photo: Lindsey Simpson
The 2023 Workforce State of Mind Survey provides some clues as to why so many health club operators are struggling to find enough qualified staff. The survey suggests working conditions vary greatly in the sector.
Broadly speaking, the closer to the front line you go, the harder it is for people in terms of how their work is organised and the level of support (including communication) they get in order to do their jobs well. The further from the boardroom you go, the more mental distress is reported and the lower the rating of belonging.
Pay and conditions are also an issue, particularly for group exercise and freelance workers, many of whom report they haven’t had a pay rise in 10 years. These factors create a landscape which can be less appealing to workers who are comparing what’s on offer in other sectors.
A stronger focus on mental health support could help this, but it needs to be a strategic approach focused on prevention and protection, not just supporting people when things have gone wrong. Employers should aim to provide ‘good work’ which is well-organised, fair, safe and allows for a good work-life balance.
As employers have a legal duty of care to employees’ mental health in the same way they do their physical health, this includes embedding psychosocial risk-management in their systems. Doing so brings commercial and human benefits, as well as helping to make sure employers are legally compliant.
We make three recommendations in the The 2023 Workforce State of Mind report. Firstly, taking a strategic approach to understanding and managing workplace mental health and safety, emphasising prevention and protection.
One of the characteristics we see in our data is that people are mistaking providing support such as Employee Assistance Programmes and counselling, believing these will tackle workplace mental health, when they’re only part of the picture.
Solely providing Mental Health First Aiders – a relatively popular route – is also inadequate as a response, and doesn’t shield employers from their legal duty of care to their workforce.
Secondly, until senior leaders understand the situation and take action, the required change won’t happen. The Good Work Pledge, which we launched in response to our inaugural findings, is a great place for employers to start.
Finally, we also need to consider the many freelancers, such as some PTs, who have no employer. In the last year, we’ve been encouraged to see EMD UK engage with its members on this topic to understand what matters to this group and how better to support them.
• Join the Good Work Pledge at www.workplacementalwealth.com
Pay and conditions are an issue, particularly for group exercise and freelance workers, many of whom report they haven’t had a pay rise in ten years