Addressing Court Workplace Mental Health & Well-being in Tense Times Strategies and Responses for Courts
Webinar Logistics • Participants are all muted except panelists. • We encourage you to submit questions through the Zoom Q&A box. This can be done throughout the webinar. • There are two audience Q&A sessions; panelists will respond to questions and comments as time permits. • If you will add your name to the question, we will try to respond to the remaining questions following the Webinar
Presenters Chief Admin. Judge Lawrence K Marks, NY State Courts Co-Chair, National Judicial MH State Courts Task Force Member, Conference of State Court Administrators Former U.S. Rep. Patrick J. Kennedy Founder, The Kennedy Forum Co-Founder, One Mind Garen Staglin Co-Founder, One Mind Founder, One Mind at Work Chief Justice Paula M. Carey Court Administrator Jonathan S. Williams Massachusetts Trial Court Chief Judge Michael D. Huppert District Administrator Christopher T. Patterson Iowa Fifth Judicial District (Greater Des Moines)
AGENDA 1. Mental Health & Well-being: A Conversation among Friends • Former U.S. Rep. Patrick J. Kennedy, The Kennedy Forum • Mr. Garen Staglin, One Mind & One Mind at Work 2. Court Leadership Issues & Strategies – Massachusetts; Iowa 3. Poll Questions for the Audience 4. Questions; Further Resources; Adjournment
“Everybody has Somebody” One Mind is on a mission to accelerate discoveries in brain health through the principles of large- scale, open-science research. We bring together the best minds in neuroscience around a collective goal to more effectively diagnose, prevent, treat, and even cure brain disease and injury. SCIENCE PATIENTS SOCIETY
100% 120% % Positive Screens 20% 40% 60% 80% 0% 10 15 20 25 30 0 5 FEB 3 FEB 10 FEB 17 General Anxiety Disorder Women General Anxiety Disorder 98% FEB 24 MAR 2 MAR 9 Risk of Mental Conditions Since Feb 2020 MAR 16 MAR 23 MAR 30 APR 6 APR 13 67% Men APR 20 APR 27 ↑ 91% MAY 4 MAY 11 MAY 18 MAY 25 % Positive Screens 10 15 20 25 100% 120% 140% 160% 180% 200% 0 5 20% 40% 60% 80% 0% FEB 3 FEB 10 FEB 17 FEB 24 177% Depressive Disorder Women MAR 2 Depressive Disorder MAR 9 MAR 16 MAR 23 MAR 30 APR 6 APR 13 134% APR 20 Men ↑ 163% APR 27 MAY 4 MAY 11 MAY 18 MAY 25 100% % Positive Screens 10% 20% 30% 40% 50% 60% 70% 80% 90% 0% 10 15 20 25 0 5 FEB 3 FEB 10 FEB 17 FEB 24 89% Men MAR 2 MAR 9 MAR 16 PTSD PTSD MAR 23 MAR 30 APR 6 APR 13 APR 20 Women 47% APR 27 MAY 4 ↑ 73% MAY 11 MAY 18 MAY 25 8
Stress Level (Scale Score) • Drives performance… or burn-out • How much of a threat we perceive 0 1 2 3 4 5 6 7 FEB 3 FEB 10 FEB 17 FEB 24 MAR 2 MAR 9 Stress Feeling Control Capacities Since Feb 2020 MAR 16 MAR 23 MAR 30 APR 6 APR 13 APR 20 APR 27 ↑ 28% MAY 4 MAY 11 MAY 18 MAY 25 Anxiety Level (Scale Score) 0.5 1.5 2.5 3.5 • Drives our aversion to risk • How fearful we are vs. the future 0 1 2 3 FEB 3 FEB 10 FEB 17 FEB 24 MAR 2 MAR 9 Anxiety MAR 16 MAR 23 MAR 30 APR 6 APR 13 APR 20 APR 27 ↑ 47% MAY 4 MAY 11 MAY 18 MAY 25 Depressed Mood Level (Scale Score) • Drives our bias for action • How negative and hopeless we feel 0.5 1.5 2.5 3.5 4.5 0 1 2 3 4 5 FEB 3 FEB 10 FEB 17 Depressed Mood FEB 24 MAR 2 MAR 9 MAR 16 MAR 23 MAR 30 APR 6 APR 13 APR 20 APR 27 MAY 4 ↑ 64% MAY 11 MAY 18 MAY 25 9
Why Focus on Workplace Mental Illness? 1 in 3 Ratio of working-age adults in the US experiencing a mental disorder , regardless of gender, age, race/ethnicity, or occupation. 1 13% - 29% The percentage of time at work in which depressed employees have impaired performance . 2 $24 billion Amount spent annually in the US on lost work productivity due to depression alone. 3 $89 billion Amount spent annually in the US on health care for mental health conditions . 4 8.4 million People in the U.S. who care for a loved one with a mental illness. 5 1” National Comorbidity Survey Replication.” 2007. Available at: https://www.hcp.med.harvard.edu/ncs/ftpdir/table_ncsr_12monthprevgenderxage.pdf 2 Online screening initiative as part of the Work and Health Initiative Study, a randomized clinical trial testing a work-focused intervention for depression, which was sponsored by the National Institute on Aging. Available at: https://link.springer.com/chapter/10.1007/978-1-4419-0428-7_6 3 Stewart et al. “Cost of lost productive work time among US workers with depression.” 2003. Available at: https://jamanetwork.com/journals/jama/fullarticle/196767 4 Peterson Kaiser Health Tracker (2016) Available at: https://www.healthsystemtracker.org/chart-collection/current-costs-outcomes-related-mental-health-substance-abuse-disorders/#item-u-s-hospitals-13-mental-health-discharges-10-substance-use-discharges-readmitted-within-30-days 5 On Pins and Needles. National Alliance for Caregiving. https://www.caregiving.org/wp-content/uploads/2016/02/NAC_Mental_Illness_Study_2016_FINAL_WEB.pdf 10
One Mind at Work Our Network A global community of like-minded thought leaders that improve the lives of the nearly 6 million workers employed by One Mind at Work members Solution Media Partners Leading Global Key Policy Providers Researchers Employers Makers
Tools for Employees: • One Mind PsyberGuide - Apps and digital health resources reviewed by experts (onemindpsyberguide.org) • Brain Waves – Weekly webcasts featuring mental health and brain health experts (facebook.com/ onemindorg) • Personal Mental Health Assessment – Free, clinically validated neuroscientific assessment, One Mind at Work in partnership with Total Brain (totalbrain.com) • Forbes – Biweekly column focused on mental health forbes.com/onemind) 12
One Mind at Work Global Employers One Mind at Work Research Partners Updated 6.22.20 kg One Mind would like thank Janssen Pharmaceuticals for being a founding member and providing the initial funding to launch the initiative 13
A Framework for Employer Leadership: Charter to Long-Term Commitment. We will engage in values-driven organizational change toward mental Transform health promotion, and mental illness and suicide prevention…with a commitment to continuous improvement. Promote Mental Health. We will support employee mental health and wellbeing through Mental Health comprehensive policies, education and resources, similar to physical health promotion efforts. Eliminate Stigma, Social Prejudice and Discrimination. We will engage in shifting attitudes and changing behaviors through comprehensive efforts including contact education and policy review. Adopt a Proactive Prevention Approach. We will actively work to prevent harm to worker psychological health in a continuous improvement process that seeks to reduce risk factors and increase protective factors in how work is organized and how people are managed. Provide a Coordinated Response. We will play a vital role in creating improved access to seamless connections to mental health treatment, services, resources and support. Early and Effective Workplace Interventions. We will ensure that performance, absence, and disability management systems intervene early and effectively through supportive conversations that engage the employee in collaborative solutions. Explore Innovation, including Technology. We will employ innovative practices, approaches and concepts, including new technologies. Continuous Evaluation. We will measure all efforts to ensure quality, outcomes, accountability and to contribute to the growing body of knowledge about workplace mental health as a field of study.
Take the Assessment: https://www.workplacementalhealthassessment.com/ Depression Calculator: https://onemindatwork.org/at-work/serious-depression-calculator/ Please reach out to us. Garen Staglin | garen.staglin@onemind.org Patrick Kennedy | www.thekennedyforum.org
Poll Question # In your opinion, what are the two leading mental health and emotional stresses facing judges and court employees as they return to the courthouse? ○ Worries about exposure to the coronavirus for myself or someone in my household ○ Difficulties with personal finances due to a continuing economic recession ○ Concern over how to handle the backlog of cases and work ○ Problems in covering needed child or elder care in my family ○ Pressure to ensure a fair, unbiased adjudication process given racism concerns ○ Fears about getting laid off or furloughed due to budget cuts
Poll Question # What should be the top priorities in addressing judge and employee mental health and well-being? ○ Develop clear, easy-to-use ways for judges and staff to obtain mental health support ○ Ensure transparency about budgets, options, and plans affecting judges and staff ○ Improve EAP access, information, and programming for all court employees ○ Conduct “fireside chats” with judges, teams, and employees about their mental health ○ Implement and sustain research-driven solutions to address implicit bias ○ Revamp and streamline the way cases and workloads are handled by judges and staff ○ Offer training to all employees on mental health issues ○ Develop and initiate an action plan to address workplace mental health ○ Survey all judges and employees to better understand their worries and concerns
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