Few companies today are unaware of the impact of mental health on workplace well-being. But there seems to be less widespread understanding that it’s not just the feel-better workplace wellness programs that get a boost when workers’ mental health is top of mind for leadership, as business veteran Frank Orlowski explains — ethical behavior can be a positive side effect.
In a world where mental health is finally getting the spotlight it deserves, from the NFL’s Heads-Up Program to the NBA’s Mind Health initiative, it’s time corporate America takes note — especially the folks in compliance and ethics. Why? Because fostering employee well-being goes hand-in-hand with cultivating an ethical, sustainable business. This isn’t just feel-good fluff; there’s hard evidence that happy brains mean better ethics.
Employees bogged down in mental health struggles are more likely to stumble ethically, affecting everything from productivity to company reputation. From EAPs to flexible work arrangements, companies are getting creative in boosting employee mental health — and it’s paying off.
Bottom line: Caring for your team’s mental health isn’t just nice; it’s smart business.
Good mental health encourages good work performance
One does not have to be a mental health professional to draw the conclusion that employees whose judgment may be compromised or their attention pulled by mental health struggles will be more likely to engage in unethical behavior. Conversely, when employees feel understood, supported and empowered to prioritize their well-being, it fosters an environment where ethical decision-making flourishes. This underscores mental health’s crucial role in shaping a culture of integrity and ethical conduct within an organization.
This isn’t theoretical: A study by Mind Share Partners, a national workplace mental health nonprofit, showed that workers who felt supported by their employers with their mental health were less likely to underperform or miss work and more likely to have positive views of the company and its leaders.
It is important to note that mental health challenges can manifest in different ways for different individuals, and it is crucial to create a supportive and inclusive work environment that prioritizes employee well-being.
Understanding this connection, forward-thinking companies are implementing diverse initiatives to address employee mental health holistically. These initiatives go beyond compliance and control measures, delving into the human factor to the heart of individual needs and fostering a culture of support and understanding. The most popular initiatives include:
- Employee assistance programs (EAPs)
- Stress management
- Flexible work arrangements
- Mental health awareness campaigns
- Destigmatization
- Promoting healthy habits
The benefits of prioritizing employee well-being extend beyond individual employees, creating a ripple effect throughout the organization. By investing in these initiatives, companies can expect reduced absenteeism, and they may even see a boost to employee morale and engagement. Mental health and wellness initiatives may also improve empathy, which can make them more attuned to the needs of others, creating a culture of mutual support and, perhaps, making it more likely that people will adhere to ethical standards.
A 2023 study by Francisco Manuel Morales Rodríguez, a professor at the University of Spain, found that people who practiced mindfulness through meditation were more likely to act ethically, value upholding ethical standards and use a principled approach to ethical decision-making. The study also found that less mindful individuals may fail to recognize ethical challenges or appreciate conflicts of interest.
Real-world examples
When a corporation is perceived as caring for its employees’ mental well-being, stakeholders are more likely to trust that the organization is also committed to ethical business practices. This trust, in turn, reinforces a commitment to compliance with ethical standards.
Procter & Gamble (P&G) provides a tangible illustration of the correlation between employee well-being initiatives and positive outcomes. P&G initiated a comprehensive well-being program that included stress management workshops, access to mental health professionals and a focus on work-life balance. As a result, the company noticed a reduction in employee burnout, an increase in customer satisfaction and a heightened willingness among employees to openly address compliance and ethical concerns within the organization.
Cigna Healthcare launched an employee assistance program with confidential access to mental health resources and counseling services. As a result of EAP utilization and improved employee coping mechanisms, there was an observed reduction in unreported unethical behaviors and compliance issues as opposed to those that surface during investigations or audits.
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