Wellbeing isn’t just for your office’s in-crowd

Catherine Hart, Partner at Digby Brown and member of the Lawscot Wellbeing Steering Group, talks about what to do if you feel like your manager puts others' wellbeing above your own, in response to another question we received from our 2022 annual conference.

A lot of emphasis has been placed on management. What should one do if management is inconsistent and treats other colleagues’ well-being as a higher priority?

Our workplace leaders are putting more and more emphasis on mental wellbeing in the legal profession, which is clearly a positive development. The Law Society’s latest five-year strategy has wellbeing very much at its centre, with the first of the five key aims being to support members to thrive, through steps such as providing resources to support individuals and employers to sustain positive mental health.

It’s encouraging that management are giving consideration to the mental health of colleagues, as commitment from those at senior and management level is essential if policies and initiatives to support employees’ wellbeing are to be implemented effectively for the benefit of all, and we are to see an end to the stigma surrounding mental health.

However, it is important that there is consistency in the approach taken across the business and that the needs of some are not seen as more important or as more of a priority than those of others. Any policy or initiative must be implemented fairly, although this doesn’t necessarily mean that everyone is treated in the same way – as with physical health issues, there cannot be a one-size-fits-all approach when addressing the needs of those with mental health challenges. Fairness involves taking an individual approach to each colleague and addressing their particular needs. Consistency doesn’t mean that everyone is offered the same solution. For example, one colleague may benefit from adjusted working patterns, whereas another may appreciate more regular check-ins from a manager or supervisor.

The importance of consistency of approach must be emphasised to those responsible for implementing the relevant measures. Lack of consistency can breed resentment and ill feeling. A perception of favouritism in any context is bad for workplace morale and the cohesiveness of teams.

So, the importance of consistency and fairness should be emphasised to managers and supervisors through training and/or coaching and as part of regular feedback.

As a team member, if you feel that your wellbeing is being overlooked and a colleague’s needs are being given priority, consider raising this with your manager if you feel comfortable doing so. Try to do this in a neutral and non-judgemental way, by simply reflecting what you have observed and how that has made you feel.

If you don’t feel comfortable addressing this with your manager, depending on the size and structure of your organisation, you could approach a member of HR or speak to a colleague with whom you feel comfortable discussing your concerns. It may well be that those involved are simply not aware of the effect that the situation is having on you, and that this can be addressed.

Remember too that although it may appear that a colleague’s needs are being prioritised over yours, you may not be aware of the full circumstances surrounding the provisions in place for them. If that colleague’s mental health issues amount to a disability, there is a legal obligation on employers to put in place reasonable adjustments to make sure that the employee is not substantially disadvantaged when doing their job.

Whether you are facing your own mental health challenges which you feel are being overlooked, or you are struggling to cope with the situation at work, there are also external sources of support that you could consider. Lawcare, as one example, provides free and confidential emotional support to anyone in the legal community and the Law Society’s Lawscot Wellbeing hub provides support and information across all sectors of the profession. It is important that you try to prioritise your own mental health and that the situation at work does not have a significant negative effect on your emotional wellbeing.