Back to business for workplace mental health | Calgary Debt ...

According to the World Health Organization, as of 2011, mental illness affects 20% of Canadians in the workplace, and mental illness costs Canada $ 51 billion a year (according to 2010 statistics from the Centre for Addiction and Mental Health).

Employers certainly know mental health in the workplace is a cause for concern, but how do they build a business case?

Patsy Marshall, president of Train on Track and an instructor at Conestoga College, speaking at the 15th annual Health Work & Wellness Conference yesterday in Toronto, presented her case.

First off, she explained the three components of a healthy workplace:

? Organizational culture. This includes the beliefs, values and norms of the organization and the interaction between people.

? Psychosocial work environment. Is the organization committed to balanced workloads? Does it offer an employee assistance program? Does it provide a lunchroom with comfortable seating and a quiet room? ?This would help people chill out and also to help to get to know each other,? said Marshall.

? Resources. Do employees have access to healthcare professionals during work hours? Does the organization provide healthcare information (e.g., pamphlets and lunch and learns) for its employees? Does it promote community health-related events?

?It?s not rocket science, but we just do it,? said Marshall. ?We put the motions into action.?

Of course, any business plan needs to consider the strategic business drivers: corporate social responsibility, legal issues and due diligence, and financial costs.

Not only are there costs as a result of employee absenteeism, but also as a result of disability. In fact, according to 2010 research by the Global Business and Economic Roundtable on Addiction and Mental Health, mental health claims have overtaken cardiovascular disease as the fastest growing category of disability costs in Canada.

So how do employers obtain a mentally healthy workplace?

• First and foremost, get senior management involved. ?They need to be serious about that and show a commitment,? Marshall stressed.

• Involve employees in the planning. The primary focus is on employees? needs. What do they want?

• Make optimal use of on-site and off-site resources (e.g., HR, OHS).

• Maintain ongoing evaluation of how mentally healthy your workplace is. Employers should always be asking, ?What can we do better??

Benefits Canada ? News

Source: http://finance101now.com/2011/10/back-to-business-for-workplace-mental-health/

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