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The First Word: Silent epidemic of mental health in the workplace

Strengthening mental health has climbed to the forefront of business agendas, with an estimated 15% of the global workforce struggling with a disorder (WHO, 2024). This is spurring organisations to take proactive steps to support emotional wellbeing in the workplace – from flexible work arrangements to enhanced healthcare benefits. Yet, mental health challenges quietly persist: in Singapore, a nation known for its high-pressure work environment, a staggering 61% of workers have admitted to experiencing burnout in the past three months (Employment Hero, 2024).

At the heart of this silent epidemic is the enduring stigma surrounding mental health in the workplace. Today, less than half of employees (47%) feel comfortable discussing their health and wellness concerns with their managers (Employment Hero, 2024). How can businesses break the stigma and build a supportive environment where employees can thrive?

A culture modelled from the top

Dismantling the mental health stigma must start from the top, with leaders that are committed to shaping a workplace culture that prioritises wellbeing and normalises leadership – from C-suites to team managers – are equipped to recognise signs of distress, support employees and, importantly, lead by example. Our Manager Resources Centre is designed to guide managers in various facets of their role, including strategies to onboard new joiners and grow their teams, alongside tools to support their own professional and personal development. Providing leaders with the
resources to normalise mental health challenges at work does not only set the tone for employees. It also galvanises support across the business verticals to make wellbeing an organisational imperative.

Building a culture of openness is a collaborative effort. Our leadership teams, People team and internal Employee Resource Groups work together to dedicate the months of May and October to raise awareness and encourage conversations around emotional and physical wellbeing. Initiatives in these months include expert-led talks, interactive workshops on topics ranging from professional development to personal growth, and team-building activities to promote understanding and empathy across all levels of the organisation. In addition, every October, the entire office takes a mandatory wellness day off to recharge.

Wellbeing: A framework, not a policy

As mental health grows increasingly complex, businesses must evolve from one-and-done policies to support frameworks that are sensitive to individual employee needs. Over the years, we have purposefully expanded and diversified our mental health support programmes to ensure every foodpanda employee has access to a safe channel where they feel comfortable seeking the support they need. For example, Employee Assistance Programme (EAP) is our 100% confidential and 24/7 support tool that provides unbiased guidance on areas ranging from work-related issues to consultations on personal matters with qualified psychologists and counsellors.

In addition to ensuring employees get help whenever and wherever needed, companies can also play a crucial role in promoting positive habits. Recognising that life can often get in the way, we have invested in an array of wellness apps for employees to unwind at their own pace: Intellect provides personalised self-care content and chats with certified behavioural coaches and therapists, and Headspace offers mediation guides and daily stress-relieving exercises. These digital tools are complemented by our Employee Resource Group, the Zen Pandas – a community dedicated to mental wellbeing that offers support to employees and aims to help in reducing burnout, stress and exhaustion.

It is equally essential to track the impact of these initiatives by gathering regular feedback and monitoring employee engagement. To do this, we roll out a quarterly employee engagement survey that allows us to measure our Employee Net Promoter Score (eNPS). This continuous feedback loop helps us understand how well our mental wellness programs are resonating with employees and identify areas for improvement. Based on survey results, our mental wellness initiatives have been positively received, affirming our efforts to foster a supportive work environment.

Feeling Good About What We Do

Mental health in the workplace should not be a taboo. Business leaders must do more than just acknowledge the importance of mental health, and take actionable steps to make it a priority.

Ultimately, supporting mental health requires continued commitment to build a positive work environment that benefits everyone. As the workplace continues to evolve, an increasingly diverse labour force brings varying demands and priorities. Whilst there is no one-size-fits-all solution to integrating employee wellbeing into a workforce strategy, it is imperative that business leaders stay attentive to and address the needs of its people.


 

sukhdeep-singh-director-of-people-foodpanda-singaporeAbout the author

Sukhdeep joined foodpanda in 2015 as a Business Development Manager, bringing with him a wide range of expertise in the nightlife and F&B space. He rose through the ranks to become the Director of Strategic Partnerships in 2020, where he oversaw sales and marketing strategies in partnership with key multi-national restaurant brands. In December 2022, he broadened his scope to also encompass the People and Culture function before transitioning to assume the role of Director of People in September 2023.

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