Include mental health as a clearly defined priority in your organization's vision. 2. Encourage executives to talk openl
What's the problem in the GTHA? It is estimated that over 1.5 million people in the Greater Toronto and Hamilton Area (GTHA)’s workforce have experienced a mental health issue. That’s 1 in 2 people. Over the next 10 years, current mental health issues in the GTHA labour force could result in almost $17 billion in lost productivity.
THERE IS A STRONG CASE FOR SUPPORTING THE MENTAL HEALTH OF OUR WORKFORCE 27% of employees report significant stress symptoms – a risk factor for mental health issues.
WE FACE SIGNIFICANT BARRIERS TO ACHIEVING A MENTAL HEALTH-SUPPORTIVE WORKPLACE 1 in 5 employees believe, erroneously, that whether or not someone becomes mentally ill is fully within their control.
Mental health disorders have been the #1
reason for short-term disability for the past several years,
followed by musculoskeletal disorders and injury and poisoning.
82% of those who report mental health issues say it impacts their work.
71% of employees are concerned about workplace stigma.
EVERYONE HAS THE POWER TO MAKE A DIFFERENCE. CivicAction’s Mental Health Advisory Group and Champions Council of GTHA senior and rising leaders from across sectors will drive action to help workplaces better support their people’s mental health.
IS CALLING ON PEOPLE TO TAKE SIMPLE STEPS NOW TO BETTER SUPPORT CO-WORKERS. AS AN EMPLOYER:
AS A COLLEAGUE*:
1. Include mental health as a clearly defined priority in your organization’s vision.
1. Starting the conversation is often the first step. If you notice a change in someone’s behaviour, ask how they are doing.
2. Encourage executives to talk openly about mental health.
2. Stay connected with people who are off work (send an email, a card, or visit).
3. Learn more about the National Standard of Canada for Psychological Health and Safety in the Workplace. 4. Train managers and employees on how to recognize behaviour change and how to respond. 5. Seek regular feedback from employees.
3. Learn about employee services that are available to help colleagues having emotional or mental health challenges (e.g. employee assistance plans). 4. Talk about making your workplace stigma-free. 5. As a manager, support a culture of openness through open-door policies, mentorship programs, and regular manager-employee catch-ups.
CAMPAIGNS & RESOURCES 1.
#Get Loud! It’s time to Get Loud with the Canadian Mental Health Association and speak openly and honestly about mental health. Get Loud during Mental Health Week by lighting your building green or wear green to show your support.
2. Join Partners for Mental Health’s Not Myself Today to access toolkits and activities that your organization can use to help educate and engage people around the issue of mental health. 3. Use the Bell Let’s Talk Toolkit to start a conversation in your workplace. Get all the information you need to lead a conversation about mental health and spread the word. 4.
30 x 30 Nature Challenge. Time spent in nature makes us happier, healthier and less stressed. Register your workplace in this David Suzuki Foundation challenge and reconnect with nature for better health and mental well-being.
5.
Canadian Mental Health Association – Ontario. Learn how to take care of your mental health. Get the facts about
mental health conditions. Find help for yourself or others.
This work was made possible with generous pro bono research support from:
About CivicAction: For over a decade, CivicAction has brought together senior executives and rising leaders from all sectors to tackle some of our region’s toughest challenges. CivicAction sets a non-partisan agenda, builds strategic partnerships, and launches campaigns, programs and organizations that transform our region. For more information, visit www.civicaction.ca/MentalHealth or follow us @CivicActionGTHA
*Adapted from sources including Bell Let’s Talk (letstalkbell.ca) and Dr. Heather Stuart, Queen’s University, 2016.
