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Mental Wellness in the Workplace: Assigning Responsibility
5 min | Louisa Benedicto | Article | Managing a team Workforce management
Fewer than 50% of professionals regard their mental health and well-being as “positive”. This alarming statistic revealed by the Hays Barometer Report, underscores a significant disconnect in the employer-employee relationship. There exists a disparity between the level of support employers claim to provide and what employees perceive or feel they receive. As 72% of organizations have increased their focus on mental health and well-being, only 26% of professionals can agree with said statement.
The report's findings highlight an urgent need for action to address the escalating mental health issues. Now the question is, who should be held accountable for the mental health and well-being of employees?
The economic landscape in the United States, characterized by rising inflation and geopolitical tensions, significantly influences employee health and well-being. High inflation rates, reaching a four-decade peak at 9.1%, have intensified financial stress and uncertainty. This economic strain is reflected in the mental health of American workers, a study revealing that 87% of Americans are anxious about inflation.
In today’s climate, there is an expectation for leaders to actively support and assume responsibility for their team’s mental health. According to a survey, 91% of participants believe it’s the employer’s duty to support their employees’ mental well-being.
Echoing this sentiment, 94% of employers in our Barometer study recognize their role, with the majority acknowledging a ‘significant’ or ‘moderate’ level of responsibility for their employees’ well-being.
Employers play a pivotal role in promoting and sustaining mental health in the workplace. The benefits of your efforts are clear; employees who feel supported and content are more likely to:
A workforce that is resilient and capable of managing stress can consistently deliver their best performance, regardless of circumstances.
What’s more, mental health and wellbeing support remains an important benefit consideration that will resonate with employees.
Therefore, attracting and retaining top talent will involve more than a traditional benefits package. Professionals have reassessed what’s important in their personal life. Now, physical and mental health priorities have come to the fore. Being honest about the mental health support you offer is crucial if you are to attract and retain your staff.
Employees hold a significant share in creating a positive and healthy work environment. Employees need to prioritize their own physical and mental well-being, as work is a substantial part of life. However, work can sometimes be a source of stress and disrupt the delicate equilibrium of work-life balance.
To complement the mental health efforts put forth by employers, it is crucial for employees to:
Proactively managing one’s mental health at work is not only beneficial for personal well-being but also instrumental in fostering career growth and achieving a harmonious work-life balance.
The Hays Salary Guide offers insights into the key drivers shaping the world of work, including where employees’ mental health and well-being currently stands. Download your copy here.
Alternatively, further guidance from our experts include how to deal with burnout in the workplace and the importance of work-life balance over salary.
Louisa Benedicto SVP, Diversity, Equity & Inclusion – Americas
Louisa is Senior Vice President of Diversity, Equity, and Inclusion (DE&I), Corporate Social Responsibility, and Sustainability at Hays – covering the Americas region including Canada, the U.S., and Latin American Countries. She specializes in DE&I, enabling our clients to implement best practices that ensure everyone gets a fair opportunity in the recruitment process.
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