a global view of workplace mental health trends in ... · a global view of workplace mental health...

Presented at the 2008 Annual Institute of the Employee Assistance Society ofNorth America

Vancouver, BC, Canada

A Global View of Workplace Mental Health Trends in Research, and Business Mark Attridge PhD, Attridge StudiosJoseph Ricciuti BA, Watson Wyatt Craig Thompson MEd MBA, Wilson Banwell PROACT Human Solutions MODERATOR: Sandra Routledge RN BNSc, Watson Wyatt

Part 1

Workplace Mental Health Trends

- Research –

Mark AttridgePresident

Attridge Studios

EASNA 2008 ‐ Vancouver 2

Part 2


Empowering Employers OnWorkplace Mental Health

Craig Thompson, MEd., MBAVP, Strategic Alliances

Human Solutions™April 17, 2008


Part 3


Effective Presence at WorkStaying@Work & Global Strategic Rewards Survey Findings

Canada

Joseph RicciutiDirector, Client Solutions

Watson Wyatt Canada ULC


Effective Presence at Work

Staying@Work Survey FindingsCanada

Joseph RicciutiDirector, Client SolutionsWatson Wyatt Canada [email protected]

6

Watson Wyatt 2007 Staying@Work Survey

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8


Participating Organizations by Industry Sector

9

Diagnosing the Health of Canadian Organizations

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Diagnosing the Health of Canadian Organizations

11

 Participating organizations could do better in 6 out of 7 categories

 Organizations can considerably increase the overall effectiveness of their human capital practices and policies to improve productivity

 The H&P scorecard allows an organization to benchmark its own results against those of other organizations

Respondentsʼ Scores vs H&P Benchmark Organizational Health Practices

Workforce Health Practices

1

2

3

4

5

Prev

entio

n

Plan

Adm

inis

trat

ion

Tota

l Abs

ence

Mgm

t.

Lead

ersh

ip

0 1 2 3 4 5

Skill

s

Tool

s

Mot

ivat

ion

Respondentsʼ Scores on the H&P Matrix

Signs of Health?

14

Signs of Health?

Program Costs as a Percentage of payroll - 1997 to 2007

15

The Nature of STD and LTD

Most Frequent Disabling Conditions Identified by Respondents

Mixed Results for H&P Programs

17

Effectiveness of H&P Practices

18

Main H&P Challenges

Mental health claims

STD claims

Casual absence

Work-life balance

Employee satisfaction

Health impact of an aging workforce

Workers' Comp claims

Return-to-work outcomes

LTD claims

Lifestyle-related medical conditions

Presenteeism

Stigma around mental illness

Integrating the delivery of benefits

78%

55%

53%

45%

42%

40%

37%

37%

36%

26%

26%

18%

13%

% Major Issue

19

Barriers to H&P Program Effectiveness

Lack of resources

Lack of data

Concerns regarding privacy

Lack of knowledge on how to deal with stigma

Lack of employee interest

Lack of SR mgt support

Lack of external case studies

% of Total Respondents 72%

40% 29%

26%

23% 21%

17%

The Problem of Presenteeism S@W

21

Mental Health is a Key Concern

 Mental health conditions continue to be a major concern in the workplace

 Social stigma still surrounds them – Even if they may be less than fully productive,

employees come to work  Less than 20% of respondents say that addressing

the stigma associated with mental illness is a priority  There is a lack of knowledge on how to deal with

stigma appropriately

22

Turnover...reasons employees leave an organization

  Our Global Rewards Survey asked: What are the top three reasons that employees say they leave your organization:

Employee Responses 1.  Stress levels 2.  Work/life balance 3.  Promotion ops 4.  Trust/confidence in management 5.  Base pay ($)

Employer Responses 1.  Base pay ($) 2.  Career development ops 3.  Promotion ops 4.  Relationship with supr/mgr 5.  Stress levels

23

The Problem of Presenteeism

Prescription for Improvement

25

Measure the Right Indicators

  76% of participating organizations indicate that they do not measure costs related to lost productivity because of absenteeism and presenteeism

  Less than 40% of respondents measure productivity in their organization

  There was no common definition of Productivity.   Respondents who do successfully measure and

track their program success identified the factors that promote productivity and best practice that optimize them.

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Opportunity Action Matrix

1 2

3 4

Organizational Health/Workplace Stressors

 The demands put on employees (being told what to do)  The effort employees put into the demands for their work

Demands

Effort

Reducing stress…Workplace Satisfiers

 The control employees have (participation) in what is being demanded

 The rewards employees get for their efforts

Rewards Demand

Control Effort

29

0

1

2

3

4

5

0 1 2 3 4 5 Workforce Health Practices

Org

aniz

atio

nal H

ealth

Pra

ctic

es

Target: A Healthy

Organization

Prescription for Improvement

The EAP Role

The EAP Role  Integrate EAP into organization's HR and management

practices  Utilize EAP as resource to reduce stigma  Involve EAP in disability management, e.g. facilitate RTW,

counseling for serious illness  Focus EAP on Resiliency training

Joseph Ricciuti Director, Client Solutions Watson Wyatt Canada ULC [email protected]

Contact Information

Person E-mail address

Mark Attridge [email protected]

Joe Ricciuti [email protected]

Bill Wilkerson [email protected]

Craig Thompson [email protected]

Sandra Routledge [email protected]


a global view of workplace mental health trends in ... · a global view of workplace mental health...

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