Why firms need workplace programmes on mental health BY NG’ANG’A GICUMBI The recent findings by a South Africa-based research organization that nearly two thirds of corporations in Africa have no mental wellness programmes in the workplace, are startling to say the least. In many workplace in Kenya, it is common to ‘understand’ when people are absent from work because they have disease like malaria, typhoid, diabetes or even cancer. The affected person will receive all manner of get-well –soon messages, and as a result, feel part of a team, and that their contribution are appreciated and valued. But what happens when employees are taken ill due to depression, anxiety or some other mental disorder contributed to by workplace or non-workplace stressors? Nobody wants to understand their tribulations because these are strange illness beyond ‘understanding’. Get well messages? Those are a pipe dream. What the unfortunate fellow gets is the all-knowing look that seems to shout, “You’re crazy!” With such pejorative characterization, victims tend to become more confused, pained, stigmatized and lonely until they resign or retire from their present work stations. Since every worker fears being labelled “mad” as this could become a career ending title, they choose to play it safe by locking themselves in the comfort of introversion. CONVENT MASK It is all too common to castigate absenteeism as a loss to the company and to present it as role models employee who hardly take their mandatory leave. Such workers give the impression that their life is synonymous with the organization. But clever owners of industry know that such employees are equally if not dangerous to the ultimate wellbeing of their organizations, as they undermine the company from within. Such ‘presenteeism’ –the practice of coming to work despite illness-maybe convenient mask for a potent mental condition that requires urgent attention lest it spirals into something dangerous for those to the person, either at workplace or at home. There is evidence that promotion, prevention and early intervention targeted at workers regarding mental health can produce significant benefits. Programmes that help affected employees access treatment early or help them stay out of hospital can be very cost effective. Human resources departments need to be empowered to actively raise awareness of mental health problems, decrease associated stigma, encourage early intervention and implement prevention initiatives to help minimize their impact on work teams and organizations. While most for-profit organizations encourage worker-to-worker competition, itself a good thing as it boosts an employee’s overall income levels, there is need to safeguard the overall longevity of the company by encouraging a ‘family’ spirit. Hence, simple, “How are you feeling today” inquiries that are devoid of malicious intent should be fostered. ANXIETY DISOERDERS Ultimately, workplace mental health programmes to increase the knowledge and skills of staff and managers to address mental health mental health challenges should utilize an evidence-based approach and focus on: help employees recognize colleagues who may be experiencing depression, stress, anxiety disorders, and associated mental challenges; learning to support workmates obtain help; and developing good management strategies to reduce stigmatization. The benefits to individuals and organizations will help propel them to profitable sanity. They would enjoy increased awareness and understanding of mental health problems at the workplace. Improved attitudes towards affected co-workers, and greater understanding of managers’ responsibilities to staff as regard to mental health concerns. The writer is a researcher in mental health [email protected]
Posted on: Tue, 04 Nov 2014 08:42:30 +0000
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