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FMI Workshop
Building a Healthy WorkplaceWhere Does Mental Health fit in?
Scott Aylwin
Senior Director, Covenant Health
Addiction & Mental Health
May 17, 2017
Why should you care?
The Stats – Oh, the stats!
1:5 annual
1:3 lifetime
Whether you choose to address it or not,
it’s already in your workplace
The mental health
equivalent is the shift
from denial, silence and
shame
BELL - “Let’s Talk!”
and events like today
Essential Messages about Mental
Health
It’s easier than you think
to be an ambassador for
mental health
• Ask a question instead of
knowing everything
• Don’t chime in with gossip
• Be less judgemental
• Don’t be tolerant, be inclusive
Essential Messages about Mental
Health
You might never get to
see the impact of your
invitation
That’s OK
© City of Edmonton
What is the PH&S in the Workplace Standard?
Traditionally, employers have focused on controlling physical, chemical
and biological hazards in the workplace to maintain the physical health
and safety of their employees.
Today, we are looking at psychological safety as the next step
Depression will rank second only to heart disease as the leading cause
of disability worldwide by the year 2020
This is a voluntary CSA Standard
• We want the City of Edmonton to continue to shine as a top
employer in Alberta and Canada
© City of Edmonton
“A Good Place to Work”
% Employees who would recommend as a good place to work
National Average vs 2009 National PHWA
Winners
© City of Edmonton
National Average vs 2009 National PHWA Winners
Less Stress
• % employees reporting chronic
work stress
– 39% to 25%
• % employee turnover
– 39% to 11%
Higher Satisfaction
• % employee satisfaction
– 61% to 85%
Lower Turnover
• % of employees intending to
seek employment elsewhere
– 32% to 5%
A psychologically healthy workplace helps keep workers safe, engaged
and productive
© City of Edmonton
1.Psychological support
2.Organizational Culture
3.Clear Leadership and
Expectations
4.Civility and Respect
5.Psychological job fit
6.Growth and Development
7. Recognition and Reward
8. Involvement and Influence
9. Workload Management
10. Engagement
11. Balance
12. Psychological Protection
13. Protection of Physical Safety
© City of Edmonton
The 311/ Inside Information call centre
• Established Wellness Committee
• Actively advocate wellness
• Mix of shift workers and 9-5er’s
• Some union involvement
• All supervisors there have MHFA
• Small size (300 employees) and central location make it
easier for communication
• The role of a call centre is innately stressful
© City of Edmonton
Step One: The Ground Work
• Endorsement needed from upper management as well
as supervisors in the area
• Communication of the plan to staff
• Create an Action Team in the area
• Make a video explaining the survey
• Share survey results with management and staff
© City of Edmonton
Establishing the Action Team
As part of the Action Team
• On-Site management need to be champions for
change, advocating the importance of PH&S
• Attend meetings with employees
• Help the Project Managers (Pam and John) customize
interventions to fit the employees
• Maintain a connection between Project Managers and
Employees
© City of Edmonton
What is Guarding Minds@Work?
A free set of tools including a 10- minute survey from
Great West Life
• Measure all 13 factors in the workplace
• Identify risks to PH&S in the workplace
• Measure the severity of these risks
• Suggest workplace actions to reduce these risks
• The survey can be completed again as a post test to
evaluate the effectiveness of our actions
© City of Edmonton
Moving from Survey to Focus groups
Included in the survey are questions around:• Experiencing discrimination in the workplace because of
cultural/ethnic background, disability, sexual orientation, gender or
age.
• Bullied or harassed, either verbally, physically or sexually in the
workplace
Focus groups are now being used to gather staff feedback
with a focus on the three areas which had the lowest
scores on the survey
© City of Edmonton
Next Steps
• Meeting with management to describe the issues we want to focus
on with an action plan
– Challenges explained with solutions ready
• Some issues may require additional training for staff
• Quarterly meetings to communicate successes and lessons
learned
• At the 1 and 2 year marks, we will gather data
– Absenteeism, EFAP utilization, STD and LTD stats to measure
changes
– Survey staff satisfaction
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