Guarding Minds at Work: a Guide to Psychological Safety and Health 4 th Annual Canadian Congress for Research on Mental Health and Addiction in the Workplace October 28 th 2009
Acknowledgements Commissioned by: Funded by: Developed by:
Research & Development Team Dr. Joti Samra*, Research Scientist, Consortium for Organizational Mental Healthcare: project lead Dr. Merv Gilbert*, Principal, Gilbert Acton Consulting: senior project consultant Dr. Martin Shain*, Founder, Neighbour at Work Centre: originator and project consultant Dr. Dan Bilsker*, Psychologist, Vancouver General Hospital ~ Vancouver Coastal Health Authority: project consultant Great-West Life (GWL) Project Partners *Adjunct Professor, Faculty of Health Sciences, SFU Mike Schwartz, Senior Vice-President, Group Benefits, GWL / Executive Director, GWL Centre for Mental Health in the Workplace Mary-Ann Baynton, Program Director, GWL Centre for Mental Health in the Workplace Jan Belanger, Assistant Vice-President, Community Affairs, GWL Christina MacIsaac, Program Manager, Community Relations, GWL
Guarding Minds at Work is a means by which organizations can create and maintain a psychologically safe and healthy workplace www.guardingmindsatwork.ca
A PSYCHOLOGICALLY SAFE & HEALTHY WORKPLACE is one that allows no harm to employee mental health in negligent, reckless or intentional ways and promotes employees' psychological well-being
Ipsos Reid Survey: Key Findings (Mar/Apr 2009) Using the PSR-12, an instrument developed for GM@W: 1/5 of respondents reported that their workplace is NOT psychologically safe & healthy. (Employees in such workplaces are twice as likely to believe they are suffering from a mental illness.) Those reporting unhealthy workplaces were more likely to be male, older, unionized, shift workers &/or in junior positions.
Mental Injury at Work Image: courtesy of Benefits and Pensions Monitor 2009
A new set of tools to assist employers to ASSESS, and ADDRESS psychosocial risks and EVALUATE associated responses.
PSYCHOSOCIAL RISKS are organizational factors that impact psychological safety and health of employees. twelve psychosocial risks were identified by GM@W via: Consultation (employers, researchers, international experts) Review of the literature (scientific and professional) Focus groups (Quebec City, Toronto, Calgary, Vancouver)
Guarding Minds at Work: the process
Webshot of Assessment Options
PSR Initial Scan: the SSIX - Stress Satisfaction Index Demand Control Effort Reward Support Fairness
The SSIX I am satisfied with the amount of involvement I have in decisions that affect my work [control] I feel I am well rewarded (in terms of praise and recognition) for the level of effort I put out for my job [reward] In the last six months, too much time pressure at work has caused me no worry, nerves or stress [demand] In the last six months, I have experienced no worry, nerves or stress from mental fatigue at work [effort] I am satisfied with the fairness and respect I receive on the job [fairness] My supervisor supports me in getting my work done [support]
SSIX Risk Zones SSIX Risk Zones Report - 2.5 to 0.50 = red 18% -0.49 to 0.0 = amber 30% +0.01 to +0.49 = yellow 30% +0.50 to +2.5 = green 22%
PSR 12 Psychosocial Risk Domains PSR1: Psychological Support PSR2: Organizational Culture PSR3: Clear Leadership & Expectations PSR4: Civility & Respect PSR5: Psychological Job Fit PSR6: Growth & Development
PSR 12 Psychosocial Risk Domains PSR7: Recognition & Reward PSR8: Involvement & Influence PSR9: Workload Management PSR10: Engagement PSR11: Balance PSR12: Psychological Protection
Webshot of Action Strategies
Legal & Social Significance of GM@W The first coherent framework in Canada for addressing in a comprehensive way the protection and stewardship of mental health at work according to the new legal standards Signals and symbolizes a new era in which the protection of mental health at work [psychological safety] is treated with the same importance as physical health and safety Begins an era in which the protection of mental health at work is accepted as a shared responsibility between employees and employers
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