Canadian HR Reporter

36 www.hrreporter.com S P O N S O R E D past year, our usual support systems have been wrenched away from us. There's no doubt the mental health of Canadians, including that of employees, is in jeopardy. Typical mental health challenges have been exacerbated by the isolation of quarantine, the shift to remote work and new family logistics putting a strain on even the most resilient workers. Plus, there's the collective anxiety we all share about when and how the pandemic will end. Morneau Shepell's recent Mental Health Index clearly demonstrated this Ahead of the pandemic, Purity Life added virtual care to its benefits to allow employees to see a doctor remotely for advice, diagnosis and treatment. After working with Maple to add online therapy to its existing primary health program, the natural health products company saw impressive results. IT STARTS AND ENDS WITH EMPLOYEES W ELLNES S & MENTA L HE A LTH THIS their internal wellness culture. They have built a business philosophy around the idea that employee well-being translates into better performance, which in turn translates into happier clients. Their motto "It starts and ends with employees" translates into "Investing in employees is the precursor to a healthy bottom line." Ahead of the pandemic, Purity Life had already added virtual care to their benefits to allow employees to see a doctor remotely for advice, diagnoses and treatment on their own schedules. After seeing an annualized utilization rate of 147 per cent, the company knew it had landed on the right partner in Maple. "Employees totally embraced the new concept of a virtual doctor from the get-go with no hesitation… unlike other initiatives we have launched," says Albrecht. Purity Life attributes the program uptake to the direct, 24-7 access to physicians and the low wait times, which remove all of the barriers traditionally associated with accessing care in the physical world. This program has not only helped Purity Life prevent workplace absences but, at the start of the pandemic, it became clear that it was also giving peace of mind to employees who were unsure if they should be heading to a hospital or doctor's office during the pandemic. In a year of extreme stress, removing even one worry for their employees made a big difference. crisis of mental health. According to the November 2020 report, the average worker is now under the same strain as the most distressed one per cent of workers one year ago. As time drags on, this phenomenon is not budging. December, when this was written, marked the eighth consecutive month that Canadians have had strained mental health. Not only does this impact the quality of life your workforce maintains, it also has dramatic impacts on the productivity and retention of your workforce. It's time to put employee mental health under the microscope and look at real-life success stories from Canadian employers that have helped their employees weather this storm. Here's how one health-focused company tackled these challenging circumstances, while boosting employee morale in the process. Purity Life takes proactive approach toward overall health Purity Life knows a thing or two about well-being. It's Canada's leading distributor of natural health products, helping Canadians make healthy choices when it comes to their diets and lifestyles. (You can thank the company for providing your favourite almond butter brand.) Purity Life's Michele Albrecht, vice president of human resources, sat down to speak about the company's experience with Maple. They signed up for Maple's mental health program in April 2020 and are effusive about the program's impact. "Health and wellness have been one of our top priorities at Purity Life. We are committed to shaping the pathway to a healthier lifestyle and the Maple mental health coverage has provided us with the tools to live up to one of our core value pillars to make a difference in the lives of our employees and each other," says Albrecht. As a company with its feet firmly in the health space, Purity Life has been proactive when "walking the talk" with

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