Modelling a Supportive Workplace for Mental Health and Well-being

Rachelle Lee

Modelling a Supportive Workplace for Mental Health and Well-being

In February 2022, Rachelle Lee moderated a panel discussion during the BCNA Annual Continuing Education Program on how to best create a supportive workplace for mental health and well-being. The following is a summary of the topics covered and a presentation on best practices for employee assistance programs (EAPs).

We can all agree on one thing: It’s been a tough couple of years for employees at every level in an organization. Working from home, not working from home, too much work or job loss, family pressures, ever-changing regulations, drastic changes to workplace routines, and health anxiety—all of those and more have wreaked havoc with our lives and our plans.

They’ve also taken an additional toll on those struggling with mental health and with addiction issues, two subjects that were already the most challenging subjects to discuss.

Employees were struggling with mental health issues at an unprecedented level before the pandemic. COVID made it worse, particularly if someone had a preexisting mental health challenge. According to a 2020 CAMH report on Mental Health in Canada, “The pandemic has both magnified and added to this crisis and highlighted how crucial mental health promotion and care are to our overall wellbeing.”

Statistics from the same CAMH report back up these observations.

• In the Fall of 2020, 1 in 5 (21%)

Canadians age 18 and older screened positive for symptoms of depression, anxiety, or posttraumatic stress disorder.

That number rose to 1 in 4 (25%) by the Fall of 2021.

• Mental illness is a leading cause of disability in Canada. • A recent poll found that 50% of

Canadians reported worsening mental health since the pandemic began, with many feeling worried (44%) and anxious (41%).

Burden at All Levels

The economic burden of mental illness in Canada is well documented, estimated at $51 billion per year. That includes health care costs, lost productivity, and reductions in health-related quality of life. Calculating the costs is complex because people with a mental illness are twice as likely to have a co-occurring substance use problem compared to the general population. That impacts diagnosis, care, and treatment and adds additional stigma to a topic that’s already not easy for many to talk about.

As Craig Fluter explains, an addictions advocate at Westcoast Interventions and one of the panelists at the BCNA Conference, “People report shame and guilt as key reasons for not seeking help.” The other panel members, Tammy Morin Nakashima and Sylvia Anderson concurred. Anderson is a specialist with HumanaCare, a leading provider of employee and family assistance programs (EAPs); Morin Nakashima is a BC Notary with personal experiences of how the mental health of business colleagues can impact everyone involved. Fortunately, The Society of Notaries Public of BC provides HumanaCare services to its members.

A recent poll found that 50% of Canadians reported worsening mental health since the pandemic began...

Craig Fluter Tammy Morin Nakashima Sylvia Anderson

It has been reported that 50 per cent of Canadians would tell friends or co-workers that they have a family member with a mental illness, compared to 72 per cent who would discuss a diagnosis of cancer. Given how mental health and addiction were viewed in the past, those reactions aren’t surprising.

As recently as 2016, almost half of all Canadians believed that people use the term mental illness as an excuse for bad behaviour. Many, including those on our panel, believe although there’s been some progress, there’s still room for improvement. According to 2021 numbers from the Canadian Centre of Occupational Health and Safety, only 23 per cent of Canadians feel comfortable approaching their employer with a mental health issue.

Support through Employee Assistance Programs (EAPs)

As disruptive as it was, COVID did shine a spotlight on the growing crisis. More than half of today’s workforce believe their employer’s benefits offerings are more important now than before the pandemic. As a result, many companies have started to emphasize their importance.

An EAP assists employees in handling and resolving psychological and emotional problems that may be affecting the employee’s performance. Typically, EAPs provide counselling, referrals, assessments, and followup checkins. The program extends to employees’ family members who may also be struggling mentally and emotionally.

Effective EAP programs have demonstrated results in terms of health, productivity, morale, and motivation. Although organizations have traditionally viewed employee benefits as high cost, there’s more and more evidence that an EAP is an investment that delivers longterm rewards. When employers offer the right benefits, it shows employees that the organization truly values their contributions. A comprehensive and appealing set of benefits can make the difference in hiring and retaining an employee that otherwise might consider another employment offer.

What Makes for a Quality EAP?

Offering an EAP is part of an overall commitment to wellness.

First, businessowners need to make the implementation of a comprehensive workplace mental health strategy a priority. That directs staff who need support to the best practices offered through a holistic EAP versus a selection of activities that don’t address the root causes to improve mental health and well-being.

Second, every employee represents an individual story, which means people with different mental health challenges need to be offered varying treatment approaches. As recommended by CAMH in Workplace Mental Health: “Mental health supports are not a one-size-fits-all solution and different people, environments, and mental illnesses need different approaches. As part of an organization-wide mental health strategy, business leaders and other employers should ensure that employees have access to the mental health supports that best suit their needs.”

Third, an EAP needs to address the nature of the workplace, its unique industry, structures, functions, and culture. If you are employed in the legal services industry as a Notary, you may face different attitudes and challenges around mental health and wellbeing from those working in social work or education.

Fourth, immediate action is key. A comprehensive program ensures an employee’s first point of contact is answered by professional counsellors, not an intervening mediary or answering machine. Early identification of an assessed issue, matched with the right specialty, results in higher-thanaverage case resolution. It also sends a strong message of support to the person who has summoned the courage to make the call.

Case study: HumanaCare Employee Family Services Program

The following case study is an excellent example of a holistic EAP provided to the over 400 members of The Society of Notaries Public of BC. Notaries provide legal services in communities across the province, often in small communities where “everyone knows everyone”. That adds an additional layer of difficulty when dealing with personal mental health and/or addiction issues or those issues impacting family members of Notaries.

HumanaCare is a Canadian employee health services organization with 43 years of delivering support to employees and their families who are facing problems affecting their job performance and/or their personal lives. A core component of the full-service benefit plan is a personalized care plan worked out for every individual, with one-onone access to a virtual therapist/ nurse. Inclusion is a fundamental value—the plan member’s care

...only 23 per cent of Canadians feel comfortable approaching their employer with a mental health issue.

plans including considerations around spiritual, cultural, race, language disability, gender and sexual orientation, and properly match counsellors. HumanaCare’s commitment goes beyond words, for example, counselling is provided in over 100 languages.

Counselling and help are available 24/7 with live-answer telephone. Those features send the message to the employees that they are not part of some large group activity—they are respected and cared for as individuals. Immediate access and confidentiality also help overcome any hesitancy people might feel when getting the help they need.

Services cover a broad area, again in recognition that one size doesn’t fit everyone. A holistic approach is necessary if the commitment is a mental health and wellness strategy versus a few disconnected activities.

Services Include . . .

• Counselling & Therapy • Addiction Support • Cancer Support • Health & Life Coaching • Child/Eldercare Services • Financial Support • Health/Wellness Support • Legal Support • Crisis and Trauma Services • CBT Programs including

Depression, Anxiety, Stress,

Substance Use, Chronic Pain, and Insomnia • Mindfulness Program • Benefits Navigation

Are We Making Progress?

There’s no silver bullet for solving the mental health crisis in our workplaces. The negative mental health impacts of COVID-19 can be expected to last for some time, placing added burden on Canada’s already overwhelmed mental health system.

There are, however, signs of progress. HumanaCare reports that its EAP programs have resulted in over a 50 per cent improvement in their outcomes when compared with the industry norm. “We reduce absenteeism, improve employee engagement and productivity, and provide tools and support to help employees build resiliency,” says Anderson. The numbers are impressive, given that in any week at least 500,000 employed Canadians are unable to work due to mental health problems and approximately 175,000 full-time workers are absent from work due to mental illness.

In addition, Canadian counselling centres report a 15 to 20 per cent increase in the number of counseling hours they have provided in 2021. It tells us that perhaps the stigma attached to reaching out for mental health may be abating.

The reasons for an EAP are more compelling than ever as we work our way through 2022 and beyond.

...at least 500,000 employed Canadians are unable to work due to mental health problems and approximately 175,000 full-time workers are absent from work due to mental illness.

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Will

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By taking workplace mental health seriously and understanding that workforce performance and well-being are interdependent, employers can see a payoff in improved work performance and a profound change in organizational performance. For those receiving benefits, it’s a clear demonstration that they are valued employees and their company and industry association are committed to investing in their health and well-being over the long term. s Rachelle Lee, President, Einblau & Associates, is an organization development and management consultant specializing in training and coaching, leadership assessments, and facilitation of strategic conversations. Her work is focused on helping leaders and managers create a motivating work environment where staff are inspired to reach their full potential and achieve great things together. www.einblau.com