- A new survey from the American Psychological Association shows that 81% of employees would prefer to work for companies that provide support for mental health issues.
- Discrimination, harassment, heavy workloads and persistent monitoring affect well-being at work.
- The number of employers offering enhanced mental health support has likely increased during the pandemic.
- However, many employees, particularly those from marginalized groups, may feel that their mental well-being is not prioritized in the workplace.
New findings from the American Psychological Association (APA) suggest that the mindset of the American workforce may be changing. The stressors associated with the COVID-19 pandemic have affected the well-being of employees, with many actively looking for a new job.
prospects of the APA Work and Welfare Survey 2022 reveal that 81% of workers in the United States seek employment opportunities at companies that actively support employee mental health. The survey shows that many challenges arise within the workplace itself, particularly in hostile work environments.
“We currently live in a time with uncertainties created by the ever-changing global pandemic, international unrest, ongoing supply chain issues, skyrocketing inflationand great political division”, dennis p. stoleJD, PhD, senior director of the APA’s Office of Applied Psychology, told Healthline.
“A typical adult spends a third of their life working; Employees can’t just leave problems at the door when they get to work.”
According to the survey, nearly 1 in 5 workers (18%) described their workplace as somewhat or very toxic.
Stolle noted that the percentage was significantly higher among those who did manual work (22%), compared to those who did office work (15%).
The findings also indicate that a third of those surveyed had experienced physical violence, verbal abuse or harassment at work in the past year.
Additionally, companies with a tendency to track employee activity stood out in the survey as an emerging factor. Respondents who were monitored at work were twice as likely to report that their work environment had a negative impact on their mental well-being.
“One of the most surprising results was that more than half [53%] of respondents reported that their employer monitors them using computers, software, cameras, barcode scanners, or other technology,” Stolle said, adding that the true number may be higher. “The remaining 47% includes those who do not know if they are being monitored.”
Some employers have recognized the impact of the pandemic on the well-being of workers and have begun offering better mental health support to their staff. According to the APA survey, a third of workers said their company’s mental health initiatives have improved since the pandemic began.
“71% of those surveyed said they believe their employer is more concerned about employee mental health now than in the past,” Stolle said. “This are good news.”
In addition to mental health support, the survey indicates that employees would also like to see:
- more flexible work schedules (41%)
- a culture that respects paid time off (34%)
- the ability to work remotely (33%)
- a 4-day workweek (31%)
A large majority (95%) of respondents believe that initiatives such as these are effective in improving mental health.
Stress, one of the most common mental health problems, can significantly affect well-being.
“Mental health should be a priority in general to achieve general well-being,” he said. Taish MalonePhD, licensed professional counselor with Mental health. “It dictates how we experience a large part of our lives.”
Physiological symptoms of stress can include:
According to Rachel CavallaroPsyD, a licensed psychologist with Thriveworks in Bostonstress can also make some people more likely to get sick, leading to increased absences.
Cavallaro noted that the mental health impacts of stress are plentiful and can include:
“Employees may feel demotivated, complain more, have higher accident rates, be more likely to leave, and have a general sense of low morale,” Cavallaro said.
“Workplace challenges can lead to punctuality and punctuality issues, reduced ability to make decisions, poor concentration, inappropriate behaviors or outbursts, and poor relationships with others due to moodiness, irritability, and social withdrawal.”
Mental health supports and flexible work schedules can offer some improvements to workplace culture. Here are some other strategies employers can implement to prioritize employee wellness.
Prioritize transparency and open dialogues
Stolle noted that nearly half of those surveyed (46%) expressed concern about what would happen if they told their employer about a mental health condition. She was concerned that it would negatively impact her position in the workplace due to stigma.
“While many employers are moving in the right direction of putting more emphasis on employee mental health, we still need to do much more to normalize conversations about mental health,” Stolle said.
Cavallaro added that managers can help reduce fear and stigma by creating a safe and open dialogue for employees to discuss their mental health issues if necessary.
“Transparency, open door policies and feedback are critical,” Cavallaro said, adding that gratitude is also key. “One of the main reasons employees leave is because they don’t feel appreciated by their boss.”
Organize regular checks on workloads
Excessive workloads inevitably contribute to stress. In fact, the World Health Organization (WHO) reports that people who work 55 hours a week or more are up to 35% more likely to have a stroke or heart disease.
“In our fast-paced culture of supply and demand, where quantity prevails over quality, it’s common for employees to feel pressured and defensive about their job security by working harder than they should,” Malone said.
To help mitigate workload-related stress, employers and managers could periodically reach out to employees and ask how they can help.
Improving diversity from the top down
The APA survey indicates that respondents who live with a disability, are black, or identify as LGBTQ+ reported higher rates of workplace discrimination.
“Until discrimination is fully addressed, some groups will continue to suffer disproportionately from work-related mental health problems,” Stolle said.
To begin to address such concerns, people in leadership roles may need to take the lead. “Those in positions of authority can help create and foster a healthy collaborative culture that accepts and respects differences,” Malone said.
To that end, the survey indicates that workplaces with women, people of color, or LGBTQ+ people in senior leadership positions are associated with better equity, diversity, and inclusion policies.
The APA survey paints a picture of a changing American workforce that wants better mental health support at work.
While the pandemic may have exacerbated stressors among workers, particularly those in underserved communities, it also provided an opportunity for employers to take steps to prioritize employee well-being.
Transparency, manageable workloads and expectations, and enhanced diversity are some of the ways employers can support the mental health of their employees at the leadership level. Employees can also benefit from prioritizing their mental wellness outside of the workplace.
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