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- 3 hours -

What does a mentally healthy workplace look like? Imagine... Employees are engaged and passionate about their jobs, often surpassing expectations and productivity markers set by management. Management, staff and all other players motivate one another and enjoy satisfying, reciprocal professional relationships. Sick time and disability claims are at an all-time low and employee retention rates are the envy of other organizations. Morale and employee satisfaction are so exceptional that attracting qualified candidates is a breeze when vacancies come up. You develop a stellar corporate reputation and are recognized as a leader in your industry and a great place to work. Your organization absolutely thrives! Sounds good, right?

Topics covered in this session will include:

  • Mental health: what it is, its place in our overall health and its impact in the workplace

  • Stigma, and the blatant and more subtle forms this type of discrimination can take

  • Legal responsibilities and rights of the employer and employee, including the duty to inquire, duty to make reasonable accommodations

  • Understanding depression and anxiety, the most common mental disorders in Canada

  • Talking about mental health problems in the workplace: practical conversation tools

  • Connecting employees with professional support: who, what, when and how?

  • Resources, next steps and easy-to-implement strategies to be proactive (vs. reactive) and promote positive mental health at work and at home

This session includes a take-away workbook for each participant, and is now available virtually.

The Mentally Healthy Workplace is a half-day (3 hour) workshop that equips managers, human resource professionals, health and safety coordinators and other employee wellness champions with the necessary tools to be proactive about workplace wellness and foster a psychologically safe work environment. Mental health issues account for about one third of all disability claims in Canadian workplaces, and 70% of the total costs. In addition to the impact of absenteeism, many organizations are experiencing diminished productivity, disengagement and other effects of “presenteeism”—employees being physically present at work but functioning below their capacity due to mental distress. Employers have a duty to make reasonable accommodations for health conditions whether physical or mental in nature but offering support and implementing accommodations can be complex when it comes to mental health concerns.


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