more money , but they also don ’ t have to . We just need to be more creative as to the way we tackle this people challenge .

CO : How can organisers minimise the mental health impact of post-event ‘ drop-off ’? LC-A : It starts pre-event . So many of us accept going into the actual meeting in a run-down state that inevitably with the adrenaline rush of the event , the post-event drop-off is an intense time . We need to create a more sustainable approach to our wellbeing - stress is not inevitable , it is avoidable .

To this end , Stress Matters has an approach called Thrive not Survive which details the five core areas of wellbeing that each individual , team and business can develop .

CO : How do different cultural approaches to mental health impact your work ? LC-A : Cultural approaches vary greatly between businesses and countries . When working internationally , being sensitive to and listening to those in the local region is hugely important .

For some locations there will be a

bigger gap as to what is accepted and what is aspirational .

There is a varying level of stigma and understanding whether individuals feel comfortable sharing their current mental health is a great starting point . Identify what resources are available to individuals as there is a great range of quality and accessibility challenges that they could be signposted to .

The more you know In September 2022 , the World Health Organisation ( WHO ) provided some insights into the impact of mental health in the global workplace . The WHO identified that poor working environments , including discrimination and inequality , overwhelming workloads , low job control , and job insecurity negatively impact employees ’ mental health .

• About 60 % of the world ’ s population is in work

• In 2019 , 15 % of working-age adults were estimated to have a mental health condition

• Approximately 12bn workdays are lost per annum due to depression and anxiety – costing $ 1t in lost productivity per annum

“ Individuals that work in the industry have learnt a lot recently and are spending more time focusing on trying to create a better sense of balance in their lives ”

Risks to mental health of employees include :

• Poor working environments encouraged by company culture

• Discrimination , inequality , harassment , and bullying

• Overwhelming workloads and understaffing

• Low job control and unclear roles

• Job insecurity

• Inadequate pay and career development

• Conflicting home / work demands

• Limited support at work

• Financial instability and reduced opportunities from economic recessions and humanitarian or public health emergencies .

WHO ’ s suggested prevention methods include :

• Providing flexible working arrangements and frameworks to deal with bullying and harassment

• Training managers to recognise and respond to employee ’ s emotional distress

• Invest in training for employees to improve their mental health literacy and awareness

• Helping employees to manage stress and reduce mental health symptoms , such as by including psychosocial and leisure-based activity opportunities .