The cost of living in Australia has been steadily on the rise, leaving many individuals and families struggling to make ends meet.
One unfortunate consequence of this financial strain is the increasing number of Australians forced to sacrifice their health expenses. As the cost of living continues to soar, people are finding it difficult to prioritise their health care needs, leading to potential long-term health consequences.
According to global health care leader TELUS Health, the latest TELUS Mental Health Index (MHI) found 20 percent of workers in Australia have been forced to cut back on expenses related to their health. These cutbacks may include reducing the frequency of doctor visits, delaying necessary medical procedures, or skimping on vital medications.
The Index, designed to shed light on the current mental health status of workers in Australia, shows 78 per cent of workers report a high or moderate mental health risk – the highest level since the early days of the pandemic where it spiked at 87 per cent.
The significant decline in mental health can largely be attributed to work-related stress and anxiety, further compounded by the current economic challenges. Employees are finding themselves navigating through a period of uncertainty: stressed from limited disposable income and juggling mortgage payments, utility bills and childcare.
As a result, when it comes to health care, many Australians are confronted with tough choices. But this shouldn’t be the case.
This presents an opportunity for companies to rise to the occasion and support their employees. Our workplace is where we spend the most of our time, so it is important that we have a healthy and balanced environment. When employees feel supported and valued, they are more engaged and productive, which will benefit the company as a whole.
Although it is required by law for businesses to provide a safe and healthy work environment, many organisations still struggle to implement programs that drive actual value for their employees. Instead, where these companies are perceived to be supporting their people, they fail to tangibly address the issues faced by the workforce today.
Actions need to be taken
When addressing the wellbeing policies in workplaces, we are often faced with tick-box lists that offer a myriad of perceived ‘benefits’. Monthly drinks get togethers, discounted gym memberships and free coffee are just some of the generic perks on offer to current and prospective employees. But these incentives – while always welcome – have minimal impact on mental health outcomes.
Employees want more supportive incentives, especially in an uncertain economy. With nearly 20 per cent of Australians reporting cutting back on health-related expenses due to inflation, the work perks are doing little to solve a wider problem.
Offering comprehensive health insurance plans or subsidising premiums can significantly relieve the financial strain on employees. Businesses can also implement flexible benefits programs that allow employees to allocate a portion of their salary toward health care expenses. This can include medical consultations, diagnostic tests, or therapies. By doing this, employees are presented with the opportunity to put their health and wellbeing first, instead of worrying about mounting medical bills.
It makes business sense
There’s no better time for businesses to take ownership of their employees’ wellbeing than now, when burnout, quiet quitting, and the great resignation are challenging the working landscape.
Based on our February MHI, the work productivity sub-score has declined to 59.8 in February, after making some incremental improvements from April 2020 through January 2023 at 64.2. Neglecting mental health concerns among employees can lead to adverse consequences such as diminished wellbeing, decreased productivity, and higher turnover rates, impacting both personal lives and job satisfaction. This, in turn, will result in a less competitive workforce, reduced economic output, and slower economic growth.
Employers who recognise these implications understand that taking proactive measures not only benefits their workforce, but also positively impacts their bottom line. Improved mental health scores among employees directly enhance engagement and productivity levels.
Constructing a supportive framework
Over the years, workplaces have made some promising advancements in mental health awareness and support and many have participated in important events that promote positive wellbeing such as R U OK Day.
However, many Australians are still struggling to speak up due to associated stigmas. It is crucial for business leaders and people managers to foster a culture that encourages open communication channels, allowing their staff to comfortably express concerns around their personal matters without the fear of being judged as unprofessional. Prevention and early intervention should be prioritised, as the best returns emerge from businesses that put their people first.
While recognition serves as the initial step in prioritising wellbeing in the workplace, implementation holds the utmost importance. Leaders within organisations require guidance, training, and tools to effectively support their employees. It’s true that leaders have to be the example if they want to see change, as this will create a safe space for their team to open up.
Employers can offer resources such as access to confidential counselling services through Employee Assistance Programs (EAPs) or partnerships with external mental health providers. Managers can promote these resources and encourage their team to take advantage of this service. Additionally, flexibility, whether in terms of working hours or tasks, is another avenue for employers to promote wellbeing.
While there are no quick fixes, incremental adjustments and fostering open conversations will cultivate a happier and more productive workforce. Businesses that build a strategy to prioritise vital care for employees will witness enhanced employee engagement, increased revenue, and contribute to a stronger economy.
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