Globally, more than 300m people suffer from depression, the leading cause of disability, with many of these people also suffering from symptoms of anxiety. A recent WHO-led study estimates that depression and anxiety disorders cost the global economy $1tn each year in lost productivity.
By Dr Dawn Soo - head of strategy for health and wellness, Asia Pacific, Cigna International
Globally, more than 300m people suffer from depression, the leading cause of disability, with many of these people also suffering from symptoms of anxiety. A recent WHO-led study estimates that depression and anxiety disorders cost the global economy $1tn each year in lost productivity.
For many of us, work is a major part of our lives. It’s where we spend much of our time, where we obtain our income and often where we make our friends. Having a fulfilling job can be good for our mental health and general wellbeing. However, it can also be a source of stress and mental illness.
I recently had the privilege of chairing a panel discussion titled ‘Winning through adversity’. Joining me were Promises associate professor and executive director Dr Munidasa Winslow, Evercare co-founder and CEO Kenneth Wong and Cigna International CEO EMEA, global IPMI and health solutions Howard Gough. We talked about mental health in the workplace and how individuals can deal with work stress.
Long hours in Asia
The hard work ethic in Asia was a primary topic of discussion. Hong Kong, for example, with its frenetic working culture, has one of the longest working weeks in the world, according to a survey by UBS. Last year the city clocked up an average 51 hours each working week.
At the same time, according to a 2014 study by the University of Hong Kong on workplace mental health conditions, 90% of employees say they need better support at work, while 60% say mental health issues are pushing away talented staff.
Addressing the mental illness taboo
Certainly, Asia has a particularly competitive culture and strong stigma can mean mental health issues are largely ignored. Through his work, Dr Munidasa finds that the general perception in Asia is that you’re weak if you’re struggling with a mental health issue. He believes the perception is the same in the workplace.
The cost of mental illness is felt at many levels. First, there is the psychological strain on people and their families. Then there is the cost of treatment. Howard pointed out that the monetary cost is not limited to hospital treatment and medication. The largest cost to employers and employees is for non-health related aspects – such as someone being off work.
Just as critical is someone being at work but not performing well, what we call presenteeism. People generally do not want to admit they are suffering from a mental health issue so will continue to show up at work and not ask for help. This is a significant issue for organisations to tackle.
When the personal impacts the professional
Often employees find dealing with family issues is the main source of their stress in the workplace. This is what led Mr Wong to set up his business Evercare, which provides certificated nursing staff to take care of elderly patients and children at home. He and his family went through significant stress in taking care of his grandmother during an illness, while trying to manage their full-time jobs.
This is why two employees with the same role may have different levels of resilience when it comes to a work crisis. One person may be able to cope better with a work situation when the other finds it more stressful, and this can be down to events in their family or personal life.
How employee assistance programmes can support good mental health
A way companies can support mental health in the workplace is by setting up an employee assistance programme (EAP). EAPs mix face-to-face care, telephone advice and online help for people dealing with physical illness, plus stress-related and emotional pressures that may limit their effectiveness on the job. EAPs can give voluntary guidance, referrals and follow-up for employees, in addition to addressing large-scale workplace needs.
Importantly, EAPs are not just for employees, but also for their families. As Mr Wong said, during our lively discussion, family crises can impact an employee in the workplace just as much as a work-related issue. For example, finding out your son has autism, or your grandmother has Alzheimer’s will impact your work performance.
The challenge with an EAP, however, is often that employees do not fully understand its purpose. Mr Gough cited statistics from the US where, on average, acceptance of an EAP runs at only 5-6% – but the satisfaction level of employees who have used an EAP is 90% and above.
There is clearly an education job to be done on the type and level of support employees can expect from their employers and what employers can do to promote the services they offer.
Online solutions for offline conditions
In the UK, Cigna has introduced online therapy for mild to moderate anxiety and depression for its employer clients. This is an important development for companies who operate in places where there is a shortage of trained psychologists or where mental illness is a stigma. Employees who are reluctant or unable to meet a therapist or even make a telephone call, can still have access to online guidance and get a lot of the help they need.
Cigna is also championing several mobile physical and mental health apps around the world. Our mobile app and wellbeing app help people focus on their lifestyle with modules dedicated to stress as well as exercise, food, weight and sleep.
In Singapore, we have launched a pilot programme to provide telehealth solutions where members can call a doctor for an e-consultation on any condition affecting them, including mental health.
By addressing and opening up discussion about mental well-being in the workplace, employers can offer the support and tools employees need without intruding on their privacy, not to mention create a more positive and productive work environment overall.