Communicating Throughout Covid-19

When the Covid-19 public health emergency first exploded in March, America started conducting business from home. Fast-forward nine months and much of the nation is still in limbo. Many Americans have either died or lost a loved one as the result of the pandemic. Some employees have needed to take time off work due to illness or to oversee their children’s virtual education. Add social isolation to the mix and it’s no surprise that the pandemic has taken a toll on our nation’s mental health.¹

The recent surge of new Covid-19 cases—and increasing overall daily death toll—have further taxed American workers and employers. When will this be over? When it is over, what will “normal” look like?

The way you communicate with your employees today could have a profound impact on your workplace culture tomorrow. This, in turn, could determine employee satisfaction, productivity, and—you guessed it—your company’s reputation. In short, what you say or don’t say to your workers could make or break your brand.

First, a Note on Gender Inequality

Numerous studies have shown that women are more likely to have taken time off work (or quit their jobs altogether) as a result of the pandemic. In addition to overseeing their children’s virtual education, many women have taken on caregiver roles for aging parents who would otherwise be quarantined in nursing homes or living alone in perpetual solitude. Moreover, social isolation—combined with economic turmoil, housing insecurity, food scarcity, and a substantial rise in substance abuse since March—are factors that have contributed to the increase in violence against women. Social scientists have noted the pandemic’s socioeconomic impact as a step backwards in our quest for gender equality.

Organizations should pay close attention to adequately address these issues as they relate to the workforce. Depending on your employee demographics, an adequate communications plan might address these racial and gender disparities and include a game plan for the road forward when America reopens.

Workplace Safety Amid the Pandemic

Covid-19 Survivors Grapple With Anxiety, Depression, and PTSD as General Population Sees Increase in Substance Misuse and Declining Mental Health

Your board of directors should evaluate workplace safety policies before your doors physically reopen. Aside from new guidelines to mitigate the spread of Covid-19, a cohesive workplace safety plan should also consider how the pandemic has changed our social environment; are you prepared to offer reasonable accommodations to workers with new physical and mental health needs? If so, how will you identify which employees need additional support without violating their privacy?

Research shows Covid-19 survivors are more likely to suffer from anxiety, depression, and PTSD. Approximately 30 percent of ICU patients experience new or worsened anxiety symptoms, between 25 and 30 percent report symptoms of depression, and 20 percent have symptoms of post-traumatic stress disorder (PTSD) following recovery, said Megan Hosey, a rehabilitation psychologist and assistant professor of physical medicine and rehabilitation at Johns Hopkins.²

In addition to a tactical communications strategy, employers need to remember to be sensitive and, at the same time, mindful of their employees’ privacy. This is true not only for Covid-19 survivors but for every single employee. Contact us for more information about Covid-19 communications planning.

References

1. Pfefferbaum B, North C. Mental Health and the Covid-19 Pandemic. 2020 Aug 6; N Engl J Med 2020; 383:510-512.
2. Howard, Beth. (2020, September 3). COVID Survivors Face PTSD, Anxiety. AARP. Retrieved from https://www.aarp.org/health/conditions-treatments/info-2020/coronavirus-survivors-face-ptsd.html