Wellness Exchange: Health Discussions
Gen Z Loses One Work Day Weekly to Mental Health
(upbeat music) - Welcome to Quick News. This is Ted. The news was published on November 2nd Saturday. We've got a lot to unpack today and I'm joined by Eric and Kate. Thank you both for being here. - Sure thing, Ted. Always ready to throw down, you know that. - Let's dive straight into the topic. The survey reveals that Gen Z employees are missing an average of one workday each week due to mental health struggles. Can both of you explain why this statistic is significant and what key terms we need to understand from this news? - Ted, it's significant because we're talking about a generation that is 224% more likely to be depressed compared to their older colleagues. It shows a widespread issue that impacts both individual wellbeing and economic productivity. And let's not forget the cost to the economy, which is just astronomical. - Well, Eric, it's not just about productivity. These are human beings facing unprecedented stressors. Gen Z is more attuned to their mental health, recognizing when they need to take a break, which previous generations failed to. It's not just that they're lazy or not resilient enough. It's that they're more aware of what they need to stay healthy. - But Kate, there's the economic aspect. We're looking at a 128 billion dollar hit to the UK economy due to missed or unproductive workdays that can't be ignored. It's impacting everyone at the same employees. - Economic impact, sure. But what about the human cost? The survey shows only a quarter of workers even taking advantage of wellness resources. There's a neglect from employers. - Interesting points. Can either of you break down what a non-productive workday means in this context? - A non-productive workday refers to employees clocking in, but not operating at peak efficiency. Essentially, they're present physically, but not mentally engaged. It's like the lights are on, but nobody's home. They're there, but they're not actually contributing effectively to work. - Exactly, and that's mainly because of mental health struggles. They're in the office, but unable to stay focused, which has its own set of consequences. It's like trying to run a marathon with a sprained ankle. Sure, you're moving, but not really getting anywhere. - Both good points. How about the term mental health day? What does that entail for Gen Z employees? - A mental health day is when an employee takes time off specifically to recover from mental stress or exhaustion. It's become more common with Gen Z because they're more aware of their mental health needs. They're prioritizing their wellbeing, which is a positive shift, but it's also a sign that there's more stress than ever before. - And while it sounds beneficial, it raises questions about workplace resilience and how we support these employees in the long term. Are we building a workforce that can handle stress or one that's over reliant on taking-- - This situation reminds me of historical events where workplace wellness became a focus. Can we explore a similar historical event for some perspective on how such issues have been handled in the past? - Sure, Ted, let's look at the industrial revolution. Factory workers faced grueling hours and poor working conditions, leading to mass absenteeism and health issues. This pushed for labor reforms, much like our current push for mental health support. The struggles were different, but the response was somewhat similar. - Eric, that's a bit of a stretch. Yes, conditions were bad, but we're talking about physical health then. Now it's mental health, which is equally critical, but often overlooked. The two aren't directly-- - The principle is the same, though. Poor conditions, whether mental or physical lead to decreased productivity and reforms. It's historically shown that proper management of worker health benefits the economy. It's all about ensuring that the workforce is able to perform its duties efficiently. - But comparing factory conditions to modern mental health struggles isn't apples to apples. This generation is particularly sensitive to psychological stressors, and the solutions aren't as straightforward as labor laws. You can't just pass a law and expect mental health to continue-- - So do you agree that past labor reforms can serve as a model for handling mental health at work today? - To an extent, yes, they highlight the importance of legislative and corporate responsibility in safeguarding employee well-being, but we also need to adapt those ideas to the modern context. - Legislative actions are fine, but companies actively implementing mental health resources is what we need now. Workers need support systems. Real, tangible support that they can actually rely on. - Great points. How did those historical changes reshape the workforce then? - The labor reforms led to regulated working hours and better conditions, which increased worker satisfaction and productivity. It showed that when workers are taken care of, they perform better. - Yes, but we need to focus beyond just reforms. We need a cultural shift in how we view mental health in the workplace. It's not just about passing new laws. It's about changing the way we think and talk about mental health. - Looking ahead, let's consider two distinct pathways for how this situation could unfold. What are your thoughts on the potential future of workplace mental health support? Firstly, businesses might invest heavily in comprehensive wellness programs. This would include mental health days, counseling services, and stress management workshops. It's a proactive approach, aiming to support employees before issues become too severe. - That's one way. But I argue we need fundamental changes in work culture. Shorter work weeks, flexible hours, and remote work options should become the norm to reduce overall stress. It's about rethinking the way we work altogether. - While I see the potential in your suggestions, it could hurt business output. We need a balance between productivity and mental health. If businesses can't stay afloat, then no amount of mental health needs will help. - Well, businesses won't have output at all if their employees are burning out and quitting. Reducing stress is not just ethical, it's practical. A happy worker is a productive worker. - Interesting. What about the role of technology in addressing these issues? Could it play a significant part? - Absolutely. Telehealth services, AI-driven mental health apps, and online support communities could offer new ways to support employees efficiently. Technology can provide scalable solutions that are accessible to everyone. - Technology, yes, but let's not forget the human touch. People need real human interaction for addressing mental health effectively. Tech can help, but it can't replace the need for personal connections. - Human interaction is vital, yes, but scalable tech solutions can help reach more employees faster. It's about combining the best of both worlds to create a whole system. - But if the workplace doesn't change fundamentally, tech solutions will just be a band-aid. We need real systemic change to make it work. - So to sum up, we have two potential paths, enhanced wellness programs versus a fundamental shift in work culture. Both have their merits and challenges. Thank you both for your insights. This has been a fascinating discussion. Thanks Ted, always a pleasure. Thanks Ted, until next time everyone.