The Executive Search division of the Adecco Group has presented the III LHH Executive Barometer on Executive Leadership in Spain. In it, the entity focuses on three fundamental aspects of the current environment: gender equality in executive positions, sustainability in companies and the mental health of employees.
The last two years have changed the way we work and have forced companies and employees to adapt and undertake profound transformations. The new work models, the digital transformation and many other challenges require having leaders who reinforce the care of workers, who guarantee gender equality and who are committed to a sustainable future. The role of organizations and leaders in creating more prosperous, inclusive societies and a healthier planet for future generations is gaining importance.
Why is there no gender equality in management positions? Are companies implementing a strategy to increase the number of female executives? How do organizations practice sustainability? Is technology an ally or an enemy of sustainability? Are leaders concerned about the mental health of workers and their own? Are there initiatives to prevent mental health problems?
In the words of Rémi Diennet, Managing Director of LHH Executive Spain: “Gender equality is a right and a necessity in the professional environment and outside of it. According to the data in this report, there is still little female representation in management positions due to lack of opportunities, motherhood, discrimination and a lack of ambition. As responsible companies we have the challenge of working on these aspects. The first step is to have an equality plan where the data can be analyzed and, above all, implement the measures that will balance this situation. In addition, work must be done on the culture of awareness of diversity and gender equality and encourage maternity and paternity leave to be enjoyed by both mothers and fathers at the same time as breastfeeding. Work will be done more efficiently if flexibility, teleworking and conciliation are emphasized because they are measures that favor the mental health of the employee and sustainability”.
“Building team trust with managers is essential to improve employee engagement, efficiency, productivity and mental health. From LHH Executive we firmly believe in the concept of `Psychological Safety´ that fosters this type of context and communication. In them, people only care about giving their best version because the environment is favorable to them, being in an environment of trust and security where mistakes are allowed. If there is any disagreement, difference of opinion or difficulty, they will be able to transmit it without being judged, receiving the necessary help. Offering an environment where the employee can grow, develop, feel heard, participate, and succeed in their job is also our responsibility as a company.”, Diennet concludes.
Finally, regarding the importance of sustainability in the current company, the Managing Director of LHH Executive Spain points out that “Society is aware of the serious consequences that climate change will have, and that it will pose a greater challenge than any we have experienced in recent decades and will dwarf the challenges faced by the Covid pandemic. For this reason, investors and consumers prefer companies with the proper environmental and social credentials, and shopping trends are increasingly driven by conscientious consumers, those who prioritize factors such as ecological impact and sustainability when choosing who to buy from or do business with. In 2023, companies need to ensure that their environmental, social and governance (ESG) processes are at the heart of their strategy. This needs to start with measuring the impact any business is having on society and the environment and then move on to increasing transparency, reporting and accountability.”
The mental health of leaders and teams
Mental health is a global and universal factor that affects all people, regardless of nationality, age and gender. The pandemic put to the test the ability of companies to support the well-being of their workers and after more than two years of uncertainty, difficult situations and personal sacrifice, leaders and employees accuse the physical and psychological fatigue that coping with this has entailed. epoch.
As we look further afield, we are more aware of the importance of having mental health supports available in the workplace. It was already a growing concern before COVID-19, and from now on, applying measures to contribute to well-being at work is vital and a key challenge for the future of companies and senior managers. For this reason, in the III LHH Executive Barometer on Executive Leadership in Spain, executives and managers have been consulted about their own mental health, their concern for this aspect, the causes that cause it and the measures to prevent it.
Are executives and executives concerned about the mental health of their company’s workers? Yes, more than half of the people surveyed are concerned about the mental health of their company’s employees (55.23%).
Do executives and managers consider that they enjoy good mental health? 1 in 2 leaders say they have good mental health (51.94%). However, 36.43% claim to have ups and downs, at work peaks they suffer stress and anxiety and 3.10% say that the pandemic worsened their mental health. Only 8.53% directly indicate that they do not have good mental health.
Women, those who work in companies with 10 to 49 employees or 250 to more than 1,000 employees, and those who belong to the industrial sector, to a greater extent than the rest, state that they are concerned about the mental health of employees.
Besides, the older leaderswho work in large companies and in the commercial and technical sectors, in a greater proportion than the rest, consider that they enjoy good mental health.
Are initiatives carried out to prevent mental health problems? In general, no, this is indicated by 67.64% of the people surveyed. Only 32.36% of the executives state that they Does your company carry out an initiative? to prevent mental health problems.
Among those who indicate yes, the measures carried out in their company to promote the mental health of workers are: support training to avoid stress or any psychosocial factor (59.28%), access to help resources psychology (53.29%), workshops or activities such as laughter therapy, meditation or yoga (43.71%) and others (6.59%).
It is the leaders who work in companies with 250 to 1,000 employees, in a higher proportion than the rest, who ensure that their organization carries out some initiative to prevent mental health problems.
What can make mental health worse? work overload It is the main aspect that can cause mental health problems, for 68.41% of the executives and managers surveyed. This is followed by not being able to reconcile between personal and work life (60.66%), the conflictive work environment (56.20%) and not disconnecting (51.94%). To a lesser extent, they point out the lack of recognition (41.28%) and the lack of promotion (27.52%).
The executives and executives from 45 to 54 yearsin a higher percentage than the rest, indicate that work overload and a conflictive work environment are aspects that can worsen mental health.
