There is a mental health crisis in the Mena. Yet, despite the scale of the problem, and signs of progress, mental health issues are still widely stigmatised and under-prioritised.
As ESG integration ramps up in the region, the S in ESG can no longer be silent. Companies must ensure they have robust mechanisms to support mental well-being, energised and supported by continued government investment and initiatives.
The mental health epidemic
Worldwide, it’s estimated that 13 per cent of the population lives with some form of mental health condition, and according to the World Health Organisation (WHO), this figure is on the rise. Covid-19 certainly exacerbated the burden of mental illness, and, unsurprisingly, was found to worsen the symptoms of anxiety and depression. Likewise, severe disruption to mental health services during successive lockdowns meant that millions were left without a support network or treatment.
While poor mental health is perceived as the modern epidemic, research shows that in the Mena region and, in particular, Arab countries, the percentage of people living with mental health disorders and specifically depression and anxiety disorders, is much higher. In fact, surveys indicate that around 30% are suffering from depression. Palestine, specifically, has been found to have the highest rates of depression and anxiety disorders; some estimates suggest that over 40% suffer from clinical depression, the highest rate globally.
The region’s lack of adequate mental health facilities, resources, and mental health literacy and education is compounded by conflict, poverty, and displacement, which experts say is fueling the epidemic.
While not unique to the Mena, the stigma around mental health and treatment is also a persistent and serious issue in the region. Research from the Arab Youth Survey, for example, found that while almost half found this to be the case, it is most prevalent in Morocco (76%), Lebanon (72%), and Libya (70%), acting as a significant barrier to people seeking treatment and recovery. Further, respondents also agreed (56%) that accessing quality medical care for mental health issues in their country was difficult. This is deeply concerning considering that, according to the WHO, youth are particularly vulnerable to mental illness, with 50% of mental health issues beginning by age 14 and 75% starting by 24.
Elsewhere, research shows that a significant number of those suffering from mental health illnesses do not seek treatment; in Saudi Arabia, this number is four in five. This can have devastating effects, leading to social isolation, low self-esteem, increased psychiatric symptoms, substance abuse and suicide. Moreover, due to such a high level of underreporting and lack of treatment, the true prevalence of mental illness in the MENA remains poorly understood.
Mental health in the workplace
As the mental health crisis increasingly comes into focus worldwide, more attention is being given to the impact of the workplace on mental health. Indeed, the global pandemic also laid bare the sheer level of stress and burnout that millions have been experiencing for years. A recent McKinsey report, for example, found that one in three GCC residents has experienced burnout symptoms; this is compared to one in four globally.
Speaking about the scale of the issue, Dr. Robert Chandler, Clinical Psychologist and Director, Corporate and Workplace Services at The Lighthouse Arabia, said: “The research tells us that two-thirds of workers in the GCC region are currently, or have in the past, experienced symptoms of poor mental health and well-being, which is, in fact, higher than the global average. Sixty per cent of employees report that their job is the biggest predictor of their mental health.”
The current mental health landscape in the Mena has also put the workforce in a decidedly precarious position. A recent survey conducted by Middle East job site, Bayt.com found that stress and burnout detrimentally affect workers’ morale, performance, and company loyalty, to the extent that 52% of employees cited a lack of work-life balance as the primary reason for considering leaving their current role.
Indeed, the research also revealed that nearly half (47%) of the professionals surveyed work between 40 and 60 hours a week, and 21% work for over 60 hours a week, while just 19% work between 20 and 40 hours a week. Further, 86% noted that they often have to work overtime or supplement their working hours with extra hours at home.
Considering that 60% expressed that their family is the primary factor influencing their happiness, and employees are spending so much time absorbed in work, it makes sense that many feel they lack a work-life balance and are considering other work opportunities.
However, Dr. Chandler believes change is afoot: “As awareness and mental health literacy grow, combined with employee’s lived experience of seeing how their workplace impacts their mental health (and vice versa), the topic is very much at the forefront of the minds of businesses, leaders, and employees alike.”
Mental health, an intrinsic part of ESG
As companies develop their ESG strategies, mental health must be a key consideration and is crucial in building an ethical and positive company culture, driving the sustainability of the workforce, and enhancing the performance of employees.
Further, considering that the GCC loses at least 37.5 million productive days to untreated mental illness every year, the equivalent of $3.5 billion, mental health integration into ESG strategies is also essential from a financial perspective. This is echoed in Deloitte data on mental well-being, which shows that investment in mental health and well-being returns £5 for every £1 spent.
Speaking about the central role of mental health in ESG, Latifa Bin Haider, Co-Founder of Mental Health UAE, who works closely with Abu Dhabi 360, the recently launched, emirate wide wellness programme by Abu Dhabi Sports Council, said: “Mental health is a vital aspect of ESG considerations. It is essential that we recognise the impact that mental health has on the well-being of our employees and the sustainability of our businesses. By prioritising mental health, we can demonstrate our commitment to creating a more socially responsible and sustainable future.”
Dr. Chandler echoed this and said that leaders have a “crucial” role to play in the mental health of their employees. “The research tells us that in organisations where leaders are on board with the mental health agenda, invest in programs and activities to support mental health, develop a culture of ‘psychological safety’ (being able to speak openly about one’s mental health, or any challenge for that matter), and promote sustainable work-life balance patterns, those organisations experience reduced absenteeism, presenteeism and attrition, and employee mental health improves.”
Further, Dr. Chandler explained that being on board with the mental health agenda is “no longer optional” for leaders and businesses who want to thrive: “It is non-negotiable,” he said.
Alongside this push for a more concerted effort in the private sector, there is also a call for governments to take a more active role in addressing the crisis through more robust regulations and initiatives.
The McKinsey Health Institute, for example, suggests that governments define regulatory standards for psychological health and safety in the workplace, potentially introducing penalties to penalise organisations that don’t comply. Likewise, it calls for more campaigns to be launched to boost awareness to initiate a much-needed dialogue around mental health and reduce the stigma that’s still so prevalent across the region.
Ultimately, employers and governments across the region must work together to change the mental health landscape. A holistic, non-judgemental approach to mental health is required to truly transform people’s lives and well-being, while policy must facilitate more democratised access to professional help and support.