Addressing mental health in the workplace: How CEOs can lead

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Deloitte recently released Winter 2022 Fortune/Deloitte CEO SurveyIt is comprised of 115 leaders across 15 industries who have responded to the myriad challenges facing us as a global community. And there are many. The main concerns include finding talent, market stress and uncertainty, inflation, supply chain disruptions and trying to stay positive. Most CEOs remain adamant about their personal security, but there is clearly a growing pessimism. While he is generally expected to constantly carry the torch of hope, we as CEOs must accept that we are human and as bulletproof as we want to be. Witnessing a dramatic economic downturn and “Great Resignation” (beginning in November 2021; 4.53 million (Americans quit their jobs) Taking care of our mental health is very important. And equally the importance of our employees.

Dozens of such studies and reports from International employee benefit plans It highlights the growing mental health problem among workers in the US. The survey findings indicate that more than four in five organizations (88%) feel that employees are more stressed than before the pandemic.

  • 53% suffer from depression.
  • 48% suffer from anxiety disorders
  • 32% were sleep deprived.
  • 22% are alcoholics.
  • 20% suffer from ADHD
  • 19% are addicted to prescription drugs
  • 18% suffer from PTSD
  • 17% are addicted to non-prescription drugs.

Regarding the barriers that prevent employees from dealing with their mental health issues, 36% fear it will affect job security, 35% are concerned about confidentiality and 29% are not yet ready to take the first step to address their issues, the most difficult. Coming from Israel, I was shocked to find the American health care system in such a mess. It accounts for 20 percent of GDP but has one of the worst health care systems among high-income countries. Centenarians are declining for the first time, and there is an unprecedented opioid crisis. I believe that the cause of these problems is the difference between health care providers and health care insurance companies. This separation creates a mismatch of interests between all parties. Many health care providers are focused on the bottom line versus the most expensive solution, while insurance premiums are at the highest level.

It’s no surprise that many employees now consider comprehensive health care coverage and benefits to be a deal-maker or breaker, which is why many employers take wellness seriously. A 2022 report Health care-related benefits are a top priority for 88% of employers, according to the Society for Human Resource Management (SHRM). In addition, mental health coverage will reach a new high of 91 percent in 2022 since the Covid-19 pandemic, with benefits such as telemedicine or telehealth on the rise.

For workers with mental health issues in particular, telehealth can provide a silver lining. Visits can be made online at a time and place that is most convenient for the patient without worrying about confidentiality issues. Typically, it begins with an initial online questionnaire as part of a comprehensive mental health evaluation, which is accompanied by a board-certified doctor. Then, within 24 hours, the video call will take place, the doctor will present a diagnosis and treatment plan. If necessary, the doctor can prescribe and direct the patient’s drug treatment. There are a wide range of telehealth providers that offer counseling and treatment as well as ongoing support for the following most common issues:

  • Major depression (MDD)
  • Generalized Anxiety Disorder (GAD)
  • Panic disorder (including panic attacks)
  • Social anxiety disorder
  • Post Traumatic Stress Disorder (PTSD)
  • Obsessive Compulsive Disorder (OCD)
  • Insomnia problem

For many years, there was no way to measure the progress of a patient’s mental health journey. But today, with the advent of evidence-based care (EBC), things are changing. By answering a set of scientifically proven questionnaires before the first appointment and throughout the course of treatment, doctors can measure progress and provide the best possible treatment. Clinical studies have shown that the EEBC method is up to twice as effective as usual. A very progressive board certified mental health practitioner uses this EEBC method.

Employers who prioritize mental health recognize the overall benefits of physical health. As most of us know, mental stress increases the risk of high blood pressure, high blood pressure, weakened immune systems, digestive and reproductive problems, and heart attacks. Over the past two years, the rate of heart attacks has increased, especially among those under 40. In fact, one person in America has a heart attack every day. 34 seconds.

We often put our mental health at the bottom of a long list. As leaders, it is important to lead by example. Fairly healthy firms in times of market volatility. It’s common sense. The mental and physical health of the company’s leaders and employees is the key to the company’s stability. Teams work better and work better when there is a sense of security. And this affects other areas of life outside of work, from financial to social to family. There are affordable and accessible platforms for companies to integrate mental health benefits yet, even without insurance. So it’s worth being cautious about these options. There is no price one can put on one’s health—both mentally and physically. And there’s no time like the present for positive change.


Written by Aviha Sodri.
have you read
The Best CEOs in the World, 2022.
International Passport Standardization, 2022.
Global Ranking of Financial Centers, 2022.
World’s Richest People (Top Billionaires, 2022).
Economic Rankings: Largest Countries by Gross Domestic Product, 2022.
Most populous countries and territories, 2022.
Higher citizenship and residency by investment programs, 2022.

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