Taking Action to improve Psychological Health & Safety in
the Workplace
CIRPD Conference 2014
Merv Gilbert, PhD, RPsych
Partner, Psych Health + Safety Consulting Adjunct Professor, CARMHA, Simon Fraser University Chair, BCPA Psychologically Healthy Workplace Committee Steering Committee, APA Centre for Organizational Excellence
Love and work are the
cornerstones of our
Humanness.
But for too many adults, their work is experienced as compromising their
psychological (mental) health
Impact of poor psychological health • Estimated to cost the Canadian economy
$50 billion dollars/year (+)
• Fastest rising cause of long term disability, main cause in some (e.g. health care)
• Longer periods of absence than most other disorders (e.g. diabetes, back pain, cardiac disease)
• Raises the risk for other psychological and physical disorders
• Contributes to accidents, injuries and incidents
“Therein we have one of the fundamental paradoxes we face today:
Work is good for your mental health and work can make you crazy”
Out of the Shadows at Last:
Transforming Mental Health, Mental Illness and Addiction
Services in Canada (2006)
Standing Senate Committee on Social Affairs, Science and
Technology
Honourable Michael J. L. Kirby, Chair
The Standard focuses on mental illness prevention and mental health promotion in the workplace. It is intended to help prevent harm to all people in the workplace, whether or not they have had a lived experience with mental illness.
“(A workplace) in which every practical effort is made to avoid foreseeable injury to the mental health of employees.”
The National Standard for Canada: Psychological health and safety in the
workplace — Prevention, promotion, and guidance to staged implementation
Employers have a choice:
Do nothing: Outcome is increased costs, decreased productivity/morale, loss of skilled workforce, increased liability
Act: Outcome is decreased costs, increased productivity/morale, recruitment/retention of staff and discretionary effort
7
Goal: Create psychologically healthy and safe workplaces that meet the needs of employers and employees
What does a psychologically safe and healthy workplace look like?
• Staff are proud of their organisation and care about the work that they do
• Opportunities for input into how work is done
• Ongoing learning & development at all levels
• Interactions are courteous and respectful
• Workplace psychosocial hazards are promptly identified and dealt with
• Staff experiencing distress are supported
The APA Psychologically Healthy Workplace Model
How to improve workplace PH&S
1. Take a strategic approach
2. Assess and address risks to PH&S
3. Train Managers in engaged performance management
4. Train employees in psychological safety skills
5. Provide timely support to staff who are struggling
Source: Psychological Health & Safety: An Action Guide for Employers
Available at www.carmha.ca
Take a Strategic Approach
Integrated into the organizational plan, vision and values
- Commitment & communication from senior management
-Meaningful employee involvement
-Based on a clear business case
E.g. Measure of Organizational Readiness for Psychological Health (MORPH)
Assess and address PH&S
risks
Most organizations have a number of policies, programs and practices that impact employee psychological health and safety, both positively and negatively.
-Employee Input (surveys, focus groups, etc.)
- Key indicators (absence, STD/LTD, benefits utilization, grievances…)
e.g. Guarding Minds @ Work
Provide manager training
It is critical to give managers the skills to respond to staff showing behaviours that may indicate a psychological health or safety issue.
Resources are available that provide manager training of varying degrees of intensity (in-person, online, written materials).
E.g. Mental Health Works
Train employees in Psychological
Health and Safety skills
Not one size fits all approach, adapted to fit the needs of the worker, the workplace and the organization
Resiliency training
Problem-Solving
Communication skills
Psychological Health capabilities, (not just awareness raising)
E.g. Coaching Antidepressant Self-care Skills (CASS)
Provide timely and relevant support to
employees who are struggling
Addressing psychological health problems at an early stage can prevent more serious problems, functional impairment and long term disability
Provide access to good work oriented self-care tools & psychological treatment
Support safe & productive stay at work
Psychologically oriented disability management
E.g. Psychologically & Occupationally Responsive Treatment (PORT)
The BCPA Psychologically Healthy Workplace Program
• Mission: to enhance and ensure the health, productivity and sustainability of Canadian workers and workplaces
• Members: psychologists, business leaders, academics and informed professionals volunteering their time and expertise
• Actions: Provide education and recognition for British Columbia organizations to enhance psychologically healthy and safe workplaces
For more information: http://www.phwa.ca/
An Example: Brookhaven Extended Care Facility
Merv Gilbert [email protected]
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