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‘Lip service’ on wellbeing concerns IBA

A survey carried out by the International Bar Association (IBA) has found that there is still a lack of understanding in law firms about addressing workplace wellbeing issues.

The lawyers’ group said that several of the 238 IBA committee members surveyed identified a disconnect between measurable actions and ‘lip service’ to wellbeing initiatives.

More than 60% of respondents said that wellbeing and good mental-health schemes were part of their organisation’s strategy.

Just under 40%, however, indicated that these programmes were actively monitored and evaluated on their success rates within their organisation.

Deficiency in engagement

Asked whether law firms in their jurisdiction were generally effective at supporting staff members suffering for poor mental health or wellbeing, almost half disagreed or strongly disagreed.

The IBA said that the survey highlighted a deficiency in appropriate and effective engagement in the promotion and support for positive mental health and wellbeing.

It added that many law firms were finding it difficult to create an effective and proactive policy that can prevent wellbeing issues from arising.

The survey also found that line managers currently lacked the recognition, support, and training necessary to fulfil their wellbeing roles effectively.

People skills

Dr Emma Jones (member, IBA Professional Wellbeing Commission) said that such managers could have a significant, positive impact on the wellbeing of their colleagues.

“However, they are also vulnerable to wellbeing challenges themselves if they are not provided with the necessary training, support, and resources to enable them to do this,” she stated.

“To tackle the current wellbeing crisis in law, we need to ensure that management skills, particularly people skills, are fully recognised, valued and rewarded,” she added.

The IBA report on the survey makes recommendations that include:

• Law firms should implement strategies enabling them to move from a reactive to an engaged and proactive approach to workplace wellbeing,
• Individuals with managerial responsibilities should be provided with sufficient training, resources, and support to enable them to appropriately foster and promote positive workplace wellbeing, and
• Bar associations, law societies, and other organisations involved in the legal profession should support law firms in adopting a new approach to wellbeing through the provision of training and support and the dissemination of relevant information, evidence, and examples of good practice.