In Malaysia, there has been a three-fold increase in mental health problems among the population over the past 20 years.
THE workplace is not immune to mental health problems and their impact in psychological, social and economic terms is high.
Globally, it was reported that an estimated 264 million people suffer from depression, one of the leading causes of disability; the cost of mental illness has been estimated at US$2.5 trillion (RM10.35 trillion) in 2010 and is projected to reach US$6 trillion in 2030.
In Malaysia, there has been a three-fold increase in mental health problems among the population over the past 20 years. If we apply the same projection, than the estimated loss for Malaysia was US$10.6 billion for 2010; by 2030 it is expected to soar to US$24.3 billion.
A study conducted by the Education Ministry in 2017 also shows that 4.4 per cent or 2,123 teachers were identified as experiencing moderate stress level while civil servants also achieved an average score in the Malaysia Psychological Wellbeing Index which was conducted in August 2018.
According to the Malaysian Health System Research report (March 2016), mental illness is a leading cause of economic loss at the individual, family, employer, health system, and national levels, due to direct and indirect health costs, absenteeism, lost productivity while at work, and decreased income which can result in reduced national economic output.
When addressing participants at Malaysia’s 1st Mental Health Experiential Conference (# MyMHEC2019) in Petaling Jaya recently (June 19), I stressed that mental health at workplace should no longer be ignored as it could cost employers and the country billions of ringgit if not properly addressed.
Neglect of mental health and psychosocial factors at the workplace is not only detrimental to the individual worker but also directly affects productivity, efficiency and output of any organisation.
Accidents at workplaces are not only caused by poor work safety practices but also due to mental health issues. I have consistently raised about mental and psychosocial issues as they are also affecting workplaces.
Mental health issues at the workplace are caused by a combination of factors such as personal work, work environment and organisational factor.
Workplace stress is defined by the World Health Organisation (WHO) as “the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope”.
There are many types of work-related stress such as job insecurity, low control in work, low social support from co-workers, dissatisfaction with work and problems associated with depression and anxiety.
Unemployment is a well-recognised risk factor for mental health problems and negative working environment may lead to physical and mental health problems, harmful use of substances or alcohol, absenteeism and lost productivity.
Studies show that workplaces that promote mental health and support for people with mental disorders are more likely to reduce absenteeism, increase productivity and benefit from associated economic gains.
More young workers nowadays are also stressed out or experiencing symptoms of stress-related illnesses such as anxiety or depression due to life experiences or environmental factors.
Struggling to cope with work, new financial commitments, family expectations and relationships are among the topics of concern for young adults.
It is not only happening here but all around the globe since the demands of living in current times are causing depression, anxiety and other mental health problems in young people.
As fresh graduates for example, it is normal for them to wish for a permanent job with a handsome salary, dream car and house but life is not always smooth sailing.
While some young working adults might soldier on amidst the trials and tribulations, others struggle with emotional and physical issues as soon as they leave university, or even before and enter the working world.
Though each generation has faced its own set of problems, dilemmas faced by young adults during present time appear to have wide-ranging social and economic implications, with a rising number being diagnosed with depression, anxiety or other mental health problems.
A healthy workplace can be described as one where workers and managers actively contribute to the working environment by promoting and protecting the health, safety and well-being of all employees.
Mental health interventions should be delivered as part of an integrated health and wellbeing strategy that covers prevention, early identification, support and rehabilitation.
Key to success is involving stakeholders and staff at all levels when providing protection, promotion and support interventions and when monitoring their effectiveness.
All parties should also strive to stop the stigmatisation of mentally ill persons who are often regarded as “orang gila” or crazy people.
Instead of insulting them, the community members should help those with mental disorders to get counselling or psychiatric treatment.
Prevention in the early stage can certainly reduce the likelihood of people with mental problems turning violent or doing extreme things including murder and committing suicide.
Family members, office colleagues and the local community should know how to identify the symptoms and ways to help those who are suffering from mental illness.
Most families, employers and co-workers are not prepared to cope with learning that their loved ones or office mates have mental illness.
As for the victims, It can be physically and emotionally trying, and can make them feel vulnerable to the opinions and judgments of others.
The World Health Organisation (WHO) has stressed that organisations have a responsibility to support individuals with mental disorders in either continuing or returning to work.
Some of the initiatives that may help individuals with mental disorders include flexible hours, job-redesign, addressing negative workplace dynamics and supportive and confidential communication with the management.
Researches also show that unemployment, particularly long term unemployment, can have a detrimental impact on mental health.
As the country's leading institute for occupational safety and health (OSH), NIOSH has already introduced several programmes to help employers and their staff manage mental health at the workplace apart from organising various health promotional programmes.
One of them is the mental health module, which was introduced under a collaboration with the Ministry of Health. It is part of NIOSH’s Total Wellness and Health Promotion Program (TWHP), where the employers and their employees will learn about mental health issues and adopt the best strategies to manage the problem.
It is important to know that early diagnosis and treatment greatly increases the chances of individuals affected by mental illness to regain a reasonable state of health and wellbeing and satisfying quality of life.
There is a need to implement the Employee Assistance Programme (EAP) which can provide both prevention and early intervention for employees affected by stress, emotional and mental health issues which jeopardise job performance.
Funds spent on EAPs have documented investment returns in such areas as productivity and work performance. Companies are finding that investing in employee’ emotional wellbeing can mean a healthier bottom line.
It was predicted that mental health problems will become the second biggest health problem affecting Malaysians after heart disease by 2020, unless proper measures are taken to address the issue.
Because of the stigma associated with mental disorders, employers need to ensure that individuals feel supported and able to ask for support in continuing with or returning to work and are provided with the necessary resources to do their job.
Article 27 of The UN Convention on the Rights of Persons with Disabilities (CRPD) provides a legally-binding global framework for promoting the rights of people with disabilities (including psychosocial disabilities). It recognizes that every person with a disability has the right to work, should be treated equally and not be discriminated against, and should be provided with support in the workplace.
Tan Sri Lee Lam Thye
The writer is chairman of the National Institute of Occupational Safety and Health (NIOSH)
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