Workplace Mental Health
•
16 likes•9,922 views
Algonquin College - In Canada, mental health is the leading cause of both short term and long term disability claims, learn more in this presentation.
Recommended
Recommended
More Related Content
What's hot
What's hot (20)
Similar to Workplace Mental Health
Similar to Workplace Mental Health (20)
More from Ralph Hatem
More from Ralph Hatem (8)
Recently uploaded
Recently uploaded (20)
Workplace Mental Health
- 2. Managing mental health in the workplace In Canada, mental health is the leading cause of both short term and long term disability claims When combined as a secondary illness, it becomes the primary cost. The current estimated cost to Canadians is $51 Billion per year Mental health claims now account for 48% of all health claims in Canada and for the CAAT Colleges, 41% of approved LTD claims are for mental health disabilities.
- 3. MHCC indicate that adults in their prime working years are among the hardest hit Mental illness is just as common in developing countries as developed first world countries
- 5. The Science of Depression https://www.youtube.com/watch?v=GOK 1tKFFIQI
- 6. We recognize that there are organizational challenges Changing and increasing workplace demands with fewer resources Stigma and discomfort with mental illness can make it more difficult for managers to discuss issues with employees
- 7. What’s in it for you? Increased confidence in dealing with mental health issues and employees Employees more engaged because they feel valued by managers Productivity and performance problems may be avoided when mental health issues are dealt with early
- 8. The cost of doing nothing Absenteeism Presenteeism and lost productivity Disability claims (std/ltd) Injuries/illnesses Grievances or other legal complaints Turnover
- 9. Stigma ~ it affects everyone https://www.youtube.com/watch?v=54sD dNa9vek http://letstalk.bell.ca/en/end-the- stigma/videos/
- 10. Managing mental health in the workplace Mental illness is a disability under Human Rights Mental Health is defined as a state of well being in which every individual realizes his or her own potential, can cope with normal stresses of life, can work productively and is able to make a contribution to her or her community accommodation includes job modifications and also removal of barriers and inclusive design
- 11. Mental illness refers to a wide range of mental health conditions – disorders that affect mood, thinking and behaviour. Examples are depression, anxiety, schizophrenia, bipolar, obsessive compulsive disorder, post traumatic stress disorder, eating disorders and addictive behaviours.
- 12. Good mental health is not just the absence of mental illness. It can be affected by everyday life and stressors, including those experienced in the workplace Mental health problems and illnesses affect us all, either directly or through our family, friends, co-workers Risk factors
- 13. Mental illness is a physical, developmental and psycho social illness that is episodic in nature. It affects each person differently. Mental wellbeing should be considered in the same way as physical wellbeing through prevention and promotion.
- 15. The work environment ~ changing minds at work A supportive work environment can reduce the onset, severity, impact and duration of a mental health disorder A work environment characterized by: trust, fairness, clear leadership & expectations, civility & respect, good fit, growth and development, recognition and rewards, workload management, engagement, balance, psychological and physical safety
- 16. Studies show (CMHA) that a supportive work environment generally results in an employee needing less time off work or need for accommodation However, workplace stress contributes to illness, increases the risk of mental illness, relapse, and impede effective treatment And less impact on the family, personal lives and the work itself
- 17. Job isn’t to diagnose, counsel or treat but to notice, offer help, and create an environment where it’s ok to talk Increase your knowledge of how best to address issues early, create a supportive work environment Provide resources and addressing barriers and issues.
- 18. sick, not weak Employees can be afraid of being seen as someone who belongs to a highly stigmatized group CMHA – out of 100 cases, only 50 are aware, 25 seek helps and 10 will receive effective treatment Early awareness, identification and treatment reduces duration, severity and symptoms
- 19. Working Being in the workplace contributes to recovery and should begin when the person is starting to regain health Routine is very important Social contact Sense of identity
- 20. Noticing Some signs: Low energy or fatigue Chronic insomnia, or generally poor sleep Anxious and worrying Hypervigilance/paranoia (not based in reality) Fear, mulling, ruminating, obsessing http://www.gwlcentreformentalhealth.com/w ti/Home.aspx
- 21. Lack of insight – can be a part of the illness itself Defending behaviours High emotion, high anxiety Minimizing and avoiding Worry about stigmatism, discrimination and exclusion Boundaries Attributing all problems to external sources, blaming others (fear)
- 23. Check in “noticing” How are you doing? I’ve noticed… identify behaviours or physical changes … doesn’t seem like you How can I help?
- 24. Difficult conversations Time up front will pay off later ~ resolved issues, ground work for open safe communication in the future Managers can be concerned about boundaries, there may have been a history of avoidance and the manager may be the first person who is addressing the behaviour
- 25. Difficult conversations Need to look at behaviour and try to get to the unmet needs which is driving all of this usually ~ can be challenging, assumptions of incompetence, difficult person, obsessive Iceberg – 10% showing – which represents the behaviour, 90% is unseen
- 26. Performance issues Employee doesn’t feel valued, not well, you don’t or s/he doesn’t care, can’t do the job Behaviour may not reflect reality This can be a reaction to ongoing problems like: not fitting in, not understanding, worries or fatigue
- 27. Listening for understanding To gain the others perspective Gathering info before moving to problem solving Listening with full attention, gain insight, gain trust, help the employee to be heard This isn’t about problem solving yet – info gathering, listening and hearing, seeking clarification
- 28. Examples: Help me understand… Could you tell me more… And what is the impact… This is what I understand… Reflect back Remain positive, calm, ~ even if feel at this time employee is being unfair, get support from us or resources
- 29. Office dynamics Treat mental illness as you would a heart attack Contact the employee, keep in touch, haven’t forgotten Return to work, help to catch him/her up Because of stigma, unknown, can unintentionally hurt the individual by treating him/her differently We’re all in this together – acceptance
- 30. Exploring employee needs Exploring the employees contribution and commitment Exploring prevention Allow time for the conversation and share the questions before the meeting
- 31. Examples What do you need form the workplace to be successful in your job? For your contributions towards your success at work, what will you commit to? How do you want future workplace issues to be addressed? 3 P’s
- 32. Encouraging language What would be helpful? How can we do that in a way that works for you? What has worked in the past? What works well now? What would you like to see done? What is the solution that you think would make this better for everyone?
- 33. Unmet needs Recognition Belonging * Safety Clarity Involve the employee in contributing to the solution
- 34. Needs and contributions Reduction in resistance and increased compliance (see supplemental materials)
- 35. Exploring the employee’s contribution The well being of the team Preventing or resolving conflict Addressing issues early and asking for help Accomplishing my work tasks
- 36. Exploring prevention What can we do to address issues early To know when issues are arising If new issues emerge If these solutions aren’t working, how will we know? To plan how employee wants to be approached Discuss with the employee how the team will be informed ~ maintain dignity while meeting the need for information
- 37. Employee feels heard and understood Details are written down for future reference – non disciplinary If accommodation is required contact HR If you need help contact HR
- 38. RESOURCES Mental Health Works www.mentalhealthworks.ca Canadian Mental Health Association (CMHA) www.cmha.ca Centre for Addiction and Mental Health www.camh.ca Working Through It: Stories of reclaiming wellbeing at work, off work and returning to work www.gwlcentreformentalhealth.com/wti Great West Life Centre for Mental Health in the Workplace www.gwlcentreformentalhealth.com Guarding Minds at Work www.guardingmindsatwork.ca Mood Disorders Society of Canada www.mooddisorderscanada.ca
- 39. RESOURCES Mental Health Commission of Canada www.mentalhealthcommission.ca Canadian Centre on Substance Abuse (CCSA) www.ccsa.ca The Depression Center and The Panic Center: Online Cognitive Behavioural Therapy (CBT) www.depressioncenter.net www.paniccenter.net Mood disorders Society of Canada www.mooddisorderscanada.ca 211 www.211.ca Canada’s main source of information on government and community bases health and social services
- 40. Hope for the future https://www.youtube.com/watch?v=gZC gWmose3c
Editor's Notes
- Ground rules If you can, turn off your phone… try not to look at it… you’ll get a break half way through Everyone is free to speak… We just ask that you keep an open mind and remember our values, carling learning intergrity respect If you have any questions please feel free. Please respect confidences… this is about opening a dialogue on a topic that is uncomfortable for many to talk about Objective today Reduce stigma “stigma is the attitude and discrimination is the behaviour that results from the negative attitude – thinking less of someone because of his her health condition, resulting in shame for something that isn’t his her choice or fault Provide information about some known causes, risk factors Provide some advice on discussions
- Even when mental illness was not the primary cause of being off work, it is often why people don’t return to work We have a bias towards diseases that we can’t see with our own eyes.
- Mental health commission of canada
- Its difficult enough to be ill… but then to have stigma attached – to have to hide what’s going on… not get support – feel ashamed and to have peers think less of you because you have a health condition. Stigma can be more difficult than the illness itself according to some and it stops people from getting help
- The science of depression
- Fewer resources and increasing pace of change, stigma are all organizational challenges. What contributes the challenges here or in your department
- short infomercial
- RISK FACTORS Genetics – family and personal history Trauma Personal stress – significant distress at home tension illness Workplace stress – work overload, chaotic environment, changing priorities, high demand and low control, lack of resources, lack of training, lack of social support The more risk factors, the greater the risk to develop a mental illness Can also affect other health problems like stroke and cancer People have different thresholds for managing stress Good mental health involves finding a balance in all aspects of life, including Physically Mentallty Emotionally spiritually
- There are times of wellness and unwellness. Affects each person differently, depending on a number of factors, how long ill, severity, resources treatment, on going risk and protective factors eg: treatment but still high stress at work or home or both. Disorders are often co existing We now know that behaviour surrounding mental illness is the last item to appear. For example, schitzophrenia begins to show in the brains of childfren around age 5 or 6, but until brain imagining could display this it was widely thought that it appears in the late teens.
- Bbc to 8 minutes
- Leadership and expectations: a work environment where there is effective leadership and support that helps employees know what they need to do, how their work contributes to the organization, and whether there are impending changes Civility and respect, CLIR – a work env where employees are respectful and considerate in their interactions with one another, as well as with clients Good fit between the employees interpersonal and emotional competencies and the requirements of the position they hold Growth and development – employees receive encouragement and support in the development of their interpersonal, emotional and job skills. Recognition and reward a work environment where there is appropriate acknowledgement and appreciation of employees efforts in a fair and timely manner Tasks and responsibilities can be accomplished successfully within the time available Where employees feel connected to their work and motivated to do their job There is a recognition of the need for balance between the demands of work, family and personal life - and where employees feel safe – psych and physically
- You don’t need to be a mental health expert to talk about it. Its often the everyday things that make a difference…. Asking how are you? What can I do to help A work environment characterized by trust, honesty and fairness
- What stops people from seeking help? Services may not exist nearby They may not know what is available Lack of inexpensive, government supported soruces Embarassed, ashamed, afraid of being judged Worry that in future their actions, beliefts opinions are considered to be due to mental illness and may be discounted Worry about impact on work, peers, friends They may not know they have a problem
- Don’t wait until fully recovered Routine provides somewhere to go and something to do Purpose and contribution which is a protective factor for mental health Social contact – otherwise can become socially isolated which is a predictor for depression We value work and achieveent and define ourselfves this way
- Guy Winch
- You don’t have to be an expert to help someone in distress. Looks for changes to Physical health, ill more often Sleep, eating Personal appearance Socialability (stop spending time with friends or coworkers) Punctuality (can be the first sign if it’s a change) Response to new tasks and familiar tasks Can handle status quo but any changes – can’t cope CMHA self reported Fears about making a mistake, fired, passed over, being able to cope
- On return to work – meet, how can I help you succeed. Include the employee and ask how they want to be treated – one way doesn’t work for everyone What is depression with Kate morton
- The 3 P’s Practical – tasks, equipment, comfortable space Process – how work is assigned, how the team works together, how the employee is evaluated Person – isolated, inclusion – Isolation leaded to problematic behaviour at work
- Nobody notices anything I do I don’t fit in (significant impact belonging to wellbeing) It\s not my fault – fear making mistakes, fear job loss or status losss Clarity – difficulty sorting priorities, overwhelmed
- Often admitting to reoccurance is difficult for those with mental health issues – it’s common to delay asking for help or to try to hide
- Always allow enough time for this meeting Give the employee a heads up
- Andres Lozano Depression and the switch that might turn them off Depression begins around 8 minutes 2nd video – the truth about depression, BBC special