Firms must do more to support mental health & racial equality

Although most staff are satisfied with their employer’s response to the pandemic, many believe that firms should “do more” to support employee mental health and address racial inequality in the workplace. A survey carried out by KPMG revealed that overall 84% of US staff are satisfied with their employer’s response to Covid-19. In addition, 70% said that their productivity has increased, and 67% indicated that their work-life balance has improved. However, the report found that workers have struggled with increasing job demands and mental health amid the pandemic. 

Around 83% of on-site workers reported that the demands of their jobs have increased over the past four months, compared to 74% of remote workers. Around 54% of on-site workers indicated that their mental health has decreased, compared to 45% of remote workers. The survey also revealed that US staff want employers to provide more support. Employees said that support in the areas of happiness at work (41%), culture (35%) and their team’s ability to collaborate (35%) – had actually worsened. KPMG’s US findings echo the results of a UK CIPD study, which has also revealed deteriorating staff mental health amid the pandemic.

“Job demands may be influencing the quality of employees’ mental health as they struggle to keep up with expectations of them at work and at home, and other factors that have come up in this new reality,” noted KPMG’s Human Capital Advisory Leader, Lisa Massman. “Employers that address these head on, such as offering them support resources and acknowledging their value to the organisation, will in turn create opportunities for productivity and collaboration.”

RACIAL INEQUALITY AT WORK

Staff also believe that employers need to do more to address racial inequality in the workplace. They believe companies need to make a commitment to address racial inequality (37%) and encourage conversations surrounding racial inequality (34%).

That said, 81% US workers whose employers issued a response to social and political events surrounding racial inequality expressed satisfaction with it. Staff also indicated that they are encouraged to stand up for what is right (76%) and that their employer has a clear plan to address workplace inequality (71%). Interestingly, 51% believe that organisational leaders are “part of the diversity and inclusion problem”. 

DIVERSITY & INCLUSION ACCOUNTABILITY

“Employers need to embed commitment to and accountability for diversity and inclusion across the enterprise, including crafting a sustainable, long-term strategy for equitable access to employment and promotion opportunities for a diverse community of people,” said Massman. 

On a positive note, KPMG’s report revealed that remote workers expressed higher levels of satisfaction and engagement. According to 91% of workers who work remotely at least part of the time, technologies have been provided to help them successfully do their job, and more than half of those remote workers (55%) want the flexibility to continue working remotely at least part of the time. Additionally, three-quarters or more of remote workers indicated that their organisation made them feel valued over the past four months (78%). Around 78% staff also reported that their desire to stay at their current organisation increased (78%), and that their commitment to their organisations increased (77%). However, one-third (34%) indicated that relationships with co-workers have worsened. 

REMARKABLE RESILIENCE

Overall, American workers have “demonstrated remarkable resiliency under the pressures of COVID-19 and against the backdrop of events signifying racial inequality”, pointed out Massman. “Now, organisations must design a new model of work for tomorrow, by presenting new approaches for teams to effectively work from home, leveraging technology and innovative ways to increase collaboration, and fostering an environment of inclusion and belonging – to build a more loyal, productive and sustainable workforce.” 

“Promoting – and living – diversity and inclusion isn’t just the right thing for businesses to do, it’s the smart thing. It provides companies with greater access to a diverse range of thinking and contributes to higher levels of employee engagement,” she pointed out. 

Adding to her comments, KPMG’s Consulting Leader Joe Parente stated: “Companies worldwide enabled remote workforces nearly overnight, and what started as an extraordinary pilot is now considered permanent in many organisations’ operating models. As a result, there should be a new focus on improving employee connectivity, better understanding what drives positive worker experiences and overall, reshaping and rethinking how work gets done.”