Founded in 1918, the Canadian Mental Health · - 1 in 4 Canadians work 50 hours per week or more, compared to 1 in 10 a decade ago. (HRDC) ... flexible hours such as a later start

Founded in 1918, the Canadian Mental Health

Association (CMHA) is a national charity that helps

maintain and improve mental health for all Canadians.

As the nation-wide leader and champion for mental

health, CMHA helps people access the community

resources they need to build resilience and support

recovery from mental illness.

Divisions of the Canadian Mental Health

Association of New Brunswick

• Provincial office, Fredericton

• Satellite offices, Moncton and Saint John

• Fund Development, Provincial

• Regional Community Worker Program, Provincial

• Working Stronger Together, Saint John

• Residential Housing Partnership Program, Edmundston

Important Statistics

• What fraction of individuals will experience a mental illness at some

point in their lives?

• What percentage of medical visits are stress related?

• How many individuals in Canada, each day, miss work due to

mental health problems?

• What fraction of the leading causes of disability, worldwide, are

mental health problems?

• Among those with the most severe and complex mental health

problems and illnesses, unemployment is estimated at approximately

what percent?1

1http://strategy.mentalhealthcommission.ca/the-facts/#sthash.29iza6Hi.dpuf

Factors which may increase or influence

the risk of developing a mental illness…• Chemical imbalance

• Individual attributes and behaviour

• Substance (mis)use

• Social and economic circumstances

• Traumatic life events

• Environmental factors

• Hereditary

• Other illnesses

Types of Mental Illness

• Anxiety Disorders

• Mood Disorders

• Personality Disorders

• Attention Deficit (Hyperactivity) Disorder

• Dementia

• Substance Use Disorders

• Eating Disorders

• Schizophrenia

• Complex Mental Health Problems

Stress very simply is change and our ability to adapt to the

changes/demands in our lives

We experience stress from four basic sources

• Environment

• Social Stresses

• Physiological

• Our thoughts

Negative Stress

Factor in minor conditions

• Ex: headaches, digestive problems, skin complaints,

insomnia, ulcers

• Stress that is excessive, lasts a long time, or

unrelieved can have harmful affects on your mental,

physical, and spiritual health

Positive Stress

Some stress can have positive effects

• May spur motivation or awareness

• Creates stimulation to cope with challenging

situations

• May provide a sense of urgency/alertness necessary

for threatening situations

A work-life balance is…

a state of well-being that a person can reach

or can set as a goal in order to allow them to

effectively manage multiple responsibilities at

work, at home and in their community without

grief, stress or negative impact.

1 http://www.who.int/mental_health/media/en/712.pdf

Workplace Mental Health

• Most commonly presenting workplace mental health health problems

or illnesses in the workplace:

• Anxiety

• Depression

• Substance abuse

• Most often, it affects people in their prime working years, between the

ages of 24 and 44. (CMHA: National)

• Work/life balance is a crucial factor in mental health. The demands of

the workplace continue to increase, as do the number of hours most

Canadians spend at their jobs.

- 1 in 4 Canadians work 50 hours per week or more, compared to

1 in 10 a decade ago. (HRDC)

According to Statistics Canada:

About 27% of working adults said they felt a lot, or an extreme

amount, of stress on a daily basis. 62% of respondents reported

work stress as the main reason for their stress (Statistics Canada)

Other sources of stress amongst highly-stressed workers included:

Financial concerns – 12%

Not having enough time – 12%

Family issues – 8%

Personal/other issues – 6%

Performance warning signs:

• Consistent late arrivals / absences (sick or other reasons)

• Lack of cooperation / general ability to work with others

• Decreased productivity

• Frequent breaks away from the office

• Increased accidents / safety problems

• Frequent complaints of tiredness / unexplained pain

• Difficulty concentrating / making decisions / remembering things

• Making excuses for missing deadlines / poor work

• Less interest / participation in work

• Reduced quality of work

• Working increased overtime through a prolonged period

• High rates of accidents

• Withdrawn or avoidance

• Strange or grandiose ideas

• Displays of anger or defensiveness

CMHA: Mental Health Works

Risks and consequences of not acting to help/support

• Lack of support may lead to deterioration of condition

• Strained relationships between employees

• Feelings of responsibility from other staff to cover for the

employee and assume tasks

• Co-workers feeling angry or resentful

• Co-workers avoiding contact with the employee

• Deterioration of morale, affecting functioning and ability of team

• Loss of an employee resulting from disciplinary of the employee

experiencing difficulties, or choosing to leave

• Safety risks

• Working increased overtime through a prolonged period

• Increased absenteeism / presenteeism


Steps an employer can take to promote the mental

health of someone returning to work, following

treatment for mental health problems/mental illness:

• Ensure the physician is aware of all duties the employee is responsible for.

• Encourage the employee to follow his/her treatment plan.

• Check-in with the employee to see how they are doing.

• Ensure there is a wellness plan in place in case a crisis arises.

• Consider gradual return to work (part time hours before full time).

• Identify possible stressors or triggers within the workplace.

• Work to accommodate where stressors may be present (work pace, noise

level, social events, while avoiding over-protectiveness.

• Include the employee in decisions related to their wellness.

• Make sure the individual is treated as a member of the team.

http://www.who.int/mental_health/media/en/712.pdf

How can an employer help?Upon noticing signs of a mental health problem, an employer may:

• Arrange a meeting to raise concerns and offer support

• Be open and flexible – it increases productivity

• Research what resources your agency can offer the employee

• Familiarize yourself with your agency’s policies on accommodation

policies / processes

• Consider how the job could be modified so the person could keep

working and get the support they need

• Brainstorm ways that you as a leader can help them feel safe and

comfortable

• Be honest, upfront, professional and caring in your approach

• Think about the employees strong points and values to the agency

(relay this information to them)

• Consider open questions that will encourage the employee to seek

support

• Screen out distractions


How can an employer help?The approach in supporting an employee is important:

• Do not probe or try to diagnose an illness

• Approach the concern as a workplace performance issue

• Raise the possibility of accommodations if needed

• Provide access to an EAP or referral to community services

• Assure confidentiality to be respected, including with referrals

• Set a time to meet again

• Ensure check-ins happened as promised

• Follow up with evaluations of work-performance

• Document all meetings fully

• Provide on-going education / awareness opportunities for all staff



Principles of accommodations• Create an environment where accommodations are accepted by addressing the individual

needs of each employee.

• Respect the employee’s desire for confidentiality and identify specifically the form and the

degree of confidentiality.

• Be willing to engage in joint problem solving.

• Make all accommodations voluntary for the employee.

• Be prepared to review accommodations periodically to meet changing needs, and keep in

mind that needs may change.

• Be flexible in enforcing traditional policies and procedures.

• Be concrete and specific when identifying accommodations.

• Consider a flexible work schedule. If the employee is having difficulty with working traditional

hours, work with him/her to look at other options.

• If it is possible for the job to be done in a non-traditional work schedule, consider offering

flexible hours such as a later start time to the work day.

• Putting an accommodation(s) plan in writing is a good idea.

• Set up an easy and accessible mechanism for reviewing accommodations.

CMHA: Hangin’ In There: Strategies for Job Retention

by Persons with a Psychiatric Disability

CMHA: Hangin’ In There: Strategies for Job Retention

by Persons with a Psychiatric Disability

• Manage stress

• Exercise regularly

• Healthy diet

• Improve self-esteem

• Adapt to changes

• Deal with emotions

• Find inner peace

• Get enough sleep

• Relaxation

• Build positive

relationships

• Develop a strong

support network

• Give & receive

compliments

• Get involved in

your community

• Etc.

Support Strategies

• Be supportive and understanding.

• Spend time with the person. Listen to him or her.

• Never underestimate the person’s abilities.

• Encourage the person to follow his/her treatment plan and seek

out support services.

• Become informed about mental illness.

• Crisis training, self-help and/or individual counselling will help

you become a better support person.

• Make the person’s safety your first priority.

Community Resources for Mental Health

• Doctor

• Counselor

• Professional

• Spiritual guide

• Friends/family

• Mentor


Hotlines

• Provide a listening ear, helpful

information, crisis intervention and

referrals to community resources.

• CHIMO

• Kids Help Phone

• Fredericton Sexual Assault Crisis Centre

• Telecare


Community Mental Health Centre

(Addictions & Mental Health)

• Children and Youth Treatment Program

• Emergency Mental Health Services

• Gambling Program

• Inpatient Acute Care Psychiatric Unit

• Inpatient Addictions (Detox)

• Individual Family and Group Counseling

• Methadone Treatment Program


Mental Health Mobile Crisis Team

• Trained mental health social workers

• Timely & coordinated response those

experiencing a mental health crisis

• Assessments and/or interventions


Hospitals

• The Moncton Hospital

• Hôpital Dr. G.-L. Dumont

• Sackville Memorial Hospital

Community Health Centers / Crisis Centers

• Albert County Health and Wellness Centre

• Beauséjour Family Crisis Resource Centre

• Port Elgin Regional Health Centre

• Petitcodiac Health Centre


Support Groups

• Contact local office for availability

Workshops/Programs

• Changing Minds

• Kids Have Stress Too!

• Applied Suicide Intervention Skills Training

• Living Life to the Full

• Self-Help groups

Presentations

• Topics related to mental health/mental illness

Events

• Women & Wellness

• Mindscapes

• Kindness Day

• Mental Health Week / Mental Illness Awareness Week

• Suicide Prevention Month

Thank you!

Contact Us:

Kristen Barnes

Operations Manager

506.859.8114 / [email protected]

nb.cmha.ca

#CMHANB

Documents

Founded in 1918, the Canadian Mental Health · - 1 in 4 Canadians work 50 hours per week or more, compared to 1 in 10 a decade ago. (HRDC) ... flexible hours such as a later start