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WEARABLE TECHNOLOGY Monitoring Mental Health Poor mental health might be your workplace’s most overlooked health and safety hazard. BY SMRITI JOSHI As a natural progression from the days when fatal occupa- tional injuries were a sad, daily reality, workplace safety professionals maintain a concerted focus on addressing the slips, trips and falls that make up 18 percent of the U.S.’ occupational injuries.1 However, data now suggests the mental health concerns that are pervading all modern workplaces do have a link to physical safety outcomes and must be recognized, prioritized and addressed as their own hazard. In 2021, the American Psychological Association (APA) sur- veyed more than 1,500 U.S. workers and reported that adults who perform manual labor were predisposed to have experienced symptoms of physical fatigue (51 percent versus the average 38 percent), cognitive weariness (41 percent versus the average 29 percent) and emotional exhaustion (41 percent versus the average 25 percent) at work as a result of mental stressors.2 No doubt these symptoms increase the likelihood of the missteps or slips that form the staggering occupational injury statistics we see so often. Further justifying the severity of the problem, many states to- day support workers’ compensation claims for work-related anxi- ety or stress or the accidents it may lead to.3 So, what does the mental health of your workforce look like? How could it play into the health and safety of your workplace, and what can be done to improve it? The State of Mental Health in American Workplaces As a psychologist, I both see the reported statistics and get to hear the individual stories of how stress and mental health concerns like depression and anxiety manifest in the workplace. Most of us spend around 65 percent of our waking hours at work, so it’s no surprise that our mental health is impacted by our work and why as employers, we cannot shy away from the responsibility of supporting this incredibly important aspect of our employees’ health and wellbeing. Wysa’s recent All Worked Up Report found that 40 percent of working Americans are suffering from depression or anxi- ety—figures notably higher than national averages.4 This baseline means the symptoms of depression and anxiety—such as loss of interest, inability to concentrate, sleep or eating changes and oth- ers—are likely impacting your workers and the way they’re able to carry out their work safely. We’re also seeing concerning trends like the increase in pre- senteeism. While absenteeism speaks to employees refraining from going to work, presenteeism refers to employees who go to work even when they experience illnesses, injuries or other con- ditions like mental health concerns, keeping them from being fully present in the workplace.5 These employees feel compelled to show up, but in doing so, when they’re unable to focus and carry out their job to the fullest and safest extent, it presents a greater risk and liability. For health and safety professionals, these trends point toward the importance of recognizing mental health as an increasingly important aspect of workplace safety. interstid/Shutterstock.com 46 Occupational Health & Safety | APRIL/MAY 2023 www.ohsonline.com Mental Health and Occupational Injuries The same APA survey found that 21 percent of employees had difficulty focusing as a result of work-related stress, and 19 per- cent experienced a lack of effort or ambition. When we look at safety protocols and the occurrence of workplace accidents, dis- traction, not adhering to safety processes or attempting to “skip a step,” they account for a significant portion of incidents. When employees are experiencing the symptoms of depres- sion, anxiety or heightened stress, we have to recognize that it’s extremely challenging for them to even remain in the workplace and focus on carrying out their job function, much less taking the careful and detailed approach safety precautions would have us do. Mental health is also driving up rates of absenteeism and turnover. The All Worked Up Report found that nearly a third of workers are taking days off attributed to physical illness when mental health is the true cause.6 Workers left in the workplace then have to manage a heavier workload which increases their potential for overexertion and injury. Turnover, which the report found to increase corresponding with workplace mental health concerns, means more new and training workers to manage a greater share of the workload, another known contributor to ris- ing injury rates.7,8 Taking Steps to Support Workers’ Mental Health OSHA provides some guidance on developing a mental health support framework within your company’s workplace safety ap- proach, but it’s up to managers to implement mental-health sup- porting practices and policies.9 Having facilitated the integration of mental health support programs across a vast array of compa- nies, I recommend safety professionals work towards three goals: communicate, measure and take action. Communicate. Despite the prevalence of mental health con- cerns impacting our work, in many workplaces, it’s not some- thing that’s even discussed. Start by incorporating conversations around mental health into your safety discussions with managers, helping them to understand the signs and symptoms of a strug- gling employee. In my experience integrating new mental health