The conversation around mental health in organisations has gained significant traction in recent years.
We now recognise that mental health literacy, which is the ability to understand, identify, manage, and support mental health issues, is a personal concern and a cornerstone of building resilient, sustainable organisations.
Mental health literacy, introduced by Anthony F. Jorm and his research team in 1997, refers to an individual’s understanding and perceptions of mental health issues.
It equips employees and managers to identify, prevent and manage mental health concerns.
Managers and human resources (HR) professionals are often the first points of contact when employees face mental health challenges.
Their ability to recognise signs of distress and respond appropriately can significantly impact workplace morale, employee engagement, and retention.
The mental health challenges faced by employees are increasingly recognised.
The World Health Organisation (WHO) reports that depression and anxiety lead to the loss of 12 billion workdays annually, costing the global economy over $1 trillion each year.
This context highlights the significant impact of mental health challenges, such as anxiety, depression and stress, in the corporate world.
By developing the skills to recognise the signs of mental distress and responding appropriately, leaders and HR professionals can prevent minor issues from escalating into significant crises, ultimately benefitting the overall work environment.
Resilience, the capacity to recover from setbacks, is essential in maintaining mental health, particularly in the workplace.
Employees who feel supported and equipped with mental health literacy can better navigate challenges and remain productive, even in the face of stress and adversity.
Fostering employee resilience through mental health education and resources is crucial in the corporate world.
By integrating mental health literacy into professional development programmes, organisations can help employees develop coping strategies and tools to manage stress effectively.
Stress management workshops or mindfulness training equip employees with practical tools to handle work-related pressures.
HR departments can empower managers by training them to recognise mental health distress, intervene early and provide support.
Programmes should include active listening, crisis intervention and referrals to mental health services.
Additionally, promoting work-life balance and modelling healthy behaviours foster a supportive organisational culture.
For example, Shell’s employees’ well-being initiatives focus on mental health, physical wellness, and a supportive work environment.
Staff feedback highlights the benefits such as reduced stress, improved job satisfaction and higher productivity.
Their intervention strategies, including flexible work, mental health support and wellness programmes, contribute to a healthier and more engaged workforce, fostering resilience and efficiency.
In the corporate world, sustainability extends beyond environmental initiatives to include social sustainability, which prioritises employee well-being.
This aspect is increasingly integrated into priorities of Environmental, Social, and Governance (ESG).
By enhancing mental health literacy, companies can foster a supportive work environment where employees feel valued and empowered.
A 2024 Deloitte report analysed various mental health interventions, such as Employee Assistance Programmes (EAPs), leadership training and digital stress management, revealing that investing in employee mental health yields positive financial returns — an estimated £4.7 for every £1 spent.
These efforts align with global initiatives like the UN’s Sustainable Development Goal (SDG) 3: Good Health and Well-being.
While the benefits of mental health literacy are well recognised, implementing it in the workplace presents challenges.
Stigma, limited resources and varying levels of awareness remain significant barriers.
To address this, the Ministry of Health (MOH) Malaysia launched the ‘War on Stigma’ initiative on February 19, 2025, aiming to educate the public and reshape negative perceptions of mental health.
These efforts align with the 2020-2025 National Strategic Plan for Mental Health in Malaysia, ensuring better workplace mental health management.
Companies can support this by fostering open discussions, normalising help-seeking behaviours and promoting mental health education through workshops, seminars, and awareness campaigns. Additionally, digital tools such as virtual training programmes, mental health apps and online support systems can improve accessibility, offering immediate assistance to employees and strengthening a culture of well-being.
Creating a mentally healthy workplace requires collaboration across departments. HR professionals, managers and mental health experts must work together to develop a comprehensive strategy incorporating training, awareness, and continuous support.
By integrating mental health literacy into corporate culture, organisations can cultivate a resilient workforce that thrives in a supportive environment. Investing in employee well-being enhances engagement and productivity and reduces absenteeism and turnover, ultimately contributing to long-term business success.
The intersection of mental health literacy and sustainability underscores how a holistic approach to employee well-being fosters innovation, efficiency and organisational resilience in an evolving corporate landscape.
● Dr Heng Kiat Sing, School of Business, Faculty of Business, Design and Arts, Swinburne University of Technology Sarawak Campus
DISCLAIMER:
The views expressed here are those of the writer and do not necessarily represent the views of the Sarawak Tribune.
