A Global View of Workplace Mental Health Trends in ... · A Global View of Workplace Mental Health...
Transcript of A Global View of Workplace Mental Health Trends in ... · A Global View of Workplace Mental Health...
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Presented at the 2008 Annual Institute of the Employee Assistance Society ofNorth America
Vancouver, BC, Canada
A Global View of Workplace Mental Health Trends in Research, and Business Mark Attridge PhD, Attridge StudiosJoseph Ricciuti BA, Watson Wyatt Craig Thompson MEd MBA, Wilson Banwell PROACT Human Solutions MODERATOR: Sandra Routledge RN BNSc, Watson Wyatt
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Part 1
Workplace Mental Health Trends
- Research –
Mark AttridgePresident
Attridge Studios
EASNA 2008 ‐ Vancouver 2
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Part 2
Workplace Mental Health Trends
Empowering Employers OnWorkplace Mental Health
Craig Thompson, MEd., MBAVP, Strategic Alliances
Human Solutions™April 17, 2008
EASNA 2008 ‐ Vancouver 3
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Part 3
Workplace Mental Health Trends
Effective Presence at WorkStaying@Work & Global Strategic Rewards Survey Findings
Canada
Joseph RicciutiDirector, Client Solutions
Watson Wyatt Canada ULC
EASNA 2008 ‐ Vancouver 4
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Effective Presence at Work
Staying@Work Survey FindingsCanada
Joseph RicciutiDirector, Client SolutionsWatson Wyatt Canada [email protected]
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Watson Wyatt 2007 Staying@Work Survey
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Watson Wyatt 2007 Staying@Work Survey
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Watson Wyatt 2007 Staying@Work Survey
Participating Organizations by Industry Sector
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Diagnosing the Health of Canadian Organizations
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Diagnosing the Health of Canadian Organizations
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Participating organizations could do better in 6 out of 7 categories
Organizations can considerably increase the overall effectiveness of their human capital practices and policies to improve productivity
The H&P scorecard allows an organization to benchmark its own results against those of other organizations
Respondentsʼ Scores vs H&P Benchmark Organizational Health Practices
Workforce Health Practices
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Respondentsʼ Scores on the H&P Matrix
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Signs of Health?
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Signs of Health?
Program Costs as a Percentage of payroll - 1997 to 2007
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The Nature of STD and LTD
Most Frequent Disabling Conditions Identified by Respondents
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Mixed Results for H&P Programs
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Effectiveness of H&P Practices
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Main H&P Challenges
Mental health claims
STD claims
Casual absence
Work-life balance
Employee satisfaction
Health impact of an aging workforce
Workers' Comp claims
Return-to-work outcomes
LTD claims
Lifestyle-related medical conditions
Presenteeism
Stigma around mental illness
Integrating the delivery of benefits
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55%
53%
45%
42%
40%
37%
37%
36%
26%
26%
18%
13%
% Major Issue
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Barriers to H&P Program Effectiveness
Lack of resources
Lack of data
Concerns regarding privacy
Lack of knowledge on how to deal with stigma
Lack of employee interest
Lack of SR mgt support
Lack of external case studies
% of Total Respondents 72%
40% 29%
26%
23% 21%
17%
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The Problem of Presenteeism S@W
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Mental Health is a Key Concern
Mental health conditions continue to be a major concern in the workplace
Social stigma still surrounds them – Even if they may be less than fully productive,
employees come to work Less than 20% of respondents say that addressing
the stigma associated with mental illness is a priority There is a lack of knowledge on how to deal with
stigma appropriately
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Turnover...reasons employees leave an organization
Our Global Rewards Survey asked: What are the top three reasons that employees say they leave your organization:
Employee Responses 1. Stress levels 2. Work/life balance 3. Promotion ops 4. Trust/confidence in management 5. Base pay ($)
Employer Responses 1. Base pay ($) 2. Career development ops 3. Promotion ops 4. Relationship with supr/mgr 5. Stress levels
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The Problem of Presenteeism
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Prescription for Improvement
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Measure the Right Indicators
76% of participating organizations indicate that they do not measure costs related to lost productivity because of absenteeism and presenteeism
Less than 40% of respondents measure productivity in their organization
There was no common definition of Productivity. Respondents who do successfully measure and
track their program success identified the factors that promote productivity and best practice that optimize them.
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Opportunity Action Matrix
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Organizational Health/Workplace Stressors
The demands put on employees (being told what to do) The effort employees put into the demands for their work
Demands
Effort
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Reducing stress…Workplace Satisfiers
The control employees have (participation) in what is being demanded
The rewards employees get for their efforts
Rewards Demand
Control Effort
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Target: A Healthy
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Prescription for Improvement
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The EAP Role
The EAP Role Integrate EAP into organization's HR and management
practices Utilize EAP as resource to reduce stigma Involve EAP in disability management, e.g. facilitate RTW,
counseling for serious illness Focus EAP on Resiliency training
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Joseph Ricciuti Director, Client Solutions Watson Wyatt Canada ULC [email protected]
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Contact Information
Person E-mail address
Mark Attridge [email protected]
Joe Ricciuti [email protected]
Bill Wilkerson [email protected]
Craig Thompson [email protected]
Sandra Routledge [email protected]
EASNA 2008 ‐ Vancouver 32