Dr. Kelechi Ndubueze
An industrial psychologist, Dr. Kelechi Ndubueze, in this interview, shares his thoughts on import of psychology in organisations and why Nigeria should be deliberate about the adoption of mental health initiative in workplaces, reports Daily Independent.
Excerpts:
Given your experience, how can industrial and organisational psychology expertise help understand mental health issues in high-pressure sectors like healthcare, law enforcement, and education in Nigeria?
In the course of applying psychological theories and principles to the workplace, Industrial and Organisational (I/O) Psychology provides the required tools to assess job demands, organisational culture, leadership style, employee support systems, among others, all of which are associated with stress levels and mental health outcomes. In high-pressure sectors such as healthcare, law enforcement, and education, I/O psychology helps identify burnout risks, emotional exhaustion, and morale challenges through evidence-based assessments.
This specialty also guides the design of interventions like stress management training, employee assistance programmes (EAPs), and work-life balance policies that are culturally acceptable and sector-specific.
What cost-effective steps can companies take to incorporate mental health into workplace policies?
Awareness creation through mental health education and training for both management and staff could be a starting point for companies.
Establishing flexible working hours, allowing mental health days, and providing peer-support systems are low-cost yet impactful measures. Organisations should also incorporate mental health check-ins into routine performance reviews and ensure that grievance procedures accommodate psychological concerns. Importantly, involving HR personnel trained in basic psychological first aid is both an affordable and effective practice.
How can organisations address work-related stress while considering broader societal pressures like economic instability and poor infrastructure?
It is important for organisations to recognise that job stress is not isolated from societal realities. One approach is to promote self-determinism and participative decision-making, which engenders a sense of control and resilience. Providing stable internal structures like clear communication, transparent leadership, and internal support systems, helps buffer external challenges. Companies can also partner with NGOs or local health providers to offer subsidised counselling or wellness services, easing the pressure on employees without major financial strain.
Tell us the right strategies to help reduce stigma and promote employee well-being in Nigerian workplaces?
Addressing the issue of stigma starts with normalising conversations around mental health. Employers should lead by example, meaning that leaders sharing their mental health journeys can inspire others.
Training employees in mental health literacy, adding anti-discrimination clauses into HR policies, and celebrating wellness initiatives (like Mental Health Day) help foster an inclusive culture.
Using anonymous surveys and feedback tools can also embolden employees to voice concerns without fear of judgment or stigma.
How do remote and hybrid work models affect employee mental health and productivity, and what policies can mitigate negative effects?
It is important to emphasise that while remote and hybrid work arrangements can improve flexibility, it can also introduce challenges such as social isolation, blurred boundaries, and digital fatigue. Especially, as experienced during the COVID 19 lockdown. Mental health may suffer if expectations are poorly managed.
Policies to mitigate these effects include establishing clear work-hour boundaries, promoting virtual social interaction, mandating screen breaks, and ensuring equitable access to resources. Regular virtual check-ins focused on well-being, not just performance, can also help bridge the gap.
In what way can mental health initiatives reach workers outside traditional corporate structures?
In order to accommodate informal sector workers, artisans, gig workers, and others outside traditional structures, mental health programmes must be community-based.
Ensuring collaboration with religious organisations, local associations, market unions, and traditional leaders can create starting points for awareness and intervention.
Use of mobile health (mHealth) solutions such as SMS-based counselling, WhatsApp helplines, or radio programmes can also bypass structural barriers while respecting local realities.
What role should policymakers and professional organisations play in promoting national workplace mental health reforms?
Policymakers should prioritise integrating mental health into occupational health and safety laws, incentivise mental health-friendly policies through tax breaks, and mandate EAPs for medium to large organisations.
Meanwhile, professional bodies such as psychological and management associations should promote standardisation, offer training certifications, and advocate for employer accountability. Public-private partnerships are also crucial for funding and scaling sustainable mental health programmes.
