Promoting mental health awareness and support in the bakery sector
Article commissioned by the publication Baking Europe
Looking after your loaf
The bakery sector, while often associated with the aroma of freshly baked goods and the satisfaction of creating delectable treats also presents unique challenges for employees’ mental health. Long hours, high-pressure environments, physical demands and the fast-paced nature of the industry can contribute to stress, anxiety and burnout. In this article, we explore the benefits of supporting mental health and how to do this, drawing upon evidence-based strategies and best practices.
Work and well-being
The benefits of implementing effective support and structures for mental health are substantial:
- Mental health directly influences an employee’s productivity and performance (Harvey et al., 2017).
- Mental health issues significantly contribute to increased absenteeism, turnover rates and presenteeism.
- Prioritising mental health fosters a positive organisational culture characterised by empathy, trust and open communication. Such cultures attract and retain top talent and enhance employee loyalty, contributing to a positive external reputation.
- Organisations have legal and ethical obligations to provide a safe and healthy work environment for their employees. Neglecting mental health can lead to expensive legal liabilities and tarnish an organisation’s reputation.
The challenges
One of the main challenges is stigma, which prevents many individuals from seeking support or even acknowledging their mental health issues. The European Agency for Health and Safety at Work reports that 45% of workers face risk factors actively affecting their mental health (Royal Society for the Prevention of Accidents, 2020), underscoring the scale of the problem. It’s okay not to be okay – and seeking help needs to be seen as a sign of strength, not weakness.
Sector-specific and generic psychosocial risks
In the bakery sector, there are many potential risks: irregular and long working hours leading to exhaustion, sleep disturbances and difficulty maintaining a work-life balance, to name but a few. When high-pressure environments with tough deadlines, high quality requirements, job insecurity due to seasonal fluctuations, physical demands and toxic workplace cultures are added into the mix, employees can be left feeling isolated and burnt out.
Generic risks can include lack of control, poor support from leaders and peers, lack of progression opportunities, poorly managed change, lack of role clarity and harassment or bullying. The Health and Safety Executive’s Management Standards for Stress offers a useful framework to help organisations identify these issues. Remember though, that stress is not the enemy, some pressure can help us perform at an optimal level, it is only when than pressure becomes overwhelming and unrelenting, that we put our health at risk.
Employee engagement surveys and focus groups can gather feedback to help identify risks. They can also help measure the effectiveness of existing mental health programs. Involving employees in decision-making processes in this way can foster a sense of ownership and collective responsibility for mental health promotion.
Fostering a Supportive Work Environment: Strategies for Mental Well-being
In today’s fast-paced and demanding work environments, prioritising mental well-being is essential for both employees and employers. Recognising the importance of supporting mental health in the workplace, employers are increasingly implementing strategies to create a supportive atmosphere to help achieve this. Here are some key strategies aimed at fostering a healthy work environment:
Policies and Practices
Employers play a pivotal role in shaping workplace culture and atmosphere. Implementing policies that prioritise work-life balance, such as flexible scheduling, can significantly contribute to employee well-being. Adequate staffing levels are also crucial to prevent burnout and fatigue, ensuring employees can perform optimally while maintaining their mental health. Furthermore, fostering open communication channels where employees feel comfortable discussing mental health concerns without fear of stigma or judgment is paramount. Regular check-ins with employees to assess their well-being and provide support as needed can further reinforce this supportive culture.
Leadership and Advocacy
Effective leadership is instrumental in championing mental health initiatives within organisations. Leaders who prioritise employee well-being not only set a positive example for their teams but also inspire trust and loyalty. Sharing personal experiences can help normalise discussions around mental health, fostering a culture where seeking support is encouraged and valued.
Training and Education
It is of great importance to invest in training programmes to increase awareness and understanding of mental health issues among staff. Workshops or seminars focusing on stress management, resilience-building and coping strategies equip employees with essential tools to navigate challenges effectively. Educating managers and supervisors on recognising signs of mental distress in employees and offering appropriate support and resources is equally vital. Providing accessible resources such as pamphlets, posters, and online materials further enhances mental health literacy among employees.
Access to Resources
Ensuring employees have access to a range of mental health resources and support services is another focus that can be put to good use by organisations. Employee assistance programmes (EAPs) offering counselling, therapy and crisis intervention services provide support during challenging times. Establishing referral networks to connect employees with mental health professionals and community resources locally reinforces this support system. Additionally, offering online platforms or apps with self-help tools, mindfulness exercises and mental health assessments empowers employees to proactively manage their well-being.
Promoting Work-Life Balance
Maintaining a healthy work-life balance is fundamental to preserving mental well-being. Employers can support this by setting reasonable work hours, limits on overtime and encouraging regular breaks and vacations. Providing support for childcare, eldercare or other family responsibilities alleviates stress outside of work, contributing to a balanced lifestyle. Offering resources for stress reduction activities such as yoga classes, meditation sessions, or on-site wellness programs can further promote employee well-being.
Team and Leadership Development
Identifying and addressing specific workplace behaviours and cultural norms that may increase risk is essential. Utilising psychometric tools to help build emotional intelligence fosters a culture of empathy, trust and clear communication. Providing training and support for conflict resolution and effective communication reduces interpersonal tensions, promoting a harmonious work environment, considering growth mindset training can also mitigate the risk of mental health issues such as depression, and enhance psychological safety within teams.
In conclusion, promoting mental health awareness and support in the workplace necessitates a multifaceted approach encompassing various strategies. By creating a supportive work environment, offering training and education, providing access to resources, promoting work-life balance and addressing workplace stressors, employers can cultivate a healthier and more resilient workforce. Ultimately, these efforts lead to improved employee well-being, productivity and satisfaction, benefiting both individuals and organisations alike.