Respect for People in Action: How GE Aerospace Supports Mental Health and Well-Being

Mutlu Numan Zumrut has been an HR professional for more than 20 years, so she understands that employer-sponsored mental health support is a best practice. However, the importance of that resource hit home a couple of years ago when Zumrut, the human resources director for GE Aerospace in the Middle East, Türkiye, Western Europe, and Africa, was facing a tough situation in her personal life. 

“I wasn’t able to concentrate on my work, and I knew I needed support, so I took advantage of our Employee Assistance Program, which provided counseling sessions that really helped me navigate my difficulties and regain focus,” Zumrut says.

“It was a turning point in helping me understand how critical it is for companies to provide such resources. After all, we all go through tough times at home and at work.”

Counseling, however, is only part of how companies can support the well-being of employees, she adds. “I saw the importance of flexibility, with the company allowing me to adjust my schedule. It made a significant difference in helping me manage my workload.”

She tells this story partly because it demonstrates that anyone can be vulnerable, which reinforces her mantra about workplace mental health: “It’s okay not to be okay!”

This aligns with the “Respect for People” core value at GE Aerospace, she says. It is one of the three pillars of FLIGHT DECK — proprietary lean operating model that governs every employee’s work — alongside “Continuous Improvement” and “Customer Focus.” 

“The company works to create an environment and a culture where employees feel psychological safety, secure in knowing they can bring their full selves into work,” Zumrut says. “In HR, make them feel they are supported and valued — not just because of the work they are doing, but as people. It is a holistic and human-centric approach.”

Counseling and Much More

At GE Aerospace, the Employee Assistance Program (EAP), which provides psychological, financial, and legal counseling, is available to employees and their immediate families. Other elements of employee well-being include mental and physical health programs and initiatives.

The company’s approach to mental health extends to elements of the employee value proposition that “might not seem to connect with mental health, but in fact really support this work,” Zumrut says. Examples include career development programs, mentorship opportunities, and employee recognition platforms.

“The goal of all of these programs is to put employees at ease,” she says, “so that when they are at their job, they can focus on the work they need to do. Otherwise, your brain is cluttered with these other worries and distractions. If we can help ease some of that, we help them do their best work.”

This is important not only for the employee, but for the wider team, Zumrut says. “A stressed worker impacts the team dynamic and its overall productivity.”

A Reputation for Care

GE Aerospace’s comprehensive approach to mental health supports recruiting and retention.

“It’s essential for attracting and retaining top talent,” Zumrut emphasizes. “It shows that we value people as individuals, not just as professionals, and it creates an environment where diverse talent feels supported and empowered to thrive.” She constantly hears from prospective candidates that GE Aerospace is known for its care of employees.

“What’s most important is that supporting employee mental health doesn’t have a sticker price,” she adds. “It’s about building the right culture, where employees feel valued, can safely talk with managers about problems at home and work, and feel the company is ready to help. If you make sure mental health is part of your employee value proposition and is prioritized, employees will feel it, and both they and the company will benefit.”