Last week, we discussed the Naomi Osaka situation at the Roland Garros, where she eventually pulled out of the tournament, citing the need to pay attention to her mental health needs. Apparently, she had been suffering from poor mental health since 2018, with depressive episodes and social anxiety being the critical issues she had been grappling with. The trigger in this situation, was her intention to skip media briefings as she was afraid that they were exacerbating her anxiety. The Tennis Federating Organization did not like this stance and fined her with a threat to expel her. At which point she opted to voluntarily pull out of the tournament. This caused a furore, and animated conversations, with arguments for and against, started.
Our position is that we welcome all open conversations that bring mental health issues out of the shadows and into the open. Furthermore, there needs to be a balance between demanding for accountability from employees or athletes to fulfill their contractual terms and obligations; while also ensuring that the organizers provide an enabling environment of support and empathy when they are unwell – regardless of whether it is physical ill-health or mental ill-health. We take these issues further today, as matters arising under various layers of responsibility.
Individual: Every individual has a responsibility to promote and protect their health and wellbeing. This includes physical health, mental as well as social well-being. Whenever, we notice some difficulties or challenges with out health, we should not hesitate to immediately seek for professional care so we can return to normal and productive functioning as quickly as we can. The caveat here though, is that in some cases such as with depression, the individual’s judgement, thinking process and perception may be impaired, and what should look very straightforward may appear like a mountain to surmount. They may also suffer from indecision and lack the motivation to do the needful. Which brings me to the next point
Spouse/Family/Friends/Colleagues: The essence of who we are, stems from our ability to think critically, and arrive at logical conclusions, act upon such decisions, and regulate our emotions. These critical higher functions are negatively affected when there is mental ill-health. At which point, it becomes imperative for others to step up to the plate and be counted in our corner. To help nudge towards seeking and complying with care. This is where significant others like family and friends have a big role to play
Media/Society/Clergy: The media should educate and promote awareness around mental health issues in a way and manner that is sensitive and supportive. The clergy also has a role to play by encouraging help seeking behaviour and compliance with treatment, while they continue to support with prayers. The widespread misconception that seeking for medical care is a reflection of weak faith in God should be dispelled and officially rested. Lastly, the wider society should avoid the shame, stigma and discrimination that often accompanies our reaction to someone having mental health struggles. We should rather promote support and empathy to aid their recovery and rehabilitation afterwards.
Employers: They have a huge role to play in promoting an enabling and supportive environment – including paying attention to the physical ambience of the workspace. Things like colour of paint, lighting, arrangement or clustering of materials, use of greenery such as via potted plants etc help to create a rejuvenating sense of freshness, relaxation and serenity.
Other useful strategies for promoting mental health in the workplace include:a) Normalizing mental health conversations and a focus on emotional wellbeing. A culture where this is integrated and openly discussed will promote openness and minimize shame, stigma or discriminatory behavioursb) Employee assistance programmes (EAP). Organizations should provide EAP cover for their employees. This should help to ensure that employees receive 360 degrees support for the emotional and social aspects of their health and not just their physical ailments too. c) Human resource personnel should be humane, sensitive and supportive towards empowering employees to resolve any issues they may be having, so they can be focused on their work and become more productive. HR should not be cruel.d) Flexibility and accommodation: A flexible work environment that is willing to make accommodations for their staff will enhance loyalty and commitment. This is not to exclude the need for discipline and accountability. A fine balance where the priority is to provide support in a flexible manner is ideal. Those who subsequently abuse the process can be sanctioned appropriately.e) Promotion and prevention efforts: This entails peer support, paying attention to their needs, and encouraging harmonious relationships.f) Ensuring zero tolerance for workplace bullying or sexual harassment.
Conclusion: Promoting a culture of open conversations around mental illness, devoid of shame and stigma, while fostering support and empathy in every workplace is the way to go.
JIBRIL ABDULMALIK
Tribune Article for the column “Your Mental Health & You”
Thursday, 10th June 2021
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