Gender equality, sustainability, and mental health are fundamental rights and needs for people in every setting, from the boardroom to daily life. Organizations play a pivotal role in driving social change. They are accountable for addressing causes and consequences of inequality, adopting environmentally responsible practices, and protecting the mental health of their teams through proactive policies and actions.
In the lead up to World Health Day, and following the release of the IV LHH Manager Barometer of Managerial Leadership in Spain, which examines recruitment forecasts, salary policies, and labor reform, LHH Executive, part of the Adecco Group, emphasizes the keys to strong managerial leadership in Spain. The analysis highlights gender equality in leadership, sustainability within companies, and employee mental health as critical focus areas for managers today.
Rémi Diennet, General Manager of LHH Executive Spain, notes that mental health affects everyone regardless of nationality, age, gender, or location. He underlines that wellbeing in the workplace has become a priority, and senior leaders must implement measures to support it. To gain deeper insight, LHH Executive surveyed managers about their own mental health as well as that of their teams, seeking to understand root causes and practical solutions.
Promoting equity, sustainability, and mental health is essential for effective leadership. The presence of women in Management Committees, balanced decision-making, and diverse leadership bodies remain issues. The importance of workplace wellbeing is clear, and implementing concrete measures to safeguard it is a significant challenge for senior managers. Transforming the current economic model toward a more sustainable path is urgent. A proactive sustainability strategy requires managers to turn vision into reality, not just talk about it, Diennet concludes.
Mental health in the work environment
In the IV LHH Manager Barometer focused on Spain, 64% of company decision makers express concern for employee mental health, up 9 points from July 2022. Meanwhile 36% feel confident that this issue is not a current concern.
Regarding personal mental health, about half report ups and downs due to high work demands, with stress and anxiety on the rise. A sizable portion, 39%, report good health, while 8% say the epidemic worsened their mental health and 2% indicate their mental health is not good.
Decision makers show greater concern for employees’ mental health than for their own, and this concern is strongest among female leaders and those in larger companies over 1,000 employees. Across groups, there are no strong differences in self-assessed mental health, suggesting broad uniformity in how people experience wellness at work.
When asked what could worsen team mental health, the majority point to excessive workloads, difficulty balancing personal and professional life, a tense work climate, and a lack of disconnection from work. Fewer respondents cite lack of recognition or limited opportunities for promotion. Overall, the trend shows fewer factors harming mental health compared with the prior survey.
Managers in larger firms view workload as a primary risk to mental health, while women tend to emphasize work–life balance issues more than men. Older respondents are more likely to flag a conflicted work environment as a key risk to mental health.
Gender equality in management
From the IV LHH Executive Barometer, about half of respondents report that women hold less than 30% of executive roles. Roughly one third say female executives account for 30% to 50% of leadership, and around 15% report more than 50% female leadership, a small uptick from 2022.
Many decision makers indicate that their organizations lack a formal strategy to boost female representation, with approximately six in ten not implementing such a plan. The remaining 40% report some level of action to increase female managers, mirroring earlier findings.
By sector, hospitality and transportation see the lowest share of women in leadership. In larger hospitality, chemical, and healthcare organizations, a higher proportion of leaders note a lack of strategy to raise female representation. The main perceived causes of gender inequality include limited opportunities, discrimination, motherhood, and perceived lack of ambition, though many respondents cite other reasons as well.
To tackle inequality, respondents support internal measures such as company backing for equality initiatives, training for staff and managers, and in some cases support from public institutions, quotas, and other policies. Overall, many measures have weakened since mid-2022, with women often highlighting the need for stronger internal support and targeted development programs.
Sustainability in the company
When asked how sustainability is implemented, 44% of leaders cite waste recycling and circular economy practices, down slightly from the prior year. Other important practices include promoting remote work, using recycled materials, adopting renewable energy, and pursuing a sustainable business model, with some organizations encouraging vegetarian or vegan diets. A minority report no sustainable practices at all.
Across company sizes, middle-aged decision makers emphasize waste recycling and circular economy, while younger leaders emphasize recycled materials and plant-based options. Small firms with fewer than ten employees report lower engagement with sustainability strategies.
Leaders suggest several ways to boost corporate sustainability, including flexible benefit programs for eco-friendly choices, employee training, visible leadership commitment to sustainability, and financial or policy support from public institutions. Compared with 2022, many measures show weaker uptake, with room for stronger emphasis on environmental responsibility.
Older participants tend to highlight education and management commitment as crucial drivers of sustainable practice. When asked whether technology supports sustainability, 86% view technology as an ally, a share slightly higher than in 2022, while 14% see tech as a barrier. Men are more likely than women to see technology as a partner in sustainability, though opinions vary by individual plans and contexts.
About LHH Recruitment Solutions
LHH Recruitment Solutions is the Adecco Group’s specialized consultancy for attracting and selecting senior talent across industries. The team maps leadership capabilities to meet clients’ needs in management and executive roles. For more information, visit the official LHH site.