Mobbing, Stress, and Mental Health: Is Your Workplace Safe?
6 min read
Rengin Genç İnal *
Mental health encompasses more than just the absence of mental disorders. It is a complex set of processes experienced differently by each person, with varying levels of difficulty and distress, potentially leading to multilayered social and clinical outcomes. While one person might consider a topic insignificant and not worth dwelling on, another might find the same issue extremely devastating and demoralizing. Nonetheless, it is possible to talk about universal principles of good mental health.
According to the World Health Organization, mental health is a state of well-being that allows people to cope with the stresses of life, realize their abilities, learn well, work productively, and contribute to their communities. Moreover, mental health is a fundamental human right and is crucial for personal, social, and economic development (1).
The Impact of Workplace Environment on Mental Health
As of 2022, nearly 60% of the global population is employed, leading to increased attention on mental health issues related to the workplace. For example, heavy workloads, unrealistic job demands, unsuitable tasks, workplace violence, or psychological harassment known as mobbing can cause severe stress and burnout in some employees, tragically leading to outcomes like suicide. In Japan, the phenomenon of suicide due to overwork is known as "karoshi," meaning "death from overwork," primarily caused by stress-induced heart attacks and strokes. This phenomenon is also prevalent in South Korea, known as "gwarosa." In France, a series of employee suicides in a telecom company in the late 2000s highlighted the severe impact of workplace stress and aggressive management practices, as employees faced excessive pressure, harassment, and job insecurity.
Mental health is often misunderstood, underfunded, and considered less important than physical health by governments, workplaces, and societies worldwide. People with mental health issues are routinely stigmatized, discriminated against, and marginalized. They are often seen as exaggerating their problems to avoid work, even when they have the means to improve. This stigma leads some employers to hesitate in hiring individuals with mental health issues, and some employees fear disclosing their condition or seeking help due to concerns about negative career consequences. However, employment can support recovery for individuals with severe mental health issues, enhancing self-esteem and functionality, enabling their participation in life. Individuals with mental health issues have the right to work. Governments and employers should support this right with person-centered, recovery-focused strategies that help individuals with mental health issues enter, sustain, and succeed in the workforce.
It's essential to recognize that workplaces, where people spend an average of 8 hours daily, have varying degrees of impact on employees, including the people and objects in the environment. Factors such as adequate natural light, clean air, human-equipment compatibility, workplace decoration, presence of plants or aquarium fish, wall paint color, cleanliness of facilities like restrooms and cafeterias, and the overall order of the workplace significantly influence employees' mental well-being and satisfaction.
In the late 1970s and early 1980s, a phenomenon known as "sick building syndrome" emerged in a government building in Oslo, Norway, where many employees experienced various health issues, such as headaches, eye and throat irritation, and fatigue. Sick building syndrome is associated with health problems and discomfort symptoms linked to a building's indoor air quality. People inside such buildings may experience symptoms like headaches, eye, nose, and throat irritation, dry cough, itchy skin, dizziness, nausea, concentration difficulties, fatigue, and sensitivity, usually appearing while inside the building and improving when away from it. Sick building syndrome is common in enclosed spaces like offices, schools, and hospitals. Preventing and addressing this syndrome involves regularly checking ventilation systems, maintaining cleanliness, minimizing chemical use, and monitoring indoor air quality.
The environmental conditions caused by sick building syndrome are addressed within the discipline of ergonomics. Ergonomic principles are designed to improve interactions between people and their work environments to optimize well-being and performance. Environmental factors such as temperature, noise, humidity, and lighting should not impose additional stress on individuals, and the equipment used daily should not cause stress. For instance, chairs and desks unsuitable for individuals or improperly adjusted computer screens should not subject employees to unnecessary bending and strain. Objects used on desks should be easily accessible, and office workers, especially those at computers, should be encouraged to move frequently to avoid health problems associated with prolonged immobility.
While organizing workplaces according to ergonomic principles is crucial for establishing and maintaining mental well-being, evaluating and managing mental health in the workplace is a broad concept that varies depending on the nature of the work. A good occupational health and safety management system and, consequently, a positive health and safety culture require solid two-way consultation between employers and employees; for this to happen, employees must feel comfortable communicating with their employers without fear of blame. Employers should approach employees' mental health issues without judgment and take necessary actions accordingly.
Addressing Mental Health in Occupational Health and Safety
According to the ILO C155 Occupational Health and Safety Convention, employers must prevent work-related mental health issues through psychosocial risk management. Employers should protect and promote mental health in the workplace with training and interventions that enhance mental health literacy, strengthen the ability to recognize and act on mental health conditions, and encourage employees to seek support.
In managing mental health within occupational health and safety, responsibility lies with the company's top management. Mental health should be included in company policies, and it must be ensured that every employee knows the relevant policies and procedures. Through training, internal campaigns, and events, employees should be informed that situations like workplace violence and psychological harassment are unacceptable. Employees should be encouraged to share their problems and concerns with relevant personnel in the workplace without fear of dismissal.
Work can be a protective factor for mental health or lead to potential harm. Workers, families, businesses, and entire economies worldwide feel the impact of mental health issues, whether work-related or not. National occupational health and safety strategies, employment regulations, and recommendations should value mental health as much as physical health and ensure decent working conditions. This is a right for every employee and an obligation for every employer and relevant government organization. Let us hope that workplace mental health management and understanding evolve and that people worldwide do not lose their lives needlessly due to work-related mental health issues.
1- World Health Organization 'Mental Health' Article June 2022; read here:
