Frontline workers, the backbone of essential services, face a mental health paradox that’s both concerning and under-addressed. A recent study by meQuilibrium (meQ) on over 1,183 U.S.-based workers, including both frontline and non-frontline employees, sheds light on this critical issue.
Frontline Workers Take a Hit
Despite facing significantly higher levels of stress, anxiety, and depression, frontline workers are markedly less likely to seek or even acknowledge the need for mental health support, according to meQ’s findings.
Frontline roles, characterized by direct customer interactions, irregular shifts, and minimal control over work duties, inherently come with a higher degree of stress.
Brad Smith, Chief Science Officer at meQ, points out, “Frontline workers regularly interact with frustrated customers, work irregular shifts, lack paid time off, and have minimal autonomy over duties assigned by managers, which can contribute to higher rates of burnout, anxiety, depression, and secondary traumatic stress, compared to their corporate colleagues.” This environment not only escalates the risk of mental health issues but also creates barriers to seeking help, such as irregular hours that impede appointment scheduling.
Anxiety and Depression on the Rise
The study’s findings are stark: Rates of anxiety and depression among frontline workers are 33% and 61% higher, respectively, than their non-frontline counterparts. Yet, when facing high stress, they’re 30% less likely to seek professional assistance. This reluctance is compounded by a lack of awareness about employer-provided mental well-being benefits, with frontline workers 22% less likely to be informed about these resources than non-frontline employees. The gap in benefit awareness is particularly pronounced among younger workers, highlighting a significant knowledge gap that needs bridging.
A Silver Lining
Despite the challenges, there’s a silver lining: meQ’s research indicates that frontline workers demonstrate a 42% greater improvement in resilience compared with non-frontline populations. This suggests that when frontline workers do engage with mental well-being resources, they can make substantial gains in resilience, underscoring the importance of improving access to and awareness of mental health support.
Smith emphasizes the need for organizations to prioritize mental well-being for their frontline staff, stating, “Employers relying on these essential employees have a vested interest in closing this gap through proactive outreach and education to improve benefit awareness and utilization around mental well-being.” Closing this knowledge and access gap is not only beneficial for workers’ mental health but also crucial for maintaining a productive, engaged, and resilient workforce.
The meQ study highlights a critical issue in today’s workforce: Frontline workers’ mental health needs are greater, yet they’re significantly less likely to seek help. Addressing this paradox requires a concerted effort from employers to ensure frontline workers not only are aware of the mental well-being benefits available to them but also feel supported in accessing these resources without stigma or barriers.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.