There are 9 item(s) tagged with the keyword "mental health".
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October 10 is World Mental Health Day and this year’s theme is Mental Health in the Workplace. Each year, employers use this health observance to raise awareness about mental health issues, educate employees about available benefits and resources, as well as initiate conversations about important topics like mental health stigma. Is your company celebrating Mental Health Day?
A recent study by Truven Health found that 42% of employees are stressed. And while 27% of employees say that they’re coping, 15% are not.1 “Stress is a reality for most, especially when the work itself is by its very nature stressful (such as health care),” says Laura Putnam, author of Workplace Wellness that Works and CEO of Motion Infusion. “But the real question is how do we become more resilient in the face of these demands?” The answer, Laura contends, is to “make it the job of every organization, every leader and every manager to ensure that resilience-building practices, such as offering compassion, expressing gratitude, exhibiting positivity, and prioritizing well-being, are modeled, encouraged and normalized at work.”
May is Mental Health month and the time is ripe for your company to double down its efforts to raising awareness about this important aspect of employee’s health and well-being; reducing stigma related to seeking care and providing support; and connecting employees with relevant benefits and resources.
According to the World Health Organization, “work-related stress is the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope. Stress occurs in a wide range of work circumstances, but is often made worse when employees feel they have little support from supervisors and colleagues, as well as little control over work processes.”
Across the health care system, treatment of mental health conditions has traditionally taken a back seat to physical health. The same is true for emotional well-being; for years, wellness programs have focused on behaviors like healthy eating, exercise and smoking cessation, and less so on improving the emotional state of the employee. But in recent years, mental health and emotional well-being have become increasingly important to health care providers, employers, health plans and, of course, employees.
Integrating employee health and workplace safety can have a positive impact on corporate performance because of the strong association between lifestyle risks and medical conditions with absence and workplace safety. Unfortunately, it is difficult to realize the benefits of integration when employee safety, occupational health and absence are managed by separate departments and involve multiple vendor partners.
Some companies have made significant progress toward integrating occupational health and safety programs. One example is featured in this post.
October 10 is World Mental Health Day. This year’s theme is Dignity in Mental Health: Psychological and Mental Health First Aid for All. “Mental Health First Aid (MHFA) is the help provided to a person developing a mental health problem or experiencing a mental health crisis. The workplace is a natural fit for a focus on mental health in general, and mental health first aid in particular, because colleagues and managers may be the first to recognize the signs of mental health issues in their co-workers.
Saturday, September 10, is World Suicide Prevention Day. The theme is Connect. Communicate. Care.
Over the last half century, suicide rates have increased by 60% in some areas of the world, particularly in developing countries. The causes of suicide are complex and varied. Risk factors include depression, substance abuse, previous suicide attempt(s), self-harm, abuse, violence, chronic pain, stressful life events and loss, as well as social, biological, environmental and cultural influences.
Despite the benefits of EAPs, low engagement rates mean employers are struggling to demonstrate how the program provides value. In response, new trends are driving changes in EAP design and delivery to better support many aspects of an employee’s life.
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