Canadian HR Reporter Weekly

3 Canadian HR Reporter, a Thomson Reuters business 2018 February 7, 2018 Co-operators, McCarthy Tétrault provide tools Employers need to ensure they are giving ongoing sup- port, including helping staffers identify any mental health conditions within themselves in order to seek help proactively, said Allen. e first step down the road to better mental health could be as simple as talking to employees, then adjusting policy and strategy with practical solutions, she said. Using evaluator tools and corresponding analytics is another option, said Allen. ere are many interventions available to cope with today's mental health risks, including medication, stimulation or cognitive behavioural therapy. "Look at your data," she said. "Integrate your data, but also look for things that are maybe not obvious." As a group benefits and insurance provider, the Co-operators sees first-hand the impact that mental health issues have on individuals and the workplace, according to Stacey Kennedy, program director of the company's mental health initiative in Burlington, Ont., and panellist at the Employers Connect event in Toronto. "e economic burden is staggering," she said. Co-operators has provided leadership support that includes mandatory training for management so they recognize issues within their staff and become a conduit for support, said Kennedy. ere is also a commitment statement from leadership and pledge posters — signed by the executive team and employees — displayed prominently in several offices, she said. Methodologies for self-care and building resiliency have also been circulated among staff, ranging from an e-learning module providing a foundational understanding of mental health, to the establishment of a resource centre and formation of an employee champion group — essentially a collection of change advocates. "We're trying to develop that toolkit for people to turn to, even before they hit the point of crisis," said Kennedy. Other focus points include return-to-work and stay- at-work practices, in terms of accommodation and ensuring managers have tools at their disposal to help keep employees in the workplace, she said. "Our belief is if people are at work, that's a good thing," said Kennedy. "ey have the social interaction. ey have the financial means to help them feel more stable. ey feel like they're contributing. Being at work is a good thing." "Our ultimate vision is really to make sure that the workplace is a pathway to positive mental health. We don't want the workplace to be viewed as a problem, a contributing factor. We actually want it to be part of the solution where people have access to the resources and support that they require." Similarly, McCarthy Tétrault's approach to workplace mental health began with a small step — an all-employee email indicating management's support and prioritization of mental health, said Rita Apa, the law firm's senior HR director in Montreal. at was followed with lunch-and-learn sessions on topics such as resilience and caring for caregivers, and continues today with ongoing awareness and education, while leadership was brought up to speed with a mass training program, including a review of resources available within the firm's employee assistance program (EAP), she said. Getting personal with staff is key, said Apa. "(It's not about) getting into their personal lives, but actually having those touchpoints with your people on a regular basis. (Mental struggles are) very hard to detect, especially in a high-performing environment… We're trying to weave this into every initiative that we put forth." "A lot of what we do for health and wellness is really related to mental health." e culture shift has included a revamp of the firm's performance management process, making it mandatory for leaders to discuss not only work, but how employees are coping with their workloads, she said, noting managers are very important in both creating and maintaining healthy workplace environments. While momentum has been created, "we're still on this journey," said Apa. "It's not perfect." "We don't want the workplace to be viewed as a problem, a contributing factor. We want to be part of the solution." ON THE COVER Canada's Chandra Crawford wins the women's sprint cross-country skiing race at the Torino 2006 Winter Olympic Games in Pragelato, Italy. In the last two years, work and personal stress have each increased by three per cent, with one in five employees likely to leave an organization because of it, found a Morneau Shepell survey. Credit: Pressmaster (Shutterstock)

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