Recent research by LifeWorks and Deloitte Canada shows that the mental health of senior leaders will impact post-pandemic workplace recovery. Fifty-one percent (51%) of senior leaders are considering retiring, moving to a less demanding role or to part-time work, or taking a leave of absence. For those who do stay, mental health issues are taking a toll. To add to this, senior leaders’ response to pressures to deliver organizational results in the face of a pandemic contributes to employee burnout at lower levels.
Of great concern, 55% of senior leaders “perceive that they will be stigmatized and lose out on career opportunities if they had a mental-health issue and their workplace was aware” (Talent Canada, One-quarter of senior leaders considering resigning: report, 16-Jul-2021). Z. Hirji of Deloitte notes that adequate mental health support for senior leaders would “have a trickle-down effect in setting a culture that normalizes mental-health support for all employees”.
It has long been a cornerstone of disability management (DM) that visible senior leadership support is critical to the success of DM-related programming. Over the years, there have been increasing efforts – and success – in demonstrating the business case for DM and EDIA (Equity, Diversity, Inclusion, Accessibility). But the numbers from the LifeWorks-Deloitte research make it clear that mental health stigma is alive and well in Canadian organizations. Our work is far from over.
What do you think? Do you think senior leaders’ work experience during the pandemic has been unique? What would your reaction be if you learned a senior leader at your organization took a leave of absence for mental health reasons?
