3 HR leaders on World Mental Health Day: ‘The day raises important issues, but our responsibility is ongoing’

Almost 60% of the world’s population is in employment, according to the World Health Organization. Of this percentage, 15% of working-age adults believed to have a mental disorder. 

This, understandably, directly impacts the workplace, as an estimated 12 billion working days are lost each year to mental health issues, such as depression and anxiety This costs approximately US$1 trillion each year in lost productivity.

This is not only bad for businesses, but individual employees, too, as unlike physical health, mental health can often go undetected and unmanaged. 

HR leaders therefore need to ensure they’re going above and beyond to support their employees, by creating stable, safe and inclusive company cultures, while providing the right tools and support mechanism for all.

To find out more about what HR leaders can do, UNLEASH spoke exclusively to three leaders who were keen to share their thoughts.

Pleo’s mental health first aid training initiative

 As ‘belonging’ is one of Pleo’s core values, it’s of paramount importance that the business makes sure that all its talent feels comfortable and accepted in the workplace. This, of course, includes support around mental health.

In fact, research shows that underrepresented groups are at higher risk of mental ill health, so, to ensure the highest standards of inclusivity, Pleo tackles mental health in the same way they would any physical illness.  

This was the thought process behind the implement Pleo’s mental health first aid training initiative, which not only equips employees with skills to address mental health issues, but also deepens their understanding of the underlying causes and challenges associated with poor mental health. 

Jessie Scheepers, Belonging and Impact Lead at Pleo explains more: “The initiative has been highly successful across the business. Currently, we have 27 trained mental wellbeing first aiders, with plans to increase that number to 50 by next year. 

“The strong demand for training is evident, as our upcoming courses are already fully booked. Employees from all levels of the organization, from middle management to new team members and even a member of the C-suite, have signed up, demonstrating the initiative’s widespread reach and its integration throughout the entire company.”

Pleo’s mental health first aid training also enables people to be better at engaging with others. Therefore, regardless of whether someone is an exec or an entry level employee, if they’re working with others, the training is highly beneficial. mental health first aid isn’t just a job for middle management, to remove stigmas around mental ill-health, it needs to be a top-down, bottom-up approach.   

Pleo also offers wellbeing days, which don’t require approval or documentation for management. 

Culturally, mental health is still catching up to physical health in terms of importance,” Scheepers says. “And a byproduct of this is that it can be hard for employees to ask for the time and space they need if they feel like they have to justify themselves, as they may not view their poor mental health as important as other issues. 

“Additionally, there’s still a stigma associated with ill mental health and it can be difficult for some to feel comfortable opening up about their issues – especially in the workplace. 

“Until mental health issues become more openly discussed, prioritized and integrated into sickness policies, there will continue to be this culture of silence. 

“To address this, we’ve made it possible for employees to take wellness days without the need for justification. Additionally, as mental health issues are often unforeseen, wellness days can be booked last minute and without approval.  

Pleo aims that this proactive approach will not only fosters a healthier work environment but also helps reduce the likelihood of extended sick leave, ensuring that mental health is treated with the same importance as physical health.

Concluding, Scheepers inputs: “The overarching aim of our mental health initiatives, including wellness days and mental health first aid training, is to remove barriers to accessing support, and creating a culture where mental health is openly discussed and that employees feel like the business is prioritizing them.

“We regularly check in with our teams on their wellness in and out of the workplace, and also regularly remind them of the resources available.”

The ongoing responsibility of HR leaders

“At Sodexo, we recognise the importance of mental health support in the workplace, especially during initiatives like World Mental Health Day,” says Mark Goodyer, HR Director at Sodexo UK & Ireland. “However, an organization’s commitment to fostering a culture of wellbeing should extend far beyond these moments.”  

Goodyer continues to state that a key step for HR leaders is creating an environment where open conversations about mental health are the norm. This, he suggests, should start with equipping managers through mental health awareness training. 

“At Sodexo, we are proud of our Mental Health First Responders (MHFR) program, which helps break down the stigma surrounding mental health and encourages colleagues to seek help when needed,” he adds.  

“We also offer a range of benefits to support our colleagues’ overall wellbeing. Our partnership with Spectrum.Life provides a comprehensive Employee Assistance Program (EAP), offering confidential mental and physical health support. This ensures employees have access to professional help when they need it most.”

Sodexo also understands that financial stress can significantly affect mental health. That is why the business offers programmes such as Salary Finance, Sodexo Discounts, which allows colleagues and their families to save at over 2,000 retailers, and the Sodexo Reward card, which offers cashback to ease financial burdens.  

“Recognising the challenges that come with major life events, we have enhanced our maternity, adoption, and paternity leave benefits for all employees,” Goodyer shares. “This is part of our broader goal to promote a flexible-first culture that helps colleagues balance work and personal commitments.  

While World Mental Health Awareness Day brings attention to these issues, our responsibility as HR leaders is ongoing. By creating a culture of care and providing essential resources, we ensure our colleagues feel supported throughout their journey, allowing them to thrive in both work and life. 

“When people feel good, they’re at their most creative and effective”

“On this year’s World Mental Health Day, we’re being encouraged to focus on mental health in the workplace – a setting where the impact of daily pressures can sometimes go unnoticed and unmanaged,” Lucy Spencer, People and Culture Director at PageGroup begins.

“Aptly for this year’s theme, we’re seeing UK workers become increasingly protective of their health – particularly when it comes to work.”

PageGroup’s 2024 Talent Trends report showed that nearly two-thirds (64%) of employees are prepared to refuse a promotion to maintain their overall wellbeing. 

Spencer explains that this is somewhat good news, as many employers are eager to not just adapt to changing employee expectations, but explore new ways to create an inclusive and healthy environment for their staff. 

She continues to state that there are various ways of demonstrating mindful leadership, but a good “first step” is creating a culture where everyone feels heard, respected, and valued. 

“When people feel good, they’re at their most creative and effective,” she states.

Leaders should be mindful of any triggers, barriers, or issues within their organization that could impact their workforce’s mental health, and work to address them wherever possible.

“Improving staff satisfaction can have a significantly positive knock-on effect on productivity and retention levels.

“Ultimately, building an open company culture hinges on empathy. Embracing individuality, employing active listening, and communicating with the workforce can go a lot further than intermittent staff engagement when it comes to improving mental health at work.

Spencer adds: “Driving true cultural change in the workplace over temporary perks is the key to lasting wellbeing at work – and it’s something we should be striving for every day of the year.”