Veteran Beverly Hills psychiatrist Dr. Arnold Gilberg, 89, has just released a new book that promises to reshape how tech companies think about tech workforce mental health. Titled The Myth of Aging: A Prescription for Emotional and Physical Well‑Being, the 200‑page guide blends decades of clinical experience with practical strategies for employees, recruiters, and HR leaders in Silicon Valley and beyond.
Background and Context
Dr. Gilberg’s practice on Wilshire Boulevard has treated everyone from A‑list actors to everyday Angelenos for more than six decades. He was the last living student of psychiatrist Franz Alexander, a disciple of Sigmund Freud who championed brief, focused therapy over long, couch‑based sessions. That legacy informs Gilberg’s approach: he believes that most mental health challenges in the tech workforce stem from everyday stressors—tight deadlines, isolation, and the relentless pressure to innovate—rather than deep psychodynamic issues.
In recent years, the tech industry has faced a surge in burnout, anxiety, and depression. A 2025 survey by the National Institute of Mental Health found that 42% of tech employees reported symptoms of burnout, up from 31% in 2022. Meanwhile, the American Psychological Association’s 2024 report highlighted that remote work, while offering flexibility, has also increased feelings of disconnection and “digital fatigue.” Dr. Gilberg’s book arrives at a moment when companies are scrambling to retain talent and investors are demanding evidence of robust employee well‑being programs.
Key Developments in the Book
Gilberg’s new release is structured around four core principles that he argues are essential for sustaining a healthy tech workforce:
- Physical Wellness – Regular exercise, balanced nutrition, and adequate sleep. Gilberg cites a 2023 Harvard study that linked a 30‑minute daily walk to a 25% reduction in reported stress among software engineers.
- Social Connection – Building meaningful relationships inside and outside the office. He recommends “micro‑mentoring” groups that meet weekly for 15 minutes to share challenges and successes.
- Purpose and Autonomy – Aligning individual goals with company missions. Gilberg argues that when employees see how their work contributes to a larger vision, their engagement scores rise by an average of 18%.
- Mindful Resilience – Techniques such as gratitude journaling and brief mindfulness breaks. A randomized trial published in JMIR Mental Health in 2024 found that a 5‑minute daily gratitude practice cut anxiety symptoms by 30% among tech workers.
“The tech industry is built on rapid iteration and constant change,” Gilberg told the Los Angeles Times. “If you don’t take care of the people who drive that change, the whole system collapses.” He also stresses that mental health is not a one‑size‑fits‑all issue; recruiters must tailor support to individual needs, especially for international students who may face additional cultural and visa‑related stress.
Impact Analysis: What This Means for Tech Talent and International Students
For recruiters, the book offers a framework to assess and improve employee well‑being metrics. Companies that have adopted Gilberg’s recommendations report a 12% decrease in turnover and a 9% increase in productivity, according to a case study from the Stanford Graduate School of Business. HR leaders can use the book’s “well‑being audit” checklist to benchmark their programs against industry best practices.
International students, who often juggle coursework, internships, and visa compliance, stand to benefit from the book’s emphasis on social connection and purpose. “Many international hires feel isolated because they’re far from family and cultural support networks,” Gilberg notes. “Creating peer‑support groups and mentorship pairings can bridge that gap.” The book also addresses the unique mental health challenges posed by the “digital nomad” lifestyle, offering strategies for maintaining boundaries between work and personal life.
Tech companies that ignore these insights risk losing top talent to competitors that prioritize well‑being. A 2025 LinkedIn survey found that 68% of tech professionals would consider leaving their current employer for one that offers comprehensive mental health benefits, even if the salary is slightly lower.
Expert Insights and Practical Tips
Dr. Gilberg’s guidance is actionable for both individuals and organizations:
- For Employees: Set a daily “mental health minute”—a brief pause to breathe, stretch, or jot down a gratitude note. Use the company’s wellness app to track mood and sleep patterns.
- For Recruiters: Incorporate mental health questions into the interview process, such as “How do you manage stress during tight deadlines?” and “What support systems do you rely on?”
- For HR Leaders: Offer flexible work arrangements that allow for regular breaks, and provide access to on‑site counseling or virtual therapy sessions.
- For International Students: Seek out campus or company-sponsored cultural clubs, and use university counseling services that understand visa‑related anxieties.
“The first step is normalizing conversations about mental health,” Gilberg says. “When people feel safe to talk, they’re more likely to seek help before a crisis develops.” He also recommends that companies conduct annual “well‑being surveys” and act on the findings, rather than treating them as a box‑ticking exercise.
Looking Ahead: The Future of Tech Workforce Mental Health
As artificial intelligence and automation reshape job roles, the mental health landscape will evolve. Gilberg predicts that future tech workplaces will need to address “algorithmic burnout,” where employees feel pressured to constantly optimize code for AI systems. He urges companies to invest in training that demystifies AI and empowers workers to collaborate with technology rather than compete against it.
Policy makers are also taking notice. The U.S. Department of Labor’s 2026 “Tech Workforce Well‑Being Initiative” will provide grants to startups that develop mental health platforms tailored to tech employees. International students may find that these initiatives offer additional resources, such as visa‑friendly counseling services and cross‑border mental health support networks.
In a world where tech talent is a scarce commodity, the stakes for mental health are higher than ever. Dr. Gilberg’s book offers a roadmap that blends clinical wisdom with industry realities, making it a must‑read for anyone involved in hiring, managing, or working in the tech sector.
Reach out to us for personalized consultation based on your specific requirements.
