Are you giving at-risk employees the attention they need?

Before COVID, one in five employees had a mental health issue of some kind, including substance use disorders. A Leger poll conducted on behalf of the Mental Health Commission of Canada (MHCC) and the Canadian Centre on Substance Use and Addiction suggested that COVID-19 amplified that risk. The study found that people with mental health issues are more prone to struggle during prolonged periods of emotional stress, and that COVID was the perfect storm for creating thoseconditions. The poll, which captured the input of more than 4,000 at-risk individuals, also revealed that:

• Up to one in two individuals with an existing substance use disorder reported having moderately severe to severe symptoms of depression since March 2020. Up to one in two respondents with current mental health symptoms who use cannabis reported increased use, compared to two in five in the general population.
• One in three who use alcohol reported increased use, while one in five reported problematic (high risk) use.
• Moderate and severe anxiety symptoms were highest among respondents with lifetime substance use disorders and lifetime mental health diagnoses.
• Respondents’ top stressors were their financial situation (14%), social isolation (12%), and the health of family members (11%).
• Nearly half report it has led to increased substance use.

New research brought forward by Statistics Canada has found that it is no longer 1 in 5 Canadians - but 1 in 4 Canadians aged 18 and older screened positive for symptoms of depression, anxiety, or posttraumatic stress disorder.

A LEADER’S ROLE IN SUPPORTING THIS POPULATION

At a minimum, you should be observing your duty to check in with an employee showing signs of stress, and determine if special accommodations might be helpful. If time off is necessary, ensure that employees work with their medical doctor and employer representative (e.g., HR) to determine what is needed for their safe return to work. Of course, your employees also have a duty to inform you if they need support, but keep in mind that it may be difficult for them to do so. As a leader, there are steps you can take to foster a supportive environment for at-risk employees, and create a psychologically safe workplace for everyone.

• Be open to continuous learning and improvement — Be willing to learn how mental health affects a person’s experience in the workplace, signs that an employee may be at risk, and some of the psychosocial factors that contribute to employee stress, especially those with pre-existing conditions.
• Commit to reducing stigma and implicit bias — Work from a place of empathy to support employees struggling with mental health concerns. Complete training aimed at curtailing stigma and implicit bias and, if possible, make the training widely available to others in your workplace.
• Learn the signs of impairment and understand your obligations — Train to be a psychologically safe leader so you can create an inclusive and positive experience for all employees. Learn how to engage respectfully and appropriately in a ‘duty to inquire’ conversation, and how to manage situations like impairment in the workplace. You are never expected to diagnose; your role is to observe, support and manage the situation safely.
• Remember what is at stake — We can’t ignore the difficult reality that suicide has increased since COVID-19, and those with mental health issues are at much higher risk. To help address this uncomfortable (but important) topic in the workplace, the MHCC has created Suicide Prevention in the Workplace — a practical guide designed to assist employers, managers, co-workers and those who work with the public to navigate challenging conversations around suicide. Sadly, seven out of 10 people who are suffering won’t seek assistance. If we hope to turn these numbers around, we must ensure that employees — particularly those who are high-risk — feel adequately supported. While leaders do not need to be experts in mental health or substance use problems, it’s imperative that you be aware of their impact and the increased risk that the pandemic presents. By arming yourself with that knowledge, you can play an important role in protecting the well-being of all employees, both during the pandemic and on the other side of it.?

The Workplace Psychological Safety Assessment (WPSA) is an evidence-based, confidential assessment tool designed to provide employers with an understanding of their employee's current workplace experience through a psychological safety lens.

It also provides employees with personal insights on improving their experience and mental health within the workplace context.

For more information, visit: https://www.howatthr.com/workplace-psychological-safety-assessment/