Happiness is?

Who would have thought that three years after a new virus started circulating the world, it’s still affecting our health and wellness – including how, where and when we work? But this is the reality.

The world’s population may no longer be under pandemic-induced lockdowns, but we are all still dealing with the aftermath of COVID-19. Throw into the mix a cost-of-living crisis and energy issues as well as a war in Europe, and it’s no wonder there’s been an impact on our health and well-being.

The World Happiness Report 2022 reveals several interesting, yet unsurprising, facts about the state of the global psyche. It says, for example, that on average there has been a “long-term moderate upward trend in stress, worry and sadness in most countries and a slight long-term decline in the enjoyment of life”.

In terms of happiness rankings by country, Finland came in as the happiest place, followed by Denmark, Iceland, Switzerland and the Netherlands. Australia ranked 12th, the US 16th, with the UK coming in at number 17.

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Meanwhile, Canada fell to its lowest ranking (15), while France reached its highest to date (20). At the bottom of the pile was Afghanistan, with Lebanon, Zimbabwe and Rwanda close behind.

Workplace Happiness

The Global Wellness Institute (GWI) has released the findings of what it calls the first-ever global analysis of wellness, happiness and health. According to GWI, wellness is “the active pursuit of activities, choices and lifestyles that lead to a state of holistic health”. The wellness economy is defined as “industries that enable consumers to incorporate wellness activities and lifestyles into their daily lives”.

For anyone unfamiliar with GWI, the non-profit organisation is an excellent research and educational source on this broad topic and includes workplace wellness in its initiatives. GWI’s Health, Happiness and the Wellness Economy: An Empirical Analysis, January 2023 results indicate that four sectors show a strong, positive relationship with happiness: workplace wellness, wellness real estate, healthy eating and physical activity.

According to the report, in percentage terms, worry and stress rose by 8% in 2020 and 4% in 2021 compared with pre-pandemic levels. However, there was some good news too, with a “global upsurge in benevolence in 2021”. With the 2023 report slated for release on 20 March, it will be intriguing to see if this kindness carried forth into 2022.

The analysis further found that a 100% increase in workplace wellness spending per capita ($10) corresponds to a 4.7% increase in happiness levels. According to the report, “workplace wellness is the only sector that shows a strong and statistically significant correlation with happiness and all of the health outcome indicators across countries”.

The Fourth Annual State of Snacking survey by Mondeléz International also points to a trend towards healthier eating and reaffirms the link between treats and happiness. 68% of consumers, for instance, check out the nutritional labels on snacks before buying. 82% wished more snacks had biodegradable packaging, while 65% would pay more for ethically sourced ingredients and 70% believe plant-based versions are better for the future of our planet.

Perhaps predictably, 79% of respondents regularly eat snacks to ‘pamper’ or ‘reward’ themselves, with tough times calling for little luxuries such as chocolate. 84% believe chocolate is good for the soul, 78% think indulgent snacks boost their mood, while 64% state they make them feel healthy and strong.

Providing treats in the office breakroom may create a welcome, albeit temporary, mood enhancer for some, but it’s no substitute for organisations implementing a proper well-being programme for the workplace.

Supporting Mental Health

Mental health in particular has risen up the agenda. In the US, the 24th Employer Health Benefits Survey, undertaken by Kaiser Family Foundation, found that in 2022, 48% of large employers saw an increase in employees seeking mental health services. However, just over half (52%) believed there were enough behavioural health providers in their networks to allow timely access to services. This compares to 89% of firms thinking there were enough primary care providers.

Indeed, according to a Calm for Business survey, US employees expect (and need) more mental health support at work. Key findings of the research revealed that 97% thought employers should be working to improve the mental health of their staff members. Meanwhile, 66% didn’t feel comfortable talking about their mental health with a manager, with 43% attributing their negative mental health to their job.

Dealing with mental health issues is a global problem and there are some stark realities. A McKinsey Health Institute survey – Present Company Included: Prioritizing Mental Health

LET’S TALK MENOPAUSE

Most women and other people who have a menstrual cycle will reach the menopause at some stage of their life – usually from their mid-40s, but it could be much earlier or indeed later. Despite the considerable percentage this represents, the topic has only started being talked about more openly, with action in the workplace still sorely lacking.

A recent Acas poll in the UK found that 33% of employers do not feel well equipped to support those going through the menopause (46% were well equipped) while 21% “didn’t know”. Acas CEO Susan Clews noted: “There is still stigma attached to the menopause and our findings show that some employers do not feel well equipped to support women who are going through it. Our poll also reveals there is a lack of confidence around whether some managers have the skills to support staff experiencing symptoms. Creating a safe place at work to talk about it can help.” and Well-being for all – reports that around 60% of employees have experienced at least one mental health challenge at some point in their lives – a percentage that tallies with other global research.

For some, the menopause can be very stressful, affecting them physically and psychologically to varying degrees and with a dizzying array of symptoms. Sleeplessness, brain fog, hot flushes, heavy periods, migraines and mood swings can make the workplace difficult for sufferers and, equally, for those supporting them.

As such, it’s important to include the menopause in any workplace well-being programme and ensure ‘gendered ageism’ is dealt with in the same manner as any other discriminatory behaviour.

Some basic workplace menopause management includes being supportive as an organisation, awareness training for managers and staff, and incorporating the menopause in policies and guidelines. Employers should further ensure the working environment can easily be adjusted to alleviate symptoms, offer flexible working arrangements and implement a well-being champion and support networks.

The toll and cost of failing to address mental health and well-being is a “missed opportunity for employers”, according to McKinsey, especially as those facing challenges report more negative experiences at work. For example, such employees are 4x more likely to say they intend to leave, 3x more likely to report low job satisfaction, and 3x times more likely to experience toxic work behaviour.

Providing access to resources alone may lead to overestimating the impact employee programmes have and underestimating the role other workplace factors play, McKinsey asserts. Boosting inclusivity, creating sustainable work and eliminating toxic behaviour, for instance, can be critical in supporting mental health and well-being.

The role work plays in our lives and how it affects our well-being certainly shouldn’t be underestimated. Last year, the World Health Organization launched the WHO Guidelines on Mental Health at Work, offering advice on organisational and individual interventions as well as manager and worker training.