Research conducted by Deloitte found that poor mental health costs UK employers an estimated £45 billion each year, this is a 16% increase since 2017. The report highlighted that although absenteeism rates have reduced in the past 4-years, the cost of presenteeism had risen (where individuals choose to attend work despite poor mental health but are unproductive at work). One contributing factor suggested was the growing increase of leaveism, meaning that employees are ‘always on’, this was exacerbated during the Covid pandemic.
How does spending on mental health benefits everyone?
A positive case for investment in mental health by employers, finding show an average return of £5 for every £1 spent (Deloitte). FTSE 100 companies that prioritise employee engagement and wellbeing outperform the rest of the FTSE 100 by 10 per cent. There is also enhanced morale, loyalty, commitment, innovation, productivity, and profitability. Open and supportive workplaces benefit everyone – employees, employers, and the bottom line (Mind).
What is Mental Health?
Mental health is defined by the WHO as a state of mental and psychological wellbeing in which every individual realises their own potential and can cope with the normal stresses of life, can work productively and fruitfully, and is able to contribute to their community. Mental health is determined by a range of socioeconomic, biological, and environmental factors
But what can employers do?
41% of employees have experienced mental health symptoms caused, or worsened, by work last year (BITC.org). Here are a few ways to support your employee mental health at your organisation:
Mental health support needs to be part of the core of the organisation, it needs to drive positive culture. This could include:
Demonstrate senior ownership and drive board-level accountability, underpinned by a clear governance structure for reporting. Continually review organisational policies, procedures, and work processes to ensure they are supporting your employees.
Train your line managers in spotting and supporting all aspects of mental health in the workplace and include regular refresher training.
Identify and track key measures for internal and external reporting, be open and transparent with the results.
Include mental health training at all stages of employment e.g., make it part of your induction, ensure staff are given information on how mental health is managed and what support is available.
Get employees involved, introduce menta health champions, and promote the views of employees across the organisation, specifically exploring feedback from people with mental health problems.
Mental health awareness needs to be continually promoted. Proactively change the way people think and act about mental health by increasing awareness and challenging mental health stigma.
Be proactive in mental health training, increase mental health literacy of all staff and provide opportunities for staff to learn about how to manage their own mental health. Ensure all staff are suitably prepared and educated to have effective conversations about mental health.
Provide individual support for staff who are experiencing mental health problems. One size does not fit all when dealing with causes and support for mental health problems. Having an array of solutions is key to providing the right support.
If you would like more information and/or a free organisational consultation, contact David on +44 7859 963571 or email sales@executivescience.co.uk
Executive Science works with organisations to develop and embed a wellbeing strategy that is beneficial for both the organisation and their people. For more information, contact us.
