As we observe #MHAW2024, it’s crucial to reflect on how we conceptualize mental health in today’s increasingly complex and stressful work environments.
Why does it matter?
- According to the WHO, an estimated 12 billion working days are lost every year to depression and anxiety, costing US$ 1 trillion annually in lost productivity.
- The German DAK report 2024 states a record-breaking 323 days of sick leave per 100 insured employees due to psychological illness.
https://ourworldindata.org/grapher/share-who-report-lifetime-anxiety-or-depression
When I think about the concept of mental health, I’m reminded of a strong influence from even before my psychology studies: the legendary psychiatrist R.D. Laing, famous for his concept of “knots,” among many other ideas and actions.
Laing challenged us to reconsider what we label as “mental illness.” He argued that behaviors often diagnosed as “mad” could be rational responses to an irrational world. In our high-pressure workplaces, filled with global tensions and rapid change, this perspective is more relevant than ever.
Key takeaways from Laing’s work for today’s leaders:
- Context matters: An employee’s struggles might be a natural reaction to a toxic work environment, not a personal failing.
- Question labels: Be cautious about pathologizing stress responses. What we call “burnout” might be a healthy sign that change is needed.
- Systemic view: Mental health isn’t just about individuals—it’s about the entire system of relationships and environments we create.
As we strive to support mental health at work and address the staggering productivity losses, let’s remember Laing’s insights. By focusing on creating healthier work ecosystems rather than just “fixing” individuals, we can foster truly supportive environments where everyone can thrive.
What steps is your organization taking to rethink mental health support and tackle this trillion-dollar issue?
Share your thoughts below.
*I wrote this text as a result of my interaction with Claude AI
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