Cultivating a Healthier Work Environment: Tackling Workplace Toxicity at JR Borja General Hospital
By: Chiara Mae D. Cansino, RN
In celebration of World Mental Health Day, it is vital for the staff of JR Borja General Hospital to reflect on workplace culture and its profound influence on our well-being, productivity, and the quality of care we deliver. A healthy work environment goes beyond providing space for routine tasks; it shapes our emotional and mental health, affecting patient outcomes and team dynamics. Addressing workplace toxicity is not just a mental health issue—it is essential to the efficiency of our healthcare system.
Understanding Workplace Toxicity
Workplace toxicity often acts as a silent disruptor of organizational health. It can appear in various forms, such as:
- Poor Communication: When information is not effectively shared, confusion arises, affecting patient care and teamwork.
- Bullying and Harassment: Hostile behaviors can foster fear and resentment, damaging team morale and cohesion.
- High Staff Turnover: In government hospitals, frequent turnover disrupts continuity of care and places strain on the remaining staff.
- Office Politics: Cliques, favoritism, or power struggles create mistrust and hinder collaboration.
- Excessive Stress: The stressful nature of healthcare work is amplified by toxic environments, increasing the risk of burnout.
- Lack of Support: When staff do not feel supported professionally or emotionally, they may become disengaged and overwhelmed.
Why Mental Health in the Workplace Matters
Mental health at work is not just an individual issue but a collective one that directly affects patient care and the overall efficiency of the institution. Here’s why mental health must be prioritized:
1. Improved Patient Care: A mentally healthy workforce is more focused, compassionate, and less prone to mistakes that can affect patient safety.
2. Better Staff Retention: A supportive work environment helps retain skilled professionals, reducing the strain on staff and ensuring better continuity of care.
3. Enhanced Team Collaboration: Positive mental health fosters better communication and cooperation, essential in high-stress healthcare settings.
4. Healthier Workforce: Addressing mental health reduces the risk of stress-related illnesses, creating a more engaged and productive team.
The Inclusion of Mental Health on the Department of Health’s 8-Point Thrusts
The Department of Health (DOH) emphasizes the importance of mental health in its 8 Point Thrusts, which aim to create a supportive environment for healthcare workers. These initiatives include:
- Raising Mental Health Awareness: Providing education on mental well-being to promote early intervention.
- Establishing Support Systems: Implementing mental health services like counseling and stress management workshops.
- Offering Training Programs: Developing programs that build communication, conflict resolution, and resilience skills.
Strategies to Combat Workplace Toxicity
Below are some key strategies to reduce workplace toxicity and foster a positive work culture.
1. Encouraging Open Communication
Workplace toxicity often thrives in environments where communication is poor or hierarchical barriers prevent honest discussions. Organizations should work to promote a culture where staff feel safe and encouraged to voice concerns and share experiences without fear of retribution.
- Regular Feedback Sessions: Holding regular forums where employees can share their feedback on work processes, relationships, and concerns fosters transparency and trust. This also helps management identify areas that need improvement and enables staff to feel heard and valued.
- Anonymous Reporting Mechanisms: To ensure that staff feel safe reporting incidents of bullying, harassment, or unfair treatment, the hospital has established anonymous channels for feedback. These allow staff to report concerns without fear of backlash, creating a safer and more transparent work environment.
2. Implementing Anti-Bullying and Harassment Policies
A strengthened stance on bullying and harassment is imperative to implementing a zero-tolerance policy. Clear guidelines should be established to define unacceptable behaviors and the consequences of engaging in them.
- Awareness and Training: Regular training sessions ensure that all staff are aware of the policy and understand the various forms of bullying and harassment, including subtle behaviors like microaggressions. The training also empowers staff to intervene when they witness inappropriate behavior, promoting a culture of collective responsibility.
- Immediate Action and Resolution: When complaints are raised, swift and impartial investigations are conducted to address the issue. This sends a strong message that bullying and harassment will not be tolerated and that the hospital is committed to maintaining a respectful workplace.
3. Addressing Office Politics
Office politics can undermine teamwork, erode trust, and create divisions among staff. To counteract this, organizations should promote transparency and collaboration.
- Collaborative Decision-Making: Involving staff from all levels in decision-making processes ensures that everyone feels they have a voice and reduces the likelihood of power imbalances leading to resentment. This collaborative approach strengthens team cohesion and reduces the chances of toxic power dynamics emerging.
4. Providing Mental Health Resources
Mental health resources are critical in creating a supportive work environment. Organizations should ensure that staff have access to counseling services, mental health workshops, and peer support programs.
- Regular Mental Health Check-Ins: In addition to the wellness clinics, managers should be encouraged to regularly check in with their teams to ensure that any signs of stress or burnout are addressed early. This proactive approach helps prevent small issues from escalating into larger problems.
5. Fostering Team Building and Social Connectivity
Team-building activities are essential for creating stronger, more cohesive teams. These activities help break down barriers between staff members, encourage collaboration, and create a sense of belonging.
- Departmental Retreats and Workshops: By organizing off-site retreats or team-building workshops, organizations help staff bond outside the usual pressures of their work environment. These activities promote camaraderie, improve communication, and strengthen trust among colleagues.
6. Promoting Work-Life Balance
Maintaining a healthy work-life balance is essential for long-term mental health. Organizations should advocate for flexible working arrangements and encourage staff to take adequate time off to recharge.
- Flexible Work Schedules: Where possible, organizations should allow for flexible work hours.
Current Initiatives at JR Borja General Hospital
1. CPD-Approved Trainings for Professional Development and Mental Health Awareness
Continuous Professional Development (CPD) is not just about enhancing clinical skills but also about fostering a supportive workplace culture that promotes mental well-being. At JR Borja General Hospital, CPD-approved training programs have been a significant initiative in addressing both professional and emotional challenges within the healthcare environment. These trainings go beyond clinical education by incorporating workshops on communication skills, conflict resolution, stress management, and emotional intelligence.
- Impact on Workplace Culture: These CPD programs help improve interpersonal relationships among staff by teaching effective communication and empathy. Healthcare workers often deal with emotionally charged situations, which can lead to misunderstandings or conflicts. By equipping staff with the tools to navigate these challenges, CPD training fosters a healthier and more supportive environment where staff feel more connected and collaborative.
- Reducing Burnout: Stress management and resilience-building workshops are essential components of these CPD trainings. Healthcare professionals are at high risk for burnout due to the demands of patient care, long working hours, and high-pressure environments. By learning stress reduction techniques, staff can better manage their emotional well-being, which in turn leads to increased job satisfaction and lower turnover rates.
The CPD initiative ensures that healthcare workers not only stay updated with the latest medical practices but also develop the emotional resilience and interpersonal skills required to maintain a positive and mentally healthy work environment.
2. Psychosocial Support and Suicide Awareness Workshops
In a high-stress field like healthcare, emotional and psychological support is crucial. JR Borja General Hospital, in collaboration with its Health Education and Promotions Office (HEPO), has implemented psychosocial support workshops aimed at promoting mental health awareness and suicide prevention. These workshops offer a safe space for healthcare workers to discuss their struggles, learn to manage emotional stress, and support each other in recognizing signs of mental health issues.
- Focus on Mental Health Awareness: One of the key goals of these workshops is to destigmatize mental health concerns. Healthcare workers are often reluctant to admit to feelings of anxiety, depression, or emotional exhaustion because of the expectation that they should always be strong and resilient. By normalizing these conversations, JR Borja General Hospital encourages staff to seek help when needed and to support colleagues who may be struggling.
- Suicide Awareness and Prevention: With the rising rates of stress-related mental health issues, particularly in high-pressure environments like hospitals, the focus on suicide prevention has been a critical component of these workshops. Staff are trained to recognize warning signs and provide support to colleagues who may be at risk, fostering a culture of care and intervention before crises escalate.
Now in its third year, this initiative has contributed to a noticeable shift in how mental health is perceived and addressed within the hospital. Employees feel more supported, both by their peers and the institution, creating a safer and more inclusive work environment.
3. Gender and Development (GAD) Programs: Inclusivity and Equity
JR Borja General Hospital has been progressively expanding its Gender and Development (GAD) programs to not only focus on women and children but to include all staff members, particularly men and LGBTQ employees. This is a significant shift toward fostering an inclusive environment that recognizes and addresses the diverse needs of its workforce.
- KATROPA Orientations for Male Staff: In traditionally male-dominated sectors, mental health is often overlooked. The KATROPA (Kalalakihang Tapat sa Responsibilidad at Obligasyon sa Pamilya) orientations serve as a platform for male employees to discuss gender roles, emotional health, and mental well-being. This program encourages men to openly talk about their feelings, recognize stressors, and seek help when necessary. By targeting the emotional needs of male staff, the hospital is ensuring that everyone has access to mental health support, breaking down gender stereotypes, and promoting emotional well-being across the board.
- Supporting LGBTQ Staff: The hospital is also implementing programs and policies designed to create a safe and supportive environment for LGBTQ staff. This includes diversity training to educate employees on LGBTQ issues, ensuring that discrimination is eliminated, and promoting an inclusive culture where everyone, regardless of sexual orientation or gender identity, feels respected and valued. The hospital's commitment to equity is evident in its ongoing efforts to establish clear policies and initiatives that address the specific needs of LGBTQ employees.
4. Health and Wellness Clinics for Holistic Support
Recognizing the importance of comprehensive health care that includes both physical and mental well-being, JR Borja General Hospital has set up a Health and Wellness Clinic for its employees. This clinic provides staff with direct access to essential health services, including counseling, mental health assessments, and stress management resources.
- Physical and Mental Health Integration: The integration of mental health services within the wellness clinics is a proactive step in creating a culture that prioritizes emotional well-being. Regular mental health check-ups are as routine as physical examinations, which sends a strong message that mental health is just as important as physical health in maintaining overall well-being.
- Counseling Services: Counseling and therapy sessions are available to all employees, offering a confidential space for them to discuss personal and professional challenges. By providing these resources, the hospital ensures that staff have access to mental health professionals who can help them navigate stress, anxiety, and other emotional struggles.
The establishment of this clinic reflects the hospital’s commitment to holistic staff well-being, fostering a culture where mental health care is normalized and readily accessible.
5. Culturally and Socially Sensitive Measures
Cultural competence and social sensitivity are central to JR Borja General Hospital’s mental health initiatives. Given the diverse backgrounds of both staff and patients, the hospital has taken steps to ensure that its programs are equitable, culturally appropriate, and socially sound.
- Inclusive Policy Development: Policies related to workplace behavior, mental health, and employee support are crafted with sensitivity to cultural and social contexts. This ensures that no staff member feels alienated or misunderstood because of their cultural background, gender, or personal beliefs.
- Cross-Cultural Training: By offering training on cultural competence, the hospital ensures that all staff members know the social and cultural dynamics that can affect interactions in the workplace. This training helps reduce biases and fosters respect among staff, promoting a more harmonious and inclusive work environment.
As we embrace Mental Health Week, let us commit to building a healthier workplace at JR Borja General Hospital. Addressing workplace toxicity through open communication, support systems, and a focus on mental well-being is key to improving staff morale, retention, and patient care. By cultivating a culture of respect, inclusivity, and wellness, we ensure that everyone can thrive—both as professionals and individuals.
REFERENCES:
1. World Health Organization (WHO). (n.d.). Mental health in the workplace. Retrieved from [https://www.who.int/teams/mental-health-and-substance-use/promotion-prevention/mental-health-in-the-workplace](https://www.who.int/teams/mental-health-and-substance-use/promotion-prevention/mental-health-in-the-workplace)
2. Philippine Commission on Women (PCW). (n.d.). GAD Plan and Budget Handbook. Retrieved from [https://www.pcw.gov.ph/gender-and-development-gad/gad-plan-and-budget/](https://www.pcw.gov.ph/gender-and-development-gad/gad-plan-and-budget/)
3. Occupational Safety and Health Center (OSHC), Department of Labor and Employment (DOLE). (n.d.). Mental health in the workplace. Retrieved from [http://www.oshc.dole.gov.ph/](http://www.oshc.dole.gov.ph/)
4. American Psychological Association (APA). (2021). Burnout prevention in healthcare workers. Retrieved from [https://www.apa.org/monitor/2021/01/burnout-healthcare](https://www.apa.org/monitor/2021/01/burnout-healthcare)
5. International Labour Organization (ILO). (n.d.). Guidelines for mental health at work. Retrieved from [https://www.ilo.org/global/topics/safety-and-health-at-work/areasofwork/mental-health-in-the-workplace/lang--en/index.htm](https://www.ilo.org/global/topics/safety-and-health-at-work/areasofwork/mental-health-in-the-workplace/lang--en/index.htm)
