GC Mental Health Cha ng ing the c ulture to g e t up to Sta nda rd Sa pna Ma ha ja n, Co -Cha ir, Ce ntre o f E xpe rtise o n Me nta l He a lth in the Wo rkpla c e De nis St-Je a n, Co -Cha ir, Ce ntre o f E xpe rtise o n Me nta l He a lth in the Wo rkpla c e Bargaining Agents and Labour Relations Workshop Learning Together & Working Together Dec 5 2019 Ce ntre o f E xpe rtise on MENTAL HEALTH in the Workplace
Changing Context 1/ 5 o f Ca na dia ns will e xpe rie nc e me mb e rs me nta l illne ss in o f visib le mino ritie s the ir life time c o uld re pre se nt 29% o f Ca na da b y immig ra nts 2026 ma ke up 2/ 3 o f po pula tio n g ro wth g e nde r # Me T o o ide ntity a nd mo ve me nt g e nde r spo tlig hte d e xpre ssio n a dde d a s se xua l pro hibite d g ro unds o f disc rimina tio n to CHRA ha ra ssme nt Ca na dia ns ha ve rising e xpe c ta tio ns o f 22% o f pub lic g e ne ra tio n Z is a c c e ssib ility se rva nts re po rte d pro je c te d to e xpe rie nc ing re pre se nt 20% o f ha ra ssme nt in the the wo rkfo rc e b y pa st 2 ye a rs 2026
Se tting the Stage : Why this matte rs In Canada… 70% 1 in 2 will ha ve o r 1 in 3 disa b ility c la ims 500,000 miss wo rk in ha ve ha d a a re re la te d to me nta l a ny g ive n we e k due me nta l illne ss b y he a lth, ho we ve r the y to me nta l he a lth a g e 40. a c c o unt fo r 70% of re a so ns. total c osts.
Se tting the Stage : Why this matte rs In the Public Se r vic e … 1 in 5 (19%) 1 in 3 (30%) re po rt ne g a tive re po rt fe e ling e mo tio na lly wo rk-re la te d stre ss dra ine d a t the e nd o f the ir wo rk da y.
The National Standard of Canada • First in the world • Framework • Tools not rules • Voluntary • Free to download: csa.ca/z1003 5
The Journey of #GCMentalHealth “Mental health challenges are a reality in all parts of society and in all workplaces... we must create the space for open and stigma-free dialogue that allows for honesty and compassion as well as focus on prevention harm, promoting health and resilience, and addressing incidents or concerns.” --- Clerk of the Privy Council, 22nd Annual Report to the Prime Minister The Vision for the workplace We will strive to create a culture that enshrines psychological health, safety and well-being in all aspects of the workplace through collaboration, inclusivity and respect. This obligation belongs to every individual in the workplace. Working jointly – Union and Employer 6
The Journey of #GCMentalHealth Building Suc c e ss: A Guide to E sta b lishing a nd Ma inta ining a Psyc ho lo g ic a l He a lth a nd Sa fe ty T he Na tio na l F e de ra l Pub lic Se rvic e Ma na g e me nt Syste m in the F e de ra l Sta nda rd o f Ca na da Me nta l He a lth Stra te g y Pub lic Se rvic e 2018 2015 2016 2017 2019 2013 Ce ntre o f E xpe rtise o n Ce ntre fo r Jo int T a sk T e c hnic a l F o rc e o n Me nta l He a lth in the We llne ss, I nc lusio n Co mmitte e Me nta l Re po rts Wo rkpla c e a nd Dive rsity He a lth struc k Me nta l he a lth a to p PS ma na g e me nt prio rity: Cle rk 7
The Journey of #GCMentalHealth Building Suc c e ss: A Guide to E sta b lishing a nd Ma inta ining a Psyc ho lo g ic a l He a lth a nd Sa fe ty Ma na g e me nt Syste m in the F e de ra l Pub lic Se rvic e 2018 8
Get started … with management, employees and bargaining agents Establish a Joint Sub-Committee on Mental Health (JSCMH) Identify 1 or more Develop the JSCMH’s champions terms of reference Develop an initial Determine the project communication strategy sponsor performance 9
… get to know your workplace … + E valuate the wor kplac e E valuate suppor ts Asse ss data Conduct an evaluation Identify and evaluate Assess data to identify of the organization’s programs, policies and problem areas, and workplace workplace practices that develop recommendations psychological hazards may affect psychological for the next steps health and safety To build capacity train all persons involved in the assessment of psychological hazards 10
… continue by developing and implementing plans … Training Communication Resourcing Evaluation plan plan plan plan Critical Change Work management events plan plan plan 11
… and regularly assess progress to continuously improve! During and after implementation of a Psychological Health and Safety Management System (PHSMS), it is essential to continue with quality improvement activities and to regularly assess progress. Review incident reporting Monitor performance Conduct a joint management review of the PHSMS 12
Centre of Expertise on Mental Health in the Workplace To enable and support federal organizations in their efforts to align with Our Mission the National Standard of Canada for Psychological Health and Safety in the Workplace. Measuring, reporting and Changing our culture Building capacity continuous improvement We connect, convene and We inform, influence and We raise awareness and engage employees, impact accountability, help reduce stigma communities, networks performance and policy through mental health and organizations by tools to identify and promotion campaigns, providing resources, address psychosocial outreach activities and facilitating information hazards in federal speaking engagements. exchange and sharing workplaces. leading practices. 13
Progress Sustained Leadership Measurement and Awareness, Education and Commitment Accountability Training 96% 67% 100 + 93% of departments of employees PHS is Workplace of departments Deputy offered mental believe their incorporated in Checklist to have a Mental Ministers’ signed organization does a health the Management 96% measure Health pledges good job of raising awareness Accountability results Champion awareness sessions Framework
Centre of Expertise on Mental Health in the Workplace Changing culture: Change attitudes and reduce More work needed stigma Federal Speakers Bureau Power chats Key events and training Equip Departments to establish a Psychological Health and Safety Management System (PHSMS) Office of primary interest (OPI) Network Tools Best Practice Repository Support and advice to Departments Develop strong regional presence
Pro vide e xpe rt suppo rt a nd g uida nc e Org a nize live d e xpe rie nc e pre se nta tio ns (thro ug h F e de ra l Spe a ke rs Bure a u) F oc us Of Build c a pa c ity a nd c o nne c tio ns thro ug h ne two rks & c o mmunitie s o f pra c tic e CoE Stre ng the n da ta a nd b usine ss inte llig e nc e E a sy a c c e ss to c re dib le le a ding pra c tic e s, re so urc e s a nd to o ls
Glo b al L e ade rship and I mpac t
Wellness, Inclusion and Diversity (WInD) Agenda An integrated Agenda A world-class public service that is a welcoming, respectful and inclusive workplace; and that accommodates, values and leverages the contribution of its diverse workforce. Mental Health cannot be addressed in isolation Mental Intersectionality with diversity, inclusion, Wellness harassment and violence Health Breaking down silos and addressing issues holistically and collectively Centres in action to provide support and guidance Diversity Inclusion to departments: Centre of Expertise on Mental Health in the Workplace Centre for Wellness, Inclusion and Diversity (CWinD)
Working together! Mental health in the workplace Clerk’s Contact Group on Mental Health Employee Assistance Services Canada School of Public Service - GCcampus Canadian Centre for Occupational Health and Safety Service-Wide Committee on Occupational Health and Safety Joint Learning Program – Mental health in the workplace workshop Interdepartmental Working Group on Mental Health Performance Measurement Canadian Innovation Centre for Mental Health in the Workplace Communities and networks such as the Interdepartmental Organizational Ombudsmen Committee, Federal Workplace Well-Being Network and the Federal Informal Conflict Management Systems Network are key influencers and leaders helping drive change for improved workplace mental health in the public service. 19
Conne c t with us Intra ne t.Ca na d a .c a / GCMe nta lHe a lth GCMe nta lHe a lth @ tb s-sc t.g c .c a Ca na d a .c a / GCMe nta lHe a lth T witte r.c o m/ CE MHW_CE SMMT
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