Mental Health Awareness has become a critical issue in workplaces across Canada as employers strive to create safe and healthy environments for their employees. The annual economic cost of mental illness in Canada is estimated at over $50 billion per year (Source: Canada Centre for Addiction and Mental Health (CAMH), Mental Illness and Addiction: Facts and Statistics, URL: https://www.camh.ca/en/driving-change/the-crisis-is-real/mental-health-statistics). Furthermore, 30% of disability claims are related to mental health problems and mental illness, and 1 in 5 Canadians experiences a mental health problem or mental illness each year (Source: Mental Health Commission of Canada, The life and economic impact of major mental illnesses in Canada: 2011 to 2014).
To help Canadian workers understand and navigate this complex field, eSafetyCanada offers a comprehensive Mental Health Awareness Course. Mental Health Awareness involves implementing policies, practices, and procedures to promote positive mental health and prevent mental harm. By prioritizing mental health in the workplace, employers can create a supportive environment that addresses the needs of their employees and ultimately contributes to improved well-being and productivity.
WORKPLACE MENTAL HEALTH DEFINITION
What is workplace mental health?
Workplace mental health refers to the psychological and emotional well-being of employees within the context of their work environment. It encompasses the impact of work-related factors on an individual’s mental health, as well as the strategies and initiatives that employers and organizations can implement to promote and support positive mental health among their employees.
Workplace mental health involves a complex interplay of various factors, including job demands, workload, organizational culture, interpersonal relationships, work-life balance, job satisfaction, and the overall work environment. It is increasingly recognized as a critical aspect of overall well-being and productivity, as employees’ mental health significantly influences their performance, engagement, and overall job satisfaction.
A psychologically healthy workplace is a respectful and productive environment that makes every reasonable effort to promote and protect the mental health of employees (Source: Government of Canada, Mental Health in the Workplace, URL: https://www.canada.ca/en/employment-social-development/services/health-safety/mental-health.html).
What are the risk factors for poor workplace mental health?
Risk factors and examples include:
- High demand and/or low control – An employee is expected to absorb the work duties of two colleagues who have been let go due to organizational restructuring.
- High effort and/or low reward – An employee goes above and beyond to provide excellent customer service, but has never been recognized by the department for her contributions or work ethic.
- Unfair treatment – An executive promotes one employee over another due to favouritism only, not demonstrated experience or skills.
- Excessive workload – An intern is assigned many more projects than he can be reasonably expected to complete during his work term.
- Unfulfilling work – An employee is frequently assigned to photocopying duty by senior employees, thus rarely has an opportunity to work on cases related to his competencies.
- Low employee engagement and/or influence – A company never organizes employee engagement opportunities such as town halls or potlucks, leaving employees feeling as if they did not matter.
- Little/no professional development opportunities – An employee’s requests to attend a conference that would significantly help her to carry out her work duties are denied ever year.
- Poor physical work environment – A broken air conditioner has not been repaired in over a year, causing employees in the office to become overheated and irritated during the summer months.
- Physical violence at work – A client forcefully shoves his legal advisor against a wall after the verdict of his trial is read.
- Abuse of Authority – A manager takes credit for a proposal that he did not author at a stakeholders’ meeting and uses his power to discourage the employee from raising concerns.
- Discrimination – A recruiter deliberately excludes applicants based on their status, e.g.; visible minorities, race, gender, marital status, disability when forwarding potential candidates for a new position to human resources.
- Sexual Harassment – A female employee receives unwanted comments of a sexual nature regarding her appearance from co-workers.
- Other Harassment – An employee follows a temporary worker around the office and repeatedly asks for personal information to which she has no right.
- Lack of Work Accommodation/Flexibility – An employee’s request to take the day off due to a family emergency is denied by his boss.
- Non-Work Related Illnesses and/or Conditions – An employee who suffered a motor vehicle accident in the past year experiences anxiety at work.
(Source: Government of Canada, Psychological Health in the Workplace, URL: https://www.canada.ca/en/employment-social-development/services/health-safety/reports/psychological-health.html#h2.3, 2016)
What is a workplace mental health program?
A mental health workplace plan, also known as a mental health action plan or mental health strategy, is a structured and comprehensive set of initiatives, policies, and practices that an organization puts in place to promote and support the mental well-being of its employees. The goal of a mental health workplace plan is to create a positive work environment that prioritizes mental health, reduces stigma, and provides resources and support for employees who may be dealing with mental health challenges.
- Psychosocial Hazard Identification and Risk Assessment: Employers should identify and assess psychosocial hazards in the workplace that can lead to mental harm, such as excessive workload, poor communication, and conflict.
- Policy Development and Implementation: Employers must develop and implement policies and procedures that promote positive mental health and prevent work-related mental harm. These policies should cover areas such as workload management, communication, conflict resolution, and work-life balance.
- Training and Education: Employers should provide training and education to workers and supervisors on Mental Health Awareness, including how to identify and manage psychosocial hazards, how to recognize signs and symptoms of mental health problems, and how to support workers with mental health problems.
- Supportive Work Environment: Employers should develop a supportive work environment that promotes positive mental health, such as by promoting work-life balance, providing access to resources and support, and encouraging open communication.
- Early Intervention and Support: Employers must put systems in place to identify and provide early intervention and support to workers who are experiencing mental health problems. This can include access to employee assistance programs (EAPs), counseling, and other support services.
MENTAL HEALTH LEGISLATION
What is federal legislation?
As per the Canadian Standard Association (CSA),CSA Z795-03 Coding of Work Injury or Disease (Source: CSA Group, Government of Canada, URL: https://www.csagroup.org/store/product/2701958/) Information, occupational disease is defined as a disease associated with exposure to a chemical, physical, biological, ergonomic, or psychosocial hazard in a work place.
The Canada Occupational Health and Safety Regulations (COHSR) Part XIX, “Hazard Prevention Program” (HPP) requires employers to identify specific hazards present in their workplaces – including all five (5) types of hazards – and to develop a plan to mitigate those hazards.Part XIX Section 19.1 requires employers to “develop, implement and monitor a program for the prevention of hazards” that includes the following components:
COHSR Part XX, “Violence Prevention in the Work Place” (Source: Government of Canada, Violence Prevention in the Work Place, URL: https://www.canada.ca/en/employment-social-development/programs/laws-regulations/labour/interpretations-policies/081.html), requires employers to take measures in preventing violence in the workplace and in ensuring that employees are protected against workplace violence.
(Source: Government of Canada, Psychological Health in the Workplace. Legislative Requirements, URL: https://www.canada.ca/en/employment-social-development/services/health-safety/reports/psychological-health.html#h2.3)
The National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard) – the first of its kind in the world, is a set of voluntary guidelines, tools and resources intended to guide organizations in promoting mental health and preventing psychological harm at work. Launched in January 2013, it has garnered uptake from coast to coast to coast, internationally and across organizations of all sectors and sizes (Source: Mental Health Commission of Canada, National Standard, URL: https://mentalhealthcommission.ca/national-standard/).
What is provincial and territorial legislation?
In Canada, each province and territory has its own legislation related to Mental Health Awareness in the workplace. These laws set out the requirements that employers must follow to ensure the psychological health and safety of their workers.
The following is a brief overview of the provincial and territorial Mental Health Awareness legislation in Canada:
It is important for employers to be familiar with the Mental Health Awareness legislation in their province or territory and to ensure that their practices are compliant with these laws. By prioritizing Mental Health Awareness in the workplace, employers can promote positive mental health, protect their workers from harm, and improve productivity and morale.
MENTAL HEALTH AWARENESS TRAINING
What is Mental Health Awareness training?
Mental Health Awareness is a type of training designed to provide individuals with an understanding of mental health issues and how they can impact individuals in their personal and professional lives. This type of training aims to reduce the stigma surrounding mental health and promote a greater understanding and acceptance of mental health issues.The goal of Mental Health Awareness training is to increase awareness and understanding of mental health issues and promote greater acceptance and support for individuals who may be struggling with their mental health. By reducing stigma and promoting greater understanding and acceptance, individuals can feel more comfortable seeking help and support when they need it, leading to better mental health outcomes.
Who is responsible for Mental Health Awareness training?
In Canada, the responsibility for Mental Health Awareness training falls on both employers and employees. Employers have a legal obligation to provide a safe and healthy work environment for their employees, which includes addressing mental health in the workplace. This means providing Mental Health Awareness training and resources to employees, as well as implementing policies and practices that support positive mental health and well-being.
It is important for both employers and employees to take responsibility for Mental Health Awareness training and to work together to create a supportive and inclusive work environment that promotes positive mental health and well-being. By prioritizing mental health in the workplace, employers and employees can improve their own mental health and create a more productive and positive work environment.
Who needs Mental Health Awareness training?
Mental Health Awareness training is relevant for all individuals, regardless of their profession or industry. However, some industries may have a greater need for Mental Health Awareness training due to the nature of their work or the potential for workplace stress and trauma.
Here are some examples of industries that may benefit from Mental Health Awareness training:
- Healthcare: Healthcare professionals, including doctors, nurses, and support staff, may be at higher risk for burnout, compassion fatigue, and mental health issues due to the high-stress nature of their work. Mental Health Awareness training can provide these individuals with the tools and resources they need to manage stress and maintain their own mental health and well-being.
- Emergency services: First responders, including police officers, firefighters, and paramedics, may be exposed to traumatic events on a regular basis, which can lead to post-traumatic stress disorder (PTSD) and other mental health issues. Mental Health Awareness training can help these individuals to recognize the signs and symptoms of PTSD and other mental health issues and seek help when needed.
- Education: Teachers and other education professionals may experience high levels of stress due to workload, student behavior, and other job-related factors. Mental Health Awareness training can provide these individuals with strategies for managing stress, promoting self-care, and supporting their own mental health and well-being.
- Corporate: Corporate employees may experience stress related to work demands, long hours, and job insecurity. Mental Health Awareness training can provide these individuals with strategies for managing stress and promoting mental health and well-being in the workplace.
- Social services: Social workers, counselors, and other professionals who work with vulnerable populations may be at risk for compassion fatigue and burnout. Mental Health Awareness training can help these individuals to recognize the signs and symptoms of burnout and take steps to prevent and manage it.
- In summary, Mental Health Awareness training can benefit individuals across all industries, but may be particularly important for those who work in high-stress or traumatic environments. By promoting mental health and well-being in the workplace, employers and employees can create a more supportive and productive work environment.
Can you do Mental Health Awareness training online?
This course requires only theoretical training and evaluation, making it suitable for both classroom and online formats. Online training adheres to the same standards as classroom training, ensuring that it is recognized and accepted. In fact, online training can be more convenient and efficient, as it eliminates the need for in-person attendance and allows for flexible scheduling.
Moreover, classroom trainings often have certain requirements imposed by the Ministry of Labour, such as a minimum duration of 8 hours, which may not always be necessary for the content being covered. Online training can be more efficient in this regard, as a well-designed 2-hour course can cover all the necessary material effectively.
Additionally, online training can be a more cost-effective option for employers compared to organizing in-person classroom sessions.
However, keep in mind that employers are responsible for selecting the appropriate level of training for their workplace, so it’s essential to check with your employer to ensure they accept online training for this purpose.
Where can you purchase Mental Health Awareness online training?
In today’s fast-paced society, online courses have become the cheapest and most convenient solution to get your safety training done. There are many methods and providers of Mental Health Awareness training. With any training, it is essential to select a high-quality education provider and one that will provide the most value (best information retention in employees) for the time and money.
Ensuring your program materials are always up to date is also extremely important as the amount of health and safety regulations and enforcement is steadily increasing and constantly updating.
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MENTAL HEALTH AWARENESS CERTIFICATE
What do you need to learn?
To obtain a certificate in Mental Health Awareness training, individuals typically need to complete a training program that covers a range of topics related to mental health and well-being. The specific content of these programs may vary depending on the organization or provider offering the training, but may include the following:
How long is the certificate valid?
Some organizations may require their employees to renew their Mental Health Awareness training and certification periodically, such as every three or two years, to ensure that they are up-to-date on the latest information and best practices in mental health and well-being. It’s important to check with the organization or employer that issued the certificate to determine the specific requirements for renewal or ongoing training.
How will I receive my training certificate with eSafetyFirst?
The certificate will be automatically available for printing once you complete the course and pass the quiz with a score of 80% or higher.
All our courses will come with a PDF certificate at the end of the program.
This PDF file will have two pages: a standard certificate and a wallet-size training record.
The employer should store certificates, while the employee should carry their wallet cards at all times during work.
Students who prefer to receive wallet cards in a physical format can request and purchase a physical wallet card from eSafetyFirst. This optional item is not included in the course price and will cost an additional $10 for printing and shipping.
If you do not have the time to make your laminated wallet card, you may find it rather convenient to order this card directly from us.
How can I find my certificate if I lost it?
In most cases, this question is addressed to us by individuals who took their training with a different company. As a private company, we can only store and access our customers’ data. Therefore, if you did your training with another company, you need to contact them to receive a copy of your certificate.
If you are a customer of eSafetyFirst.com, then all you have to do is to Login to your account, and you can, at any time, download a copy of the certificate you received from us.
CONCLUSION
Mental Health Awareness training is an important step towards promoting mental health and well-being in the workplace and beyond. By increasing awareness and understanding of mental health conditions, workplace stress, self-care, support for others, and available mental health resources, individuals can become better equipped to support themselves and their colleagues in maintaining good mental health.By prioritizing mental health and well-being in the workplace and beyond, we can help create a healthier, happier, and more resilient workforce and community.