An employee who is depressed and attending work is 5 times less productive than an employee who is absent due to depression.[1]
Mental illness is a sensitive topic. This does not come as a surprise because almost everybody has experienced some type of stress due to the hard lock-down. Many people have lost their jobs, underwent salary cuts and experienced remote working. It is safe to say that Covid-19 affected individuals globally and this in turn had a coupling increase on mental health issues.
Bringing it back home, an online survey was conducted by the South African Depression and Anxiety Group (SADAG) on the effects of COVID-19 on mental illness. The survey indicated a 6% increase from pre-lockdown stress to stress experienced during the lockdown.[2]
Mental health can be easily overlooked in the workplace. It is therefore important to note that mental illness is just that, an illness in the same way that diabetes and asthma are illnesses.
It is crucial that employers expel the stigma associated with mental health to a more progressive approach rooted in support and acceptance. Employers are urged to conduct all-inclusive investigations before taking extreme sanctions against employees.
Let’s take a look at the impact of depression at work.
It is vital to determine how depression is managed in the workplace, the procedures in place, how employees are supported and how employers treat and encourage those suffering with mental illnesses. Awareness needs to be spread around in the workplace about various mental health conditions.
It was reported [3] that the common cognitive symptoms of depression in the workplace are:
- Poor concentration
- Easily distracted
- Poor memory/forgetfulness
- Indecisiveness
- Slower thinking speed
- Problem solving difficulties
- Struggling to find the right words to express your thoughts
- Negative or distorted thinking patterns
Employers can take the following steps in drumming out the stigma associated with mental illness in the workplace[4]:
- Create team-building events where mental health issues are focused on;
- Establish awareness by distributing circulars or notices in the workplace about the effects of mental illnesses and the benefits of speaking up.
- Bringing in a speaker or consultant to teach employees about mental issues and how to deal with it;
- Set up weekly check-in sessions with employees who are working remotely, in order to aid in the feeling of not being isolated;
- Provide support workshops for affected individuals and help in referrals, where necessary;
- Encourage employees to speak up on if they feel their performance is or can be affected by their mental health issues;
- Integrate eco-therapy into the workplace that contribute to a healthy working environment – i.e live plants, lighting that mimic natural sunlight, personalized workspaces, allow for walks outside and a variety of healthy food.
It was highlighted in the case Compensation Commissioner v Georgia Badenhorst [2022] ZAECGHC 1 that both psychological and physical disablement equally impact on human functioning. Essentially, mental obstacles are no less serious than physical ones. With this being said, employers have to remain conscious about consulting the employee and assess whether they can reasonably accommodate the employee[5].
Employers are encouraged to be proactive in dealing with
workplace depression. Mental health should be a priority to every employer.
This will in turn boost productivity and motivate staff to achieve their best
results.
[1] Psychiatrist and Clinical Psychologist, Dr Frans Korb.
[2] http://www.sadag.org/index.php?option=com_content&view=article&id=3094:covid-19-infograph&catid=11:general&Itemid=101
[3] https://www.sadag.org/index.php?option=com_content&view=article&id=2391:new-research-on-depression-in-the-workplace&catid=11:general&Itemid=101
[4] https://www.sadag.org/index.php?option=com_content&view=article&id=2391:new-research-on-depression-in-the-workplace&catid=11:general&Itemid=101
[5] Code of Good Practice on Employment of Persons with Disabilities No.1085