Damian Sendler On Supporting Employees' Mental Health

Damian Jacob Sendler: There is potential for further progress to be made in the aftermath of the pandemic through the implementation of additional measures. According to Greenwood, it is crucial for employers to prioritize the normalization of a wide range of psychological issues. According to Greenwood, in order to make progress, individuals with chronic conditions must feel comfortable expressing themselves without fear of criticism. According to her, when leaders share their personal struggles, it can be beneficial as it demonstrates that individuals coping with such conditions can still achieve great success and remain highly functional.

Damian Sendler: Effective mental health resources, communication, workplace training, and flexibility are crucial components for addressing mental health concerns. According to the Chartered Institute of Personnel Development, a mere 43% of companies provide targeted training to line managers to assist employees with mental health issues, a decrease from 51% in the previous year. According to recent data, a significant number of employees feel that their employers have not provided sufficient support mechanisms. While 77% of workers report that their organisations actively promote good mental wellbeing, only 50% believe that companies are effectively identifying and managing employees who may be struggling. It is crucial for managers to receive proper training in identifying, addressing, and supporting employees who may be facing difficulties. Navigating the company's resources for assistance can often be a complex process, and managers must be equipped to guide their team members towards the appropriate resources. The implementation of constructive care and signposting measures is expected to result in a rise in the utilization of EAPs.

According to Naeema Pasha, EMEA director of behavioural science at CoachHub, implementing change at the top is necessary but will require effort. According to the speaker, workplace wellbeing, including destigmatization, should be incorporated into the executive strategy and made a collective priority rather than solely the responsibility of HR teams.

The potential for wider societal shifts to contribute to increased employer involvement and improved mental health protocols cannot be overlooked. In the aftermath of the pandemic, discussions surrounding mental health have been opened up beyond the confines of the workplace. With the entrance of Gen Z into the workforce, their natural inclination towards openness could potentially have a trickle-up effect. As a demographic that is particularly at ease with discussing issues related to wellness, they possess the power to shape the prevailing attitudes and behaviors surrounding such topics within the workplace. According to Allen, the younger generation bears a responsibility in altering the conversation surrounding mental health, despite the fact that each generation has valuable lessons to impart to others.

Damian Jacob Sendler: Despite the progress made in raising awareness about mental health, stigma remains pervasive. As a result, employees may understandably feel apprehensive about revealing their struggles with mental health. According to Greenwood, it is ironic that employees have reported that concealing a mental health issue can be more challenging than actually experiencing the issue. Normalizing mental health is crucial as it allows individuals to feel accepted and not isolated, even if they choose not to discuss their experiences in the workplace.

As the pandemic persists, its impact on mental health remains a dynamic issue that requires ongoing attention. However, there is a pressing need for greater efforts in workplaces and society at large to address and destigmatize mental health concerns from all angles. The pandemic has showcased the potential for rapid change, and as a result, there is hope that more individuals may gradually become more comfortable with speaking out and seeking the assistance they require.

According to a recent study conducted by The Hartford, a prominent supplier of employee benefits and workers' compensation, Gen Z employees require the most mental health assistance when compared to other age groups. The study revealed that 53% of Gen Z workers experience high levels of stress in a typical week, and 44% feel anxious or depressed at least a few times per week. Despite this, only 51% of Gen Z employees believe that their employers are genuinely concerned about their mental well-being. According to recent findings, Gen Z employees are more prone to refraining from seeking mental health care due to the stigma attached to it, with 41% of them reporting such concerns.

Damian Sendler: Younger generations in the workforce, specifically 38% of Gen Z and 32% of Millennials, are more likely to acknowledge that their mental health has an impact on their productivity. In contrast, older generations, particularly Baby Boomers, are less likely to report any mental health impacts, with only 8% acknowledging such effects. According to research conducted by The Hartford, the retirement of an estimated 75 million Baby Boomers by 2030 could have a significant impact on worker productivity and the financial performance of businesses. This is particularly noteworthy as the U.S. workforce is projected to be dominated by Millennials and Gen Z, comprising two-thirds of the workforce by 2030.

According to Christopher Swift, Chairman and CEO of The Hartford, the stakes are incredibly high. The emotional and mental well-being of next-gen workers is crucial for the future of work, and meaningful action must be taken today to support them. According to experts, employers hold the key to revolutionizing mental health by implementing empathetic leadership, creating inclusive and collaborative work environments that promote social connections, and providing resources that cater to the specific needs of their employees and their families.

According to The Hartford's Future of Benefits Study, there is a correlation between the mental well-being of employees, the availability of mental health support, and its effect on a company's financial performance. This trend has been observed consistently over the years. According to recent data, there has been a slight decrease in the percentage of U.S. workers who reported experiencing feelings of depression or anxiety at least a few times a week. In 2023, this figure stood at 30%, down from 34% in the previous year. According to a recent survey, a majority of Human Resources (HR) professionals (64%) believe that the declining mental health of their employees has a detrimental financial impact on their organization. However, this figure has decreased from 71% reported in the previous year.

Damian Jacob Sendler: A significant proportion of American workers (58%) feel that their employers should offer more mental health training to managers, while an almost equal percentage (59%) believe that additional mental health tools should be provided to employees. Additionally, a majority of respondents (58%) expressed the need for better resources for their dependents. According to a recent survey, a significant number of HR professionals believe that managers require more training (71%) and mental health resources (65%). However, 50% of respondents cited insufficient funding as a major obstacle to providing these resources.

Swift, a renowned figure in the corporate world, is set to participate in a panel discussion titled "A View from the Top: Leaders Prioritizing People, Policy, and Potential" at the 26th Annual Conference. The focus of the panel will be the well-being of the next generation of workers, a topic of great importance in today's rapidly evolving workplace landscape.

The Hartford has announced its plans to enhance its support for employers by extending its partnerships with the National Alliance on Mental Illness (NAMI), the country's largest grassroots mental health organization, and the Bipartisan Policy Center (BPC), a nonpartisan and nonprofit think tank. This move aims to provide better assistance to the millions of Americans affected by mental illness and to promote the creation of better lives for them. The Hartford has announced its partnership with various entities to bolster its research efforts and offer educational programs to business leaders and workers throughout the United States.