Market Opportunities: Creating Psychologically Healthy Workplaces
by Corporate Relations and Business Strategy Staff
October 26, 2006 -- Are you looking for ways to diversify your practice? If so, you might explore opportunities for helping organizations create psychologically healthy workplaces as job-related pressures continue to mount.
Both employees and employers are feeling the pinch. According to a national public opinion poll conducted by the American Psychological Association in 2004, two-thirds of men and women say work has a significant impact on their stress level. Meanwhile, job stress is estimated to cost U.S. industry $300 billion a year in absenteeism, diminished productivity, employee turnover and direct medical, legal and insurance fees.
Additional data substantiate the challenges and needs that are brought to bear in the workplace:
The indirect costs of untreated mental health disorders results in a $79 billion annual loss to businesses due to loss of productivity and absenteeism. (U.S. Surgeon General's Report, 1999)
Depression costs an estimated $23 billion in lost workdays every year. (National Institutes of Mental Health)
A review of 42 published studies of worksite health promotion programs shows an average 28 percent reduction in sick leave absenteeism, 26 percent reduction in health care costs, and 30 percent reduction in workers compensation and disability management claims, with a corresponding total savings of $5.93 for every dollar spent (Chapman, L.S., 2003).
One-fourth of employees view their jobs as the number one stressor in their lives (Northwestern National Life), and one in four has called in "sick" or taken a mental health day as a result of work stress. (APA, 2004)
Workplace stress causes approximately one million U.S. employees to miss work each day. (American Institute of Stress)
More than 80 percent of employees feel that companies are expecting too much work from too few people. (Randstad, 2004)
Such factors highlight opportunities for psychologists to play important roles in helping organizations function effectively and take care of their most valuable asset: their employees. Whether working within the company or serving as a consultant or other outside professional, psychologists are involved in a variety of ways:
Assessing organizational needs
Designing, implementing and evaluating workplace programs
Directing and/or providing mental health as well as health and wellness services, for example, by heading up an EAP department.
Providing training and development, such as in stress management and other efforts focused on encouraging employees to make appropriate behavior changes
Future issues of PracticeUpdate will discuss in greater detail how practitioners are contributing their unique training and skills to benefit organizations and their employees.
APA is actively involved in educating employers and others about creating and maintaining psychologically healthy workplaces. More information is available online at www.phwa.org, the Web site for the APA Psychologically Healthy Workplace Awards. 
phw.pdf
(92.22 Kb)
