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Tyler Hooper's List: Workplace mental health
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According to the National Institute on Drug Abuse (NIDA), the average cost of drug abuse per employee annually is $10,000 due to employee turnover, Workers Compensation claims, absenteeism, employee theft, violence on the job and the use of health care benefits.
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WCB Alberta
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- high stress,
- low job satisfaction,
- long hours or irregular shifts,
- fatigue,
- repetitious duties,
- periods of inactivity or boredom,
- isolation,
- remote or irregular supervision and,
- easy access to substances.
Are there elements of work that may contribute to abuse of substances?
Various and numerous personal and social factors can play a major role. In general, however, some work-related factors can include:
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Prescription Drug Abuse in the Workplace
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Most often whenever drug testing is discussed, the types of drugs which first come to mind are illicit drugs such as Marijuana, Cocaine, Amphetamines, Opiates (heroin) and PCP. There is significant research that validates concerns for abuse for these drugs; however, most recently there has been a growing concern in Canada around prescription drug abuse as well. The purpose of this article is to help identify the significance of prescription drug abuse in the workplace, as well as discuss initiatives to curb this problem.
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Prescription drug abuse is a significant problem in the Canadian workforce, according to workplace drug and alcohol consultant Nadine Wentzell, speaking at Safety Services Nova Scotia’s 32nd Annual Workplace Safety Conference in Halifax.
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Both health concerns and deaths related to prescription drug abuse are on the rise across the country. And this trend is posed to continue with Canadians aged 18 to 24 being the highest abusers of prescription drugs, she said.
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Federal executives are appealing to Canada’s top bureaucrat to tackle the organizational and management problems that contribute to mounting stress and depression in the workplace, as part of his much-anticipated vision on reshaping the public service for the digital age.
The Association of Professional Executives of the Public Service of Canada (APEX) is urging the government to adopt the Mental Health Commission’s national standard for psychological health and safety in the workplace, along with ways to measure progress in promoting mental health in the public service.
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The study found the organizational commitment of executives was on decline – from 64 per cent to 52 per cent. About 32 per cent are disengaged, feeling disconnected from their work and unable to deal with the jobs’ demands.
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Much of the recent emphasis on workplace mental health stems from the January 2013 release of the National Standard for Psychological Health and Safety in the Workplace by the Mental Health Commission of Canada (MHCC). The National Standard is a voluntary set of guidelines, tools and resources for employers so that they can promote employees’ mental health and prevent psychological harm in the workplace.
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- more than 500,000 Canadians will not go to work because of mental illness each week;
- more than 30% of disability claims and 70% of disability costs are attributed to mental illness; and
- aapproximately $51 billion each year is lost from the Canadian economy because of mental illness.
Organizations should be motivated to do what they can to reduce workplace mental health risks. According to the MHCC:
Employers thus have both direct (claims costs) and indirect (productivity, risk management, employee attraction and retention) financial incentives to focus on improving employee mental health.
In fact, the rationale for helping employees with mental health issues extends beyond workplace causes: many employers are not only providing employee and family assistance programs, but proactively encouraging employees to use them, along with other initiatives that help promote better mental health (information, one-on-one counselling, etc.) while protecting confidentiality.
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Manulife Financial has established a national mental health specialist team.
The team, the first of its kind in the Canadian insurance industry, will work with disability case managers to guide the management of all mental health disability claims and help ensure appropriate treatment and support is in place.
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All of the team members have extensive backgrounds in mental health and will be led by Dr. Georgia Pomaki, who has a PhD in occupational mental health and a masters in clinical psychology.
According to the Mental Health Commission of Canada, mental health problems and illnesses are estimated to account for nearly 30% of short- and long-term disability claims in Canada. And in some major employment sectors, the number is closer to 50%.
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Mental Health and Substance Abuse Centres in Canada Industry Market Research Report Now Available from IBISWorld
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The rising awareness and acceptance of mental health and substance abuse illnesses has contributed to steady revenue growth, and over the next five years, demand for mental health and substance abuse treatment is forecast to increase in line with population growth and improvement in the social stigma around mental health. For these reasons, industry research firm IBISWorld has added a report on the Mental Health and Substance Abuse Centres in Canada industry to its growing industry report collection.
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The rising awareness and acceptance of mental health and substance abuse illnesses has contributed to steady revenue growth. Over the next five years, demand for mental health and substance abuse treatment is forecast to increase in line with population growth and improvement in the social stigma around mental health. The growing population of aging baby boomers, who are more prone to develop mental illnesses as they age, will further spur industry deman
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Ontario is home to the largest concentration of mental health and substance abuse centres, with 29.6% of all industry establishments. However, the province is also Canada's most populated, with 38.5% of the total population
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Implementing preventive measures adapted to each company’s unique culture would help reduce mental health issues in the workplace, according to a study.
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esearchers at the Université de Montréal, in collaboration with researchers at Concordia University and the Université Laval, interviewed more than 2,100 workers from 63 organizations to analyze both the personal and professional factors that could lead to the development of psychological distress, depression and burnout.
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Implementing preventive measures adapted to each company’s unique culture would help reduce mental health issues in the workplace, a new study has suggested.
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The study, entitled Improving workplace mental health, was conducted over four years and involved 2,162 workers from 63 organizations across all sectors. Researchers examined factors such as work schedules and workload, management policies, supervision styles, marital status and family life, alcohol consumption and self-esteem, which were identified as triggers or inhibitors in the development of psychological distress, depression or burnout. After preparing a diagnosis for each company, the researchers developed intervention programs tailored to each company’s working environment and culture.
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The direct cost of depression to the United States in terms of lost time at work is estimated at 172 million days yearly. According to the World Health Organization, mental disorders are the leading cause of disability in the U.S. and Canada.
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Thirty-four percent of lost productivity is caused by depression and stress disorders, yet 86 percent of employees with stress or depression prefer to suffer in silence and businesses pay the price.
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