Tools & resources for employers

How organizations approach a conversation on psychological health and safety (PH&S) may vary across different industries, sectors, regions, companies and teams. What stirs interest in workplace mental health for one may be different from another. The interests could be purely financial, or the desire for greater productivity and growth, and yet for some, it may be in the interest of creating a positive workplace culture.

Regardless of the reason, it is essential to approach PH&S based on your specific circumstances. This can be done by identifying your areas of strength and areas that require improvement as they relate to the psychosocial factors outlined in the National Standard of Canada for Psychological Health and Safety in the Workplace. Consider using Guarding Minds at Work to help you identify these areas. Using this resource will also allow your organization to measure the success of any actions you take on. When approaching workplace mental health, take measurable steps that are attainable. And when making a business case, ensure you underscore the following areas impacted by investing in PH&S:

  • absenteeism rates
  • benefits costs
  • turnover rates
  • accidents and injuries rates
  • workers’ compensation claims
  • disability rates
  • productivity and profit loses

Addressing psychological health and safety is a collective group effort. Doing nothing is costly, so acting towards PH&S and involving both employers and workers in this journey improves the likelihood of your organization’s success.

The following are tools and resources publicly available for employers.

Deloitte Insights: The ROI in workplace mental health programs: Good for people, good for business

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The Evolution of Workplace Mental Health in Canada: Research Report (2007-2017)

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