While numerous factors outside of work impact individual mental health, employers can make a difference with a few key steps. Photo via Getty Images

In 2023, it is imperative leaders keep the wellbeing of their workforce at the forefront of their minds.

According to an October 2022 publication from the McKinsey Health Institute, 59 percent of the global workforce report having at least one mental health challenge either now or in the past. These challenges not only threaten employee wellbeing but can also impact performance by a reduction in productivity.

Numerous factors outside of work impact individual mental health. Nonetheless, employers can make a difference with a few key steps, such as properly training management to mitigate toxic behaviors, prioritizing inclusivity and providing mental health resources.

Management training

To start, leaders need to prepare their managers to set the tone for employees. Frontline managers can have a large influence on employee wellbeing through their daily interactions with their teams. Even if organizations offer a host of mental health benefits, employees might not take advantage if their managers do not buy in. There is no substitute for the genuine care and concern that a supportive manager offers their employees, and they can tell the difference when they are authentically cared for or not.

Although the vast majority of managers have good intentions toward their employees, managers also may hold themselves and their teams to high standards without realizing the impact on mental health. Managers should receive training in how to respect work-life balance, help employees prioritize their duties, and create and maintain a supportive, positive work environment. These things may not have been on the radar for management in the past, but it is now the norm to lead with the wellness of the whole person in mind.

Beyond helping employees balance their lives, managers also need support in balancing their own, particularly to avoid burnout. Employees and managers may both face pressure to perform, and leaders need to make sure mental health initiatives for junior employees do not simply transfer excessive workloads to their supervisors. To accomplish that, train managers in time- and stress-management techniques and keep the lines of communication open with the executive team. Staying in tune with the pulse of wellness at work requires open communication and the commitment to support work-life balance by all members of the organization.

Prioritize inclusivity

Since 2020, inclusivity has become a bigger and bigger part of the conversation about workplace culture. The impact of a discriminatory workplace on mental health can be profound. When employees experience or indirectly experience discrimination in the workplace, their overall wellbeing suffers, with engagement and satisfaction decreasing as well, according to a 2021 survey from Gallup. The good news is most workplaces already have policies in place to prevent and report discriminatory practices.

However, a truly inclusive workplace will go beyond anti-discrimination policies to create an affirmative environment where employees can fully embrace their identities. Steps to promote inclusivity include celebrating holidays of various cultures, creating opportunities for employees to discuss their heritage and traditions, organizing relationship-focused exercises and offering educational opportunities in the workplace. To promote unity in the workplace, leaders should take care to discourage the formation of cliques and ensure all employees feel welcomed and not judged or mistreated by coworkers. Valuing diversity and honoring the individual drives the culture of tolerance and acceptance, which promotes a harmonious and productive work environment and team.

Provide mental health resources

To promote mental health and wellness, employees need access to the right resources and the knowledge to navigate those resources. In many cases, employees with the biggest mental health challenges may also face the most obstacles in receiving care. For employers offering health care benefits, employees may need training on how to find mental health practitioners in their area. What is more, employees accustomed to inconvenient appointment times or long wait lists for therapists may benefit from learning about online therapy platforms, which can offer care sooner and outside of typical work hours.

Many employers also choose to offer an employee assistance plan, or EAP, which can offer further mental health programs, free of charge. Despite their relevance to employees in need, EAPs are often overlooked and underutilized, making it even more necessary for managers or HR to proactively reach out to employees and educate them about their EAP benefits.

For organizations without the budget to provide health care benefits or EAPs, their leadership should investigate free or low-cost mental health resources in their region. In many cases, local government will provide free access or subsidies for mental health care. Nonprofit organizations may also offer free programs for those meeting eligibility requirements.

Employers should keep in mind employees may feel afraid to use mental health benefits for fear of stigma. While managers should be careful not to intrude on employees’ personal lives, managers can still gently offer caring support to employees who show signs of struggling with mental health, including chronic tardiness, absenteeism, low mood and a sudden change in personality or work performance. The ability to know if a behavior is out of the norm for an employee, the manager needs to have built a relationship with them and to care enough to notice the change.

As employees continue to face mental health challenges in their personal lives, employers can be part of the solution by educating managers, emphasizing inclusivity and offering mental health resources and support. Being a caring human being goes a long way, even at work.

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Karen Leal is a performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

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TMC names 2025 cohort of cancer treatment innovators

ready to grow

Texas Medical Center Innovation has named more than 50 health care innovators to the fifth cohort of its Accelerator for Cancer Therapeutics (ACT).

The group specializes in immunotherapy, precision drug discovery, monoclonal antibodies, and diagnostic and therapeutic technologies, according to a statement from TMC.

During the nine-month ACT program, participants will enjoy access to a network of mentors, grant-writing support, chemistry resources, and the entrepreneur-in-residence program. The program is designed to equip participants with the ability to secure investments, develop partnerships, and advance the commercialization of cancer therapeutics in Texas.

“With over 35 million new cancer cases predicted by 2050, the urgency to develop safer, more effective, and personalized treatments cannot be overstated,” Tom Luby, chief innovation officer at Texas Medical Center, said in a news release.

Members of the new cohort are:

  • Alexandre Reuben, Kunal Rai, Dr. Cassian Yee, Dr. Wantong Yao, Dr. Haoqiang Ying, Xiling Shen, and Zhao Chen, all of the University of Texas MD Anderson Cancer Center
  • Dr. Andre Catic and Dr. Martin M. Matzuk, both of the Baylor College of Medicine
  • Cynthia Hu and Zhiqiang An, both of UTHealth Houston
  • Christopher Powala, Aaron Sato, and Mark de Souza, all of ARespo Biopharma
  • Daniel Romo, Dr. Susan Bates, and Ken Hull, all of Baylor University
  • Eugene Sa & Minseok Kim, both of CTCELLS
  • Gomika Udugamasooriya and Nathaniel Dawkins, both of the University of Houston
  • Dr. Hector Alila of Remunity Therapeutics
  • Iosif Gershteyn and Victor Goldmacher, both of ImmuVia
  • João Seixas, Pedro Cal, and Gonçalo Bernardes, all of TargTex
  • Ken Hsu and Yelena Wetherill, both of the University of Texas at Austin
  • Luis Martin and Dr. Alberto Ocaña, both of C-Therapeutics
  • Dr. Lynda Chin, Dr. Keith Flaherty, Dr. Padmanee Sharma, James Allison, and Ronan O’Hagan, all of Project Crest/Apricity Health
  • Michael Coleman and Shaker Reddy, both of Metaclipse Therapeutics
  • Robert Skiff and Norman Packard, both of 3582.ai
  • Rolf Brekken, Uttam Tambar, Ping Mu, Su Deng, Melanie Rodriguez, and Alexander Busse, all of UT Southwestern Medical Center
  • Ryan Swoboda and Maria Teresa Sabrina Bertilaccio, both of NAVAN Technologies
  • Shu-Hsia Chen and Ping-Ying Pan, both of Houston Methodist
  • Thomas Kim, Philipp Mews, and Eyal Gottlieb, all of ReEngage Therapeutics
The ACT launched in 2021 and has had 77 researchers and companies participate. The group has collectively secured more than $202 million in funding from the NIH, CPRIT and venture capital, according to TMC.

2 Houston professors earn prestigious presidential awards for excellence in STEM

Big Wins

Allison Master, an assistant professor at the University of Houston, is the first from the college to be awarded the Presidential Early Career Award for Scientists and Engineers.

Master, who works in the Department of Psychological, Health and Learning Sciences at the UH College of Education, is one of 400 scientists and engineers to receive the honor from the Biden administration. The award recognizes those who “show exceptional potential for leadership early in their research careers,” according to a statement.

“This award speaks volumes about Allison’s dedication, ingenuity and innovation in educational sciences,” Diane Z. Chase, UH senior vice president for academic affairs and provost, said in a news release. “Her groundbreaking work embodies the university’s commitment to advancing knowledge, fostering equity in education and shaping a brighter future for students and educators alike.”

Master’s research in the Identity and Academic Motivation Lab at UH involves how societal stereotypes contribute to gender gaps in motivation to pursue STEM. Her study also explored ways to counter the stereotypes through educational strategies that make students feel that they belong, what drives children’s interest in STEM and the role of social connections. Her efforts resulted in millions of dollars in grants from the U.S. Department of Education’s Institute of Education Sciences, the National Science Foundation, and other organizations, according to UH.

Established by President Bill Clinton in 1996, PECASE recognizes innovative and far-reaching developments in science and technology, expands awareness of careers in STEM fields, enhances connections between research and its impacts on society, and highlights the importance of science and technology for our nation’s future.

“This is something that was on my radar, sort of like a ‘pie in the sky’ dream that it would be amazing to win it, but I didn’t know if it could ever be possible,” Master said. “I am very grateful to the University of Houston for providing such a supportive environment for innovation, collaboration and meaningful research that made this achievement possible.”

In addition to Master’s honor, the White House also recently recognized UH physics professor Donna Stokes for outstanding mentoring in STEM disciplines with the Presidential Awards for Excellence in Science, Mathematics and Engineering Mentoring.

Stokes’ previous awards include the UH Teaching Excellence Award, the 2023 UH Honors College Outstanding Fellowship Mentorship Award, the 2011 UH Provost Academic Advising and Mentoring Award, a National Science Foundation Career Award, and a National Research Council Post-Doctoral Associateship Award. The National Science Foundation manages the PAESMEM awards, and the White House Office of Science and Technology Policy selects honorees.

PAESMEM award recipients will receive $10,000 and the opportunity to attend professional development events in Washington, D.C.

“Spotlighting STEM educators, researchers and mentors is important to demonstrate the critical role they play in developing and encouraging students to pursue STEM degrees and careers,” Stokes said in a news release. “It is imperative to have STEM educators who can foster the next generation of scientists to address local and national scientific challenges.”

Houston leaders form coalition to boost Texas power grid with new tech

a better grid

A Houston-based coalition that launched this month aims to educate Texas officials about technology designed to shore up the state’s power grid.

The public-private Texas Reliability Coalition says it will promote utility-scale microgrid technology geared toward strengthening the resilience and reliability of the Texas power grid, particularly during extreme weather.

A utility-operated microgrid is a group of interconnected power loads and distributed energy sources that can operate in tandem with or apart from regular power grids, such as the grid run by the Electric Reliability Council of Texas (ERCOT). Legislation passed in 2023 enables the use of utility-scale microgrid technology in Texas’ deregulated energy market, according to the coalition.

John Elder, executive director of the coalition, says that with the legal framework now in place, the Public Utility Commission of Texas and ERCOT need to create rules to establish the Texas marketplace for microgrid technology. The goal, he says, is to “take the Texas grid from good to great” by installing microgrid technology, improving the infrastructure, and strengthening the system — all targeted toward meeting power needs during extreme weather and amid growing demand.

Houston-based CenterPoint Energy will test the utility-scale microgrid technology being promoted by the coalition. In a January 31 filing with the Public Utility Commission, CenterPoint says microgrid technology will be featured in a $36.5 million pilot program that’ll set up an estimated three to five microgrids in the company’s service area. The pilot program is slated to last from 2026 to 2028.

In the public affairs arena, five Houston executives are leading the new reliability commission’s microgrid initiative.

Elder, one of the coalition’s founding members, is president and CEO of Houston-based Acclaim Energy. Other founders include Ember Real Estate Investment & Development, Park Eight Development, and PowerSecure. Ember and Park Eight are based in Houston. Durham, North Carolina-based PowerSecure, which produces microgrid technology, is a subsidiary of energy provider Southern Co.

Aside from Elder, members of the coalition’s board are:

  • Stewart Black, board secretary of the coalition and vice president of Acclaim Energy’s midstream division
  • Todd Burrer, president of municipal utility districts at Inframark
  • Harry Masterson, managing principal of Ember
  • Martin Narendorf, former vice president at CenterPoint Energy

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This article originally appeared on our sister site, EnergyCapital.