Employee preferences when it comes to the workplace have drastically shifted over the last few years. Today, more employees than ever before want to work for companies that are mission-driven. They are motivated by more than just dollar signs, and increasingly care about social issues and want to work for companies that are doing good in the world. These factors are prompting more and more organizations to create, or revamp, an Environmental, Social, and Governance (ESG) strategy, and it’s paying off. Research shows highly satisfied employees rank their employers’ ESG scores 14% higher than the average global employer, resulting in happier and harder working employees.

However, we are seeing that at the same time, employee mental health is at an all-time low, with one shocking report revealing that nearly 60% of employees are negatively impacted by work-related stress. Considering the dire state of employee mental health, as companies work to evaluate their ESG approach, it’s important they consider mental health as part of how they invest in their people – or the social part of an ESG strategy. In fact, a Deloitte study found that 77% of employees report experiencing burnout. If this growing issue remains unaddressed, company leaders are looking at decreased productivity, unhappy employees, and loss of talent. Company leaders aren’t stuck between a rock and hard place when it comes to benefits that can make a positive impact on employees’ overall mental health and wellbeing. So, the question remains, what can be done?

Here we explore best practices companies should consider when enhancing their mental health benefits and why this is critical to an ESG strategy in today’s highly burned-out work environment.

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