:

A. Programs for employees
Employees and individual contributors as well as managers can seek tailored interventions through these steps:

1. Policies around mental health initiatives, for instance, mental health leave can be a part of sick leave under company policy.
2. Availability of qualified and verified mental health practitioners and making contact information available for employees to reach out to (we do not recommend anonymous platforms).
3. Awareness programs by experts talking about physical, mental, emotional and workplace health can make sure that employees identify when they need to seek help and reach out to management, HR or mental health practitioners at the right time. This can help in reducing attrition and improve well-being at work.

B. Programs for managers and leadership
Mental health initiatives for managers should be designed with two two-fold impact in mind:

1. Strategies for managers to recognise if their team members are suffering from any mental health issues. Managers can also be equipped with communication strategies on how to empathetically speak to team members. This enables a more supportive environment and builds a more resilient team.

2. Secondly, it's also important for leaders to recognise their own mental health challenges. Awareness programs by experts can help them identify their own tipping points. Managers should also be encouraged to take the help of mental health practitioners in order to be more productive and lead teams without burning out.

Additionally, companies can provide flexibility in work hours and remote work options to accommodate various needs, such as parents, caregivers or individuals dealing with specific mental health challenges, shares Shukla.

Dr Ayushi Shukla, Consultant - Psychiatrist, SRV Hospitals

Evolving workplace dynamics to be more inclusive
Promoting workplace inclusivity is crucial for fostering a diverse and equitable environment. Here's how organisations can achieve this:

Think beyond gender
Expand diversity efforts beyond gender. Consider individuals from various underrepresented groups, including those with different cultural backgrounds, ethnicities, races, languages and more. Embrace a holistic approach to diversity that values the unique perspectives and experiences of all employees.

Recognise inclusivity as a business ROI
Understand that inclusivity is not just a moral imperative but a smart business decision. An inclusive culture can contribute to higher employee retention rates. When employees feel valued and included, they are more likely to stay with the organisation, reducing attrition and contributing to the company's success.

Measure impact
Continuously assess the effectiveness of inclusivity initiatives by measuring employee retention and attrition rates. This data provides insights into the impact of diversity and inclusion efforts and helps in refining strategies.

Sustain conversations
Encourage ongoing dialogues about diversity and inclusion. Ensure that discussions extend beyond a one-time workshop or initiative. Conduct regular training sessions, open forums and employee resource groups to keep the conversation alive and the organisation's culture evolving.

Enforce anti-discrimination policies
Establish and enforce strict anti-discrimination policies within the workplace. Provide mechanisms for reporting incidents and ensure that employees can voice their concerns without fear of retaliation. Creating a safe environment for employees to speak up is essential for building trust.

Celebrate diversity
Embrace and celebrate diverse cultural events and holidays within the organisation. This not only promotes cultural appreciation but also helps employees understand and respect different traditions and backgrounds, fostering a sense of unity and inclusion.