Creating Mentally Healthy Workplaces

Transcription

1 Creating Mentally Healthy Workplaces Canadian Educators Conference on Mental Health April 2016 Karen Jackson, Senior Advisor, Excellence Canada Meg Petkoff, Respectful Workplace Advisor, Hamilton Wentworth Catholic District School Board

2 Outline Framework for mental health in the workplace Mental Health at Work National Standard for Psychological Health & Safety in the Workplace Case Example Hamilton Wentworth Catholic District School Board Psychosocial Risk Assessment Group activity

3 20% of Canadians 1 in 5 Canadians meets the criteria for having a mental illness in their lifetime $51 billion annually 30% of disability claims and 70% of disability costs in Canada 500,000 - Canadians who will call in sick each day with a mental health issue

4 Duxbury/Higgins Research Conclusion: Most companies have not made progress in work-life balance and employee well-being 1. Stress levels have gone up since latest research in Life satisfaction has gone down 3. is up 4. Work demands are up 5. Alternative work arrangements and flex-time has gone down 6. Typically employees spend 50.2 hrs on work-related activities a week 50%+ employees take work home outside of normal hours 57% employees reported a high level of stress 1/3 of hours outside work are spent on s 7. Work-life conflict was associated with higher absenteeism and lower productivity 8. Woman are still working a double shift at home and at work Source: 1. Revisiting Work-Life Issues in Canada: The 2012 National Study on Balancing Work and Caregiving in Canada, Dr. Linda Duxbury,Carleton University and Dr. Christopher Higgins. Western University,

5 Our Mission To Help Improve Organizational Performance and To Recognize Excellence

6 Canada Awards for Excellence Order of Excellence Excellence, Innovation and Wellness Quality Healthy Workplace Mental Health at Work

7 Why use the Mental Health at Work framework? Provides the right things to think about Ensures consistency of focus Integrates all your initiatives Everyone understands where you re going and how you re going to get there It s the right thing to do!

8 Organizational Initiatives From this To this NQI.2001

9 This is all about building on the good work you are already doing!

10 Mental Health state of well-being in which an individual realizes his or her own abilities, can cope with the normal stresses of life, can work productively and is able to make a contribution to his or her community (World Health Organization, 2012) 10

11 Psychologically Healthy Work Environment Supports employee engagement, health and wellbeing, recruitment and retention, productivity, effective risk management and corporate social responsibility (Canadian Mental Health Association Ontario, 2012) 11

12 Psychologically Safe Work Environment Dr. Martin Shain defines a psychologically safe workplace as one in which every practical effort is made to avoid reasonably foreseeable injury to the mental health of employees (Canadian Mental Health Association, 2012) 12

13 National Standard of Canada for Psychological Health and Safety in the Workplace *In partnership with the Canadian Standards Association (CSA), the Bureau de normalization du Québec (BNQ), Human Resources and Skills Development Canada (HRSDC), Health Canada, the Public Health Agency of Canada and Bell. 13

14 New National Standard: Psychological Health & Safety in the Workplace Vision prevent harm to employees psychological health & promote psychological well-being Addresses those psychological health and safety factors within the responsibility of workplace management

15 National Standard for Psychological Health & Safety in the Workplace Programs Policies Benefits Training Assessment Workplace awareness campaigns Occupational health services department Integrated wellness program Peer support programs Self-help tools Accommodation policies Return to work plans Employee recognition Space for privacy (e.g. quite room) EAP or EFAP STD & LTD leave Paid leave for medical appointments or family obligations Prescription drug coverage Coverage for psychological services Resiliency Mental health training (e.g. MHFA) Anti-stigma training (e.g. The Working Mind) Respect in the workplace Management training Employee surveys (Guarding Work) Interactive Audit Tool Mental Health at Work (Excellence Canada) Health risk assessments Accreditation/Certification

16 Mental Health at Work Sponsored by Champion of Excellence, Mental Health at Work

17 Mental Health at Work Requirements serve as a roadmap to encourage, support and implement exemplary mental health programs in the workplace Certification program and Canada Awards for Excellence provide third-party verification and valued recognition for your organization Requirements are based on 13 Psychological Risk Factors from Guarding Minds at (CARMHA, 2010) 17

18 Mental Health at Work Requirements Guide Certification Canada Awards for Excellence

19 Guiding Principles 1. Make every reasonable effort to avoid foreseeable injury or harm to the psychological health and safety of employees 2. Actively engage employees in the development and sustainability of a Mental Health Plan 3. Embed and integrate prevention, promotion and intervention efforts across all policies, processes and programs 4. Foster and support cooperation and teamwork 5. Respect others ideas, values and beliefs 6. Foster a work culture that is characterized by trust, honesty and fairness 7. Recognize that workplace factors impact mental wellbeing and that employee mental wellbeing can impact organizational sustainability 19

20 Staged Approach Return on Investment YEAR

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22 Hamilton-Wentworth Catholic District School Board Working Toward Psychologically Safe Workplaces

23 Everyone has a story The fall down the ladder is so much faster than the climb back up YOURWORKPLACE, March/April 2016, A Lawyer s Brush with Suicide

24 Overview of the Organization Employees: 4300 Students: 29, 539 Administration Sites: 4 School Sites: Elementary: 49 Secondary: 7

25 Integrated Mission, Vision and Strategic Plan HWCDSB Mission and Vision Statement: Employees as well as students will reach the fullness of their human potential in an environment where the promotion of mental health and wellness is prioritized and protected. Student and Employee Mental Health Goals Integrated: Support students and staff in developing the required knowledge to adopt and maintain positive mental health. Systematic mental health and mental health literacy training for all students and staff respond to symptoms of mental illness/distress Support a preventative and responsive school climate that is spiritually, physically, socially and emotionally safe

26 HWCDSB STATS % of employees off work due to mental health concerns % of employees engaged in EAP services due to a workplace factor # of employees accessing RWA services due to environmental/worksite concerns vs. individual conflict

27 The Journey Toward Excellence Taking the first step SWOT the numbers, the conversations, the skills, the needs putting it all together and identifying the pathway Frequent Question: How do I manage employee performance that looks to be influenced by a mental health component?

28 Excellence Canada Mental Health at Work Involves systematic, step by step roadmap to assist the organization in taking concrete steps to move toward a psychologically healthy workplace. Utilizes a progressive approach (employee engagement, data supported surveys etc.) while guiding the organization through the evaluation and change process required to achieve a mentally healthy workplace. Encourages individualization to reflect and honor the uniqueness of the organization. Identifies fundamental components of all organizations (Leadership, People Engagement, Guiding Principles, Process and Risk Management, Planning) and provides benchmarks in each component designed to facilitate growth. Addresses: National Standards, Bill 168 regarding psychological safety, Respectful Workplace Initiatives

29 Level 1 Foundation Commitment Leadership: Sr. Admin. on board and committed to philosophical integration into day to day operations Guiding Principles: policy developed, and commitment to looking at work processes and job design from aspect of employee mental health People Engagement: Representatives from all employee groups on the steering committee; communication across system planned Planning: How are we going to move this forward? Process and Risk Management: conduct research based assessments (GM@W)

30 Level 2 Advancement From here commitment To there action Support of MH@W training Support for people and wellness (physical & psychological) Training delivered to entire system Complete overhaul of EAP Increase in benefits offered to address MH supports Training offered all employees consistent with Pillars of Wellness Vehicle for employee communication and education upgraded GM@W surveys conducted-results reviewed Learning plan for Management developed

31 Positive achievements: Level 3 Role Model Re-commitment of Sr. Administration and identification as #1 priority for employees and students In-depth training sessions held with Sr. Administration ( close to 30 hours) EAP & RWA attendance at Sr. Admin. Meeting on monthly basis Intensive training planned for Principals, Managers, Supervisors EAP utilization significantly increased (more comfort in addressing need for support, significantly increased trust in provider and relevance of service, all areas of organization accessing service, EAP now on System Compassionate Care and Crisis Response team to address needs of adults, communicating with Sr. Admin. Regarding needs of system etc ) Safe TALK training provided to Trustees, Sr. Admin., Managers, Supervisors, Unions/Associations, Principals, V-P s 7 Habits Training made available in May (4 th year) Leaders at all levels being held accountable for strengthening a culture that supports psychological health and safety in workplace On line Employee education vehicle and platform being met with great success will continue to increase number of topics for completion Evaluation of worksite being done utilizing the risk factors Launching GM@W survey in spring New Stay at Work and Return to Work protocol developed

32 More progress Empty gym transitioned to Employee Fitness centre Site based workshops on respectful workplace and mental health at work held across the system More emphasis on stay at work with accommodations related to mental health Outreach and connections made with all mental health service providers in the community Work to decrease stigma of mental health within the board

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36 COMPARISONS 2012 Results 2013 Results

37 Tips and Moving Forward Time well spent initial pushback was concern about time now see it as #1 priority! Mental wellness results in more effective teaching Work with HR Department and Managers Utilize expertise of Excellence Canada Support team Celebrate every step forward Position the campaign as an approach to a healthier workplace culture Emphasize the impact on employee satisfaction and attendance Emphasize the organization s commitment to staff and students

38 Does Work Cause Psychological Conditions?

39 Psychosocial Risk Factors Psychosocial Risk Factors (PSRs) are organizational factors that impact the psychological safety and health of employees. These factors include the way work is carried out and the context in which work occurs PSRs have the ability to affect employee mental responses to work and to cause mental health problems.

40 Guarding Work Free Evidence Based Accessible Universal Centre for Applied Research in Mental Health and Addiction (CARMHA) 2012

41 13 Psychosocial Factors 1. Psychological Support 2. Organizational Culture 3. Clear Leadership & Expectations 4. Civility & Respect 5. Psychological Competencies & Requirements 6. Growth & Development 7. Recognition & Reward 8. Involvement & Influence 9. Workload Management 10. Engagement 11. Balance 12. Psychological Protection 13. Protection & Physical Safety

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43 Guarding Work identified the following 13 PSRs : 1. Psychological Support coworkers, managers, supervisors all supportive Employees offered to give their up their own vacation days to a sick colleague

44 Examples of Psychological Support 1. Establish mentoring, peer support and buddy systems 2. Create awareness of support systems (EAP etc) 3. Flexible work scheduling

45 Guarding Work 2. Organizational Culture Trust, honesty, fairness EXAMPLES Open door where employees can feel safe coming with issues Provide feedback mechanisms and close the loop with solutions or answers Orientation sessions for new hires Culture of accountability

46 Guarding Work 3. Clear Leadership and Expectations Employees know what to do, how their work contributes to the organization and if there are any changes coming EXAMPLES Various communication channels Job descriptions Training sessions for managers Performance and development reviews

47 Guarding Work 4. Civility and Respect EXAMPLES Respectful workplace Create policies dealing with respect, code of conduct, code of ethics Adopt non-discriminatory language in communication Equal opportunity Values statement

48 Guarding Work 5. Psychological Competencies and Requirements EXAMPLES Establish core competencies for managers Hire the right people! Provide job counseling for those struggling Consider moving employees to jobs where they are more suited Job fit

49 Guarding Work 6. Growth and Development EXAMPLES Mentoring programs Job shadowing Offer training Lunch and learns Learning plans Secondments

50 Guarding Work 7. Recognition and Reward EXAMPLES Formal recognition programs Informal initiatives Highlight examples in newsletters Breakfast with CEO Peer recognition Fun events

51 Guarding Work 8. Involvement and Influence EXAMPLES Create venues for employees to communicate thoughts, concerns Be approachable Involve employees in hiring team mates Make sure employees feel valued

52 Guarding Work 9. Workload Management EXAMPLES Develop clear realistic goals Have flexible work arrangements Prepare employees if workload will increase temporarily and reward them for going the extra mile Provide overtime pay or time off in lieu Provide education on resiliency, stress management, burnout etc.

53 Guarding Work 10. Engagement EXAMPLES Employees should enjoy and feel connected to their work and want to come to work Feel motivated to do their job well Involve employees in decisions that affect them Conduct engagement surveys Feed back results and develop plans for improvement, communicate, communicate, communicate

54 Guarding Work 11. Balance EXAMPLES Recognize need for balance between demands of work, family and personal life EAP Provide personal days (not just sick days) Allow paid or unpaid leave for medical appointments, or allow them to make up time Family day open-house event where family is invited to join staff for fun Subsidize daycare or summer camps

55 Guarding Work 12. Psychological Protection EXAMPLES Mental Health First Aid training Create safety culture with goals (accident free for x days) Emotional wellness seminars Zero tolerance for violence and harassment Return to work (Stay at work) programs Soft lighting, quiet rooms, sound-proofing, private space for calls, etc

56 Guarding Work 13. Protection of Physical safety EXAMPLES Make sure appropriate action is taken to protect the physical safety of employees

57 Guarding Work 13 PSRs 1. Psychological Support 2. Organizational Culture 1 3. Clear Leadership and Expectations 4. Civility and Respect 5. Psychological Job Fit 2 6. Growth and Development 7. Recognition and Reward 8. Involvement & Influence 3 9. Workload Management 10. Engagement Balance 12. Psychological Protection 13. Protection of Physical Safety 5

58 Guarding Work 13 PSRs 1. Review each PSR 2. Consider the one s that are higher risk within your environment/setting and why? Give examples 3. Identify examples from your area of work/team/organization that would contribute to reducing these PSR s risk

59 Recap/Objectives Implementation program Mental Health at Work Progressive Program National Standard of Canada for Psychological Health in the Workplace Case example: Hamilton Wentworth Catholic District School Board journey to creating a culture that supports mental health Assessment - Psychosocial Risk Factors

60 Workshop Wrap-up Key learning points of today s session What is the most valuable information you take away with you today? Invite outstanding or unanswered questions?

61 A video-based resource that speaks to those struggling with work and life issues even if they are not sure why. 61

62 Resources

63 NATIONAL MENTAL HEALTH ORGANIZATIONS & RESOURCES Canadian Alliance on Mental Illness and Mental Health Canadian Mental Health Association Educational materials and workplace support opportunities (e.g., development of custom training programs) available through regional and branch offices Employee Assistance Society of North America Free purchasers' guide to select and strengthen employee assistance programs ww.ccsint.com/jdownloads/eap/eap_purchasers_guide_2009.pdf Guarding Work Free organizational health assessment tool, based on 13 psychosocial factors Health Canada Free self-assessment tool for measuring the costs of workplace stress Healthy Workplaces (Homewood Human Solutions) Healthy workplace blog and free research reports Mental Health Commission of Canada Download the following from the Commission's web site: National Standard of Canada for Psychological Health and Safety in the Workplace A Leadership Framework for Advancing Workplace Mental Health Psychological Health and Safety: An Action Guide for Employers Mental Health First Aid Canada Training programs for the public, including instructor training

64 Karen Jackson Senior Advisor (416) ext Meg Petkoff Respectful Workplace Advisor (905) Ext

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66 PROTECTING OUR MENTAL HEALTH 66

67 Stress & Burnout