5 Employer Strategies For Promoting Mental Wellness In The Workplace
A study by Deloitte indicated that workplace stress contributes to around 80% of issues. Poor mental health among employees has significant consequences for both individuals and organisations. The Deloitte report also estimates that in India, it costs employers approximately $14 billion per year due to absenteeism, presenteeism, and attrition.
The above statistics highlight the pressing need for employers to prioritise mental wellness in the workplace. Let us look at five effective strategies that employers can implement to promote mental wellness among their workforce.
Develop empathetic leaders who have a mental health-first mindset
Leaders play an important role in determining the work environment. It is indispensable to cultivate empathetic leaders who make mental health and well-being a priority. These leaders should be trained and competent to identify signs of distress, create a safe space for open conversations, and encourage employees to seek support when in need. By fostering a sympathetic culture and an easily accessible support mechanism, employers can help combat the stigma associated with mental health issues and encourage early involvement.
Device a hybrid work model with flexible choices
The COVID-19 pandemic has fast-tracked the adoption of flexible work arrangements. Employers should deliberate implementing a hybrid work model that facilitates diverse, flexible working options. This could comprise job sharing, fully remote work, part-time work, leave sharing, and flexi-time. By offering flexibility, employers can help employees perfectly balance their personal and professional lives, lowering stress levels and improving overall mental well-being.
Make mental health and well-being a part of the workplace culture
Regardless of how robust a workplace health and well-being program is, its effectiveness depends on its integration into the company culture. It is not enough to have standalone initiatives; mental health should be embedded into every aspect of the organisation. This includes leader communications, new hire onboarding programs, leadership development training, and employee resource group (ERG) programs. By incorporating mental wellness as a core value, employers can create a supportive environment where employees feel comfortable discussing their mental health concerns.
Make wellness a priority and offer creative benefits
Employers should prioritise employee wellness and offer comprehensive health insurance plans. Additionally, they can consider innovative benefits such as gender reversal allowances, partner insurance coverage, and pride programs. To make wellness programs inclusive, employers should design initiatives that cater specifically to LGBTQ+ employees. This could involve providing resources, support groups, and education on LGBTQ+ issues. By creating a safe and inclusive space, employers can support the mental well-being of all employees.
Offer parental programs
Parental duties and responsibilities can impact an employee's mental health to a great extent. Employers should offer wide-ranging parental programs that support both mothers and fathers. This can include paternity leave, extended maternity programs, nanny allowances, on-site childcare facilities, and other initiatives that help employees manage their parental responsibilities successfully. By offering support to employees during this central phase of life, employers can help induce a more inclusive and mentally healthy work environment.
Wellness at work is a strategic investment and not a moral imperative anymore.
It is high time that employers prioritise mental wellness and create workplaces that promote the all-inclusive well-being of their workforce. Promoting mental wellness in the workplace should be a strategic investment and not only a moral imperative. By employing the aforementioned strategies, employers can encourage a supportive work environment, reduce mental health stigma, and improve overall employee well-being. When employees feel appreciated and supported, they are more likely to be engaged, productive, and committed to their organisations.
