![Workplace Mental Health and Optimal Disability Management](https://www.benefitscanada.com/wp-content/uploads/sites/7/2015/06/Mental-Health-15-3-e1435086927386.png)
Employers already know mental health issues are taking a huge toll on productivity and morale—and especially benefits costs. And the situation is getting worse. “The numbers are staggering,” said Dr. Ash Bender, staff psychiatrist and consultant to the Work, Stress and Health program at the Centre of Addiction and Mental Health. “Most people have heard the statistic that, by 2020, depression will be the second most common cause of disability after cardiovascular disease. Well, guess what? In modern brain-based economies, depression is already No. 1. It’s been No. 1 for a long time.” Bender explained that the ability to work is an essential component of an individual’s mental health. “Loss of work for any reason is a life crisis, but especially when the loss is due to a mental health disability.”
“When you think about the impact of losing your job, your identity, your source of income, your place in society, it’s no wonder why it can have disastrous outcomes if it’s not properly managed.” The impact of depression has actually been increasing over the past 10 years, said Bender. Why? “Because of our aging workforce. Depression invariably occurs in people developing chronic pain, following a heart attack or struggling with a serious illness such as cancer. This is going to be an even bigger issue for all of us.”
Bender offered six recommendations to help counter this growing concern.
- Reduce the risk for psychological injury.
- Develop an anti-stigma strategy.
- Train front-line people in mental health and/or psychological first aid and prepare them for significant events such as suicide or the accidental death of an employee.
- Improve access to effective care. “Canada is the only G8 country without a national care strategy,” said Bender. “There are huge barriers to accessing evidence-based care. Employers can be the bridge to that with benefits plans that cover psychological treatments and 21st-century medications.”
- Offer supportive and flexible return-to-work approaches.
- Evaluate data and improve. Include indirect data such as engagement, team effectiveness and morale.
“When developing a protocol, pick one thing every year,” he advised. “Five to 10 years from now, you’ll have a pretty good strategy.”
Bender spoke about workplace mental health and optimal disability management at the Mental Health summits in Toronto on Nov. 12, 2015, and Vancouver on Dec. 8, 2015.
All the articles from the event can be found in our special section: 2015 Mental Health Summit Coverage.