From Policy to the Emotional Well-being Plan in Funeral Services  

By Nuria Capdevila, Founder & CEO CIRCLE Corporation, Spain

In recent times, there has been a growing interest in mental health, and it is no surprise; the COVID-19 pandemic marked a turning point with a 25% increase in anxiety and depression worldwide in the first year of the pandemic. Furthermore, according to the World Health Organization (WHO), one in eight people globally suffers from a mental disorder. It is projected that by 2050, the number of people over the age of 60 will have doubled, which is a growing concern, as around 14% of people over 60 live with a mental disorder, such as depression or anxiety.

According to the National Institute of Mental Health (NIMH), untreated mental illnesses can lead to severe consequences, including suicide. Additionally, the NIMH highlights that risk factors for suicide include a history of suicide attempts, mental disorders or substance use disorders, and exposure to suicidal behaviours from others, such as family members or celebrities (referred to as the "Werther effect").

This global concern is particularly relevant for those working in funeral services, who face death and grief on a daily basis. This can have a significant impact on their psychological well-being. Various studies have shown that constant exposure to negative events can trigger stress responses and symptoms similar to post-traumatic stress disorder (PTSD). This occurs both due to the continuous release of cortisol in the nervous system and the lack of psychological and emotional resources to cope with sustained exposure over time. Additionally, desensitization to "negative" events (which naturally occurs when working in such contexts) can affect brain areas, leading to effects such as increased emotional distance and long-term psychological wear. Therefore, it is crucial to implement coping strategies, such as psychological support and stress management, to mitigate these effects and enhance the necessary resources for funeral service personnel. In a study conducted with funeral professionals, they agreed that one must be "endowed with certain qualities to work with death".

Funeral service companies that incorporate or develop Corporate Social Responsibility (CSR) policies, including People Management policies, should introduce principles associated with the Universal Declaration of Human Rights, the International Labour Organization (ILO), and may voluntarily include the OECD recommendations and the ten principles of the United Nations Global Compact. This can link them to several of the 17 United Nations Sustainable Development Goals (SDGs) outlined in the 2030 Agenda, which aspires to a world where physical, mental, and social well-being are guaranteed. These regulatory frameworks promote commitments such as SDG 8, which aims for sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all. In particular, Target 8.8 focuses on labour rights and safe working environments. Additionally, while SDG 3 does not explicitly reference occupational health, it does advocate for overall health and well-being, including the mental well-being of employees. In this way, companies can significantly contribute to a healthier and more equitable work environment.

Promoting the emotional well-being of employees should be an ethical commitment from employers that goes beyond legal compliance. It has been empirically proven that values influence both personal and organisational effectiveness, and that alignment between organisational and personal values is one of the keys to success and well-being within an organisation.

To ensure the prevention of mental health risks, CIRCLE Corporation's expert and collaborator Camila Lizama Delucchi, a psychologist specialising in Human Development, always recommends implementing an Emotional Well-being Plan once top management is committed and willing to improve, along with allocating a budget for this purpose. The plan can be divided into stages and milestones if needed, which is much more effective than carrying out isolated actions.

Would you like to learn more about Emotional Well-being Plan?
Read the article in the autumn issue of THANOS magazine - you can read online at pages 22-25