Gallup’s report reveals that 20% of the global workforce experiences daily loneliness, urging employers to act.
- The loneliness epidemic is notably worse for employees in South Asia and sub-Saharan Africa, while Australia and New Zealand report the least.
- Employment can reduce loneliness, with on-site workers reporting lower loneliness levels compared to remote workers.
- Young employees under 35 feel lonelier than their older colleagues, highlighting the need for targeted supportive measures.
- Cultural understanding and tailored health support are key in reducing loneliness among international employees.
The pressing issue of workplace loneliness affects 20% of employees worldwide, as highlighted by Gallup’s recent report. This statistic underscores the critical need for employers to consider the mental health of their workforce and act accordingly.
Employees in regions like South Asia (29%) and sub-Saharan Africa (26%) report higher loneliness rates than those in Australia and New Zealand (13%). This disparity suggests that geographical and cultural factors may significantly impact employees’ mental wellbeing. Employers must tailor their support strategies according to these regional characteristics to effectively address this issue.
Data indicates that employment itself can serve as a mitigating factor against loneliness, with employed individuals experiencing less loneliness (20%) compared to their unemployed counterparts (32%). Additionally, those working on-site report lower loneliness levels (16%) than remote workers (25%).
Loneliness also appears more prevalent among younger employees, with those under 35 reporting higher rates of loneliness (22%) as opposed to their older peers (19%). This calls for employers to devise specific interventions to support younger demographics within the workforce.
The approach to alleviate loneliness must include understanding global differences and cultural distinctions, especially for employees working overseas. Engaged employees are less likely to face loneliness (17%) compared to disengaged ones (31%), pointing to employee engagement as a crucial area of focus for employers.
Employers are encouraged to provide comprehensive health and wellbeing support tailored to international workers. This includes cultural acclimatization assistance and community involvement, which are critical for fostering emotional and mental health stability. Access to specialized advisors familiar with expatriate challenges, along with robust global employee assistance programs (EAPs), can offer valuable support.
It is also crucial that support extends across all management levels. The wellbeing of managers directly impacts their ability to support their teams effectively, thereby ensuring a healthier workplace environment overall.
The onus is on employers to foster workplace environments that mitigate loneliness by providing adequate health and wellbeing support tailored to regional and individual needs.
