Since the beginning of the COVID-19 pandemic, mental health concerns have been at an all-time high. People are facing a variety of stressful challenges, including adjusting to a new work-life situation, financial struggles, health and safety concerns, and even the loss of loved ones. Dealing with these issues while still having to work can take an extreme toll on the mental health of employees. The following suggestions can help HR professionals revise their current mental health policy to include health and wellness resources and support for faculty and staff during these uncertain times.

The Effects of Stress, Anxiety and Depression at Work
In general, employment may come with a fair amount of stress due to long hours, heavy workloads, and tight deadlines. However, the added worry of navigating your job and home life in the midst of a global health pandemic has resulted in heightened stress, anxiety, and high functioning depression in workers.

As their mental health continues to deteriorate, job holders may begin to experience emotional reactions similar to grief and bereavement. They begin to lose focus and satisfaction in their work, causing them to be unhappy, irritable, and unable to concentrate. It may also lead to employee illness such as headaches, chest pains and frequent colds and flu, or to destructive behaviors such as drug and alcohol abuse, self-harm, and even suicidal ideations.

Putting adequate mental health policies in place can boost workplace morale and give workers the proper tools to cope with the daily stresses of dealing with COVID-19, helping them remain emotionally balanced and productive employees.

Employee-Specific Concerns
Applying the concept of workplace inclusivity is an important part of re-evaluating your mental health resources. job-applications.com/…/diversity-in-the-workplaceSince every demographic within your workplace has their own unique challenges and concerns that affect their emotional well-being, it is important to avoid a one-size-fits-all approach to revising your mental health policy. Considering the different struggles that each member of your team may be facing can help you make specific policy changes that would be most effective for them.

• Racial and Ethnic Minorities
  • COVID-19 has had a disproportionate impact on people of color and minority groups. These individuals are more likely to hold positions as essential workers, which increases their risk of exposure. At the same time, they may also be dealing with a lack of access to healthcare due to discrimination, language barriers, or socioeconomic inequality.
• The LGBTQ Community
  • LGBTQ individuals tend to experience higher rates of chronic health conditions, which may increase their vulnerability to the COVID-19 virus. With state mandates against social gatherings and the cancellation of LGBT pride celebrations, gender and sexual minorities have had to cope with enhanced feelings of isolation and loneliness.
• Persons With Disabilities
  • There are a number of pandemic-related mental health issues for people with disabilities. These individuals may find it harder to access critical medical supplies due to product scarcity. Social distancing, lockdowns, and quarantining can also heighten their feelings of loneliness and isolation. Furthermore, medical care rationing policies during times of crisis can lead to discriminatory attitudes toward people with disabilities.

These segments of the workforce often experience excessive emotional and psychological strain, resulting in increased engagement in risk behaviors and mental health issues such as post-traumatic stress disorders. Bearing this in mind will allow you to create emotional wellness policies that cater to their specific needs.

Updating Your Mental Health Policy
Once you understand the various mental health needs of all of your employees during COVID, you can begin reshaping your workplace policies to fit their emotional needs and promote workplace well-being. Take a look at your current policy and make room for a few mental health resources.

Expand Employee Services
Adding outpatient mental health resources to your company benefits package is a great way to improve employee well-being within the workplace. Offering insurance for therapy and psychiatric services may encourage workers to seek counseling for any mental health issues they are experiencing at home or on the job. Engage regional and national mental health organizations in order to update your health provider directory. You can even find specialized professionals like marriage and family therapists or substance abuse counselors to cater to specific needs of certain workers.

Adopt an Employee Assistance Program
Implementing a confidential Employee Assistance Program (EAP) gives workers the opportunity to work through the various at-home and workplace issues that have a negative effect on their health, well-being, and job performance. Your plan can cover anything from addressing concerns about how the company is handling the current pandemic, to professional referrals for employees who are going through financial struggles and legal issues in their personal lives.

In addition to assessments, counseling and specialized assistance, your company’s EAP may also choose to include organizational programs that prioritize physical and emotional health. Creating a company wellness program, offering free gym memberships, and hosting in-service events on stress-management and work-life balance can boost morale and reduce the risks of mental health crises on the job.

Encourage Self-Care
Allowing employees to practice self-care techniques while on the job can elicit happy emotions and decrease depression at work. Implement hourly brain breaks to give workers a moment to step away from their desks and stretch their legs. You can also keep healthy snacks on-hand for staff members, hold office meetings outdoors in the sunshine and fresh air, and encourage employees to decorate their workstations with plants, photos, and figurines that boost their mood.

Create A Supportive Work Environment
In addition to supplementary programs and mental health benefits, making adjustments to HR practices as well as the workplace itself can help keep your jobsite as stress free as possible.

Follow the COVID-19 Workplace Guidelines
Many employees may be concerned about their likelihood of contracting COVID-19 and passing it on to their children or high-risk elderly relatives. Following government mandates and guidelines on face mask requirements, workstation spacing and sanitation can put your employees at ease and show them that your company prioritizes their health and wellness.

Be Flexible
Being adaptable to the changes in your employees’ lives is an essential tool for supporting staff. Offer flex scheduling to workers who have had to take on a second job in order to make ends meet, or provide remote working opportunities for those who are currently struggling to find child care. Encouraging team members to take personal leave when they need it can also decrease mental health-related incidents in the workplace.

Transparency and Open Communication
One of the best things HR professionals can do during this time is to keep employees informed. Workers may be experiencing increased stress and anxiety due to worries about whether COVID will cost them their jobs. Put their minds at ease by keeping them in the loop about the company’s strategies for handling the pandemic.

Hold meetings and discuss any new business developments that will affect the staff members. You can also include a list of resources for coping with COVID-19 in your weekly newsletter. During these interactions, make sure to be open and honest with workers. Show them that you prioritize their health and emotional wellness, and ensure them that you are available to assist with any professional or personal issues they may have.

Final Thought
As COVID-19 continues to impact the lives of your workers, implementing new mental health resources remains vital to the well-being of the employees, as well as the success of the company. Adjusting your workplace policies to address both physical and emotional issues can create a happier, healthier, and more productive workforce.