USA 
United Kingdom
The past five years of great change in the workplace have illuminated and intensified an existing crisis in America: The epidemic of loneliness.
Despite the surge in remote communication and social media usage, more than half of U.S. adults (about 58%, according to research by HBR) are currently considered lonely.
Whilst many may presume that this is a crisis entirely of COVID’s making, this worrying statistic has in fact remained relatively unchanged from pre-pandemic levels, where 61% of adults reported feeling lonely in 2019.
And whilst workers in the US seem to be particularly susceptible to feelings of isolation and therefore loneliness, the pervasive nature of solitude cuts across all demographic lines. This isn’t to say, however, that certain groups are disproportionately affected.
Demographic disparities in loneliness
Hispanic and Black/African American communities bear the brunt of loneliness more heavily than the general population. An alarming 75% of Hispanic workers and 68% of Black/African American workers report feelings of loneliness, compared to the overall 58% average.
Income plays a critical role as well; individuals earning less than $50,000 per year are significantly more likely to feel lonely, with 63% of this group experiencing loneliness.
Young adults aged 18 to 24 are twice as likely to report loneliness (79%) compared to seniors aged 66 and older, where 41% feel lonely. Parents, particularly mothers and single parents, are also more susceptible to loneliness than non-parents.
This data paints a stark picture of a nation struggling with emotional isolation, where certain demographics face greater challenges in finding and maintaining meaningful connections.
The mental and physical health toll
The consequences of these widespread feelings of loneliness extend beyond emotional distress, manifesting in severe mental and physical health issues that wildly affect companies across the U.S.
Adults with mental health conditions are more than twice as likely to experience loneliness compared to those with strong mental health. Physical health also deteriorates with loneliness; individuals in poor physical health are 50% more likely to feel lonely than those enjoying excellent health.
The result for business is, according to a 2022 study from Emerald, that stress-related absenteeism attributed to loneliness costs employers $154billion annually in the U.S.
More broadly, the Surgeon General reported that loneliness is associated with a greater risk of dementia (50%), stroke (32%), cardiovascular disease (29%) and premature death (26%).
Loneliness is not just a symptom but a catalyst for worsening health conditions, creating a vicious cycle that is difficult to break. The impact on mental health is particularly concerning, as loneliness can lead to depression, anxiety, and increased stress, further isolating individuals and making recovery harder.
Workplace loneliness and further economic costs
It’s not just absenteeism as a result of this issue that affects the workplace; lonely workers are less productive, produce a poorer quality of work, and are more likely to consider leaving their jobs.
This trend is not just detrimental to individual wellbeing but also poses substantial economic costs beyond Emerald’s estimate for time lost due to loneliness-related issues. The same research estimates that workplace loneliness could cost the U.S. economy an eye-watering $406billion annually due to lost productivity and increased turnover.
Of course, HR and business leaders have a pivotal role in mitigating this crisis. This is a crisis that is, in essence, very much rectifiable if caught early enough. Therefore, to do so HR must first foster a culture in which individuals suffering from loneliness feel comfortable raising their hand and admitting that they have an issue.
From this cultural grounding, HR can then ensure that it is fostering meaningful connections and relationships among its workforce. This may mean readjusting the balance between remote and in-person working, or even ensuring that time to connect and check in on wellbeing is factored into the working week.
This doesn’t have to be in person; using technology to build genuine connections can help reduce feelings of isolation. Programs aimed at improving employee mental health and creating an inclusive work environment are essential steps in addressing workplace loneliness.
Loneliness may seem like a trivial or overly-nebulous issue for HR to address, however as the data proves, the American workforce is suffering from an issue that will not rectify itself. If HR simply ignores this issue, it faces worsening workplace mental health and wellbeing, and potentially devastating costs as a result.
Yet it’s not a simple issue to rectify root and stem. Addressing the loneliness epidemic requires a concerted effort from HR, workplace communities, and ultimately, the senior leaders in their organizations.
Awareness is the first step; understanding that loneliness is a widespread issue with serious implications is crucial. Community programs aimed at fostering social connections, mental health initiatives, and supportive workplace policies can create environments where individuals feel more connected and less isolated.
