Workplaces are meant to support, not strain, our mental well-being. However, the growing stress and pressures of modern work environments have sparked a critical conversation about whether they truly serve as a foundation for positive mental health.
This topic took centre stage at the Hygeia 2024 conference during the panel discussion, "The Cost of Not Having a Mental Health Policy" in the workplace, featuring insights from professionals across various sectors.
Moderated by Ann Bugeja, Partner at GVZH Advocates, the panel brought together diverse perspectives on the importance of mental health in the workplace and the need for supportive, human-focused work environments.
Each panellist shared their own experiences and thoughts on how mental health can be nurtured – or neglected – in professional settings.
Understanding human impact in the workplace
One of the key voices in the conversation was Roseanne Camilleri, CEO of Mental Health Services, who emphasised the deep connection between work and personal well-being.
She said, “I need to be working for my personal wellbeing. Things happen in our lives, and we need to talk about it. This has not been a very good year for me personally, but work grounded me.”
Her words highlight how work can provide a sense of stability, especially during challenging personal times, but also point to the need for open dialogue about mental health struggles.
Denis Vella Baldacchino, Commissioner for the Promotion of Rights of Persons with Mental Disorders, echoed this sentiment, stressing that life outside of work inevitably affects our professional lives.: “Whatever happens in our lives, it will impact—we need to understand that we are all humans. We can’t expect to go into work and forget about what is going on at home.”
His perspective underscores the importance of recognising the holistic nature of employees’ lives and the need for supportive work policies that take these realities into account.
Leadership’s role in mental health
Julian Azzopardi, Founder of Big Brown Eyes Ltd, drew attention to the role leaders play in setting the tone for mental well-being within an organisation.
He candidly admitted, “Mental wellbeing in the workplace is not only up to HR but also the leaders, as they set the culture. I have had people who left the organisation because of me.”
His reflection is a powerful reminder that leaders must model positive behaviour to foster a healthy work environment.
This idea was further expanded by Mariella Marinkovic, Director of HR International at Crane Currency, who pointed out the ripple effect of an employee’s productivity – or lack thereof – on the broader team. “If you come to work and you’re not productive, you’re not only affecting your section, but it ripples.”
This comment reinforces the notion that when mental health is neglected, the impact is felt beyond the individual.
Stigma and the challenge of mental health reporting
One of the most revealing discussions during the panel involved the issue of stigma surrounding mental health.
Dr Vella Baldacchino raised concerns about the inaccuracy of medical certificates, stating, “Medical certificates are not accurate, because if someone is anxious, they can just jot down that they have back pain. It’s not easy—it’s stigma. It’s not ‘acceptable’ to write ‘I’m tired’ on the certificate because you have anxiety and couldn’t sleep at night.”
This stigma often prevents employees from being transparent about their mental health struggles, further complicating the issue.
What can be done to improve?
The panellists offered several suggestions for creating more supportive and mentally healthy workplaces.
Dr Vella Baldacchino recommended rewarding employees who contribute new ideas and engage actively within the organisation.
Meanwhile, Mr Azzopardi reiterated that company values are meaningless unless leaders actively demonstrate the behaviour they want to see in their employees. “Values are useless if behaviour isn’t set by the leaders. What behaviour do you want to see in your company? Leaders should lead by example,” he noted.
Ms Marinkovic added that tracking employee absences is key, but it must be done with empathy.
She suggested that employers take the time to check in with employees who have been away from work. “First, you need to ask, ‘Hey, is everything okay?’ And set a back-to-work interview that should go something along the lines of, ‘We notice that you’ve been away from work for a period of time. Is everything okay? Is something wrong at work that we can help you with?’”
his simple approach can go a long way in making employees feel supported and valued, she added.
The future of workplace mental health
As the panel concluded, one thing was clear: workplaces that fail to address mental health risk not only their employees' well-being but also their overall productivity and success.
By fostering a culture of openness, support, and empathy, workplaces can become a positive force in employees’ lives, ensuring that work contributes to well-being rather than detracting from it.
The conversation at Hygeia 2024 leaves us with a pressing question: is your workplace a support system for your mental health, or is it part of the problem?
