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The impact of depression in the workplace is often not quantified by employers in many countries. This is despite studies that highlight the pervasiveness of psychosocial disorders that affect many people worldwide.
In South Africa, the problem is underscored by the recent release of claim statistics by insurance companies Momentum and Liberty that raise concerns about the rising trend of stress-related claims.
Employers in South Africa don’t seem to have measures to quantify the impact of depression on productivity in the workplace. A research article published in the Journal of Depression and Anxiety has now demystified this poorly researched area.
According to the study, depressive disorders are a major cause of disability throughout the world, and South Africa is no exception – as revealed by insurance companies’ claim statistics. While the research is only a baseline study, it provides compelling argument for more in-depth studies to be conducted.
The study shockingly, but unsurprisingly, reveals that one out of four South African workers suffer from depression. It paints a bleak picture of massive productivity losses that can be attributed to depressed workers who are often absent from work. Another problem identified is the prevalence of presenteeism that is as a result of depressed employees not working at their optimal productivity.
The most devastating finding is the revelation that most respondents (70%) who experienced depression are women. While the study does not address the root causes for this prevalence, there is no doubt that social and organisational practices contribute significantly to high levels of depression. It is thus disappointing that the researchers have not delved into the root causes of depression in the workplace. This omission unwittingly resulted in recommendations that only focus on treating the symptoms while ignoring the fundamental problem.
Evidence suggests that women in the workplace are exposed to sexism and sexual harassment unabatedly. This is undoubtedly a worldwide phenomenon even within the so-called best companies. For example, Nike is currently in the eye of the storm following a clandestine survey that was conducted by women at its headquarters to expose the company’s failure to address complaints of sexism and sexual harassment in the workplace. The apparent failure by many employers to resolve such grievances is a key contributing factor to the depression of workers. In many instances, the victims who lodge these complaints are themselves subjected to further harassment and intimidation.
Former Imperial Holdings accountant Adila Chowan, who recently won her case of race and gender discrimination against the company and its chief executive, in an interview with one of the TV networks after her court victory talked about the depression she suffered as a result of being humiliated by her former employer.
Another shortcoming of the study is its reference to crying as a sign of weakness among depressed employees. This is a dehumanising finding that sadly feeds into the dominant masculine organisational culture where crying is always frowned upon. Emerging knowledge debunks this myth as it can now be proven that expression of feelings like crying is catalytic to the reduction of stress and enhancement of generative thinking.
Renowned author Nancy Kline expressly includes feelings as one of the 10 components of the Thinking Environment that are critical to enabling the human brain to function well. The fact that feelings are perceived as a weakness points to the phenomenon of the invisibility of male privilege that has resulted in the suppression of qualities associated with women.
Theoretical physicist Albert Einstein famously coined the phrase: “No problem can be solved from the same level of consciousness that created it.”
Unravelling the root causes of depression in the workplace requires perspectives that depart from the current norm.
Employers need to acknowledge that depression is an epidemic in the workplace. Companies should therefore consider an annual independent assessment of the wellness of workers. The results of these assessments should be disclosed in the annual reports and should as far as possible not be mixed up with the general staff satisfaction surveys that are often cited in the reports. These assessments can assist greatly with determining organisational barriers that contribute to the depression of workers.
Independent wellness practitioners can assist companies with gathering relevant data in a discreet and responsible manner to encourage workers to disclose. While employers don’t have much power to remove personal and social barriers, they do have power and legal duty to eliminate organisational barriers. They should ensure that executives develop an outcomes-based plan for the removal of barriers identified in these assessments. This is where decisive leadership of the boards is required to hold management accountable for perpetuating organisational practices that contribute to the depression of workers.
Anecdotal evidence suggests that many companies do not hold management accountable for practices that contribute to the depression of workers. The horror stories told by whistle-blowers is a typical example of these organisational practices. The former public protector, Thuli Madonsela, often decried the inadequacies of the Protected Disclosures Act to safeguard the rights of whistle-blowers.
Employers have a duty to heed the precedent-setting court judgment of Chowan and Imperial by holding executives personally liable for subjecting whistle-blowers to harassment and intimidation. For instance, Eskom should strongly consider assisting the recently reinstated whistle-blowers to pursue legal action against former directors who subjected the employees to the indignity of frivolous suspensions. Such lawsuits can act as a deterrent for other directors elsewhere and can significantly contribute to the elimination of organisation barriers that perpetuate the cycle of depression in the workplace.
Swafo is a director of Dibata Corporate Governance and founding member of the Thinking Environment Collegiate in South Africa
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