Canadian HR Reporter

Canadian HR RepoRteR March 23, 2015 features 13 YOU'RE INVITED. HR Executive Authors Series Luncheons HRPA's HR Executive Authors Series features lunch, networking and conversation with some of the world's leading business icons and authors. Open to senior human resources executives (director and above), the Authors Series is a unique, high-level opportunity to network with fellow HR executives and engage in candid conversation about HR and business with an all-star line-up of business and leadership authors. All guests will receive a complimentary copy of the book written by the session presenter. To register, go to: hrpa.ca/authors APRIL 15, 2015 Taking the Stage: How Women Can Speak Up, Stand Out, and Succeed Judith Humphrey, Founder and Chief Creative Ocer of The Humphrey Group 12:00-2:00pm MAY 8, 2015 The Talent Masters: Why Smart Leaders Put People Before Numbers Bill Conaty, Former SVP HR at General Electric (GE) 11:30am-1:30pm JUNE 18, 2015 Culture Connection: How Developing a Winning Culture Will Give Your Organization a Competitive Advantage Marty Parker, CEO, Waterstone Human Capital 12:00-2:00pm SEPTEMBER 16, 2015 The Real Deal on People: Straight Talk on How the CHRO Creates Business Value Les Dakens, former CHRO Maple Leaf Foods and CN Rail 12:00-2:00pm OCTOBER 14, 2015 Optimizing Organization Design: A Proven Approach to Enhance Financial Performance, Customer Satisfaction and Employee Engagement Ron Capelle 12:00-2:00pm UPCOMING HR EXECUTIVE AUTHORS SERIES EVENTS DON'T WAIT! Space is limited to 70 people. eaps Do EAPs really make a difference? Study shows return on investment of mental health support By Patricia Alderson a n employee assistance program (eap) is often the first step an individ- ual takes towards regaining and maintaining good mental health — but little evidence has been available to illustrate the broad- er impact of these programs. a recent canadian study paints a clear picture of the financial benefits for organizations that provide an eap. EAPs provide employees with counselling and referral services to help them cope with mental wellness issues — a major cause of long-term disability claim costs along with short-term disability, conflict at work and absences. Mental illness can affect any- one, regardless of age, gender or race. Living with mental illness presents a significant burden. Interestingly, a mere 50 per cent of Canadians are open with friends or co-workers about a family member with a mental ill- ness, in comparison to the 72 per cent who openly discuss a diagno- sis of cancer, according to a 2008 report from the Canadian Medi- cal Association. It's hard to avoid the statistics, but here they are: • An average of $51 billion is lost each year to the Canadian econ- omy due to the impact of mental illness, according to a 2010 re- port from the Canadian Mental Health Association. • One in four Canadian workers experience chronic work stress, according to Statistics Canada. • Seventy per cent of disabil- ity claim costs relate to mental health concerns, according to the Mental Health Commission of Canada. • Mental health problems will be the number two cause of dis- ability by 2020, according to the World Health Organization. "If you own or manage a com- pany and think mental health is not your business, then it's time to think again," says Allan Stordy, president and CEO of Arete Hu- man Resources. It's also an accepted fact that the longer someone is off work, the less likely she is to return, he says, which is why Arete commissioned an independent study to provide solid numbers and evidence on why providing employees with an EAP is well worth it. "We've long known that coun- selling and support services of- fered through employee assis- tance programs improve the lives of those struggling under the weight of difficult mental health issues," says Stordy. "Now we can link these positive results to very real cost savings." e study e research study, Investigating the Global Value of a Canadian Employee Assistance Program, tracked volunteer Canadian em- ployees before they accessed Arete's EAP services, and then three months after. Significant mental health im- provements were seen in individ- uals accessing support through an EAP, as evidenced by reductions in depression, anxiety and stress levels three months after the counselling session. After EAP use, public health-care use relat- ing to specialist visits was reduced. Further, the study found that reduced work productivity and significant employer costs at the intake stage highlighted the need for EAP services. At intake, 66 per cent of par- ticipants had performance is- sues, with an estimated average loss of $1,063 in the previous four weeks for employers. is trans- lates into an average annual loss of almost $13,000 per participant, associated with absenteeism and presenteeism. Prior to entering the EAP pro- gram, 66 per cent of all study par- ticipants reported having mod- erate, severe or extremely severe problems with stress, anxiety or depression. ree months after accessing the counselling pro- gram, less than 32 per cent fell into these same categories. "We are not suggesting that EAPs are a magic wand, capable of making all mental health issues disappear," says Stordy. "We have proven, however, that they are an effective gateway towards an im- proved state of health, not only for individuals, but for the organiza- tions they work for and our health system. e evidence provided by this study, and future research, is aimed at breaking through any re- luctance on accepting the benefit they provide to Canadians and our economy." Patricia Alderson is director of cor- porate and small business services at Arete Human Resources in Calgary. She can be reached at palderson@ aretehr.com.

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