Why more investment is a rising need

Arif (pseudonym), a 28-year-old banker, has been grappling with severe workplace stress since joining a private bank a year ago. The relentless pressure to meet company targets has taken a toll on his concentration, sleep, and appetite, leading to noticeable weight loss. His inability to consistently meet these targets has drawn criticism from his superiors, further escalating the pressure. Arif's fear due to his perceived underperformance, coupled with social isolation from his colleagues, exacerbated his stress. The situation worsened by frequent demands to work beyond office hours, resulting in persistent headaches. Although he faces no pressure from his family, Arif remains deeply worried about his career prospects. So, could we do anything to support Arif to improve his mental health status?

Let me tell you another story. Mamun (pseudonym), 23-year-old day labourer, went abroad on a work permit, faced overwhelming stress at his job, ultimately forcing him to take leave and return home. The continuous push to work harder and meet targets, often delivered harshly, led to severe sleep deprivation, life frustration, and fatigue. Despite these challenges, he continued supporting his family. The stress affected his health, causing breathing difficulties, and diminishing his interest in work. He received a provisional diagnosis of stress and anxiety from psychologists while he sought care for his mental health. They provided counselling, taught him coping strategies, and instructed him on breathing exercises to manage his symptoms. With time, Mamun could regulate his stress and anxieties better than before.

Although I am using pseudonyms, the incidents are real. Arif and Mamun both visited well-being centres at a public health facility, and expressed their stress and trauma out of workplace pressure. Well-being centre is an initiative by the Non-Communicable Disease Control (NCDC) Programme of the Government of Bangladesh with technical support from icddr,b and additional funding from Global Affairs Canada (GAC). These centres are cosy and nicely decorated corners at the facility which aim to implement tele-mental health support in public health facilities. People can come to seek virtual mental health care from trained psychologists and psychiatrists. But, before seeking mental health support, should we not invest more on creating a workplace environment where employees would be more content?

According to the recent World Health Organization (WHO) data, 15 per cent of working-age adults were estimated to have a mental disorder. Globally, depression and anxiety result in the loss of approximately 12 billion working days annually, costing the global economy an estimated US$ 1.0 trillion each year in lost productivity. The burden is equally mounting in Bangladesh. WHO reported in 2019 one in five adults had exhibited a mental health disorder in Bangladesh undertaking a nationally representative survey. Acknowledging this growing need, the theme for World Mental Health Day 2024 is "It is Time to Prioritise Mental Health in the Workplace".

In today's fast-paced work environment, adverse working conditions, such as discrimination, inequality, excessive workloads, low job control, and job insecurity, can significantly jeopardise mental health. The pressure to meet deadlines and achieve targets often leads to long hours and burnout, leaving little room for personal time or relaxation. Furthermore, the struggle to maintain a healthy work-life balance is a pervasive issue, as many workers find it challenging to juggle professional responsibilities with personal and family commitments. Addressing these stressors is crucial not only for the well-being of employees but also for the productivity and success of organisations.

While mental health issues in the workplace are increasingly recognised by organisations and policymakers, there is still lack of clarity regarding which interventions are effective in preventing these problems and their related organisational impacts. A recent 2022 review paper looked at the role of mental health on workplace productivity. There is clear evidence that poor mental health, primarily measured as depression and anxiety, is linked to reduced productivity through both absenteeism and presenteeism. Another review published in 2019 reported that workplace psychological interventions, particularly those utilising e-health and cognitive behavioural therapy techniques, have a small but positive effect on preventing mental health disorders. All reviews suggested further research to understand the effectiveness of the context-specific interventions for workplace mental well-being.

WHO suggests an action plan for mental health at work for improving mental health at work. It recommends effective measures to prevent mental health risks in the workplace, protect and promote mental well-being, support employees with mental health conditions and create an enabling environment for change. Preventing workplace mental health conditions involves managing psychosocial risks. Employers should implement organisational interventions to improve working conditions, such as offering flexible work arrangements and addressing workplace bullying and incivility. Protecting and promoting mental health at work involves enhancing the ability to recognise and address mental health conditions, especially for managers. The WHO recommends training managers to identify and support employees in distress, fostering open communication and understanding job stressors. Additionally, training workers in mental health literacy can reduce stigma, while interventions like psychosocial support and physical activities help individuals manage stress and mental health symptoms. Next, there should be a supportive environment for the people with mental health conditions to participate in and thrive at work. Flexible working hours may allow employees to balance their professional and personal lives more effectively, reducing stress and burnout. Offering mental health days gives employees the opportunity to take time off to focus on their well-being without stigma. Lastly, governments and employers can improve mental health at work by creating an enabling environment through strengthened leadership, investment, rights, sector integration, worker participation, evidence-based interventions, and compliance with laws.

Several challenges and barriers can be faced in undertaking mental health actions in the workplace. One major obstacle is the stigma surrounding mental health, which can prevent employees from seeking help or participating in programmes. Additionally, there may be a lack of awareness or understanding among management about the importance of mental health initiatives, leading to insufficient support and resources. Financial constraints can also limit the ability to implement such interventions. Also, integrating these programmes into existing workplace structures and ensuring they are accessible to all employees can be complex. Overcoming these barriers requires a concerted effort to educate and engage both employees and management, allocate necessary resources, and create a supportive culture that prioritises mental well-being.

As we observe World Mental Health Day in October 2024, let's commit to creating healthier workplaces. Both employers and employees should advocate for mental well-being and support co-workers. Together, we can build a work environment where mental health is prioritised, and everyone can prosper. Let us change the end of Arif and Mamun's story ensuring a better workplace mental health. Let us make mental health a priority every day, starting right now.

Aniqa Tasnim Hossain is assistant scientist at icddr,b.

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