America’s healthcare workers have been the heroes of the coronavirus pandemic. They have put their own and their families’ lives at risk while working on the frontlines. Battling the crisis with additional stressors such as longer hours or inadequate supplies has challenged their mental health.
The immediate pressure may be relenting, but this event is bound to exact a long-term toll. A recent study of healthcare workers caring for COVID-19 patients in 34 hospitals in China found their mental health, particularly of women and nurses, was severely impacted: 50% reported depression; 45%, anxiety; and 34% insomnia. And 71.5% experienced overarching symptoms of “psychological distress.”
Healthcare employers have a responsibility to provide resources to help their people get through the current environment and prepare long-term initiatives in the pandemic’s aftermath by:
- Planning for the next pandemic, setting up policies, training and resources.
- A pandemic management plan is your best defense against another crisis like COVID-19. Let your workforce know it’s in place, the procedures it covers, and who’s leading the task force. It’s critical to ensure clear, consistent and inclusive communications through multiple media channels. Equally important is to monitor and maintain supplies of PPE and other vital equipment and have alternate procurement channels ready.
- Develop and share a written staff support policy that articulates how employees’ work and their work environment are supported. Also create frontline stress control teams, staffed by qualified mental health members, to step in during crises.
- Train employees to be better able to manage and cope with such stressors as handling mass fatalities, working with limited equipment, fear of infection for self and others, and handling separation and anxiety over family members.
- Employee Assistance Programs (EAPs) provide invaluable counseling to employees, but it’s important to drive awareness of their availability. Alternatively, check with your health plan partner or carrier to see if mental health resources are available.
- Being proactive in offering resources to help employees with their struggles without fear of negative consequences. Among the options:
- Mental health hotlines are a good adjunct to EAPs and health plan resources. Develop and post lists that might include the National Alliance of Mental Illness (NAMI) Hotline, 800-950-NAMI or text NAMI to 741741 in a crisis. The Substance Abuse and Mental Health Service Administration’s 24/7 crisis line is 800-985-5990.
- Employees might benefit from a project-based crisis support team. These onsite services meet individually as needed with employees dealing with particularly high pressure situations.
- On-shift stress relief protocols can help. Supervisors should make sure stress management breaks are taken as needed, along with “time-outs” from highly intense situations. Buddy systems work, too, by pairing employees who have each other’s backs for stress, workload and safety. And, of course, fostering the right culture, where teamwork, patience, empathy and hope are encouraged, makes a huge difference.
- Planning for post-crisis reintegration, making mental health management needs front and center for the long-term. Healthcare workers may deal with post-traumatic stress as a result of their pandemic experiences.
- If resources like the EAP and behavioral therapy services were promoted during the worst of the crisis, now is not the time to let up. This also includes teletherapy, especially since issues around COVID-19 contagion won’t abate until a vaccine is found. In fact, now is an excellent time to bring out an awareness campaign to not only promote such services, but also to warn against negative coping strategies like alcohol and drug abuse.
- Look to carve out more intensive and accessible therapy and treatment options from your EAP and health plan. Stand-alone behavioral health solutions may provide faster access to quality care they need.
- Consider the importance of teams and the support of groups. A formalized check-in process with teams or managers will help monitor individual progress and ensure additional help is provided when needed. Support groups may also be a valuable way for employees to share the experience and what they have done to make the post-pandemic adjustment easier.
When it comes to our healthcare workers, the ultimate heroes, we can’t leave them behind. Proper planning, taking the necessary preventive measures, and providing resources will help them come back stronger and better equipped for whatever the next crisis might be.
HUB International’s employee benefit specialists consult with employers of all sizes and in all industries on every aspect of employee benefits program planning and management.
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