Mental health in the workplace is surrounded by misconceptions and stigma. If an employee has a mental health problem, very often these employees will remain silent from the fear of being exposed and concern about what their colleagues will think of them. In the majority of cases, their colleagues will most likely not even recognise that they are struggling with symptoms. Mental health problems can include bipolar disorder, depression, obsessive-compulsive disorder (OCD), post-traumatic stress disorder (PTSD), and schizophrenia.
We sat down with Michelle Leung, VP HR, International Markets, Cigna, to discuss the findings of Cigna’s 360o Well-being Survey.
Q.1 What is the importance of mental health in the workplace?
For many of us, work is a major part of our lives. It’s where we obtain our income, spend most of our time, and often where we have significant social interaction and make friends. Having a fulfilling job can be good for mental health and general well-being. It’s also good for employers, as healthy employees are more productive employees.
However, according to the 2018 Cigna 360o Well-Being Survey, stress is a major workplace health issue. Some 15% of workers said they are unable to manage stress, with millennials in the workplace viewing themselves as least able to cope. Those who said they are unable to manage stress are less physically fit, less sociable and more likely to seek professional help and be prescribed medication.
Q.2 Where can organisations begin when addressing workplace mental health issues?
The workplace plays a critical role in health, wellness and planning for a secure future. According to the 2018 Cigna 360o Well-Being Survey, the year’s Workplace Well-Being Index increased from 67.5 to 69.1 points during 2017. People have an increasingly positive outlook towards their workplace wellness and recognise the value of work-life balance. However, stress remains the biggest workplace issue, so it’s important for employers to pay attention to the issue of mental health in the workplace.
Employees with good mental health are more likely to be productive and engaged in the company’s mission. On the other hand, the impact of employees suffering from stress and mental health issues can be felt at many levels.
It is vital that employers – like the rest of society – remove the stigma associated with mental illness by addressing and opening up dialogue on the topic. Employers are in a position to offer support and tools for employees without intruding on their privacy. For example, they can provide training to employees on mental health awareness and how to manage their own mental health. More formalised would be an Employee Assistance Program (EAP), which combines face-to-face care, telephone advice and online help for employees and their families dealing with physical illness, as well as stress-related and emotional pressures that may limit their effectiveness on the job.
Q.3 There seems to be a stigma surrounding mental health in APAC, how can HR encourage staff and senior management to buy-in to addressing psychological health and safety?
Awareness of mental health is increasing, but we still live in a world where some people with mental health problems face discrimination and have challenges getting the help they need. Asia has a work culture of particularly competitive and long hours and there is a significant stigma associated with mental illness. This means mental health issues have been largely ignored in the past.
According to the 2018 Cigna 360o Well-Being Survey, more than 50% of employees said they do not receive company support in dealing with stress and do not have a formal workplace wellness program in place. Yet, stress management has become the number one employee insurance benefit request, over traditional basics like dental and vision care benefits.
For employers, stress management is a huge opportunity to address productivity and attract and retain talent. In fact, when asked about workplace wellness programs, 68% of people said they are important in choosing between two potential employers, and this rises to 73% for millennials. Facts like these make the need for workplace wellness programs compelling to all levels of staff.
Q.4 How can HR ensure they create a nurturing and supportive workplace that fosters employee well-being?
By addressing and opening up discussion about mental well-being in the workplace, we can offer the support employees need without intruding on their privacy; and create a more positive and productive work environment.
Working in a supportive, non-critical team is hugely important. There are simple ways we can help each other—reminding ourselves to take regular breaks from work—particularly to ‘detox’ away from our computer screens when possible. Taking a walk during lunch or doing a class can have a tremendous benefit.
On a more formal level, companies can set up an Employee Assistance Program (EAP), which combine face-to-face care, telephone advice and online help for employees and their families dealing with physical illness, as well as stress-related and emotional pressures which may limit their effectiveness on the job.
At Cigna, we have just moved our international headquarters in Hong Kong to another floor in the same building. We saw this as an exciting opportunity to rethink some of our working practices. For example, we have incorporated a quiet room into the new design, where people can go for some ‘me time.’ We’ve also kicked off an official “work from home when practical” policy. This means when employees need a break after travelling on business or have personal activities to attend to, maybe involving children or parents, they can work from home without feeling guilty or causing inconvenience to colleagues.
Q.5 How can employees be encouraged to speak up about mental health at work?
Clearly, we need to open up the discussion about mental well-being in the workplace, so we can create a positive and productive work environment and a place where employees can talk to their managers about mental health issues and stress.
Not everyone wants to talk to their manager or even to an external therapist. This is why, as part of their formal wellness programmes; some organisations have introduced online employee therapy services for mild to moderate anxiety and depression. Employees who are reluctant or unable to meet a therapist or even make a telephone call, can still have access to online guidance and get some of the help they need.
Q.6 How can HR measure the mental health of employees?
Understanding mental health issues is profoundly important for those of us working in HR. For example, as part of our own mental health wellness programs, Cigna provides training to employees on mental health awareness and how to manage their own mental health.
We also include specific questions in our annual employee engagement surveys to collect insights on the perceived stress level of our workforce and causes of their stress, so that we can offer appropriate support.
Q.7 If an employee discloses a mental health issue, how can HR prepare themselves, the employee and the organisation to support them in their job or role?
Not everyone wants to talk to a mental health professional. A way companies can support their employees is by setting up an Employee Assistance Program (EAP). EAPs mix face-to-face care, telephone advice and online help for people dealing with physical illness, plus stress-related and emotional pressures which may limit their effectiveness on the job. EAPs are not just for employees, but also for their families.
Q.8 What are the benefits to an organisation of ensuring good mental health among its workforce?
Having a fulfilling job can be good for mental health and general well-being of an employee. And, of course, it’s good for employers, as healthy employees are more productive employees.
Q.9 What steps have been taken at Cigna to ensure the mental health of employees?
Healthy Life is Cigna’s global health and wellness strategy for our employees. It is our way of applying Cigna’s mission to ourselves. Here are just a few examples:
- As you would expect, Cigna has its own Employee Assistance Program (EAP), which combines face-to-face care, telephone and online help for employees and their families dealing with physical illness, as well as stress-related and emotional pressures that may limit their effectiveness on the job.
- Cigna dedicated the first three months of 2018 to raising awareness to mental health. For example, we held seminars and discussions on various topics such as dealing with different personalities; coping with change and building resilience.
- We include specific questions in our annual employee engagement surveys to collect insights on the perceived causes of stress, so that we can offer appropriate support.
In closing, Michelle said, “I hope that all employers can become aware of the importance of raising awareness about mental health in the workplace. By addressing and opening up discussion about mental well-being in the office, all companies - whatever their size and industry - can create a culture that offers the support that employee’s need, without intruding upon their privacy. The benefits will be felt by both employees and employer alike—creating a better and healthier working environment.
Michelle Leung is the Head of HR for Cigna International Markets and has over 20 years of international business and HR experience. Prior to joining Cigna in June 2011, Michelle spent 10 years at Goldman Sachs Asia holding a variety of roles. The last one being Asia Head of Wellness and Global Ventures.
Paul Arkwright
Publisher
