Implementing the CSA Standard on Workplace Psychological Health & Safety

1. Implementing the CSA Standard on Workplace Psychological Health & Safety Charting your Way Forward Geoffrey Thompson, RN, MPH MFL Occupational Health Centre

2. The Basics • Why care about mental health? • Who’s responsible? • Re-examining role of Health & Safety • Intro to the CSA Standard • What is Staged Implementation? • Examples & Tips on How to Get Started…

3. Occupational Health & Safety (OHS) Home & Family Wider Community

5. 1 in 5 Adult Canadian lifetime odds1 42-49% Would still socialize with a mentally ill friend3 500,000 # of CA employees taking sick time off per week2 50% # by age 40 who will suffer4 47% Agree workplace stress is worst5 83% Of employees feel need to disclose to employer6

6. Sources 1) Canadian Institute of Health Research (CIHR) 2) Mental Health Commission of Canada (MHCC) 3) Canadian Medical Association (CMA) 4) Canadian Mental Health Association (CMHA) 5) Center for Addiction & Mental Health (CAMH) 6) GWL Centre for Mental Health in the Workplace

7. The World Health Organization Mental health is defined as a state of well-being in which every individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community.

8. Defining Resilience Positively!

9. The Mental Health Continuum (1) Maximum Mental Health Serious Diagnosis – Resilient No Diagnosis – Resilient e.g. using supports, positive outlook e.g. Managing depression well Minimal Mental Health Diagnosis Maximum Mental Health Diagnosis Serious Diagnosis – Poor Coping No Diagnosis – Poor Coping e.g. signs of burnout, anxiety e.g. unable or unwilling to participate in care Minimal Mental Health Source: Canadian Mental Health Association

10. Mental Health Continuum (2) Healthy Illness Reacting Injured Normal Mood Normal Sleep ↑ Performance ↑ Social Activity Nervousness Poor Sleep Fatigue Procrastination↓ Social Activity Anxiety, Anger, Sadness, Hopeless Insomnia, Aches ↓ Performance Social Withdrawal Excessive Anxiety, Rage, Exhaustion, Depressed Unable to work Absenteeism Social Isolation

11. What does Psychological Support Look Like to You?

12. Mental Health Continuum (2) Healthy Illness Reacting Injured Normal Mood Normal Sleep ↑ Performance ↑ Social Activity Nervousness Poor Sleep Fatigue Procrastination↓ Social Activity Anxiety, Anger, Sadness, Hopeless Insomnia, Aches ↓ Performance Social Withdrawal Excessive Anxiety, Rage, Exhaustion, Depressed Unable to work Absenteeism Social Isolation <<<<<<< ACTIONS TO TAKE >>>>>> Seek prof. help Follow healthcare recommendations Advocate for employer support Recognize limits More sleep & rest Practice pos. coping Identify stressors Focus on one task “Chunk” your time Use Social Supports Practice Self-Care Identify personal signs of stress Talk with someone Seek help!

14. I’ve been where you’re at. I know it hurts. Just hang in there! I know you’re strong enough! Based on my experience… Well, at least your sister is ok… Things will get better. I promise!

15. Empathy vs. Sympathy https://www.youtube.com/watch?v=1Evwgu369Jw

16. Fighting Stigma

20. Failure to Achieve Targets Unresolved Conflict Hiding Stress >>> Burnout When Something Feels “Off”… Grievances Are Up The Good Ones Quit Longer Absences Problems with Return-to-Work

22. Exhibit A: The Toxic Handler

24. Review: OHS Framework Source Root Causes: Clear physical or psychological hazards. Overlapping causes, social & cultural norms Worker Level: + Experience + Skillset + Self care + PPE Pathway Worker Structures & Processes: + Policies & Procedures + Training & Education + Improved Communications + Organizational Ergonomics + “Engineering Controls”

26. The Thirteen Workplace Factors Balance Psychological Support Civility & Respect Recognition & Reward Psychological Protection Organizational Culture Psychological Job Fit Involvement & Influence Physical Protection Clear Leadership & Expectations Workload Management Engagement Growth & Development

27. Rationale – Why Bother? • Business Case • Legal Case • Moral Case

28. The Return on Investment Resilience to Change Creativity Image Innovation Recruitment Engagement Brand Retention Morale Productivity

29. Employee Retention Research Source: Anderson & Anderson (2010). Beyond Change Management. Pfeiffer, San Francisco

30. The Perfect Legal Storm is Brewing…

32. Occupational Health & Safety Statutes Employment Standards Legislation Employment Contract Law The Standard (2013) Workers’ Compensation Statutes Labour Law Human Rights Law Tort Law

33. The “4 Bs” for Employers • Be Aware • Be Just • Be Careful • Be Vigilant

34. Human Rights, Human Differences Family History Genetics Toxic Exposures Health Behaviors Socio-Economics Life Experience

35. Example Case… • Workers’ Compensation • Entitlement based on work-related aggravation of pre-existing heart condition

36. Primary Secondary Tertiary PREVENTION

37. Hiding Stress >>> Burnout Grievances Are Up Unresolved Conflict Problems with Return-to-Work Longer Absences The Good Ones Quit Failure to Achieve Targets National CSA Standard: Workplace Psychological Health & Safety Good Workload Management Effective Policies Disability Management Employee Accommodation Engagement Activities Manager Training Return to Work Self-Care & Wellness Strategic Planning Staff Education Effective EAP Usage Mental Health First Aid Change Management Tertiary Primary Secondary

38. Taking the Primary Prevention Approach Shared Responsibility… …Committed Leaders Org Change Process Engagement… …Participation “Compassion Competency”

39. The CSA Standard – How it Works Leadership Buy-in Cyclical QI Three C’s Audit

40. Implementing the National Standard: The Pre-Assessment Phase 1 Commitment (Leadership Statement) 2 Committee (Terms of Reference) 3 Communications (Written Strategy)

41. Do Your Own Mini Org Assessment • At Your Table… • Complete the worksheet by yourself • Identify your HIGHEST and LOWEST scored factor • Explain to your table-mates how you made these choices

43. A free online employee survey tool • Assesses for perceived organizational competence across the 13 workplace factors • Supports (but should not supplant) the more extensive organizational audit A Great Place to Start!

44. Lessons Learned Mental Health Commission of Canada National Case Study Research Project

46. Quick Win Criteria Felt Need Feasible Timely ↑ Engagement

47. The First “Positive Deviant” Credit: http://www.powerofpositivedeviance.com/images/template/first_pd.jpg

48. The Manitoba Context

49. Parting Wisdom: Leverage Your Assets! Your organization would not be in existence if it wasn’t doing at least a few things RIGHT!