n recent times, there was 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
pandemic1. Furthermore, according to
the World Health Organization (WHO)2,
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
anxiety3.
According to the National Institute of Mental
Health (NIMH)4, 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”)5.
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)6. 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 wear6.
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”7.
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
Bidirectional Internal Communication
Transparency and Integrity
EMOTIONAL
WELL-BEING
PLAN
Phases of the Plan
Methodology
CIRCLE Corporation
Training, Courses,
Programmes
Diagnosis and
Initial Assessment
Definition of
Objectives and Goals
Design and
Implementation of
the Emotional
Well-being Policy
Monitoring
Mechanisms for
Implementation
Monitoring and
Continuous Evaluation
THANOS MAGAZINE | No. 107 – AUTUMN 2024
23
SUSTAINABILITY