When it comes to wellbeing, our workplaces naturally become a key area of focus. Given the considerable hours we dedicate to our jobs, it’s important to recognise the impact this can have and what we can all do to help wellbeing and keep our mental health in check.

This article explores various areas of wellbeing in the workplace, looking at how certain factors can affect us whilst offering insights for both employees and organisations. We will also delve into tips and techniques, and examine how assistive technology apps can contribute to keeping our mental health in check.

Ways the workplace can negatively influence wellbeing

Work can play a big role in our overall health and wellbeing, jobs can add meaning, structure and purpose to life. It can also provide us with a sense of identity, boost self esteem, and offer a social outlet.

However, when certain aspects at work are not managed effectively, this can potentially affect mental wellbeing. For instance, consistently working long hours may contribute to fatigue and burnout. Similarly, insufficient breaks during the day, such as skipping lunch or rarely moving away from the desk, could lead to increased stress levels and affect concentration.

Challenges like excessive workloads or unrealistic expectations can sometimes make it difficult to maintain a healthy work-life balance, potentially blurring the lines between personal time and professional obligations. This might manifest as a perceived need to check emails outside working hours, which can make it harder to disengage and recuperate.

Physical stress can also play a part. Extended periods of screen use without proper ergonomic support may cause eye strain and headaches, potentially leading to discomfort. Additionally, inadequate hydration due to feeling too busy can contribute to general fatigue. Other factors like bullying, feeling excluded or facing discrimination can also harm mental health.

And for organisations this can result in lost productivity, absenteeism and higher staff turnover.

How can we take steps to improve mental wellbeing in the workplace?

The good news is there are lots of proactive steps both employees and organisations can take to promote a healthier work environment.

What employees can do

Taking charge of your own wellbeing at work involves a combination of setting boundaries, communicating effectively and prioritising self care.

• Establish clear boundaries: One of the most common challenges is the blurring of work-life boundaries. Try to establish a routine where you switch off from work at a specific time each day. This might involve turning off work notifications on your phone or avoiding checking emails outside of your contracted hours. For example, if your workday ends at 5pm, make a conscious effort to stop engaging with work related tasks after that time.
• Take regular breaks: Try and step away from your desk throughout the day. This includes taking a proper lunch break, even if it is just 20 minutes to eat and stretch. Short, regular breaks can also help. Try getting up to walk around every hour, or simply look away from your screen for a few minutes to rest your eyes. Staying hydrated is also key, so ensure you have a water bottle nearby and refill it often.
• Communicate your needs: If you are feeling overwhelmed by your workload or unrealistic expectations, it is important to communicate this to your manager. Rather than suffering in silence, schedule a meeting to discuss your concerns. You could suggest solutions or ask for support in prioritising tasks. Many workplaces now have mental health first aiders or employee assistance programmes, which can offer confidential support and guidance.
• Prioritise self care: Beyond work, make sure you are dedicating time to activities that help you relax and recharge. This could include exercise, hobbies, spending time with friends and family, or simply resting. These activities can act as a buffer against work-related stress.

What organisations can do

Organisations have a significant responsibility and opportunity to create a supportive environment that prioritises employee mental wellbeing .

• Promote a supportive culture: Leaders and managers should actively promote an open and supportive culture where employees feel comfortable discussing mental health concerns without fear of judgment or reprisal. This involves leading by example, such as taking regular breaks themselves and not sending emails outside working hours. Providing mental health training for managers can also help them identify signs of distress and respond appropriately.
• Manage workload and expectations: Regularly reviewing workloads and setting realistic deadlines can prevent burnout. Organisations should implement clear policies around working hours and overtime, discouraging a culture of excessive work. For example, some companies implement “no email after hours” policies or encourage flexible working arrangements to help employees manage their work-life balance.
• Ensure physical comfort and safety: Providing ergonomic workstations, encouraging regular movement, and ensuring adequate lighting can help reduce physical discomfort, which in turn supports mental wellbeing. Addressing issues like bullying, discrimination, and exclusion through clear policies and accessible reporting mechanisms is also paramount to creating a psychologically safe workplace.
• Provide resources and support: Offering access to mental health services, such as counselling, therapy, or employee assistance programmes helps demonstrate a commitment to employee wellbeing. Regular check-ins with staff, promoting a healthy work-life balance, and celebrating successes can also contribute to a positive working environment. Some organisations also run wellbeing initiatives, such as mindfulness workshops or subsidised gym memberships.

Wellbeing services workplaces can consider offering

There are a number of wellbeing initiatives that workplaces can offer to contribute to creating a mentally healthy and inclusive environment;

• Employee Assistance Programmes (EAPs): These confidential services often provide access to counselling (e.g., a set number of free sessions with a therapist), financial advice, legal help, and other support, frequently available 24/7.
• Mental health first aiders: Training staff to be mental health first aiders can establish an accessible and private contact point for colleagues seeking initial support or advice, potentially making mental health conversations less daunting.
• Wellness programmes: These might include subsidised gym memberships, healthy eating initiatives (e.g, free fruit bowls in the office), exercise groups.
• Employee resource groups (ERGs): Creating spaces for staff with similar experiences (including those with mental health conditions or neurodivergent employees) to connect, share insights, and support each other can greatly help build a sense of community and understanding. An example might be a “Neurodiversity Network” or a “Wellbeing Champions” group.

What we can ALL do

Looking after our SHED: Sleep, Hydration, Exercise, Diet

The SHED method® is a simple yet powerful way to think about how your lifestyle affects your mental health, wellbeing and ability to make good decisions.

The premise shows us that four key elements are fundamental for your overall wellbeing and helping you make better choices. Performance Coach, Sara Milne Rowe wrote The SHED Method® (published by Penguin), to help individuals manage their minds and reach their full potential. Having worked with Sara in the past, we adopted this method into our client coaching techniques. Many of whom have found this method to be incredibly effective.

Lets explore the four elements:

• Sleep: Adequate sleep is important for cognitive function, emotional regulation, and resilience. Factors such as long working hours, stress, and work-life balance can disrupt sleep patterns, potentially leading to fatigue and reduced productivity. Prioritising sufficient, quality sleep can help employees manage work demands and stress more effectively.

• Hydration: Maintaining good hydration is essential for physical and mental performance. Dehydration can contribute to headaches, fatigue, and concentration difficulties. Encouraging regular water intake throughout the workday is a simple yet impactful way to support wellbeing.

• Exercise: Regular physical activity can be a valuable tool for managing stress, improving mood, and boosting energy levels. Sedentary work environments may contribute to physical and mental health issues. Promoting opportunities for movement, whether through walking meetings, stretch breaks, or access to fitness facilities can potentially benefit employee mental health.

• Diet: A balanced and nutritious diet provides essential energy and supports optimal brain function. Dietary choices, sometimes influenced by busy schedules or stress, can affect energy levels, mood, and concentration. Encouraging healthy eating habits, such as having access to nutritious snacks or a fruit bowl, can support overall wellbeing and performance at work.

The link between wellbeing and workplace inclusion

There is a clear connection between an individual’s mental health and their sense of inclusion at work. When staff feel valued and respected, for example, their ideas are genuinely considered in meetings, or their contributions are acknowledged then their mental wellbeing can be positively affected. If individuals do not feel included, or if they experience discrimination, such as being excluded or having their suggestions consistently overlooked, it could potentially exacerbate mental health challenges.

An inclusive workplace also aims to welcome everyone, including those with disabilities, neurodiversity or mental health conditions, such as someone with ADHD or a history of depression. When these individuals feel authentically accepted and respected, they experience less stress and anxiety related to masking their identity or fearing discrimination. This psychological safety empowers them to contribute fully and supports their wellbeing.

Being an inclusive workplace also includes offering training, coaching, workplace adjustments or Assistive Technology where required. By embracing these strategies, organisations ensure every individual feels valued, supported and empowered to reach their full potential which results in a better sense of wellbeing at work.

Disability impact training

Disability Impact Training can be beneficial for new starters or those recently diagnosed with a mental health condition, helping them to develop self help skills and build confidence at work. By empowering individuals with strategies and understanding, it can alleviate some of the stress and anxiety associated with navigating a new or changing professional landscape.

At iDiversity we offer this type of training to help those with disabilities, neurodiversity or mental health conditions transition into a workplace environment more successfully, by addressing potential challenges and fostering a more inclusive and supportive atmosphere.

Some of the training we have delivered includes supporting individuals with:

• Mental health conditions (e.g., anxiety, depression, bipolar disorder)
• Neurodiversity (e.g., ADHD and Autism, which can often co-occur with mental health conditions)
• Other conditions that may impact mental well-being, such as chronic fatigue syndrome (ME), Fibromyalgia, and neurological conditions (i.e. Multiple Sclerosis, Strokes, Epilepsy and TBI/ABI), which can also have significant mental health implications.

Assistive Technology: Wellmind Health

Providing assistive technology like Wellmind Health can significantly enhance mental wellbeing in the workplace. Wellmind Health offers effective, discreet and accessible digital programmes designed to support employees facing challenges including anxiety, depression and chronic pain, helping them to remain in and be productive at work.

“I’ve suffered with anxiety my whole life and a month ago I found myself struggling greatly and had to get signed off from work. It has given me so many techniques that I can use going forwards to manage my anxiety. I feel like a different person now.”  Diagnostic radiographer, London – Be Mindful

The platform delivers on-demand programmes that build positive habits to prevent escalations and reduce anxiety and depression. The programmes empower participants with the skills and knowledge to overcome workplace barriers through mindfulness, pain management techniques and cognitive behavioural approaches. This includes guided meditations to relieve work-related stress and tools to track progress and maintain motivation.

Wellmind Health operates as a confidential digital resource, allowing employees to access a range of features at their convenience via smartphones, tablets and PCs. Designed and delivered by experts, the programmes guide participants to better understanding of their conditions and better management of them, helping them to improve focus or develop resilience, for example, with access also provided to a library of tailored tools and exercises related to mental health and wellbeing.

“It’s helped me manage my pain that’s associated with me so that I can keep working and keep my absence rate down to a minimum.” Hospital porter, Glasgow – Pathway through Pain

The support offered is cost-effectively and easily accessible on demand. It helps employees to recognise stress and pain triggers, build long-term positive habits, improve concentration and confidence and supports a reduction in absences and a return to work.

Wellmind Health programmes can be funded for individuals with support needs through Access to Work UK government grants, and employers can also provide these programmes to their staff.

Find out more here https://www.idiversityconsulting.co.uk/product-category/health-wellbeing

Conclusion

Looking after our wellbeing at work is is a fundamental, shared responsibility that underpins a thriving and sustainable professional environment. When organisations commit to implementing thoughtful, employee centric initiatives and individuals proactively engage with their own needs, the collective benefits are undeniable. Together, this can help strengthen a workplace leading to enhanced productivity, morale and a healthier place for all to work.

Should you feel that you are experiencing overwhelming, unmanageable, or distressing feelings and need further support, please contact your GP. There are also excellent organisations that can assist, including:

• Mind – 0300 102 1234
• Samaritans – 116 123
• Rethink Mental Illness -0300 5000 927
• Campaign Against Living Miserably CALM- 0800 58 58 58
• Shout (24/7 text service) – text for free SHOUT to 85258