The Role of Leadership in Creating an Inclusive Workplace Culture

In Singapore's fast-paced work environment, the mental well-being of employees is a growing concern. The 2022 National Population Health Survey revealed that 17% of residents aged 18 to 74 experience poor mental health, with workplace stress identified as a significant contributing factor (Ministry of Manpower, 2023).?

A global study by The Workforce Institute at UKG found that managers influence employees' mental health (69%) more than doctors (51%) or therapists (41%), equating their impact to that of a spouse or partner (UKG, 2023). This underscores the profound effect leadership has on employee well-being.?

While leaders should not replace professional mental health services, adopting an empathetic leadership style is beneficial for organisations and society. Empathetic leadership involves supporting employees to achieve their best while maintaining mental wellness, essential for maximising their potential.

On the other hand, leaders who lack empathy may create environments with unrealistic expectations, compromising psychological safety and trust, which can lead to decreased productivity due to workplace stress (Westover, 2024). In fact, over half (53%) of Singaporeans stated that their company either lacks or has a very weak culture of openness and psychological safety (Singapore Business Review, 2024).?

Hence, these insights highlight the urgent need for leadership to cultivate an inclusive workplace culture that prioritises mental health.

Strategies for Leaders to Promote Mental Well-being

Inclusive leadership entails acknowledging and valuing the diverse experiences and perspectives of all employees. Such leadership is crucial in addressing mental health challenges and fostering an environment where employees feel safe to express concerns and seek support without fear of stigma or discrimination.

Open Communication: Encourage open discussions about mental health to normalise the topic and reduce stigma. Incorporate well-being topics into regular team meetings and provide avenues for anonymous feedback to gauge employee concerns. Leaders should demonstrate vulnerability and transparency, as this encourages team members to share their experiences without fear of judgment.

Training and Awareness: Invest in comprehensive mental health training for all staff levels. This ensures that both leaders and employees can recognise signs of distress, respond appropriately, and are aware of available support resources. Such training promotes a proactive approach to mental well-being.

Policy Implementation: Establish and enforce policies that prioritise mental health. This includes offering flexible working arrangements, providing access to counselling services, and setting clear procedures to address workplace stressors. Such policies demonstrate an organisation's commitment to employee well-being.

Lead by Example: Leaders should model healthy work habits, such as taking regular breaks, managing stress effectively, and seeking support when necessary. By exhibiting these behaviours, leaders set a standard for their teams, encouraging a culture of self-care and balance.

Foster Inclusivity: Create a workplace culture that celebrates diversity and ensures all employees feel valued. Accommodating various needs and perspectives can reduce feelings of isolation and enhance overall mental well-being. An inclusive environment promotes collaboration and mutual respect among team members.

Case Studies of Effective Leadership in Singapore

Several organisations in Singapore have set commendable examples by implementing initiatives that promote mental well-being:

• Prudential Singapore: Recognising the importance of employee wellness, Prudential has significantly enhanced its health and wellness programs. In 2022, the company organised three times more events under its health and wellness program compared to 2019. These events included stress management talks by psychologists and various fitness activities aimed at helping employees achieve better work-life balance (Lee, 2024).

• Johnson & Johnson Singapore: Committed to fostering a supportive work environment, Johnson & Johnson provides comprehensive resources tailored to the mental health needs of its employees. All employees have free access to the Employee Assistance Program (EAP), offering support and guidance at any time. Colleagues facing challenges such as anxiety, depression, grief, or stress can speak to professional counsellors and be guided towards the help they need to protect and restore their mental well-being (Vercelletto, 2022).

The Impact of Leadership on Organisational Health

Leaders who prioritise mental health and inclusivity can anticipate numerous benefits, including heightened employee engagement, reduced absenteeism, and increased productivity. Creating a supportive environment also enhances employee retention and attracts top talent, as individuals are more inclined to stay with organisations that value their well-being.

Conclusion

As Singapore continues to navigate the complexities of the modern workplace, the significance of leadership in fostering an inclusive culture that supports mental health cannot be overstated. By implementing thoughtful strategies and leading with empathy, leaders can cultivate a work environment where all employees have the opportunity to thrive.

However, it is essential to remember that leaders themselves require support. As Dan Schawbel, managing partner at Workplace Intelligence, advises, "My top advice for companies when it comes to mental health: Don’t leave your leaders behind... We’re all human, and, to lead well, you first need to put your own mask on before helping others."

Therefore, organisations should also ensure leaders are equipped to support their teams effectively. By investing in the well-being of leaders, companies can foster a healthier, more supportive workplace culture for everyone!?