As global awareness surrounding mental health continues to grow, stakeholders and advocates in Nigeria are emphasizing the urgent need for workplaces to become emotionally safe and supportive environments. This crucial call was made during the Annual Mental Health Symposium, meticulously organized by the Mental Health With Ditty Foundation (MHWDF), under the pertinent theme, “The Work Community and Mental Health.”

Adedotun Esan, the esteemed founder of MHWDF, delivered a compelling presentation titled “Bridging the Gap: Understanding Workplace Toxicity and Mental Health Through Employer and Employee Lenses.” She profoundly articulated that workplaces transcend mere physical spaces for economic output; they are intricate social ecosystems where culture, communication, and leadership directly shape employee well-being and overall productivity. Esan underscored the fundamental truth that for organizations to achieve sustainable growth, they must prioritize and cultivate mentally healthy employees.

To gain deeper insights, the MHWDF recently conducted two complementary surveys: an Employer Survey and a Mental Health Survey. These were strategically designed to assess leadership perceptions, prevailing workplace culture, and the actual lived experiences of employees. The findings from these surveys were revealing, highlighting pervasive patterns of toxic communication, bullying, debilitating workload stress, and inadequate emotional support systems. All these factors were found to significantly undermine employee productivity and morale within Nigerian workplaces.

In response to these findings, Esan offered practical recommendations for organizations. She advised them to initiate efforts by thoroughly understanding their internal dynamics, which can be achieved through structured surveys or informal feedback mechanisms. As she succinctly put it, “If we don’t know what people are facing, it’s difficult to support them.” Furthermore, Esan advocated for the establishment of mental health first aid programmes, wherein selected, naturally approachable staff members are trained to provide immediate psychological support and appropriate referrals to professional help. She also encouraged employers to organize regular well-being sessions and ensure that all employees are fully aware of the support systems available to them.

Beyond workplace interventions, the MHWDF is also committed to broader mental health accessibility. Esan acknowledged the often-prohibitive cost of mental health services and revealed that her foundation is actively developing digital platforms designed to make mental health support more accessible and affordable for a wider population. Additionally, she stressed the critical importance of mental health education from an early age, observing that many mental health challenges originate as early as nine years old. MHWDF is actively collaborating with schools to train pupils and students, empowering them to understand their emotions and cultivate mental well-being early, thereby preventing numerous adult mental health crises.

Adding to the discourse, Dr. Lilian Annomnachi, the Executive Director of Technical Advice Connect, described the symposium’s theme as “apt and timely.” She highlighted that most workers dedicate over 60 percent of their time to their jobs, asserting that “The workplace cannot be divorced from our lives.” Dr. Annomnachi emphasized that mentally balanced and happy individuals are inherently more productive, urging every employer to be intentional in fostering a non-toxic work culture.

Dr. Annomnachi’s recommendations included establishing safe spaces within organizations for open dialogue and developing comprehensive policies that address mental health needs, not just physical ailments. She criticized the insufficiency of health insurance alone, noting that when a previously efficient staff member begins to underperform, leaders should engage compassionately rather than punitively. To promote employee well-being, she advised managers to implement team-bonding activities, relaxation programs, and regular mental check-ins, recognizing that often, it is the “little things” like empathy, active listening, and creating a sense of safety that yield the most significant positive impact.

Further emphasizing the challenges, Mrs. Chika Offer, CEO of Vaccine Network for Disease Control, identified ignorance as the biggest impediment in many workplaces. She pointed out that many individuals fail to realize how deeply communication, leadership styles, and daily office interactions influence mental stability. For Offer, awareness is the indispensable first step, stating unequivocally, “Not knowing is not an option.”

Offer also lamented the widespread lack of formal mental health policies within many Nigerian organizations, despite the existence of a national policy framework. She posed the critical question, “If the country has a mental health policy, why shouldn’t organizations?” Her solution involves every office adapting the national policy, ensuring all staff members fully comprehend it, and translating it into tangible action to begin reducing stigma. Drawing a powerful parallel, Offer likened the current silence around mental health to the early years of HIV/AIDS advocacy in Nigeria. She recounted how advocacy, education, and policy successfully reduced HIV stigma, expressing confidence that the same approach—through talking, advocating, and training—can be replicated for mental health.

The collective consensus from these experts at the symposium strongly advocates for a proactive, comprehensive, and empathetic approach to mental health in Nigerian workplaces. By prioritizing employee well-being, fostering open dialogue, implementing supportive policies, and educating from an early age, Nigeria can significantly transform its work environments into truly safe and thriving communities for all.