Generation Z tends to get a fair bit of flack as a talent pool, and recent research indicates this cohort also may face distinct mental health challenges.
To be fair, data suggests that most workers have experienced a decline in their mental health over the past year. But Gen Z is facing compound psychological stressors, particularly the complex stressor of financial instability.
Highlighting her company’s finding that 66% of the Gen Z survey-takers are facing moderate to high levels of burnout, Aflac CHRO Jeri Hawthorne expressed an urgency regarding Gen Z’s mental health crisis.
“It’s certainly not epidemic levels, but it’s a significant population … I would say: For Gen Z, this is a massive issue,” Hawthorne said.
Drawing insight from her separate roles as CHRO and the mother of Gen Zers, Hawthorne noted a few factors she feels contribute to this population’s mental health disparities. “When you look at social media and you turn the TV on and you know, there’s a lot of unfortunate polarizing dialogue and negativity that’s out there. … I think that adds to stress,” Hawthorne said.
She also noted student loan debt and other kinds of financial stress are “a real issue for this population.”
Along with disparagement for quiet quitting and social skill deficiencies due to the COVID-19 pandemic, Gen Zers remain in the headlines for their financial issues, due to the current economic climate.
Many Gen Zers can’t afford housing, analysts say, and they can’t cover surprise expenses of more than $400. Likewise, their retirement savings are largely nonexistent, and the gender wage gap persists for younger workers, too.
For employers that want to support Gen Z talent, Hawthorne recommends focusing on financial well-being and emotional well-being.
How to convince management to prioritize mental health
Hawthorne described her workplace as “very focused” on employee engagement overall. Aflac, she said, is different from her previous workplaces in this regard.
“I have a team of folks who do nothing other than focus on our EX,” she said. Her direct reports are responsible for making and marketing programs “so that they're being used by our employees as much as possible.”
There’s also the matter of doing HR for Aflac, specifically. “I work for an organization, luckily, that's very committed to employee wellness. We sell supplemental health insurance, so we know the benefits of people using wellness programs,” Hawthorne said. “This is our bread and butter.”
“If you’re well, you’re less likely to miss work. You’re less likely to need extra time off because of health-related issues or burnout.”
Jeri Hawthorne
CHRO at Aflac
Going to her CFO and asking about preventative services, counseling options and the like may be easier than the work of other HR professionals. “They understand the ROI; they see the value,” Hawthorne said.
“A lot of HR leaders don’t have that partnership with their finance leaders and it’s much more of a sell,” she acknowledged.
So how do other CHROs make the sell?
It’s all about the (re)frame
“There is an absolute business benefit to companies to taking care of these employees in a holistic way. Making them feel supported, making them feel heard, focusing on their growth and development, focusing on how engaged they feel, focusing on how well they are overall, right?” Hawthorne said. “If you’re well, you’re less likely to miss work. You’re less likely to need extra time off because of health-related issues or burnout.”
Hawthorne further described a trickle-down effect: Better mental health leads to less toxicity in the workplace, fewer microaggressions and fewer employee relations issues, “because people are kinder and show one another more grace and understanding.”
Beyond reframing the importance of employee mental health support as a business imperative, employers can also reframe the importance of benefits for employees.
Maybe it’s not so much about changing benefits, but re-communicating what’s available in a different way. For example, Hawthorne said Aflac has several options for workers to strengthen their well-being, including employee assistance programs and digital access to gyms and fitness classes.
Benefits education sessions are also crucial: Even as CHRO, Hawthorne still finds out new information about Aflac’s total rewards offerings.
Mental health challenges are a “big issue” for more than just Gen Z, Hawthorne noted. “Wellness will continue to be a needed area of focus for HR practitioners and organizations for the foreseeable future.”
