Presenteeism

1. CUPE Ontario Injured Workers / Health and Safety Conferenceby Dave GallsonAssociate National Executive DirectorMood Disorders Society of Canada Presenteeism

2. Mood Disorders Societyof Canada The Mood Disorders Society of Canada, (MDSC) is incorporated as a national, not for profit, health charity committed to ensuring that the voices of persons with mental illness, family members and caregivers are heard on issues relating to mental health and in particular with regard to depression, bipolar illness, anxiety and other associated mood disorders.

3. Absent, But There: Many of us have experienced it... at work... distracted by a personal issue or another. It’s only human be distracted now and then. However, when it is happening all the time, and the reasons are due to mental or physical issues, it becomes presenteeism, and it is definitely affecting the safety of our job and the employers profits.

4. Presenteeism Defined: Presenteeism is when an employee is present, but because of an unaddressed physical or emotional issue, distracted to the point of reduced productivity. Presenteeism is affecting all Canadian workplaces and a recent study by Statistics Canada that presenteeism costs Canadian businesses 15 to 25 billion dollars per year.

5. Presenteeism in Canada: On average, each employee misses 7.5 days or 3% of salary per year due to absenteeism. But studies on some chronic conditions and health risk factors suggest that lost productivity from presenteeism is far worse — up to 7.5 times greater than the productivity loss caused by absenteeism. Some chronic conditions and health risk factors such as heart disease, hypertension, migraines, and neck or back pain, the number skyrockets to up to 15 times greater.

6. A Few Causes of Presenteeism: Dual-income households • Now account for about two-thirds of all married couples, (up from one-third in 1970); • Increased individuals lacking a spouse at home to care for a sick child, means workers go to work ill-saving their limited sick days for when their children are sick; • One in ten workers, aged 30 to 60, also caring for aging parents.

7. Further Causes of Presenteeism: Employer expectations In today's fast paced and competitive working environments, workers often go to work ill because they do not want to pile on their work to co-workers, do not want to risk their positions, or are apprehensive of accumulating heavy workloads upon their return. Little or no paid sick days Only 39% of low-wage employees are allowed any paid time off for personal illness. As a result, a number of workers are reporting to work when ill to avoid loss of pay. 

8. Additional Causes: Not performing at optimal levels can be caused by problems such as an illness with a family member (e.g. caring for an ill relative). Many Canadians are feeling the impact of the caregiver role, the stress caused from the emotional, physical and financial pressures can indeed lead to mental health issues.

9. Hard to Identify: It is often difficult to identify with a quick glance which employees are struggling through physical or mental health problems that is preventing them from their full working capacity vs. those who are achieving high quality, accurate work. A recent study found that only 14% of companies are even studying or addressing presenteeism.1 A joint study conducted by the Benfield Group and the American College of Occupational and Environmental Medicine

10. Depression: Mental illness indirectly affects all Canadians at some time, through a family member, friend or colleague. Depression is also one of the strongest risk factors for presenteeism in the workplace...

11. Depression: The prevalence of reported depression appears to be rising. In a 2012 workplace survey of over 6600 Canadian employees, 14% of the respondents reported being currently diagnosed with clinical depression; 8% more believed they had depression, but had not yet been diagnosed; An additional16% of respondents reported that they had experienced depression in the past. Ipsos Reid. (2012). Depression at Work.

12. Hidden: Many of the illnesses that employees have; chronic pain, gastrointestinal issues, migraines, anxiety or depression--are not readily visible and often grow over years without proper treatment. These common illnesses are often at the root of presenteeism, and they are usually only noticed by co-workers or management when they have become so serious; requiring time off or extended medical interventions.

13. Why Mental Health Issues are Often Hidden in the Workplace Fear of: • losing employer’s respect • losing one’s job • not being promoted • being isolated or shamed byco-workers and colleagues • asking for accommodation • long-term career goals being affected • admitting to an illness

14. What Steps to Take: Provide educational and support solutions for both physical and mental health to prevent presenteeism. Prioritize mental wellness in corporate health programs. Early intervention is crucial; delayed care will likely be more expensive, and the high cost of the months or years of lost productivity due to unaddressed issues can be significant.

15. Front Line Managers Managers have a key roll in identifying issues within the workplace. They are often the first point of contact when an individual is feeling stressed/ ill. The first step is to ensure Managers are trained to identify and communicate effectively with employees who may be showing signs of distress but to do so, without judgment and with empathy.

16. Educate and Normalize: Ensure supervisors can recognize the symptoms of mental health issues, such as depression, in employees, and train them so they know the next steps to get the resources and supports the employee needs.  Employees who return to work may need accommodations to help them successfully reintegrate into the workplace.

17. What Can Employees Do? Bring any and all workplace stress to the attention of your employer or manager. If there are workplace factors such as unrelenting or unreasonable deadlines and workloads, lack of resources, or physical factors such as lighting, noise or workstation placement that is causing stress, ask to work together to address and solve these issues.

18. Create an Environment that Promotes Wellness As a co-worker: • Educate Yourself. The primary method in reducing stigma is by understanding what mental illness is and what it is not. • Treat people with respect. Selectrespectful language, emphasize abilities not limitations, and refer to the person not illness. • Confront Stigma. Immediately let people know when they express a stigmatizing attitude or opinion. • Support your co-workers. Learn about and promote the mental health policies and programs available in your workplace.

19. MDSC Workplace Mental Health Guide www.mdsc.ca

20. Contact Info The Mood Disorders Society of Canada, through its collaborative consultation approach, works at meaningful and sustained employer partnerships to develop and maintain healthy workplaces. Mood Disorders Society of Canada 3-304 Stone Road West, Suite 736 Guelph, ON N1G 4W4 Tel:  519-824-5565 www.mdsc.ca info@mooddisorderscanada.ca