The Three Main Drivers of Workplace Anxiety: Political, Climate and AI

As we approach World Mental Health Day on 10 October, it’s essential to reflect on its significance. Established in 1992 by the World Federation for Mental Health, this day aims to raise global awareness about mental health issues and advocate for better mental health services. While it serves as a vital reminder to prioritise mental health, it’s crucial for employers and organisations to recognise that addressing mental health struggles should be an ongoing commitment, not limited to just one day a year. This aligns with the World Health Organizations (WHO) WMHD 2024 theme, ‘mental health at work’.

The Prevalence of Mental Health Challenges in the Workplace

Mental health challenges can affect anyone, and the workplace is no exception. With an estimated 15% of UK workers experiencing a mental health condition¹ and over 25% of employees in Asia reporting symptoms of depression and anxiety², organisations must actively foster an environment that supports mental wellbeing every day. This includes implementing comprehensive mental health strategies, promoting open dialogue, and providing resources that empower employees to seek help.

The Three Pillars of Anxiety in the Workplace

In today's complex world, politics, climate change, and Artificial Intelligence (AI) contribute to anxiety in the workplace. This article will explore:

• Political Anxiety 
• Climate Anxiety 
• AI Anxiety

1. The Political Landscape

Political Anxiety

Political anxiety describes stress from contemporary political issues, regardless of party or political affiliation. This unrest can stem from specific policy changes, political power shifts, international conflicts or domestic crises. Such events can trigger uncertainty, fear, and emotional distress among the working population, especially when complicated by the economic uncertainty often accompanying political instability. (Gomez Mojica & colleagues, 2024)³

Thinking Patterns and Behaviours

When bombarded with false or exaggerated information, individuals may struggle to distinguish between reality and fiction. This can lead to jumping to conclusions, making rapid, often negative interpretations without sufficient evidence, catastrophising and assuming the worst possible outcomes in work and personal situations or developing distorted beliefs, like holding onto misconceptions about workplace dynamics or job security.

Impact on Employee Wellbeing

Political events can significantly impact employee wellbeing. A study by the American Psychological Association found that 66% of adults reported severe stress due to the current political climate⁴. This stress manifests in various ways within the workplace:

• Reduced productivity
• Increased absenteeism
• Emotional exhaustion and cynicism
• Reduced collaboration
• Reduced resilience
• Increased workplace conflict

Strategies to Combat Political Distress

Organisations can combat political anxiety by:

• Offering Nonpartisan Civic Education: Provide workshops on how government and political systems work, focusing on facts rather than opinions to reduce anxiety from misunderstanding.
• Providing Conflict Resolution Training: Equip employees with skills to navigate disagreements respectfully, reducing tension from political differences.
• Offering Stress-Relief Activities: Implement meditation or yoga sessions to help employees manage stress from political concerns.
• Fostering a supportive environment where employees feel they are in a safe space and can express their own opinions and concerns

2. The Climate Landscape

The growing awareness of climate change has led to climate anxiety, particularly among younger employees who feel the weight of environmental issues. This anxiety can manifest as feelings of helplessness and distress about the future of the planet. (Gianfredi, 2024)⁵

Types of Climate-Related Mental Health Issues

Adjustment Disorder: In the context of climate change, adjustment disorder refers to difficulty coping with the stress of environmental changes and the associated societal shifts. This condition typically develops within three months of a stressor (in this case, awareness or experience of climate change impacts) and can last up to six months after the stressor or its consequences have ended. This experience can lead to a strong sense of being overwhelmed and difficulty managing work and personal life.

Post-Traumatic Stress Disorder (PTSD): Resulting from extreme weather events or natural disasters is a severe anxiety disorder that can occur in individuals who have experienced or witnessed life-threatening events related to climate change. This could include hurricanes, floods, wildfires, or other severe weather phenomena.

Strategies to Address Climate Distress

• Employee Engagement: Promote sustainability initiatives to empower employees and reduce feelings of helplessness. For example, encourage participation in environmental projects to help employees feel more connected and proactive.
• Mental Health Support: Provide access to mental health professionals who specialise in climate health.
• Corporate Strategy Integration: Integrate climate resilience into corporate strategies to address employee concerns and demonstrate a commitment to sustainability, enhancing overall morale.

3. The AI Landscape  

The rapid advancement of AI is reshaping industries and job roles, leading to uncertainty and anxiety among some employees. As AI technologies evolve, concerns about job displacement, skill relevance, and the ethical implications of AI use can create a pervasive sense of unease. 

Types of AI-Related Mental Health Issues

• Job Displacement Anxiety: This refers to the fear of losing one's job due to automation and AI integration. Employees may feel insecure about their future roles and the need to upskill continuously.
• Imposter Syndrome: As AI tools become more prevalent, employees may feel inadequate or question their abilities, especially if they perceive that AI can perform tasks more efficiently.
• Ethical Concerns: Employees may experience stress related to AI's ethical implications, such as privacy issues and decision-making biases, leading to moral distress.

Examples in the Workplace

• Skill Relevance Concerns: Employees may worry that their skills will become obsolete, decreasing morale and productivity.
• Increased Competition: The integration of AI can create a competitive environment where employees feel pressured to outperform their peers and AI systems.

Strategies to Address AI Distress

• Upskilling Programmes: Implement training initiatives to help employees develop skills relevant to the evolving AI landscape, reducing anxiety about job security.
• Open Dialogue: Foster an environment where employees can express their concerns about AI and its impact on their roles, promoting transparency and trust.
• Mental Health Support: Provide access to mental health resources that address the unique challenges posed by AI advancements.

The Benefits of Prioritising Mental Health in the Workplace

From an organisational perspective, the benefits of prioritising mental health are equally compelling. In today's competitive job market, company culture and employee wellbeing have become crucial factors in attracting and retaining top talent. 

A striking 80% of job applicants prioritise a positive workplace environment over salary when considering job offers⁶. This statistic underscores the importance of creating a supportive, mentally healthy work environment as a key strategy for talent acquisition.

Companies that actively support their employees' mental health see significant improvements in retention rates. Studies have found that 60% of employees are more likely to stay in their current jobs for three or more years if they feel their mental health is supported⁶. 

Organisations that prioritise mental health and foster a positive work environment see an average increase of 21% in employee engagement and productivity⁶. This boost in productivity can substantially impact a company's bottom line, demonstrating that investing in employee mental health is not just a moral imperative but also a sound business strategy.

When workers feel supported and valued, they become powerful ambassadors for their company. Research indicates that employees in mentally healthy work environments are 67% more willing to advocate for their company⁶. This word-of-mouth promotion can be invaluable for a company's reputation and ability to attract clients and new talent.

Enrol in our webinar to learn more about prioritising mental health in the workplace on World Mental Health Day, 10 October.

Conclusion

In the lead-up to World Mental Health Day, organisations need to address the various sources of psychological burden that affect their employees. Companies can create a more supportive and resilient workplace by identifying and understanding the different factors. Implementing proactive mental health strategies fulfils a Duty of Care and enhances overall employee wellbeing and productivity. By prioritising mental health support, organisations can create a happier, healthier workplace for employees as well as a more successful and productive one. 

The International SOS Foundation holds CPD-certified workforce wellbeing courses. To learn more and raise your interest, visit the page here.

1. https://www.mentalhealth.org.uk/explore-mental-health/statistics/mental-health-work-statistics
2. https://www.mckinsey.com/featured-insights/future-of-asia/employee-mental-health-and-burnout-in-asia-a-time-to-act
3. https://journals.lww.com/joem/fulltext/2024/08000/it_is_time_for_employers_to_recognize_and_address.24.aspx
4. https://www.apa.org/news/press/releases/stress/2022/concerned-future-inflation#:~:text=Two%20in%20three%20adults%20(66,the%20nation%20causes%20them%20stress.
5. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10814599/#:~:text=In%20particular%2C%20the%20studies%20identified,and%20even%20thoughts%20of%20suicide
6. https://hbr.org/2015/12/proof-that-positive-work-cultures-are-more-productive