Navigating mental health challenges in the new normal
Key points of discussion
- Digital detox: Increased screen time and limited human interaction has altered the mental make-up. Feelings of anxiety and fear (perpetuated by the loss of job or salary or position) have become common. How does one switch off from ‘negative feelings’, and how does one heal?
- Working in isolation has heralded new concepts in the workspace. How do HR experts see the role of the team, teamwork, and team bonding?
- Women, Uninterrupted: How women have shouldered the burden, balancing work & home. Will Covid hurt the career growth of women, with many having had to review their options?
- Digital detox: Increased screen time and limited human interaction has altered the mental make-up. Feelings of anxiety and fear (perpetuated by the loss of job or salary or position) have become common. How does one switch off from ‘negative feelings’, and how does one heal?
- Working in isolation has heralded new concepts in the workspace. How do HR experts see the role of the team, teamwork, and team bonding?
- Women, Uninterrupted: How women have shouldered the burden, balancing work & home. Will Covid hurt the career growth of women, with many having had to review their options?
Shattering stigmas about mending the mind
Key points of discussion
- Few regulatory principles that were followed recently : Conducting virtual engagement, flexible work schedule,minimising zoom meetings, employee support assistance programme and counsellor service for the family.
- A mechanism that can be implemented is Volunteer groups within the organisation that work to build interpersonal communication among the workforce ecosystem.
- If faced with the dilemma of coming out to coworkers about your depression or not, remember to find faith within yourself and also resort to cognitive behavioural therapy.
- Few regulatory principles that were followed recently : Conducting virtual engagement, flexible work schedule,minimising zoom meetings, employee support assistance programme and counsellor service for the family.
- A mechanism that can be implemented is Volunteer groups within the organisation that work to build interpersonal communication among the workforce ecosystem.
- If faced with the dilemma of coming out to coworkers about your depression or not, remember to find faith within yourself and also resort to cognitive behavioural therapy.
Tackling employee burnout & destigmatizing mental health conversation
Key points of discussion
- To tackle burnout, calibrating hard work is the first step and finding a balance between personal and professional.
- The workspace should have avenues and spaces where they can express their vulnerability.
- Top 5 out of 10 disabilities are related to mental health and not physical. We are conditioned to empathize with a physical injury for which we all need to go through a cultural mindset change.
- Mental health is not the end game, it's a beginning. Focus on Mental fitness i.e. the ability to incentivize employees to perform activities that engage them in healthy mental behavior.
- To tackle burnout, calibrating hard work is the first step and finding a balance between personal and professional.
- The workspace should have avenues and spaces where they can express their vulnerability.
- Top 5 out of 10 disabilities are related to mental health and not physical. We are conditioned to empathize with a physical injury for which we all need to go through a cultural mindset change.
- Mental health is not the end game, it's a beginning. Focus on Mental fitness i.e. the ability to incentivize employees to perform activities that engage them in healthy mental behavior.
Emergence of employees mental health - Focus on work from home vs living at work
Key points of discussion
- The reality is “All in the same storm but different boats”.Parents with infants, pregnancy during pandemic,no food supplies, commodities all had different challenges.
- ‘Live well programme’ where volunteers keep it real and walk the talk.
- It is part of the business imperative to acknowledge the individual responsibilities employees hold in personal lives.
- Family care leave was the most utilized leave before and during the pandemic.
- Micro behavior change campaigns that helped - Having a no meeting Friday, 10 minutes break, learning Wednesday's.
- The reality is “All in the same storm but different boats”.Parents with infants, pregnancy during pandemic,no food supplies, commodities all had different challenges.
- ‘Live well programme’ where volunteers keep it real and walk the talk.
- It is part of the business imperative to acknowledge the individual responsibilities employees hold in personal lives.
- Family care leave was the most utilized leave before and during the pandemic.
- Micro behavior change campaigns that helped - Having a no meeting Friday, 10 minutes break, learning Wednesday's.
Recognizing and managing emotions at work
Speakers
Priti Agarwal
Founder, The catalyst training, Executive coach & L&D professional
Key points of discussion
- Collective emotion gets built up if it’s not addressed timely including the employees and spouses. It is easier to manage annoyance than rage. The earlier we speak up about it the easier it is for the whole group overtime.
- Watercooler conversations are consciously creating safe spaces by letting people know they can be heard without being judged.
- There’s a lot of emphasis on words like empathy,positivity and hope.
- Diversity thrives in organisations; it is unrealistic to expect sameness across cohorts of generations,genders. Rather than adopting one shoe that fits all we must adjust to subcultures.
- No emotion is toxic,emotions are labelled as negative and positive. The way an emotion manifests itself is iin positive or negative manner.
Priti Agarwal
Founder, The catalyst training, Executive coach & L&D professional
- Collective emotion gets built up if it’s not addressed timely including the employees and spouses. It is easier to manage annoyance than rage. The earlier we speak up about it the easier it is for the whole group overtime.
- Watercooler conversations are consciously creating safe spaces by letting people know they can be heard without being judged.
- There’s a lot of emphasis on words like empathy,positivity and hope.
- Diversity thrives in organisations; it is unrealistic to expect sameness across cohorts of generations,genders. Rather than adopting one shoe that fits all we must adjust to subcultures.
- No emotion is toxic,emotions are labelled as negative and positive. The way an emotion manifests itself is iin positive or negative manner.
Managing Relationships at work
Speakers
Rajeev Raju
Global Leadership Coach, Gravitas Consulting
Sonal Jain
Director HR, Johnson & Johnson India
Key points of discussion
- Office space was created to create focus and you’re on a mission but most importantly privacy. Working from home that privacy has been affected with multiple external involvement.
- Meditation and nurturing yourself is the first step of self care before you take care of others.
- Reasons why people were quitting: not valued by managers, no trust environment, monetary benefits etc.
- Zoom in and AI was the mantra last year but Zoom out and EI is the mantra this year.People will appreciate the office culture in the forthcoming future where human interaction is the need.
Rajeev Raju
Global Leadership Coach, Gravitas Consulting
Sonal Jain
Director HR, Johnson & Johnson India
- Office space was created to create focus and you’re on a mission but most importantly privacy. Working from home that privacy has been affected with multiple external involvement.
- Meditation and nurturing yourself is the first step of self care before you take care of others.
- Reasons why people were quitting: not valued by managers, no trust environment, monetary benefits etc.
- Zoom in and AI was the mantra last year but Zoom out and EI is the mantra this year.People will appreciate the office culture in the forthcoming future where human interaction is the need.
Speakers
Naved Qureshi
Model, Influencer & Marketing Consultant
Key points of discussion
- Everyone needs an outlet, emotionally expressive is not femimine;emotions are gender fluid.
- One can avoid substance abuse by finding an outlet.A social media outlet can be going live and connecting with people,talking with experts or loved ones.
- Overdoing or burnout at work is considered as a substance abuse of sorts as well.
- In the modeling industry, you need to be comfortable in your skin and express who you are because that creates acceptance towards your true essence.
Naved Qureshi
Model, Influencer & Marketing Consultant
- Everyone needs an outlet, emotionally expressive is not femimine;emotions are gender fluid.
- One can avoid substance abuse by finding an outlet.A social media outlet can be going live and connecting with people,talking with experts or loved ones.
- Overdoing or burnout at work is considered as a substance abuse of sorts as well.
- In the modeling industry, you need to be comfortable in your skin and express who you are because that creates acceptance towards your true essence.
Advocating for LGBTQ Community's Mental Health
Speakers
Ajay Grover (he/him)
Business Unit Director, Ethicon Endo Surgery and Open & Out Employee Resource Group Chapter Lead for India, Johnson & Johnson
Tejaswi Subramanian (they/she)
Digital Content Editor, Gaysi Family
Key points of discussion
- Double burden of pandemic and structural violence against LGBTQ. There wasn't any medical advice given specifically to the community for example hormonal therapy which could be helpful.
- Pride circles, solidarity families, social media campaigns give spotlight and support to queer businesses and initiatives.
- The goal is to eventually have no need for an employee resource group by making policies all-inclusive for example changing spouse to partner. Sexual harassment policies to be updated to address all genders across the spectrum.
- Ally network for queer community should be created, in corporate spaces having volunteers to be allies is a major step forward.The inclusivity to go beyond workplaces as well.
Ajay Grover (he/him)
Business Unit Director, Ethicon Endo Surgery and Open & Out Employee Resource Group Chapter Lead for India, Johnson & Johnson
Tejaswi Subramanian (they/she)
Digital Content Editor, Gaysi Family
- Double burden of pandemic and structural violence against LGBTQ. There wasn't any medical advice given specifically to the community for example hormonal therapy which could be helpful.
- Pride circles, solidarity families, social media campaigns give spotlight and support to queer businesses and initiatives.
- The goal is to eventually have no need for an employee resource group by making policies all-inclusive for example changing spouse to partner. Sexual harassment policies to be updated to address all genders across the spectrum.
- Ally network for queer community should be created, in corporate spaces having volunteers to be allies is a major step forward.The inclusivity to go beyond workplaces as well.
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