Conversations around mental well-being have always been associated with a certain sense of stigma, as opposed to the treatment of physical illnesses that are dealt with in a straightforward manner. We have generally been conditioned not to mention employees’ mental health concerns, having a general perception that it should have minimal bearing on their professional lives. But over the years, a constellation of factors and moments have led to an amplified awareness of mental health and the role it plays in our daily lives. This has reflected in how organisations engage with their employees as well, as companies realise the tangible benefits from HR policies that ensure employees feel happy and productive at work.
COVID-19 was instrumental in bringing larger mental health concerns to the fore. In fact, the current mental health crisis being seen across the globe has been described as a “second pandemic”, with recent trends such as ‘The Great Resignation’, ‘Quiet Quitting’, etc. being a direct repercussion. For companies, policies pertaining to mental health are not an additional perk that would be ‘nice to have’ anymore, but a strategic necessity. Such measures can no longer be implemented with a blanket approach, but instead should be a part of a holistic employee well-being model which prioritizes both pillars of physical and mental health.
An Employee Assistance Program (EAP) can act as a significant organisational resource here - allowing employees to manage a variety of potential challenges that affect job performance. It is a work-based intervention program and has a strong business case - designed to identify and assist employees in resolving personal problems that may be adversely affecting their productivity. Even the most dedicated employees struggle with separating work and personal challenges, and EAPs can act as a support system for them during such times.
From even before the pandemic, BNY Mellon has been consistent in providing confidential support and education through EAP programs, to help destigmatise mental health. Campaigns run by our employee resource groups such as ‘Wellbeing Wednesdays’ and ‘It’s OK to not be OK’ have established a listening culture that understands and addresses employees’ physical, emotional, social, and financial well-being. We have also recently introduced Mental Health First Aiders, who are employees that are trained to listen empathetically and non-judgementally, and help a colleague navigate to further support if required.
Ultimately, employees want a supportive workplace that tries to meet them in their key life moments. Successful employers are evolving by listening to understand employees’ perspectives and increasing employee engagement. In addition to encouraging employees to embrace corporate values and purpose, employers need to equip their workers with the skills to manage their personal growth and life balance and boost their resilience and overall wellbeing.
Author: Yash Mohan, Regional Head of HR, APAC at BNY Mellon