The information and communication technology sector is one of the most high-tension working environments.
And, with the COVID-19 pandemic creating such a massive shift in working styles and dynamics, the role of mental health and its importance has grown exponentially – particularly within the technology sector, which sees high rates of depression among its employees.
A study conducted in the United Kingdom by the British Interactive Media Association found that people working in the technology industry were five times more depressed than the general population. It also found that 52 percent of people within this industry have suffered from anxiety or depression at some point.
With the digital age upon us, there is no doubt this industry is also one of the most highly populated. In 2019, more than 53.2 million full-time workers were employed in the information and communication technology sector, and the number is forecasted to reach 62 million this year.
It is crucial to point out the workplace factors affecting mental health and ultimately address them by providing human-centric solutions that can improve employees’ day-to-day lives in and out of the office.
It is crucial to identify the workplace factors affecting mental health and ultimately address them by providing human-centric solutions that can improve employees’ day-to-day lives in and out of the office.
At Arcanys, a global IT company, we have experienced first-hand the detrimental effects of stress and working in a high-pressure job. Stress and anxiety need to be addressed before they start, and these real mental health experiences need to be seen and heard in a non-judgmental way.
So, how exactly do we do that? How do we cultivate a culture where listening and openness foster collaboration and understanding? Here are eight tips to getting started.
Eight ways to create psychological safety for tech teams
1. Encouraging feedback, an open-door policy and safe spaces
We value feedback as a tool for growth and improvement. One way to do this is to survey employees regularly to actively seek input from the team. Whether it’s about client status’ or new initiatives, it’s not just about gathering information, but about meaningful dialogue.
We need to create an environment where people can speak freely, knowing that their feelings will be acknowledged, respected and kept confidential.
An open-door policy goes well with this, which is all about commitment to accessibility and trust. We need to create an environment where people can speak freely, knowing that their feelings will be acknowledged, respected and kept confidential.
We encourage employees to ask questions, actively follow up on their suggestions or concerns, and give credit where it’s due.
On top of one-on-one sessions, host virtual town hall meetings to solicit feedback and directly answer questions.
2. Respect cultural differences, celebrate diversity and promote inclusion
Recognizing and respecting cultural differences, especially since we operate mainly in the Philippines, is essential to our team’s cohesion.
We don’t just acknowledge these differences, we work to understand and embrace them.
This goes hand in hand with embracing diversity, addressing gender dynamics and promoting inclusivity. We need to recognize and acknowledge the unique mental health challenges faced by different groups of people within the industry.
3. Promptly addressing issues
When conflicts or misunderstandings occur, we address them quickly and openly. Transparency and respect are key, and we strive to handle these situations with care, always mindful of confidentiality when needed.
Mediate by initiating regular check-ins with those concerned to prevent issues from escalating, and be present until a resolution is found.
4. Provide accessible resources
Offer tools and support for mental wellbeing that cater to all employees, regardless of remote work or office work.
Recognize that different genders and individuals may face unique barriers and tailor support accordingly. Provide insurance that covers employee dependents, including procedures aimed at preventing health problems.
5. Emphasize holistic wellbeing
Promote practices like proper sleep, nutrition and exercise.
At Arcanys, we’ve hired in-house nutritionists and opened a CrossFit gym with dedicated trainers near our office, providing free access to employees, fostering physical wellbeing and building a sense of community.
6. Address remote work challenges
According to a recent Buffer survey, 71 percent of global companies are allowing some amount of remote work permanently. That said, remote work within tech is highly prevalent.
Ensure that the channels for communication within teams are well-established and flowing.
Implement strategies to combat isolation in remote work. Regular one-on-ones, virtual team-building activities, flexible work hours and opportunities for in-person connection can make a significant difference.
Ensure that the channels for communication within teams are well-established and flowing.
7. Foster community engagement
Create virtual and physical communities where employees can connect based on shared interests. Sponsor activities by centers of interest, allowing employees to engage and connect beyond work.
It is important to offer travel and accommodation expenses for employees from farther locations to encourage them to participate in company events.
Try to offer support beyond the workplace – this is why we opened our own CrossFit gym to great results. We’ve seen the transformative power of communities built through sports on people’s mental wellbeing.
These initiatives could be applied across the tech industry to help create a more empathetic and supportive environment for all.
8. Measure and share success
Track the impact of mental health initiatives and share the tangible results, providing evidence of the program. Look into your retention rate, online employee reviews and client feedback – these are great indicators that reflect the impact of your measures on employee wellbeing.
Before anything else, leaders must recognize not only the mental health challenges they face themselves but also the broader impact their leadership style and decisions can have on the organization.
The role of leadership in destigmatizing mental health in the tech industry is multi-faceted and impactful. It requires leaders to step up by starting the conversation and establishing a genuine commitment to the wellbeing of all team members.
Before anything else, leaders must recognize not only the mental health challenges they face themselves but also the broader impact their leadership style and decisions can have on the organization. It’s a matter of compassion and responsible leadership.
Mental health care is not a one-size-fits-all solution. Cultivating a culture of listening and openness is grounded in practicality and empathy. It’s about creating a workplace where communication is valued, trust is earned and diversity is celebrated.
It’s a continuous effort that shapes who we are as a team and how we succeed together.
