UC Goering Center news

By Brian Miller

While staying home has been crucial to reducing the spread of COVID-19, growing concerns around mental health have emerged and may become problematic if ignored.

As this crisis continues, the mental health burden could potentially rise. To slow the virus, we practice social distancing, closures and stay/work at home orders; this will attribute to increased isolation and loneliness, depression, financial stress, worry, job loss and anxiety.

The CDC defines mental health as “our emotional, psychological, and social well-being. It affects how we think, feel, and act. It also helps determine how we handle stress, relate to others, and make healthy choices.”

According to the World Health Organization, “Mental health and substance abuse cost US businesses between $80 to $100 billion annually and 400 million lost workdays annually.”

Encouraging good mental health can be achieved by creating settings that allow individuals to adopt healthy lifestyles. As an employer, you can help combat the negative psychological and emotional impacts generated by this pandemic. Even though mental health can be a challenging topic to address, particularly in the work environment, the good news is that employees want their employer to advocate for good mental health and overall well-being.

In fact, according to a recent study from Peldon Rose, nearly 75% of workers want their employers to champion mental health and well-being in the workplace and rated this initiative higher than equality (48%), sustainability (38%) and diversity (31%). Organizations that invest in the mental health of their workforce and create safe environments to talk about mental health issues, will be creating an overall positive workplace.

Estimates show that over a quarter of one’s life will be in the workplace. No matter your profession or work setting, mental health matters.

Showing care to your employees is the first step to creating a work environment that supports good mental health. During the pandemic, many continue to be anxious due to dramatic changes in their daily lives. Often, organizations try to utilize a one-size-fits-all approach, but this won’t work with the current needs and situations varying drastically from person to person. Adopting a work-life balance with flexible options can ultimately reduce stress and promote good mental health.

Leadership alignment is another critical component in promoting an environment of good mental health. Is your leadership team taking steps to show they care about their direct reports? Consider providing mental health training that guides managers to support their staff, and most importantly, remind them to be accessible to their team.

Do you have policies that address harassment, bullying and discrimination? Your organization is missing a relatively simple way to address mental health by not having proper mental health policies. If you already have plans, consider reviewing them to see if they should be updated.

If your organization offers an Employee Assistance Program (EAP), you can utilize their available information. If you do not have an EAP, you can consult with your benefits broker about adding a standalone option. You can also pull information from national organizations, including the CDC or the National Institute for Mental Health, or develop your custom-made mental health program. Who better than your workforce to assess their sense of safety and well-being? Solicit input from your employees and create a plan based on their interests or needs.

Those with mental illness and substance-use disorders pre-pandemic, and those newly affected, will likely require these services. Providing employees access to mental health services through an employer-sponsored medical plan is critical. If we have learned anything from this pandemic, it’s good health matters. This pandemic has highlighted obstacles to accessing health care services. Understandably telemedicine services have seen an increase in utilization during the pandemic. Ongoing medical issues still exist and don’t go away because there’s a pandemic. Prolonging care due to fear can have repercussions for not seeking treatment when needed. Employers should consult with their benefits advisors regarding ways to enhance their employee wellness through their benefits offerings.

Companies that create an environment focusing on overall good health, both mental and physical, can help combat the negative psychological and emotional impacts generated by this pandemic.

Brian Miller serves as a Consultant/Shareholder for McGohan Brabender in the Cincinnati region. Brian can be reached at 513-489-2700 or bmiller@mcgohanbrabender.com.

McGohan Brabender is a Goering Center corporate partner, and the Goering Center is sharing this content as part of its monthly newsletter, which features corporate partner articles.