Professional environment and mental health

A stressful work environment is detrimental to mental health

Such as discrimination, inequality, excessive workload and insecurity in the workplace. According to a 2019 report, an estimated 15% of adult employees worldwide suffer from a mental disorder. According to a conservative estimate, 12 million working days are lost every year due to anxiety and stress, costing the world about $1 trillion in production annually.
Therefore, it is imperative to promote mental health in the workplace, as well as take effective measures to support employees with mental health problems. Remember, working hard and earning a living are the keys to mental health.

Approximately 60% of the world’s population works and earns a living. A safe and healthy workplace is the right of all employees. A decent livelihood is a source of good mental health, for which the following measures are considered essential.

Workers gain confidence, purpose and a sense of achievement.

Improved interpersonal relationships in the workplace and the opportunity for employees to be involved in the community.
A platform to organize daily routines with multiple benefits is available.
Remember, reasonable work for people affected by mental health not only helps in their recovery, but their involvement in work also improves their confidence.
A safe and healthy professional environment is not only a fundamental right of every employee, but such an environment also helps in reducing problems and conflicts. Also, it has a positive impact on staff performance and productivity. On the contrary, the lack of effective facilities not only affects the ability to work better, but also reduces employee attendance.

Workplace Mental Health Risks

Workplace mental health risks are related to the nature of the job, work schedules, and specific workplace conditions, as well as opportunities for advancement. These risks include a number of factors. For example: under-skilling for the job or under-utilization of existing skills. Excessive workload or staff shortages.
Long or inflexible working hours. Lack of control over the nature of the work or workload. Unsafe or unfamiliar working conditions. Negative workplace environment. Lack of coordination among employees or strict authoritarian supervision. Violence. Harassment or bullying. Prejudicial treatment. Unclear nature of the job. Job insecurity. Inadequate pay and lack of advancement opportunities.

More than half of people in developing countries work in the informal economy, where there are no regulations for their health and safety. These workers often work in unsafe environments, work long hours, have little or no access to social or financial protections, and face discrimination. All of these factors contribute to mental health harm.
Although psychological risks can occur in all sectors, some workers are more likely to be affected by them, because the nature of each person’s work and workplace are different. Economic recessions create a number of risks, such as job losses, financial instability, or increased unemployment, which negatively affect mental health.

In addition, another reason for negative impacts on mental health is discrimination and inequality based on factors such as race, gender identity, sexual orientation, disability, migration or religious differences. People with severe mental illnesses are more likely to be dismissed from work and, when they are employed, they face inequality at work.
It should be noted that unemployment, temporary employment and financial insecurity lead to an increase in mental illnesses such as suicide.

Measures to improve mental health

Government, employers, employee representative organizations, other institutions responsible for the health and safety of employees can work together to improve offices, factories and other workplaces through positive measures.
As can help prevent mental health risks in the workplace. Mental health should be promoted in professional settings. Mentally ill employees can be supported. Create a better environment for change. According to the World Health Organization, employers should implement organizational systems that not only improve the working environment, but also reduce mental health risks through it. For example, implementing flexible working environments or methods to deal with violence and harassment at work.

WHO recommendations

Managers should be trained to identify and help employees with mental health problems. Employee training should include information on mental health, so that they can develop skills to reduce stress and other mental health symptoms.
Support employees with mental health problems so that they can participate fully in their work.
Employees with mental health problems have the right to participate fully and fairly in work. The United Nations Convention on the Rights of Persons with Disabilities (including Mental Disabilities) provides a guiding principle in this regard. The World Health Organization has made some recommendations to support people living with mental health problems.
For example, employees with mental health problems should be provided with facilities in the professional environment according to their abilities, needs and preferences. For example, flexibility in working hours, extra time to complete work and changes in the nature of work to reduce stress, etc. In addition, medical care programs should be organized to help two or four employees with mental problems.
Also, symptoms of mental illness can be reduced. Supportive employment measures should be taken to help employees with mental illnesses to work and maintain paid employment. An enabling environment for improvement should be provided.
Governments and employers (both), in consultation with key stakeholders, should create an enabling environment for positive change.
In this way, mental health in the workplace can be helped. In this regard, the following measures are indispensable. Funds and resources should be dedicated to improving mental health in the workplace. Employment laws and regulations should be harmonized with international human rights law and non-discrimination policies should be implemented at work.

Mental health should be included in the existing system for occupational safety and health at work in all sectors. Workers, their representatives and mental health experts should be consulted in decision-making. Ensure that all action related to mental health at work is evidence-based. Mental health should be integrated into the responsibilities of national labour, inspectorates and other departments to ensure compliance with laws, regulations and recommendations.