MENTA L H E A LT H
Workplace Mental
Health and Safety
Why everyone should be concerned about mental
health and safety and where you can start
By Kolbi Kukurba, Canadian Mental Health Association, Alberta Division
In many workplaces, safety is considered
everyone’s responsibility.
Typically, this pertains to physical
safety, like wearing a hard hat or safety
vest. Rarely when workplaces are talking
about safety are they alluding to an
employee’s physical and psychological
safety. However, mental health and
safety in the workplace are equally as
important, because a mentally healthy
workforce is good for business. Not only
can it enhance employee performance,
it also increases employee retention and
lowers costs associated with disability,
absenteeism and presenteeism.
Mental health issues are costly for the
individuals, employers and the economy.
According to the Mental Health
Commission of Canada (MHCC), in
2011, Canadian employers lost over $6
billion in productivity. Of all short- and
long-term disability claims in Canada,
30 per cent are attributed to mental
health concerns (MHCC, n.d.). With
most employees spending more waking
hours at work than anywhere else, the
workplace plays a significant role in a
person’s life.
While work can contribute to mental
wellbeing, it can also be a contributor
of stressors, work/life imbalance
and compassion fatigue, all of which
can lead to mental health problems.
For example, shift work can limit family
time, the ability to attend necessary
health appointments and proper
sleep. Employees working safety-sensitive
positions may also find long hours
mentally draining. No organization is
immune to psychological risks, however.
Whether employees work long
hours in the field or a flexible office job,
a mentally safe organization may mean
something different to every workplace.
It is essential that every workplace
understands the role they play in their
employees’ mental health before they
become debilitating – and costly – for
the organization.
Organizations should consider creating
policies, providing mental health
resources, developing mental health
literacy, providing training opportunities
to staff, reducing stigma associated
with mental health/illness and building
organizational capacity and culture. It
is important for employees to be given
the tools and resources to look after
their own mental wellbeing in order
to contribute to the overall safety of
the organization.
In a mission to create psychologically
healthier and safer workplaces,
the National Standard of Canada for
Psychological Health and Safety in the
Workplace was developed. Also known
as the Standard, it outlines a set of
voluntary guidelines, tools and resources
welcomia/123RF
intended to guide organizations in
promoting mental health and preventing
psychological harm at work. The
Standard focuses on 13 psychosocial
factors which contribute to workplace
mental health, including: organizational
culture, psychological and social
support, clear leadership and expectations,
civility and respect, psychological
demands, growth and development,
recognition and reward, involvement
and influence, workload management,
engagement balance and psychological
protection. The Standard and adoption
of these psychosocial factors has been
proven to help organizations with productivity,
financial performance, risk
management, employee recruitment
and retention.
The Standard provides a comprehensive
framework to help various organizations
guide their current and future
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