Report: Building Mentally Healthy Workplaces
Health & Productivity | Global
A study from The Conference Board of Canada reports that 44% of employees are either currently experiencing or had previously personally experienced a mental health issue. Buck’s 2010 Global Wellness Survey found that stress continues to be the top driver of Canadian wellness programs. Why? Because mental health issues cost the Canadian economy $51 billion a year in health services usage, long-term and short-term work loss, and reductions in health-related quality of life.
As health care cost trends continue to rise, employers need to be concerned. In 2009–10, 78 per cent of short-term disability claims and 67 per cent of long-term disability claims in Canada were related to mental health issues. As competitive pressures contribute to ever-rising performance expectations, workplaces can trigger and/or exacerbate conditions.
With the majority of adults spending more hours at work than in other pursuits, the workplace environment is now recognized as a key determinant of health. Employers and leaders must be mindful of how their organizational practices and workplace culture impact their employees.
According to the employees and front-line managers surveyed by Conference Board report, a mentally healthy workplace exhibits some of the following traits:
- Workloads are monitored to ensure they are not excessive. Flexible work arrangements exist—including flexible schedules, compressed work weeks, and telework.
- Work-life balance is promoted. Employees are encouraged to take their allotted vacation time and are not expected to respond to e-mail 24/7.
- The workplace is not a high-stress environment. People are friendly, empathetic, understanding, and supportive—there is not widespread negativity.
- Managers are well trained and good people managers, and employees feel appreciated.
- There is open communication between management and employees. Human resource professionals and managers are approachable. Discussions are kept confidential.
What can employers do to foster mentally healthy workplaces? The study concludes with four key strategies:
- Focus on education and communication to reduce fear, stigma, and discrimination. Developing awareness and teaching people about mental health would go a long way to debunking myths, demolishing stereotypes, and banishing fear and stigma.
- Create a culture conducive to good mental health. Workplace norms and practices regarding how work is organized; how much control people have over their work; how they are rewarded and recognized; and how organizations deal with bullying, harassment, and discrimination have been identified—along with many other factors—as key influencers on employees’ mental health.
- Demonstrate leadership at the top. Leaders ensure people have the tools, the information, and the resources they need to do their jobs effectively.
- Provide the tools and training to support managers in their role. It is essential for organizations to develop processes and practices to build managers’ capacity to manage, work with, and support people with mental health issues.
The report is available free with registration at The Conference Board of Canada. Buck’s Global Wellness Survey is available from the Buck Survey Group.
