MENTAL HEALTH IN THE WORKPLACE: ORGANIZATIONAL FACTORS AND RESOURCES ESDC OPEN HOUSE 2015

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1 MENTAL HEALTH IN THE WORKPLACE: ORGANIZATIONAL FACTORS AND RESOURCES ESDC OPEN HOUSE 2015 Andrew Harkness Strategy Advisor, Organizational Health Initiatives Workplace Safety and Prevention Services

2 Agenda Mental Health as a workplace concern Understanding the Organizational Factors Resources: Guarding Minds@Work On the Agenda Managing Mental Health Matters Working Through It Mental Health First Aid Gauging Organizational Readiness

3 One in Five One in 5 Canadians will experience a mental problem or illness in any given year. On any given week, at least 500,000 employed Canadians are unable to work due to mental illness. Every year mental illnesses costs the Canadian economy an estimated $51 billion (at least) annually in absenteeism, disability claims, and medical services used.

4 One in Five 34-million (people in Canada 2011) 7-million will experience a mental health issue

5 A Standard is Born CSA Z1003 Released in January, 2013 More than 25,000 downloads to date Accessible for free for the first five years from CSA and BNQ. First of its kind in the world

6 The Standard Guiding Principles Shared responsibility and active participation among all workplace stakeholders Demonstrated and visible commitment from senior management Integrate PHS into organizational decision making Focus on health, safety, awareness and promotion

7 Thirteen Workplace Factors Organizational Culture Psychological & Social Support Clear Leadership & Expectations Civility & Respect Psychological Demands Growth & Development Recognition & Reward Involvement & Influence Workload Management Engagement Balance Psychological Protection Protection of Physical Safety

8 1.Organizational Culture Is a mix of norms, values, beliefs, meanings and expectations that group members hold in common and use as behavioural and problem solving cues A psychologically healthy and safe work culture is characterized by trust, honesty, respect, civility and fairness Values psychological and social support, recognition and reward

9 2. Psychological & Social Support Refers to the degree of social and emotional integration and trust among co workers and supervisors Considers the level of help and assistance provided by others when performing tasks Employees perceive their organization: Values their contributions Is committed to ensuring their psychological well being Provides meaningful supports if this wellbeing is compromised

10 3. Clear Leadership & Expectations There is support that helps employees know: What they need to do How their work contributes to the organization Transformational leaders are: Change agents who motivate to do more than what is expected Concerned with long term objectives Transmit a sense of mission, vision and purpose Have charisma and inspire workers Give individualized consideration to their employees Stimulate intellectual capabilities in others

11 4. Civility & Respect Workers are respectful and considerate in their interactions with one another, as well as with customers, clients and the public Show esteem, care and consideration for others, and acknowledge their dignity

12 5. Psychological Demands Psychological demands are documented and assessed in conjunction with the physical demands of the job Organizations minimize risks associated with identified job hazards through work redesign, analysis of work systems and risk assessment Assessments consider time stressors, breaks, incentive systems, job monotony, repetitive nature of tasks, overtime hours and shiftwork

13 6. Growth & Development Workers receive encouragement and support in the development of their interpersonal, emotional and job skills Organizations provide internal and external opportunities to build competencies that will: Help with current jobs Prepare workers for possible future positions

14 7. Recognition & Reward Acknowledgement and appreciation of employees efforts provided in a fair and timely manner Celebrate worker or team accomplishments Recognition of good performance, years served and/or milestones reached

15 8. Involvement & Influence Workers included in discussions about how their work is done and how important decisions are made Opportunities for involvement may include: Worker s specific job design or function Team or department activities Organizational issues

16 9. Workload Management A work environment where assigned tasks and responsibilities can be accomplished successfully with the time available Biggest workplace stressor too much to do and not enough time Not just amount of work but also extent to which workers have the time, equipment and support to do their jobs well

17 10. Engagement A work environment where workers enjoy and feel connected to their work Worker engagement can be physical, emotional and/or cognitive Engaged workers: View work as a source of energy Exhibit a positive job outlook Devote more attention to work Can relate to and are committed to the overall success and mission of their organization

18 11.Balance Balance in a work environment is the acceptance of the need for harmony between the demands of personal life, family and work Everyone has multiple roles as workers, parents, partners, etc. Complexity of roles allows fulfillment of individual strengths and responsibilities Conflicting responsibilities can lead to role conflict or overload

19 12.Psychological Protection Is present where worker psychological safety is ensured and the organization actively promotes emotional well being as well as minimizing threats to worker mental health Workers feel able to: Ask questions Seek feedback Report mistakes and problems Propose a new idea Without fearing negative consequences to themselves, their job or their career

20 13. Protection of Physical Safety Is present when a worker s psychological, as well as physical safety, is protected from hazards and risks related to the worker s physical work environment Organization cares about how the physical work environmental impacts mental health Workers feel safe and get sufficient training to perform safely Health and safety concerns are taken seriously Organization assesses the psychological demands of the job and the job environment to determine if it presents a hazard

21 A new set of tools to assist employers to ASSESS, ADDRESS and EVALUATE psychosocial risks. Free Evidence Based Accessible Universal Resourced:

22 ASSESSMENT Initial Scan Employer Audit PSR 13 Employee Survey ACTION Risk Report Card Action Responses Action Planning Worksheet EVALUATION Evaluation Planning Worksheet Resourced:

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24 Resource: FAQ What is it? Why was it developed? Cost of use? Implementation? Who can use it? Who developed it? What are Organizational Risk/Psychological Factors? What are the factors based on? Is good for business? What are the time and resources needed? What should we do? What are the resources? Dashboard? Do I need to register to use the resources? Do all employees need to sign in? How long do we have to survey? What about confidentiality? What happens to our company information? Is there a French Version?

25 Options for employee survey Can gather and compare information across departments, branches or sites Can gather and compare information from full time, temporary and shift workers Can include information on presenteeism and impact on productivity Can be customized with company logo or additional questions (with consultation and programming cost) Resourced:

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31 Managing Mental Health Matters "first of its kind" program focused on helping managers, supervisors and other leaders learn how to effectively recognize and manage mental health related issues in the workplace. Uses a story based approach, portraying realistic episodes of workplace "characters" dealing with situations common to everyday worklife. The user engages in the process, rather than simply being given information. Available through Workplace Strategies for Mental Health Website

32 Working Through It

33 Mental Health First Aid Recognize the signs and symptoms of mental health problems Identify when a person may be a harm to themselves or others Provide initial help Guide a person towards appropriate professional help. Provide comfort to someone with a mental health problem and support them in the recovery of their mental health

34 Why MHFA? Mental health problems are common Professional help is not always on hand Members of the public don t know how to respond There is stigma associated with mental health problems Not everyone with mental health problems seeks treatment People may lack the insight to realize they need help or that help is available Many people are not well informed

35 Who Should Take MHFA? Managers Co workers Human Resources First Aiders Front line workers who deal with the public Safety people Employers

36 About the Course Evidence based Originally developed in Australia MHFA Canada owned by the MHCC Formally evaluated and reviewed by Canadian experts First aid actions taught have been deemed important and essential Rigorous instructor certification process Cannot deviate from the course 12 Hour program with a focus on adult mental health

37 What Do You Learn? Recognize the signs and symptoms of mental health problems Provide initial help Guide a person toward professional help Teaches 5 actions to provide MHFA DOES NOT teach people to be therapists

38 Workplace Attitudes STIGMA Negative stereotypes and perceptions associated with psychological/mental health conditions A complex social process involving many parts Marginalizes and disenfranchises people Primarily a problem of behaviours Attitude influences behaviour

39 How Ready are You? READINESS TO ADOPT PHS IN YOUR WORKPLACE Awareness of the need for psychological health and safety 1. No Awareness Fully Aware Desire to adopt and support PHS in your workplace 1. No Desire Very Strong Knowledge about PHS in your workplace 1. None Expert Ability to implement PHS in your workplace 1. Very Limited Skilled Resources to sustain PHS in your workplace 1. Very Limited Lots

40 Resources Guarding ( Mental Health Commission of Canada s Resources, including: Psychological Health and Safety: An Action Guide for Employers ( Workplace Strategies for Mental Health ( WSPS Healthy Workplace Resources (

41 Get Your Copy of The Standard Standard will be offered at no cost for the first 5 years Standard available from BNQ and CSA: BNQ ( and CSA (

42 Questions

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