Mental Illness Awareness Week runs from Oct 6-12,[i] giving employers an opportunity to build awareness about the symptoms and impacts of mental health problems. While educational campaigns can help reduce some of the stigma surrounding mental health issues and promote access to mental health services, many employers are still coming up short when it comes to making a serious impact on workplace mental health.
Ontario employers typically take a proactive approach to physical safety, spending an average of $1,418.00 per employee per year[ii] on training focused on preventing or reducing the causes and impacts of workplace accidents, injuries and illnesses. Despite the fact that mental health issues are more costly and create significant risk if unaddressed, many workplaces are reactive when it comes to investing in people and programs designed to improve mental health and psychological safety outcomes.[iii]
Given that 1 in 3 Canadians experience mental illnesses such as depression, anxiety and substance use disorders,[iv]which can impact them during their prime working years, employers need to take a more tactical approach to investing in programs such as Mental Health First Aid, which equips people with the skills and capabilities to make a real difference when mental health problems or crises occur.
Here are 5 reasons your workplace should invest in Mental Health First Aid.
- Mitigate risk: Having a well-developed strategy that includes policies, resources and people trained to recognize and respond to mental health risks is integral to business success. Mental health issues impact safety, morale, performance and business image.[v] Serious crises such as suicide or substance overdose are occurring with more frequency and gaining attention from governments and the media[vi]. Moreover, working in occupations such as emergency services, healthcare, legal and social services[vii] as well as high-demand, low control jobs[viii] increases the risks and severity of mental health problems.
- Manage costs: Mental health problems cost Canadian workplaces billions of dollars each year in lost productivity.[ix] Each week 500,000 employed Canadians miss work because of mental illness.[x] Mental illness such as mood, anxiety and substance use disorders account for 30% of short-term disability cases and 70% of the costs, with the average employer spending $10.5 million dollars each year on absence claims.[xi]Employers are encouraged to develop proactive targets and strategies for reducing the risks and costs associated with mental problems, rather than addressing them after they occur.[xii]
- Reduce stigma: Stigma acts as a barrier for people living with mental health problems, preventing them from accessing the professional resources to initiate recovery.[xiii] Negative attitudes and hurtful behaviour from colleagues and leaders can aggravate mental illness symptoms and decrease productivity and morale for everyone. According to a 2008 survey by the Canadian Mental Health Association, “46% of Canadians thought people use the term mental illness as an excuse for bad behaviour, and 27% would be fearful of working around someone with mental illness.”[xiv] The good news is that stigma is preventable and can be reduced through knowledge, education and skills-based training, such as Mental Health First Aid.
- Ensure compliance. Legislation places an onus on employers to promote a mentally healthy workplace and identify and mitigate hazards that contribute to mental health problems. In 2017, Ontario joined other Canadian provinces by extending worker’s compensation for stress injuries caused by work.[xv] Employers in most provinces and territories have a legal duty to recognize and inquire if there are signs that mental illness might be impeding an employee’s performance and offer accommodation and professional resources to support recovery.
- Improve outcomes: According to Statistics Canada, “Only one-third of Canadians who need mental health services in Canada receive them.”[xvi] Stigma, cost and access to mental health resources can impede recovery. Training members of the workplace to recognize signs of mental health problems and the skills to respond in an empathetic and solution-focused manner vastly improves outcomes.
How can Mental Health First Aid (MHFA) make a difference for your workplace?
Just like first aid courses train certified members of the workplace to provide initial assistance in response to illnesses, injuries or accidents, MHFA teaches participants the practical skills and confidence to provide immediate first aid in response to common mental health problems and crises, until professional help becomes available.
Trained Mental Health First Aiders learn how to identify the risks associated with four common mental illness and take action to support recovery and even save lives. Further, Mental Health First Aiders can reduce the fear and stigma of seeking help. Evidence shows that when a trusted person suggests professional resources, a person struggling with a mental health problem is more likely to seek help.[xvii]
Participants who complete the 12 Hour MHFA Certificate are well prepared to interact confidently about mental health with family, friends, communities and workplaces.
MHFA training will teach participants to:
- Reduce stigma towards those experiencing mental health problems
- Recognize the symptoms, signs and risks associated with common mental health problems
- Engage confidently if a person may be in crisis or at risk of harm
- Guide a person toward appropriate professional help
- Provide immediate assistance to prevent the mental health problem from becoming more serious
- Apply crisis intervention strategies in response to suicide, panic attacks, substance overdose and psychotic episodes
Who should attend?
Everyone can benefit from MHFA training, including employees, leaders, human resources, union representatives and occupational health and safety professionals. MHFA may count towards continuing professional education credits for workplace professionals.
MHFA is valuable to workplaces interacting with adults 18+, such as educators, healthcare and emergency service workers, community and social services workers and human resource and occupational health and safety professionals.
Sources:
[i] Canadian Alliance of Mental Health and Mental Illness (2019, Mental Illness Awareness Week Will be Oct 6-12; https://www.camimh.ca/faces-campaign/#tab-1-3
[ii] Government of Ontario (2017), Promote a culture of occupational health and safety; Retrieved from https://www.ontario.ca/document/occupational-health-and-safety-ontario-april-2017-march-2018/promote-culture-occupational-health-and-safety
[iii] Bill Howatt and Louise Bradley (2017), Calculating the Business Costs of Ignoring Mental Health; https://www.theglobeandmail.com/report-on-business/careers/workplace-award/calculating-the-business-cost-of-ignoring-mental-health/article35103946/
[iv] Public Health Canada (2018), About Mental Illnesshttps://www.canada.ca/en/public-health/services/about-mental-illness.html
[v] Centers for Disease Control and Prevention (2018), Mental Health Disorders and Stress Affect Working Age Americans; https://www.cdc.gov/workplacehealthpromotion/tools-resources/workplace-health/mental-health/index.html
[vi] Centre for Addictions and Mental Health, (2015), Mental Illness and Addictions: Facts and Statistics; https://www.camh.ca/en/driving-change/the-crisis-is-real/mental-health-statistics
[vii] Canadian Mental Health Association (2017), First Responders at greater risk of mental health issues: study
https://ontario.cmha.ca/news/first-responders-at-greater-risk-of-mental-health-issues-study/
[viii] Mental Health Works (2007), Isn’t stress just part of any job? http://www.mentalhealthworks.ca/isnt-stress-just-part-of-any-job/
[ix] The Conference Board of Canada (2016), Unmet Mental Healthcare Needs Costing the Canadian Economy Billions; http://www.conferenceboard.ca/press/newsrelease/16-09-01/Unmet_Mental_Health_Care_Needs_Costing_Canadian_Economy_Billions.aspx
[x] Centre for Addictions and Mental Health (2018), Mental Health and Addictions Facts and Statistics: retrieved from http://www.camh.ca/en/hospital/about_camh/newsroom/for_reporters/Pages/addictionmentalhealthstatistics.aspx
[xi] Mental Health Commission of Canada (2018), MHFA in Your Workplace; https://www.mhfa.ca/en/workplace-programs
[xii] Howatt, Bradley et all (2018), Understanding Mental health, mental illness and their impacts on the workplace, Retrieved from: https://www.mentalhealthcommission.ca/sites/default/files/2018-06/Monreau_White_Paper_Report_Eng.pdf
[xiii] Boak et al (2016), The mental health and well-being of Ontario students 1991-2015: Detailed in OSDUHS findings. CAMH Research Document Series no. 43. Retrieved from: Mental Illness and Addictions: Facts and Statistics; https://www.camh.ca/en/driving-change/the-crisis-is-real/mental-health-statistics
[xiv] Canadian Mental Health Association (2008), 8th Annual National Report Card on Healthcare; Retrieved from: Mental Illness and Addictions: Facts and Statistics; https://www.camh.ca/en/driving-change/the-crisis-is-real/mental-health-statistics
[xv] Ontario Legislative Assembly (2017) Bill 127 The Stronger, Healthier Ontario Act; https://www.ola.org/en/legislative-business/bills/parliament-41/session-2/bill-127
[xvi] Statistics Canada (2012), Mental Health and Substance Use Disorders in Canada, http://www.statcan.gc.ca/pub/82-624-x/2013001/article/11855-eng.htm
[xvii] Dixon, Guy (Published in the Globe and Mail Report on Business 2017), Creating a Mental Health First Aid Kit; Retrieved from: https://www.theglobeandmail.com/report-on-business/careers/workplace-award/creating-a-mental-health-first-aid-kit/article35520188/