When employees experience
In California, stories are emerging about employers who are putting the well-being of their employees first — offering things like flexibility,
"When disasters happen, the first thing we try to do is to regain some sense of safety, security and control," says Robin Gurwitch, a psychiatrist and professor at Duke University. "If I can take work off my plate, it increases my perception of how my company feels about me, it reduces a level of distress [and] it reduces some mental health anxieties that are very common after disasters."
High-stress situations like these can lead to mental health issues and post-traumatic stress: In fact, an analysis of multiple studies of natural disaster survivors by the University of Washington showed that between one-third to one half can suffer from PTSD, depression or anxiety.
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To address the psychological impact immediately, employees should know how to communicate with their employers right away, and the assistance an employer will be able to offer. Policies should include family support as well, especially for parents and caregivers for aging loved ones. Even if an employee doesn't require outside help, demonstrating a basic level of concern is important.
"It [can] just [be] some kind of check in [such as], 'Please call this number and let us know that you and your family are safe, [or] please contact this number and let us know how to get in touch with you,'" says Gurwitch.
To further support employees in need and create a feeling of connectedness throughout a company, Gurwitch reminds employers to keep their entire workforce informed of what they know with updates from employees that they have permission to share. Workers should be aware of how they can help with disaster relief, and how employers are reacting, too.
But leaders should also have a plan in place for after the smoke clears, as the emotional impact from these types of events can be intense and prolonged. The most effective responses are executed when emergency policies, benefits and support networks already exist in the workplace, says Gurwitch. Employee resources groups, training
"In the immediate aftermath of a disaster, the first thing we often recommend is psychological first-aid (PFA)," Gurwitch says. "It's emotional support, coping [tools] and strategies for next steps. Get your management trained in PFA. Right off the top, give them, 'Here are things you need to consider. Here are some ideas that you need to include in your response plans. Here's what it's going to look like for the next several months, and then here's what it's going to look like after that.'"
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In addition to internal support and mental health benefits offered through a company's EAP, employers can make sure employees don't have a gap in care by collecting a list of federal, state and local resources that can be shared with employees, says Gurwitch. For example, the LA County Department of Mental Health, the California Department of Public Health and well-being platform Spring Health are just some of the organizations offering free mental health services to people affected by the LA fires.
Gurwitch notes that there is an advantage to HR departments establishing relationships with these types of mental wellness groups — especially some within their local community — before services are needed, so they can be a go-between for employees if necessary.
It is also important to recognize that employees can be indirectly affected by disasters, but deserve the same level of empathy and support as those in disaster zones, Gurwitch says.
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Workers with loved ones, friends or coworkers in jeopardy, or who have experienced a different traumatic event that is suddenly triggered, should also be able to access mental care. Employers should be aware of triggers that might stir emotions, such as anniversaries of events.
Along with providing services, employers should also have a clear leave policy in place that allows people to attend whatever meetings or therapy sessions they need.
"If an event happens that's similar to what you went through yourself, it can increase your levels of anxiety, depression, suicidal ideation, absenteeism — all things that are going to affect the workforce," Gurwitch says.
By making mental health a priority, employers can help workers who need support in many areas, including when tragedy strikes.
"The message we need to give [is], we care about everyone's mental health," says Gurwitch. "Everybody has a right to what they're feeling and what they're experiencing."
