Driving change for a healthy workplace Public Service
Driving change for a healthy workplace Public Service Alliance of Canada Denis St-Jean, Co-Chair Centre of Expertise on Mental Health April 11, 2019 Ottawa, ON 1 Table 2 CLAIMS INVOLVING MENTAL HEALTH CONDITIONS YEAR NO. OF APPROVED CLAIMS MENTAL HEALTH CLAIMS %
44.2 46.1 46.7 45.1 44.3 44.2 44.1 47.3 48.0 47.6 44.8 46.8 49.0 49.0 49.5 * Canada Post departs Federal DI Plan as of April 1, 1994 A Changing Context 1/5 of Canadians will experience
mental illness in their lifetime 1 in 7 selfidentify as having a disability members of visible minorities could represent 29% of Canada by 2026 PM apology to LGBTQ2+ public servants in November 2017 22% of public servants reported
experiencing harassment in the past 2 years gender identity and gender expression added as prohibited grounds of discrimination to CHRA up to 13% of Canada selfidentifies as LGB and/or T immigrants make up 2/3 of population growth
#MeToo movement spotlighted sexual harassment Canadians have rising expectations of accessibility generation Z is projected to represent 20% of the workforce by 2026 Indigenous population is growing 4x as fast as non-Indigenous population
13 National Standard of Canada Psychological health and safety in the workplace The Standard provides a systematic approach to develop and sustain a psychologically healthy and safe workplace, including: The identification of psychological hazards in the workplace; The assessment and control of the risks in the workplace associated with hazards that cannot be eliminated (e.g. stressors due to organizational change or reasonable job demands); The implementation of practices that support and promote psychological health and safety in the workplace; The growth of a culture that promotes psychological health and safety in the workplace; The implementation of measurement and review systems to ensure sustainability. 14 Journey The Government of Canada and the Public Service Alliance of Canada established a Joint Task Force
The Clerk of the Privy Council placed mental health at the top of the management agenda, and convened an advisory group the Federal Public Service Workplace Mental Health Strategy was released The Joint Task Force on Mental Health released three reports September 2015 / April 2016 / January 2018 to build a healthy, respectful, and supportive work environment that strengthens the public service 15 Context Departments and Initiatives Bill C-65 Commitments Mandate letters GC priority
Clerks priority Budget 2018 Calls to Action Joint Task Force Report on Diversity and Inclusion Womens & Visible Minorities Priorities Accessibility Strategy Report on Harassment (Safe Workspaces)
Official Languages Report PSAC Report on Millennials Joint Task Force Reports on Mental Health Many Voices, One Mind Indigenous Strategy 16 Centre of Expertise Taking Shape 3 pillars of the Mental Health
Strategy: Changing Our Culture Building Measuring, Capacity To align, support and integrate with theReporting, & broader work in the area of diversity, Continuous Improvement We connect, inclusion and wellness. We raise convene and engage We inform, awareness and help employees, influence and reduce stigma
communities, impact through mental networks and accountability, health promotion organizations by performance and campaigns, providing resources, policy tools to identify outreach activities facilitating and address and speaking information psychosocial hazards engagements. exchange and sharing in federal workplaces. best practices. 17
#GCMentalHealth Map: Our Universe 18 Roles & Responsibilities for Centre of Expertise Provide roadmap for alignment with the National Standard Convene communities of practice and networks Offer a best practice repository Identify factors and gaps that may affect the psychological health and
safety of the workforce Engage and educate via Federal Speakers Bureau Have regional and national presence Influence and connect other mental health related activities enterprise wide Provide expert advice, support and guidance 19 Our Reach in Numbers
70+ Mental Health and Wellness Champions 100+ Deputy Ministers Mental Health Pledge 128,155 + web page views 2,000+ Twitter followers More than
2,000+ GCconnex members 20,000 public servants reached through Federal Speakers Bureau Testimonials 20 Impact across Government 56% of employees believe their workplace is psychologically healthy
29% of employees feel emotionally drained at the end of their day 48% 67% of LDAs have performed a joint psychological hazard analysis informed by survey results of employee believe their organization does a good job of raising awareness of mental health in the workplace
34% 32% of employees feel a high level of stress related to pay or other compensationrelated issues of employees feel a high level of stress related to not having enough employees to do the work 21 Prioritizing Future Efforts Strengthen the Best Practice Repository
Establish strong regional presence Build capacity and influence Measurement and Reporting Provide expert support and guidance Launch OPI Network Reinforce collaboration with unions and management Expand Federal Speakers Bureau
22 canada.ca/workplace-wellness To align, support and integrate with the broader work in the area of diversity, inclusion and wellness. 23 Connect with us Visit Canada.ca/workplace-wellness to find resources, tools and services for organizations, managers and employees on any device. Visit GCintranet Mental Health in the Workplace for additional resources, tools and services, only available to public servants. Join the CoE Mental Health on GCconnex to participate in discussions, share information, and leverage the power of networking. Visit the GCpedia page to find multimedia tools and resources that can be tailored to your own organizations realities, challenges and environment.
@CEMHW_CESMMT Follow us @CEMHW_CESMMT for the latest news, events, developments, and activities relating to mental health and psychological health and safety in the workplace. Questions or comments to [email protected] 24
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