Mental wellness is the state of being mentally healthy and resilient, able to cope with stress and challenges, and enjoy life. It is an essential component of overall well-being and quality of life. However, mental wellness is often neglected or overlooked in the workplace, where many factors can affect the mental health of employees, such as workload, deadlines, interpersonal conflicts, discrimination, lack of support, or uncertainty. According to a survey by the Institute of Mental Health (IMH) in 2016-2018, one in seven people in Singapore have experienced a mental disorder in their lifetime, up from one in eight in 2010. The most common mental disorders were major depressive disorder, alcohol abuse, and obsessive-compulsive disorder. The survey also found that only one-third of those with a mental disorder had sought professional help.
A major impact in Singapore
The impact of poor mental health on the workplace is significant. It can lead to reduced productivity, absenteeism, presenteeism, turnover, accidents, errors, or conflicts. A study by the World Health Organization (WHO) estimated that depression and anxiety cost the global economy US$ 1 trillion per year in lost productivity. In Singapore, the economic cost of mental disorders was estimated at S$ 3.1 billion in 2013, equivalent to 0.9% of the gross domestic product. On the other hand, investing in mental wellness at work can bring many benefits for both employers and employees. It can improve employee engagement, satisfaction, loyalty, creativity, innovation, and performance. It can also reduce health care costs, absenteeism, presenteeism, turnover, and legal risks. A study by Deloitte found that for every £1 spent by employers on mental health interventions, they get back £5 in reduced absenteeism, presenteeism, and staff turnover.
So how can employers promote and support mental wellness at work?
Here are some suggestions based on best practices and research:
- Create a culture of openness and support
- Encourage employees to talk about their mental health challenges without fear of stigma or discrimination
- Provide training for managers and co-workers on how to recognize and respond to signs of distress.
- Appoint mental wellness champions to raise awareness and organize activities
- Provide access to resources and services.
- Offer counseling benefits or apps, mental health first aid, crisis management skills, and self-care tips.
- Refer employees to external sources of help if needed.
- Partner with local mental health organizations or experts for guidance and collaboration. Address work-related stressors.
- Assess the psychosocial risks in the work environment, such as excessive workload, lack of control, poor communication, or harassment.
- Implement measures to prevent or reduce these risks, such as flexible work arrangements, clear expectations, feedback mechanisms, and conflict resolution policies.
- Support diversity, equity, and inclusion.
- Recognize the impact of racial trauma, discrimination, and exclusion on mental health.
- Provide culturally sensitive and responsive support for employees from different backgrounds and identities.
- Foster a sense of belonging and respect for all employees.
- Monitor and evaluate the outcomes.
- Collect data on the mental health status and needs of employees, as well as the effectiveness and impact of the interventions.
- Use the data to inform decision-making and improvement.
- Celebrate the successes and share the learnings.
Mental wellness at work is not only a moral duty but also a strategic advantage for employers who want to attract and retain talent, enhance performance and improve outcomes. By taking action to support their employees’ mental well-being, employers can create a happier, healthier and more productive workplace for everyone.
References: 1: Singapore Mental Health Study 2016 2: Mental health at work 3: Economic cost of mental disorders in Singapore 4: Mental health and employers: refreshing the case for investment
