Excellencies, dear colleagues and friends,
Hello and welcome, and thank you all for your interest in this very important topic.
The COVID-19 pandemic has had enormous consequences on mental health – consequences that we are still trying to fully understand.
Even before the pandemic, the WHO estimated that one in six adults of working age suffered from some type of mental disorder.
Research commissioned by the WHO indicates that during the pandemic, depression and anxiety increased by more than 25%.
At the same time, the global crisis has exposed gaps in countries’ capacity to support mental health at work.
In 2020, only 35% of countries reported having national programs for the promotion and prevention of work-related mental health.
Just as employers have a responsibility to protect the physical health of their workers from workplace health and safety risks, they also have a responsibility to support their mental health, but this has been relatively neglected.
Work can have many negative consequences on mental health, including bullying and harassment, sexual violence, inequality and discrimination, racism, heavy workloads, underpayment, toxic culture, etc.
At the same time, work itself can protect mental health, providing a sense of identity and purpose, and of course, income. And for people with mental health issues, good work can promote recovery and inclusion in the community.
There is a strong economic incentive for employers to support the mental health of their employees. Every year, an estimated 12 billion work days are lost to depression and anxiety, costing the global economy approximately $1 trillion per year.
Yet investment in mental health remains low and the stigma surrounding it remains high.
On average, countries spend around 2% of their health budget on mental health, and in some countries there are only two mental health workers per 100,000 people.
Yet mental health problems are among the largest contributors to the global burden of disease.
There are positive, proven steps that can be taken to improve mental health at work.
Through the WHO Guidelines on Mental Health at Work, WHO has produced evidence-based recommendations to effectively address mental health at work. And in collaboration with the International Labor Organization, we have produced a guidance note to support the implementation of the recommendations.
But it’s not something we just tell the rest of the world to do. It’s something we do ourselves.
WHO can be a very stressful environment, especially – but not only – during a pandemic.
Over the past three years, many of our staff have worked under intense pressure, working long hours to ensure we give countries the evidence-based advice they need to make decisions that can make the difference between life and death.
The organization is evolving in the eye of the storm.
Some members of our staff have been publicly attacked on social media.
Some were physically attacked, others were threatened and some lost their lives.
During the Ebola epidemic which has been raging in the Democratic Republic of Congo for more than two years, two of our employees were killed by rebel groups operating in the region.
The effects on the mental health of their colleagues have been profound.
Recognizing that we needed to do more to promote and protect the mental health of our staff, we conducted a staff survey a few years ago to get their feedback on their experiences, their needs and the services we provide.
Following the feedback we received, we have now developed a Workplace Mental Health Program to identify the mental health needs of our staff and respond accordingly.
For example, we have recruited additional staff counselors, who can offer individual or group sessions;
We also have an external psychosocial support program;
We host regular webinars with external mental health experts, on topics such as work-life balance, stress management, coping with loss and grief, parenting children with disabilities, and more Again.
We have launched a staff mobile app with a variety of resources to enable staff to self-assess and protect their own mental health and wellbeing.
And we’ve ensured that mental health and wellness services are covered under our staff health insurance program.
Let me leave you with three actions to improve mental health at work:
First, employers can prevent work-related mental health problems by identifying and modifying, mitigating or removing mental health risks.
Second, employers can protect and promote mental health at work by training managers to identify and act on sources of workplace stress, strengthen management skills, and recognize and respond to emotional distress.
Third, employers can support people with mental health problems, by adapting to the needs and abilities of the worker, helping people return to work and putting in place programs to help people with problems mental health to access employment.
Ultimately, investing in mental health is investing in a better future – for the workers of today and tomorrow.
Because there is no health without mental health.
I thank you.
