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Expand beyond the workplace
To expand beyond the workplace, organizations must focus on achieving work/life balance and easing external stressors.
Within each area, we have compiled evidence-based strategies that can be effective in building a supportive workplace for mental wellbeing. The strategies below are supported by evidence from an in-depth literature review and a series of focus group discussions with employers and employees. In addition, we provide real examples from workplaces where these strategies have been adopted to create innovative programs that improve mental health.
Achieve work/life balance
These strategies seek to integrate work and life activities by creating space for employees to thrive in both areas.
• Offer opportunities for personal growth
Why it is important
Offering opportunities for personal growth is necessary in the workplace, given the sheer amount of time spent at work. Empowering employees to bring personal interests, hobbies and more into the workplace creates a more engaged workplace. Doing this ensures employees do not feel the need to compartmentalize their personal selves with their work selves. In combining the two, it creates an enabling environment to incorporate their full selves into their work which creates a personal attachment to the work and can improve mental health outcomes in the workplace.1 Focus group participants echoed this idea, detailing the importance of being able to “bring your whole self” to work.
See it in action
At Qualtrics, an experience management company, the leadership team has designed an initiative called “XM Day.” XM Day is a day where employees are encouraged to close experience gaps by participating in activities they might not otherwise have time to engage in. XM Day activities come in many forms: fundraising, volunteering, teaching and many more. XM Day supports local community initiatives outside of the Qualtrics workplace, improving issues within the community.2
References
Samuel M. 2021. The important and often overlooked role of personal development in business [Internet]. Forbes. Available from: https://www.forbes.com/sites/forbescoachescouncil/2021/03/03/the-important-and-often-overlooked-role-of-personal-development-in-business/?sh=5768c03272d7
Anas J. 2022. Julia Anas, Qualtrics’ Chief People Officer, on celebrating XM Day [Internet]. Qualtrics. Available from: https://www.qualtrics.com/qualtrics-life/julia-anas-qualtrics-chief-people-officer-on-celebrating-xm-day/
• Encourage extra-curricular activities
Why it is important
Encouraging extra-curricular activities is necessary to maintain a workforce that is innovative and creative. According to Forbes, empowering employees to bring personal interests, hobbies and more into the workplace creates a more robust workforce that is personally involved and dedicated to the work.1 Access to extracurricular activities (e.g., hobbies and activities of personal interest) not only relieves stress, but also generates ideas to solve problems more creatively and innovatively.2 For employees that participate in activities, networks become diverse, unique perspectives are fostered and people are excited to approach challenges.2
See it in action
Haberman, a US-based marketing firm offers employees a $1,000 stipend and up to three paid days off per year to pursue their hobbies and interests outside of work. The program is designed to provide experiences to employees they might not otherwise have and encourage an “environment of learning and exploration.” This can include learning a new skill, participating in healthy activities like yoga or volunteering—whatever employees choose to do. The company hopes that providing opportunities for employees to pursue their personal interests will create a happier and healthier workplace.3
References
Samuel M. 2021. The important and often overlooked role of personal development in business [Internet]. Forbes. Available from: https://www.forbes.com/sites/forbescoachescouncil/2021/03/03/the-important-and-often-overlooked-role-of-personal-development-in-business/?sh=5768c03272d7
Arruda W. 2018. How extracurricular activities can make you a star at work [Internet]. Forbes. Available from: https://www.forbes.com/sites/williamarruda/2018/01/14/how-extracurricular-activities-can-make-you-a-star-at-work/?sh=29c5d9db3bfd
Place A. 2023. This marketing agency pays employees $1,000 to pursue their hobbies [Internet]. Employee Benefits News. Available from: https://www.benefitnews.com/news/haberman-pays-employees-to-pursue-hobbies
Ease external stressors
These strategies focus on removing or reducing external barriers to workplace mental health by providing resources to support employees in their everyday lives and addressing general needs.
• Expand general employee benefits
Why it is important
In focus group discussions, employees indicated that general benefits like vacation time, sick time, or pay are falling short, acting as additional stressors in the workplace. In addition, participants noted that benefits often do not apply to all employees (e.g., part-time employees or contractors). Evidence from the literature shows that employees feel higher levels of motivation and belonging when they feel they are adequately compensated for the work they are doing.1
See it in action
According to ADP, a human resources management and software company, employers can start by expanding general employee benefits to non-full time workers. General benefits themselves can be expanded by including more robust benefits that go beyond general counseling. Additionally, companies can start thinking about opportunities for more innovative health insurance, retirement plans, fringe benefits, as well as unemployment benefits as markets evolve.2
References
King AJ, Fortune TL, Byrne L, et al. Supporting the sharing of mental health challenges in the workplace: Findings from comparative case study research at two mental health services. Int J Environ Res Public Health. 2021;18(23).
ADP. Part-time benefits. Available from: https://www.adp.com/resources/articles-and-insights/articles/p/part-time-benefits.aspx
• Provide needed services to reduce barriers to work
Why it is important
Providing services to reduce barriers to work is necessary to maintaining an active and engaged workforce, especially given the diversity of employees in most workplaces. According to the Organization for Economic Cooperation and Development (OECD), removing barriers to work for all generations is necessary to promote diversity of experience and talent.1 Additionally, moving from an age-specific policy and approach, the OECD explains it is necessary to tailor approaches to individual circumstances and contexts, given the diversity within the population.
Reducing barriers to work ensures equity in opportunities to those applying and also attracts diverse talent. Especially given the stress caused by the covid-19 pandemic, needs are incredibly diverse and so if workplaces are able to fulfill those needs, employee attrition has the potential to be lowered.1
See it in action
According to the MDRC, self-sufficiency services, skills training to parents and high-quality child care are strategies that organizations can implement to reduce barriers at work. Additionally, programs such as paid transitional employment that one’s new job can provide, would assist the employee in making the transition between their old job to their new one.2
References
Organisation for Economic Co-operation and Development. 2020. Employers must remove barriers to work for all generations [Internet]. Paris, France: OECD. Available from: https://www.oecd.org/newsroom/employers-must-remove-barriers-to-work-for-all-generations.html
Bloom D, Redcross C, Hsueh J, et al. 2007. Four strategies to overcome barriers to employment: An introduction to the enhanced services for the hard-to-employ demonstration and evaluation project. MDRC. Available from: mdrc.org/sites/default/files/full_375.pdf
Reports and downloads
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Through an in-depth literature review and market insights, we have gathered real-world examples that demonstrate how global workplace mental health policies can be effectively tailored to meet local needs. These examples show how several multinational corporations (MNCs) have developed comprehensive, yet, contextually and culturally relevant approaches to employee mental health and well-being.
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Ways of working
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Employee support
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Gain a global edge: crafting a comprehensive mental health strategy for the modern workforce