Читать книгу The Hidden Edge - Jodie Rogers - Страница 19

Despite all the evidence showing the costs to employers and the economy of poor mental health in the workplace, barriers to investment in workplace mental health remain, including a lack of evidence that such investments can have a positive impact on the bottom line.

However, employers who do embark on well-being programmes believe there will be benefits to investing in this way. According to a global survey by XEROX in 2016,¹⁵ increasing employee productivity (59%) is now the top objective of a well-being programme, followed closely by improving employee engagement and morale (56%).

Thriving employees not only cost their employers less, they are more productive and more engaged in their work.

According to US research by The Healthways Center of Health Research,¹⁶ as well-being increases, direct and indirect costs decrease, and employee performance improves. A 10% increase in well-being was associated with 24% lower presenteeism and 6% more ‘best work’ days per month.

Studies around the world have started to yield real-world evidence that workplace programmes focusing on enhancing the mental and emotional well-being of employees are an investment that yields valuable returns, rather than a cost (Table 2.3).

Table 2.3 Return on investment: mental health and well-being programmes.

Source	Detail	ROI
Deloitte UK17	Mental Health and Employers ROI analysis (2019)	5:1
Deloitte USA & Canada18	The ROI in work health programs (2018)	2.68:1
PWC Australia19	Creating a mentally healthy workplace return on investment analysis (2014)	Between 2.3:1 and 14:1