You attended the Agir Ensemble Forum on May 8 and came away disappointed. For what reasons ?
I was very enthusiastic about participating in this forum, organized by Énergir, hoping that this event would promote the promotion of psychological health at work, a cause that I have actively supported for several years. I saw this forum as an opportunity to take concrete action. However, there has been a lack of practical solutions. The forum focused on exposing problems without proposing concrete solutions. There was also a lack of strategic direction, he There was no road map, missing a critical opportunity for engagement and action. I would have liked to see a diverse representation of the community, activists and decision-makers. Far from being a dynamic forum for the exchange of ideas, the event felt like a series of conferences with no real interaction or possibility of follow-up.
Based on your observations, are all companies and organizations aware that there are mental health problems at work?
Our studies, as well as those conducted by other institutions, indicate that many companies and organizations do not fully understand the challenges related to mental health in the workplace, often due to a lack of expertise or priority given to these challenges. This was particularly evident during the Agir Ensemble Forum, where the participation of these companies was modest. Although some are proactive and invest in wellness programs, often through mobile apps of questionable effectiveness, the majority do not yet appreciate the crucial importance of mental health. Few have implemented concrete and effective strategies to support their employees.
However, there seems to have been an awareness during the pandemic… Where are organizations and businesses?
The pandemic has undoubtedly raised awareness among businesses of the importance of mental health in the workplace, although the response has often been a crisis response rather than a proactive prevention strategy. Some companies have implemented support programs and initiatives to improve employee well-being, but most still rely on easy solutions like mobile apps. However, many of them have not yet transformed this awareness into concrete and sustained measures. It is crucial to continue advocating for lasting changes in internal policies, emphasizing employee well-being as a constant priority. These initiatives should be considered essential investments, an integral part of the company culture, and treated as an essential enrichment for employees, rather than a mere convenience.
Now is the time to find solutions and take action. But how ?
There are several effective solutions that help reduce psychosocial risks, create a balance between work and well-being and improve the quality of life at work. For example, training leaders and managers to teach them to better manage the well-being of their teams and to be responsive to their needs; offer workshops that link personal development to professional impact; encourage active breaks; promote screen-free periods to allow employees to disconnect and regenerate. These measures are adaptable to any type of organization. They have proven their effectiveness in creating a healthy work culture, thereby increasing productivity and overall well-being.
Have you tested solutions with companies? Which ones work?
Awareness workshops focused on key topics, as well as wellness days and half-days organized monthly or bi-monthly, incorporating physical activities, games and snacks to encourage the return to the office and cultivate a positive corporate culture. At the same time, we are developing programs in partnership with educational establishments and soon with government entities, including regular workshops on stress management, anxiety, time management, emotional intelligence, positive communication, balanced diet, the benefits of physical exercise and relaxation techniques. There is also the provision of spaces for short breaks which allows employees to recharge their batteries as well as courses to prepare students for professional challenges in collaboration with employers.
You met the Minister of Labor. To what extent will he be able to help you?
The support and support of Minister Jean Boulet are crucial to advancing our mission. After a promising first meeting, a second should take place soon to collaborate in order to promote these essential changes. The continuation of the government’s participation and commitment remains to be seen.