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Friday, October 8, 2021
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Technip Energies marks World Mental Health Day and explains its approach to create the conditions for positive mental health

3 questions with Marie Clotilde Mosca

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Mental health can affect everyone – whatever your age, your social condition and wherever you are in the world. In the professional arena, you are likely to spend a lot of time at work and your experiences there may affect your wellbeing. To mark World Mental Health Day on October 10, Marie Clotilde Mosca, Diversity & Inclusion Manager, explains how Technip Energies puts inclusion, caring and equality at the heart of its efforts to create the conditions for positive mental health.

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Marie Clotilde Mosca

Q: In the last 18 months, how have mental health issues been exacerbated by COVID-19?

Marie Clotilde Mosca (MCM): Even before the pandemic, mental health was subject to risks from the work environment and individual situations. People have never been immune from feeling anxious, mentally overloaded or losing control. Mental health issues have been exacerbated to the extent that they have spread more widely. Most of our employees have had to adapt to working from home, basically overnight, and having to get used to a new work/life balance context. Some of our colleagues working on construction sites have had to extend their time away from their families, not being able to share with them both happy and difficult moments.

Work/life-related stress and complexity have been added to the difficult scenario that COVID-19 brought about in the first place.

Q: How does Technip Energies’ Inclusion in Action help? 

MCM: Inclusion in Action is Technip Energies’ response to developing and building our culture of inclusion. It can be described as a journey, articulated around four ‘gold standards’:

  • We challenge our biases and embrace diversity of thought.
  • No one has all the knowledge and solutions, collectively we do.
  • We foster a caring environment where people are respected, comfortable to share and be heard.
  • We promote active listening for effective decision and action.

One of the most important ways Inclusion in Action helps is by giving our employees the confidence to talk and express their concerns, including those related to mental health, with someone in the organization – a colleague, line manager, one of our medical team and so on. When people have that sense of safety, trust and comfort it can support preventing difficulties arising in the first place.

With Inclusion in Action, our employees understand better their unknown barriers such as unconscious bias that also affect mental health, frequently associated to stereotypes and inappropriate wording. And it’s empowering them in other ways by breaking silos of isolation and loneliness. We want all of our employees to be able to recognize issues, and be ready to intervene and say: “It's okay not to be okay”. It's acceptable to feel bad, and to stop and take care of mental health issues. 

 

Q: How do you address mental health in an unequal world? 

MCM: Mental health means different things to different people. Efforts to spread awareness about mental health cannot be forced because everyone understands and adapts to issues in different ways. 

As an international company we need to tailor our approach. While certain cultures may consider some topics taboo, our aim is to treat people equally wherever they are, provide equal access to support for mental health and have equal capacity to speak about and intervene on positive mental health for all.

We have a mix of tools and channels used in different locations. In some areas there’s an employee assistance program with a 24-hour hotline giving people support. In others, we have proactive programs focused on mental wellbeing and how it connects to physical and social wellbeing. Meanwhile, some places carry out regular assessments to measure and monitor psychological risks. 

Having the chance to walk through nearby gardens or parks, take time to exchange with others, access a gym or sports classes, sit and relax after a series of intense meetings is a good way for our people to improve  mental health issues. We are also deploying our global Smart Working policy aiming to maintain remote work conditions as part of work/life balance improvement. This is all completed with social and recreational activities and regular local wellbeing surveys.

We care about our people and want them to feel part of our organization. And we are convinced that taking care of our people’s wellbeing also contributes to the recognition of the company.

Watch our World Mental Health Day video (02:07)
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