Study shows workplace mindfulness and meditation apps show little mental health benefit
Recent research from Oxford University, as reported by the Financial Post, raises questions about the effectiveness of workplace wellness programs in enhancing mental health.
The study, involving over 46,000 British employees across more than 200 companies, reveals that such initiatives, including mindfulness training, on-site massages, meditation apps, and more, may not significantly bolster mental well-being.
William Fleming, an Oxford researcher, led the study which scrutinized a diverse array of wellness programs. These ranged from volunteering and charity work to mindfulness classes and apps promoting well-being and healthy sleep habits.
Fleming's analysis, based on anonymous employee responses about stress levels, job satisfaction, and sense of belonging, among other factors, concluded that participation in these programs did not markedly enhance mental well-being. Fleming stated, “Across multiple subjective well-being indicators, participants appear no better off.”
This finding contradicts the popular narrative that has driven the adoption of such wellness initiatives in the United Kingdom, Canada, and elsewhere. Despite their popularity, Fleming noted in the New York Times that these programs were found to be ineffective.
The only exception noted in the study was volunteering, which showed a slight boost in mental health, potentially due to the sense of purpose and belonging it offers. However, Fleming cautioned about the small and possibly biased nature of these effects and emphasized that these initiatives might not address fundamental aspects of work well-being.
The study's findings are particularly concerning against the backdrop of a mental health crisis in Canada. The Centre for Addiction and Mental Health (CAMH) reports that mental illness affects more than half of Canadians by age 40, with a significant increase in diagnoses over the past decade, further exacerbated by the pandemic. This has not only led to a surge in depression and anxiety but also to an estimated $51bn annual cost due to health-care expenses, lost productivity, and reduced quality of life.
Moreover, the economic impact is compounded by the rising cost of living, causing increased financial stress among workers. This “financial stress storm” has led to decreased productivity and increased absences, costing approximately $45bn annually in lost productivity.
In response, employees increasingly expect their employers to prioritize their mental health. For instance, a 2022 Capterra Inc. study found that three-quarters of Canadians believe workplace mental health should be a priority. This leaves employers with the challenging task of finding effective strategies to support their employees' mental well-being.
The Oxford study suggests that the solution may lie in changing the workplace environment rather than focusing solely on the worker. Fleming advocates for improvements in flexibility, performance reviews, and overall job quality. He suggests measures such as reducing excessive workloads, eliminating inefficient time-management training, and considering pay raises.
For companies unable to offer raises, flexible scheduling emerges as a cost-effective alternative, which research indicates is a top priority for workers seeking to improve their well-being. Additionally, the adoption of a four-day workweek has shown promise in enhancing employee satisfaction, happiness, and productivity.
While workplace wellness programs have been widely adopted with the intent of improving mental health, the recent Oxford University study suggests that these initiatives may not be as effective as hoped. The focus, as Fleming suggests, might need to shift towards more fundamental changes in the workplace environment to truly support employee mental well-being.
