CATÓLICA-LISBON

The event brought together experts, business leaders, and institutional representatives to discuss the impact of mental health in organizational contexts and define future priorities. A key highlight was the presentation of the work developed by 25 companies involved in the pact over the past three years. 

More than 20 organizations from a variety of sectors were represented, including Galp, EDP, Cofidis, Águas de Portugal, REN, Booking.com, Johnson & Johnson, Auchan, and Multicare, as well as public entities and institutions linked to health and education, such as the Shared Services of the Ministry of Health, PIN (Partners in Neuroscience), the São João de Deus Foundation, and several academic institutions. 

Filipe Santos, Dean of CATÓLICA-LISBON, opened the session by emphasizing the transformative role of academia in addressing structural social issues. “CATÓLICA-LISBON is a home for rigorous knowledge and inspiring education, always oriented toward health,” he stated, highlighting that the Workplace Mental Health Pact represents a partnership between academia and business, aligned with Sustainable Development Goal 17. “This pact is not merely a space for knowledge transmission. It is a model for co-creating solutions, where each participant contributes with practices and experiences to address a shared challenge”, he reinforced. 

A strong advocate for social innovation as a tool to address neglected societal and market challenges, Filipe Santos also warned of the stigma and invisibility still surrounding mental health: “We only see the tip of the iceberg; underneath lies a vast burden of suffering, low productivity, and negative team dynamics”. For the Dean, it is precisely these challenges, where effective solutions create collective impact, that demand urgent joint action. “The greatest driver of a country's economic and social development is companies doing the right things, the right way”. 

Mental Health: an increasingly visible but still challenging topic in the workplace 

The summit's program included thematic presentations and roundtables covering the diagnosis of mental health in organizations, implementation of best practices, impact measurement, and communication as a tool for promoting well-being. Innovative projects and technological solutions were also presented, such as MindMatch, co-founded and led by João Francisco Lima. 

Over two days, participants shared practices, tools, and reflections, highlighting the increasing maturity with which the corporate sector in Portugal is approaching mental health. 

The key message was clear: mental health remains a neglected issue in many contexts. However, its integration into organizational strategies is not only feasible, it is urgent. Speakers emphasized the need for a systematic, data-informed approach, with clear goals and active leadership involvement. “Without responsible leaders, there is no well-being culture”, summarized Nuno Moreira da Cruz, Dean of Executive Education at CATÓLICA-LISBON, in one of the roundtables. This view was echoed by other speakers who noted that only by treating mental health as a strategic priority can real impact be achieved. 

Internal communication emerged as a decisive tool for the success of workplace mental health initiatives. The way mental health is addressed within organizations influences employee engagement and participation. Transparency, empathy, and recognition strengthen organizational culture and increase the effectiveness of initiatives. Empathetic leadership training and systematic evaluation of implemented measures were identified as key conditions for sustainable progress.

The importance of avoiding common mistakes in well-being strategies was also highlighted. Examples included confusing isolated events with structural health policies and overlooking active listening when assessing team needs. 

Generational differences stood out as a central topic, particularly during the keynote address by Gustavo Jesus, psychiatrist and Clinical Director at PIN (Partners in Neuroscience). He noted that rising turnover, lower retention, and growing demands for work-life balance are transforming the labor market. “Employee engagement has been decreasing, especially among younger generations”, he said. Generation Z places high value on work-life balance and often avoids leadership roles due to a reluctance to take on that responsibility. This shift compels organizations to rethink management models, communication, retention, and recognition strategies. “Maintaining a healthy work-life balance predicts good physical and mental health”, he concluded. 

Gustavo Jesus also addressed the impact of technology on mental health, warning that “the mere presence of technology in a room reduces attention and productivity”. He linked early smartphone use to increased symptoms of anxiety and depression in younger generations, who are accustomed to rapid stimuli and instant gratification from algorithms. “People have lost the ability to deal with boredom”, he noted, emphasizing that this reality directly influences work performance, communication, and time management in organizations. 

Three years of joint work culminate in practical tool for organizations 

The Workplace Mental Health Pact, established in July 2022, is the first global pact for companies designed to promote and accelerate effective action toward mental health in the workplace. Led by the Center for Responsible Business and Leadership at CATÓLICA-LISBON, it currently includes 32 companies. 

Frederico Fezas Vital, Executive Director of the Workplace Mental Health Pact, emphasized three core elements of the pact: 

1. Ownership: although led by CATÓLICA-LISBON, the initiative is driven by companies; 

2. Service mindset: organizations share experiences, best practices, and challenges; 

3. Safe space: a non-judgmental environment for open sharing. 

The roadmap presented at the close of the summit represents the culmination of three years of collaborative work between companies and institutions. It offers a practical tool for organizations of all sizes, sectors, and maturity levels looking to contribute to the active and preventive management of mental health challenges in the workplace. 

The roadmap has two main objectives: 

1. To provide accessible guidance for the creation and implementation of structured mental health and well-being programs in organizations; 

2. To support strategic reflection, identify new areas of intervention or impact measurement, particularly for organizations that have already made progress in this area. 

Rather than offering a one-size-fits-all model, the roadmap is a flexible structure designed to support the development of tailored programs aligned with each organization's specific context and challenges. 

For any inquiries regarding the Workplace Mental Health Pact, you may contact the Executive Director of the Pact, Professor Frederico Fezas Vital, at ffezas@ucp.pt.