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The BBC looks at the mental health challenges in the workplace and the stigma around it. The pandemic has created its own set of new challenges. Getting more people to talk about wellness struggles is  a critical part of these challenges. 

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Karishma Vaswani of the BBC provides this report showing sexual harassment in the workplace is increasing in Asian countries. A recent ILO report shows over 50% of women participation in the workforce. With more women in the workplace the threat is growing for women. As many offences are unreported-and more so with women who have never been in the workplace before- the 30 to 40% incidents reported to the International Trade Union Confederation (ITUC) for women workers in Asia-Pacific may be understated.

The culture in many Asian companies is also not friendly to women. A lot needs to be done to change this considering the slow progress to ensure a safe environment for women at work, and governments need to make this a priority.

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Getting savy employers to pay attention and getting employees to have a better sense of who they are, provides the topic of this article in the WSJ. It shows that different types of employee behaviour can be seen after two years of the pandemic, and employers need to pay attention to their needs.  There are ambitious employees and work to live types. Work to live advocates have put lifestyle and health as priorities learning from the pandemic. The great resignation and employers facing worker shortages have given them an opportunity to look for more flexibility in work life situations. Related to work to live type are double duty professionals of which women form the larger part. During the pandemic women took on more responsibilities for children with lockdowns and school closures. This also meant a more stressful life. All of these types of employees are now in the workplace. Employers can get better results by paying careful attention to worker needs. The types are not exclusive as double duty professionals also have the drive and the resilience to match ambitious employees in tackling new positions and responsibilities. The double duty professionals also share the aspirations of work to live advocates for a better work life balance that gives rest and relaxation, home and family, the importance it deserves for a full and complete life. There is one more type which is also part of the workplace that is entirely different. It is the disoriented new employee who has been left alone to find out about new responsibilities at work virtually without the necessary human contact. Related to this type is the desperate to connect type which is the type that has lived in relative isolation during the pandemic and is now hungering for human contact. There is also one more type closer to retirement that is the zest for life type that can be very productive in the workplace because of its experience and talent if given the chance. This type is not just there for the paycheck or career progress. Here the zest for life means the desire to connect with others and learn new things. Companies and management can accomplish more and be more responsive to needs of their employees by understanding these types and their different needs. Dorie Clark ,who teaches executive education at Duke and Columbia University ,says this is important for companies to retain talented employees and get the most out of them by understanding early on what motivates them. ...

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As revelations of sexual harassment of women in the media industry come into the open following the Weinstein story, NYT provides essays by women who retell their own experiences and discuss the way forward from here. Many women were afraid to talk about it fearing it would hurt them in a workplace dominated by men, though many women were aware of the harassment situations. Yet each group of women in each workplace remained to some extent isolated, and unable to bring the issue out in the open to formulate plans for protections to be put in place. Women CEO's rarely took up the issue, preferring to work on company issues, taking sexual harassment to be a social issue not a business issue. Even though this issue affects the workplace itself in many ways, some of them insidious and detrimental to all. Men often did not take the lead to clear things up and create a good workplace environment, preferring to remain silent in the face of a corrosion of trust.

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This WSJ Investigation into workculture and poor treatment of women and minorities shows behaviour has not changed over the years. Some of the internal investigations go back to the time when Sheila Bair was head of the FDIC in 2009. The FDIC plays an important role in regulation of the banking system. It is not attracting younger employees with the workculture. That this has been ignored for so long is over decades is beyond comprehension, that such behaviour could exist as reported in the WSJ is astonishing. 

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A survey of 2000 workers by Prudential shows about 25% of workers plan to look for a better job after the pandemic, and 38% say challenges with work-life balance are a reason for them to change jobs. This is a trend seen also in labor statistics as there is a mismatch between jobs offered and jobs people are seeking in the job market in US and other countries, with job seekers looking for stability and work-life balance, and making physical and mental health a priority. This WSJ report shows how women are handling this challenge. It says it is not enough to go by a company's online policies one has to look deeper. Look for people in the know, look for clues in the interview, have a clear idea of what is important to you- flexible schedule, family friendly benefits. WSJ gives names of sites that can help provide more information- Mom's Project, InHerSight, Glassdoor, List Your Leave, Working Mother. Look for onsite child care center, fitness facilities, does company do followup emails at night, do employees appear frazzled, stressed or disorganized? Connect into alumni and other professional networks for clues and patterns at companies. Also says WSJ experts cited here employers will appreciate your asking the question early rather than later. Questions such as "does a firm promote associates with alternative work schedules" are normal questions to ask. ...

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In the post pandemic era there is great value in introverted leadership that is thought full, ardent, fully comprehending and mindful. Leigh Thompson of Northwestern University says introverted leaders are more resilient and can find solutions to tough problems others avoid including extroverted leaders who lack the introspection needed to come up with solutions.

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WSJ talks to Adam Grant, Prof. of Organizational Psychology at Wharton School of Business, on the importance of experimenting with different ideas. For every decision A and implementing it one forgets that there were other decisions that could have been made B, C, D or E, and each one offered new ways to experiment and try out new ideas. Grant is author of the book-" Think Again - The Power of Knowing What You Don't Know." Here he talks about how some CEO's used the pandemic (a problem) as an opportunity to experiment with new ideas on work to create productive happier workplaces. Others were too afraid to experiment. Grant says research data shows people are more likely to stay in a hybrid structure, because it gives them flexibility. From the productive workplace perspective this means people have to develop new skills and new muscle in a kind of experiment. This is what he says many CEO's are fearful to try out, now that they are reverting to the old workplace in the office-to what they know.  His biggest fear is that the experimentation that covid brought to us will stop. He sees four days of focused work a week or six hours of concentration in work a day, as way better than 8 hours of distracted work or five unmotivated days. Not just personal bonds are necessary says Grant, clear roles and goals are needed. And people need to be excited about what they are doing, which is possible he has found when they know the work has meaning for people who they are serving. ...

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Managers need to take care that they do not become insulated, and do become insensitive to the workplace and workers, as this can lead to making costly mistakes, says Rosabeth Kanter. Kanter says this has led many top managers to distance themselves from the workplace, feel entitled, and think they are indispensable, leading to mistakes that led to them resigning in the last 2 years.

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Members of the U.S. Congress lead a lousy life with life split between the capital and their home state location, most are weekend dads or moms. This makes them less likely to grasp the issues of work-life balance and the issues of parenting faced by average working families or couples with both parents working, says this essay in Politico magazine. This is true also of understanding issues facing women and mothers. Hard to believe but this report points out that Congress in the U.S. does not have a family friendly leave policy and no restroom for women till 2011 on the floor of the House. Similar issues face women in Japan and other countries for women in parliament. Former Speaker Ryan says he is tired of being a "weekend Dad." Senator Biden, former vice president says of his commute from Delaware to Washington D.C., he realized that "a child has a thought he wants to share and 12-18 hours later its gone, gone, gone." ...

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Some clues to why president Biden is not getting the credit for work done to better people's lives is the workplace. Workplace dissatisfaction measured in the Gallup 2023 Workplace Report shows the number of workers stressed, disengaged, or angry, is rising. A BambooHR analysis of data from 57000 workers shows job satisfaction scores have dropped to the lowest level since 2020, dropping 10% in 2023. Some of the causes- the unsettled state of the workday, being micromaanaged back to the office, even as they realize the isolating nature of remote work or hybrid work, inflation erasing any gains in wages, and a cooling job market leaving some stuck in same roles. New workers were hired in 2022-2023 and many have still to find fulfilling roles. Employers focused on hiring and less time was spent on situating new employees well. This is happening even as workers have more control where they work. Other causes are a backlash to employers efforts to get all employees back to the office. Another issue nearly a thrid of workers do not work in the same place as their bosses at large companies, up from 23% in 2020, accroding to an ADP survey. This means workers have long distance relationships with bosses and co-workers, weakening ties. In 2023 it is a very different workplace than before the pandemic. It may also offer some clues to why workers are skeptical about the work done by the Biden administration looking at their own lives after the pandemic even though major efforts are being made by president Biden in cost of living, in wages, support for labor and unions, and in rebuilding infrastructure and public services. ...

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Americans have changed their habits after pandemic and now try to leave office at 5.01 pm to go home, giving room for exercise, cooking dinner, children, and other activity at home. There is a pushback to avoid staying till later in the evening for after hours activities at the workplace.

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Women were one of the hardest hit groups during the pandemic. Not only were they forced to leave work but also had to shoulder more childcare responsibilities. About 30% of women who changed jobs during the pandemic got new jobs that paid 30% higher with salary and bonus, according to the Conference Board. In 2022 women are coming back to the workplace with better wage gains to makeup for the momentum lost during the worst part of the pandemic period.

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This BBC report looks into the culture of overwork that becomes a fast track to burnout. Christina Maslach, professor of psychology at the University of Berkeley, says about this culture- if you take a plant put it in a pot, don't water it, give it lousy soil, and not enough sun, its going to wither away no matter how good it was to begin with. That is how much the workplace environment matters and today most people realize that it has gone in the wrong direction, with subtle messages and wrong signals pushing people into overwork. That is pushed forward by the nature of 24-7 being available with the internet. Only a conscious effort and a knowledge of the false signals in an out of place culture can help one make the right choices, and help life bloom the way it was supposed to be.

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What will the workplace of the future look like? What has happened during the pandemic that will change the way we look at work and life? These questions are answered in this WSJ report. There will be a greater mix of people of all ages, it says, as people live and work longer. Companies competing for workers will offer travel, sabbaticals, parental care, and flexibility for remote work around the world depending on an employee's needs and preferences. Some software firms already offer 60 days of remote work overseas, as travel is seen as broadening and good for mental health. Meditation, mindfulness, mental health assistance are seen as part of services companies will give employees.

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A survey of 10,000 knowledge workers by Future Forum cited in WSJ shows 78% of workers care about and want location flexibility. And 95% of workers want flexible hours. This survey also found that 72% of workers in knowledge industries who are not happy with their level of flexibility are likely to seek out new opportunities in the next year. 

This happens as employers are finding it hard to get workers. The new hybrid arrangements during the pandemic have created a new workplace culture with hybrid arrangements, flexible work, going into the office only some of the time. More than two thirds of employees say they the hybrid setup was their preferred way of working.

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Working part-time during retirement years is important for health- staying active, using ones mind and brain, social engagement, and getting satisfaction in the workplace. A Study in 2017 by the Rand Corporation finds about 40% of workers over 65 who had previously retired back to the workplace. People are lengthening careers, and returning to work not just for financial reasons. Many of these people are looking for ways to remain active after realizing that staying active was important and if this could be combined with having extra time off in part time jobs for other hobbies and interests- this would better fit today's lifestyle and choices with people living longer and having more productive lives than ever before. A recent Pew Research analysis of data from the U.S. Bureau of Labor Statistics shows the proportion of people over age 65 who are employed part time or full time has gone up in 2016 from about 13% to 19% with about half these people working full time. This trend to work following retirement has a word for it- people call it "unretirement." Where work is less taxing as for graduates and people with higher education this is happening more.  From a health perspective this can be important, as people can become more reclusive and more internal looking, less socially engaged as they retire without even realizing it. Some level of social engagement is planned by people retiring, and many retirees do volunteer work, yet this may not be enough. For those people who retired early because of burnout in the workplace, strains with other workers, poor culture in the workplace, the retirement for a few years after 60 can serve as a way to replenish one's resources, recover and resume working again in a place that is better suited for them. The restorative break can then serve as a way to get back to the workplace in a positive way. Work that is meaningful, offering opportunities for contributing one's skills, adds a new dimension to people's lives, and is also a contributor to living healthy lives, at a time when people live longer. Retirement at 65 may not make sense in this new environment, opportunities for part-time work bring the knowledge and skills of experienced people to the workplace and offer a win-win solution for both. More needs to be done to create these opportunities in a planned and organized way in business and government, in all workplaces. ...