MENTAL WELLNESS IN THE WORKPLACE

Let’s talk about it

By Tracy Proutt

It is estimated that three million Canadians are suffering from some form of mental health issue, including depression and anxiety. That got me thinking about how this affects the workplace. Upon doing some research, I discovered that one in four Canadians is affected, which in turn leads to lost time, lost productivity and increased short- and long-term disability claims. The cost to Canadian companies is nearly $16 billion annually, approximately 14 per cent of their annual net profits. It is proven that high stress levels and mental health problems can lead to other health conditions, such as heart disease, cancer, repetitive strain injuries and headaches.

So, what can we, as leaders, HR professionals and co-workers, do about it?

When it comes to mental wellness, understanding and support is key — we can all do our part to help those who struggle. Although the responsibility of employers is high in terms of ensuring accommodation in the workplace, no discrimination will occur based on disability and encouraging to offer employee assistance programs, I believe everyone can do their part to help. Each of us can take a step forward to reduce the stigma and mistreatment that can discourage our coworkers from seeking the help they need.

When we see a coworker with a physical injury, we are usually quick to ask how they

WHEN IT COMES TO MENTAL WELLNESS, UNDERSTANDING AND SUPPORT IS KEY — WE CAN ALL DO OUR PART TO HELP THOSE WHO STRUGGLE.

are doing, offer assistance if they need anything, bring them flowers, coffee or treats, and check in on them frequently. Why not do the same when we see a coworker obviously suffering, whether displaying signs of depression, appearing withdrawn or not focused on work and troubled?

We are not healthcare professionals but we can certainly take the time to listen and suggest they speak in confidence with human resources or their manager about what they are going through. Employers have an obligation to provide support, often offer employee assistance programs and provide information about resources in the community to support the employee experiencing issues with mental wellness.

I believe we should go one step further and develop mental wellness policies as part of our workplace, health and safety policies. By providing a process and guidance on how to handle mental health crises in the workplace, we are giving our employees and leaders the tools they need to ensure everyone is healthy and safe.

As a HR professional, I’ve witnessed mental health issues firsthand. I have called crisis hotlines and even driven extremely depressed or suicidal employees to the hospital when it seemed no other option was available. Yes, it was scary, and it touched me deeply. But knowing I played a small part in leading my coworker to getting much needed professional help gave me some solace.

Silence is not an option. We certainly would not ignore a coworker who is physically injured, so why would we ignore something equally as serious?

We can all make a difference. A little empathy can go a long way. By taking a moment to care about our fellow human, giving them a safe space to talk openly and offering a helping hand, we are not only breaking down the stigma but we are also letting our colleagues know they are not alone. We may even help save a life.

Let’s be kind to each other. We’re all fighting our own battles.

ABOUT THE AUTHOR: Tracy Proutt has more than 20 years’ experience as a Recruiting Consultant, Human Resources Consultant, Career Coach and Volunteer Mentor, advocating for mental wellness for all. She currently works as a Senior Recruitment Consultant for The Headhunters Recruitment, a leading recruitment firm serving North America, specializing in finding the talent that no one else can — uncovering top candidates through dedicated headhunting and sourcing.