'We're not in good shape, despite lockdowns and vaccinations having ended a while ago'
The 2023 Asia Mental Health Index, a collaborative study by TELUS Health and Aon, highlights the alarming mental health challenges faced by the working population in Asia.
The report uncovered that a staggering 82% of employees in Asia exhibit a moderate to high mental health risk profile, with 51% experiencing heightened sensitivity to stress compared to the previous year. Furthermore, 54% express concern about potential career limitations if their employers were aware of their mental health issues, emphasizing the persistent stigma surrounding mental health.
To generate the Asia Mental Health Index, individual responses were converted into point values using a response-scoring system. Scores ranged from 0 to 100, categorising respondents into Distressed (0–49), Strained (50–79), or Optimal (80–100) mental health profiles.
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Emphasising the urgent need for employers to acknowledge these figures as a wake-up call, TELUS Health's Senior Vice President, Jamie MacLennan, told HRD, “Mental health and wellbeing is the genesis for an engaged and productive workforce.
MacLennan notes that while physical risks of the pandemic have diminished, mental health risks persist, exacerbated by factors such as cost of living pressures, rising interest rates, and geopolitical tensions.
“The figures show that we’re not in good shape, despite lockdowns and vaccinations having ended a while ago. There are a lot of ongoing issues that employees are grappling with,” he said.
Asian employees scored significantly lower than the global average in various mental health indices, with work productivity identified as a significant concern, leading to potential financial risks for organisations due to presenteeism and absenteeism.
MacLennan believes there is a financial imperative to prioritise employee well-being and recommends ensuring a robust well-being strategy is at play in all organisations.
“Research shows that the cost of presenteeism is actually multiple times bigger for organisations than absenteeism. If you have people struggling and not being productive, you’ll have high levels of churn and burnout. Wellbeing support isn’t optional – it’s a financial imperative.”
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