Latinx talent: An untapped goldmine for the asset management industry
Kathy Sayko speaks with Juan Suris, Head of Quantitative Modeling & Strategies, PGIM Fixed Income, to learn about his career and vision for the next generation.
How do you create a safe workplace environment where employees feel comfortable talking about their mental health?
It’s not an easy task. Most employees are reticent to discuss their mental health with colleagues and managers. In fact, 8 out of 10 employees report that shame and fear prevents them from seeking help when faced with a mental health challenge, and 95% of those who have taken time off to address their mental health needs have used a different reason, such as a headache or cold , to explain their absence.
World Mental Health Day is October 10, and PGIM is dedicating the entire month of October to mental health awareness. I believe leaders play a pivotal role in building a culture where it’s not just OK for employees to discuss their mental health, it’s welcomed.
Role-model talking about personal experiences with mental health in the workplace
This year we’re taking a new approach to encourage a more open dialogue about mental health at PGIM. We’re offering opportunities for employees to share their personal mental health stories, past or present. When it comes to mental health challenges, being open and transparent is one of the most effective ways to normalize mental health at work. The sharing of stories from across all levels of PGIM shows the diversity of experiences and identities within mental health, the growth and resilience that can come from it, and provides validation to those who see themselves or their loved ones in similar circumstances.
I can’t stress enough how important it is that our leaders participate and be among the first to openly discuss their own mental health challenges. Mental health symptoms are equally prevalent across seniority levels within companies. While it’s often assumed that to be a good leader, a person must project an image of strength and perfection, in reality, employees view leaders’ vulnerability as humanizing and relatable. When it comes to mental health challenges, being open and transparent is one of the most effective ways to normalize mental health at work. In fact, never talking about it reinforces the stigma that mental health does not belong at work when mental health, work and productivity are fundamentally tied to each other.
Equip your leaders, managers and teams to support mental health at work
Safe spaces, genuine conversations, and learning how to navigate mental health at work are an important part of building cultural change on this topic. To do this, PGIM is partnering with Mind Share Partners throughout October to offer a series of interactive training webinars. Our employees will learn about the signs and symptoms of mental health in the workplace, how and when to check in with compassion and compliance, and actionable strategies to proactively build healthy team cultures that support workplace mental health. Supporting mental health at work is more than responding to crises—we want to create a PGIM culture where mental health is actively supported every day.
2020 has been challenging on so many levels and the mental health challenges employees face have been exacerbated by isolation, uncertainty and blurred lines between work, home and family. We all have the opportunity—and responsibility—to drive a much-needed mental health dialogue in the workplace, and help employees locate the support, encouragement and resources they need to lead mentally healthy lives.