Engaging Frntline Managers and Supervisrs t Prmte Mental Health and Psychlgical Safety in the Wrkplace Final Reprt May 18, 2017 Prepared by Dr. Jlen Galaugher Supprted by a grant frm the Research and Wrkplace Innvatin Prgram f the Wrkers' Cmpensatin Bard f Manitba. 1
Cntents Executive Summary... 3 (i) Acknwledgments... 5 (ii) Prject Intrductin and Overview... 6 (iii) Wrk Cmpleted... 9 (iv) Prgram Evaluatin Results... 14 (v) Prpsed Recmmendatins... 17 Appendix A- knwledge transfer: leaders fr Wrkplace Psychlgical Safety Cnference Appendix B-Cmplete Prgram Evaluatin--Kaplan & Assciates Inc. Appendix C-Prgram Evaluatin Participant Questinnaire Appendix D-Wrkplace Psychlgical Safety and Addictins Training fr Managers Appendix E--Emplyer/Manager Resurce Guide Appendix F--Emplyee Lunch and Learn Training Appendix G--Emplyee Fact Sheet Appendix H--Wrkplace Psychlgical Health and Safety Tent Card 2
Executive Summary In sectin (ii) Prject Intrductin and Overview, we prvide cntext fr Vital Life Inc.'s prject "Engaging Frntline Managers and Supervisrs t Prmte Mental Health and Psychlgical Safety in the Wrkplace and nte sme f the research which has mtivated it, while als prviding an verview f the prject's cre bjectives. Specifically, an verview f bjectives is prvided fr the delivery f manager trainings in wrkplace psychlgical safety and addictins, including the accmpanying resurce guide fr managers and supervisrs. An verview f bjectives is als prvided fr the crrespnding emplyee lunch and learn sessins in wrkplace psychlgical safety and addictins, including the Fact Sheet and tent card fr emplyees. Our knwledge transfer bjectives are als briefly utlined here. In sectin (iii) Wrk Cmpleted, we describe the ur apprach and methd t carrying ut the cre prject bjectives. In this sectin, we describe the prject launch and hiring phase, including the frmatin f ur Prject Advisry Cmmittee the cntent develpment phase fr manager training and resurce guide, the cntent develpment phase fr emplyee lunch and learn sessins and accmpanying Fact Sheet and tent card, as well as prgram evaluatin design and questinnaire cntent the training and evaluatin phase, including critical infrmatin cncerning wh participated, representatin frm the three target sectrs f cnstructin, manufacturing, and service, and ther relevant infrmatin cncerning participatin, and the knwledge transfer activities undertaken, with emphasis n the Leaders fr Wrkplace Psychlgical Safety Cnference held n May 3 2017. In sectin (iv) Prgram Evaluatin Results, we prvide a summary f ur findings. We fcus, first, n data gleaned cncerning prevalence f mental health and psychlgical safety cnditins in ur three target sectrs (cnstructin, manufacturing, and service) as perceived by participating managers, current accmmdatins practices in the target sectrs as perceived by participating managers, and current psychlgical health and safety climate in participants' wrkplaces as perceived by the participating managers. Secnd, we briefly describe the measurable skills, knwledge, and insight participants gained as a result f their training. Finally, we utline the feedback participants ffered regarding their perceptin f training usefulness and design. Quantitative evaluatin data and cmmentary are prvided in a cmprehensive reprt in Appendix B Cmplete Prgram Evaluatin-Kaplan & Assciates Inc. In sectin (v) Prpsed Recmmendatins, we discuss sme f ur cnclusins and recmmendatins based bth n bservatins made thrughut the curse f the prject and ur prgram evaluatin findings. Several f the six cre recmmendatins ffered in this sectin prvided the entry-pint and mtivatin fr ur prpsed 2017 t 2019 RWIP prject: "Engaging Managers in Wrkplace Psychlgical Safety" targeting the il, gas, mining, agriculture, and healthcare sectrs. 3
In additin, Appendix.A : Knwledge Transfer: "Leaders fr Wrkplace Psychlgical Safety Cnference" fund in the current reprt utlines and summarizes the planning and executin f the May 3 2017 "Leaders fr Wrkplace Psychlgical Safety Cnference"/Knwledge Transfer Event. Materials develped ver the curse f the prject are appended in Appendices C-H. 4
(i) Acknwledgments The authr acknwledges, with gratitude, the cntributins f the fllwing: Frm Vital Life Inc. Dn Smith, BA, C.E.O. Jlen Galaugher, PhD, Prject Manager Jel Gervais, Adv. BA Psych. CCAC Addictins and Training Specialist Michelle Patersn, BA, RRP, Prject Crdinatr, Wrkshp Facilitatr Emily Walker, B.A., J.D. Wrkshp Cntent Develper Members f the Prject Advisry Cmmittee Members f the prject advisry cmmittee prvided feedback n the wrkshp cntent and frmat, reviewed the draft questinnaire, and participated in a field-test f the frm. Cmmittee members were: Brad Behm, Envirnmental, Health and Safety Manager, DeFehr Furniture (2009) Ltd. & Perimeter Industries Ltd. & Triple D Develpments Ltd Janice Desautels, Directr, WRHA Reginal Laundry Services Dave Erl, CRSD, CHSC, Directr f Occupatinal Health and Safety, Safety Services Manitba Jim LeBlanc, CDMP, Occupatinal Abilities Crdinatr, Canada Pst Janne Machad, Prject Crdinatr, Research and Wrkplace Innvatin Prgram Of the Wrkers Cmpensatin Bard f Manitba Devan Mackin, Prject Planner, FWS Grup f Cmpanies Amie Membreñ, Manager, Emplyment Services, Immigrant Center Manitba Inc Yvette Milner, President, Merit Cntractrs Assciatin f Manitba Vernica Suszynski, Prtfli Leader, SafeWrk Manitba Michelle Walker, RN, BN, OHN, Senir Cnsultant, Health and Wellness, Manitba Liqur & Ltteries Barry Warrack, PhD, Data Scientist, Business Intelligence Unit, Wrkers Cmpensatin Bard f Manitba Christine Webb, Manager, Cmpensatin and Benefits, Manitba Public Insurance Shannn Weiss, BA, BSW, CDMP, Case Manager, Manufacturing and Vluntary Sectrs, Wrkers Cmpensatin Bard f Manitba Special thanks t Judy Murphy, President and CEO f Safety Services Manitba, fr advertising the training sessins t her membership and fr prviding use f the training facility space. Special thanks t Yvette Miller, President f Merit Cntractrs Assciatin f Manitba, fr advertising the training sessins t her members. Special thanks t Bruce M. Cielen, Manager, Research and Wrkplace Innvatin Prgram, and Janne Machad, Prject Crdinatr fr the Research and Wrkplace Innvatin Prgram, fr their valuable supprt and input. Last but nt least, the authr acknwledges the wrkshp participants. Their thughtful feedback and bservatins were essential t the successful cmpletin f this prject and evaluatin. Vital Life Inc. acknwledges the financial supprt f the Wrkers Cmpensatin Bard f Manitba thrugh the Research and Wrkplace Innvatin Prgram in the preparatin f this Prject. Hwever, the cntent f the reprt is the sle respnsibility f Vital Life Inc. and the views expressed in it are thse f the authrs. 5
(ii) Prject Intrductin and Overview Engaging Frntline Managers: Wrkplace Psychlgical Safety and Addictins Training Prgram Supprted by the Research and Wrkplace Innvatin Prgram f the Wrkers Cmpensatin Bard f Manitba INTRODUCTION Mental illness in the wrkplace results in increased disability and insurance csts (Caveen et al. 2006), accunting fr mre than 30% f disability claims in Canada (MHCC 2014). The direct csts f mental illness fr the Canadian ecnmy are ver $40 billin per year, with substance abuse and addictins alne csting the Canadian ecnmy $24.3 billin in lst prductivity (Rehm et al. 2006). Emplyers have recently begun t recgnize the ecnmic and human csts f neglecting these invisible disabilities (Irvine 2011). Emplyers in the cnstructin, manufacturing, and service sectrs nt nly face direct lsses due t mental health related absences, but als indirect lsses: chrnic-nset stress and assciated illnesses result frm such wrkplace stressrs as lng r irregular wrk hurs and systemic bullying and harassment1 while psychlgical factrs and harmful substance use cntribute t heightened risk f accidents and injury. While the links between prmting psychlgical health and safety in the wrkplace and preventing illness and injury are well-established in the current literature, Manitba s educatin and training effrts in wrkplace mental health prmtin and mental illness preventin lag behind. Research shws that prmting a supprtive and effective apprach t mental health issues and addictins in the wrkplace begins with a cmmitment frm rganizatinal leaders t imprve measures fr psychlgical health and safety awareness and preventin (MHCC Natinal Standard 2013). While emplyers are increasingly aware f their duty t accmmdate and the cnsequences f a failure t intervene, managers and supervisrs remain fearful f initiating wrkplace mental health and addictins interventin due t cncerns arund cnfidentiality, liability, and interpersnal discmfrt resulting frm ignrance f crrect rles and prcedures. A 2011 Natinal Survey f 1,010 wrkers and frntline managers carried ut by the Cnference Bard f Canada indicates a felt lack f self-efficacy amng frntline managers and supervisrs due t a lack f training in effective mental illness and addictins related plicy, preventin, interventin, and accmmdatin (Cnference Bard f Canada 2011). With the recent release f the Natinal Standard f Canada fr Psychlgical Health and Safety in the Wrkplace (CSA Grup & BNQ 2013, MHCC 2013), Vital Life Inc. judged that educatin and training experts are well-psitined t deliver cnsistent and effective cntent in accrdance with best practices. 6
OVERVIEW In what fllws, we prvide a descriptin f the essential cmpnents f ur prject t deliver psychlgical safety training t managers and emplyees in the high-risk manufacturing, cnstructin, and service sectrs under the Research and Wrkplace Innvatin Prgram f the Wrkers' Cmpensatin Bard f Manitba. Vital Life Inc.'s 2015-2017 Research and Wrkplace Innvatin Prgram prject cnsisted in: 24 manager training sessins in wrkplace psychlgical safety and addictins (with an additinal pilt training sessin) 25 emplyee lunch and learn sessins in wrkplace psychlgical safety and addictins Resurce Guide fr Managers and Supervisrs ffering resurces, tls, and supprts. Fact Sheet and Tent Card fr emplyees Detailed prgram evaluatin Knwledge Transfer Activities, including a half day cnference Wrkplace Psychlgical Safety and Addictins Training fr Managers -1 pilt sessin and 24 half day sessinsthe Wrkshp s cntent was designed t be cnsistent with the guidelines and best practices identified by the 2013 MHCC Natinal Standard f Canada fr Psychlgical Health and Safety in the Wrkplace. In keeping with these recmmendatins, it fcused n preventin, early identificatin and recgnitin, early and apprpriate interventin r actin, and assessment and planning. The wrkshps fllwed an evidence-based apprach, integrating tw mdels: A fact-based mdel t increase managers and supervisrs knwledge f mental health and addictins issues, cmmn signs and symptms, and the impact f mental illness and addictins in the wrkplace. An interactive mdel, with interactive case studies emphasizing grup prcesses, t increase managers and supervisrs self-efficacy in apprpriately identifying mental health issues in the wrkplace, appraching an emplyee with perfrmance-related cncerns, and prviding apprpriate resurces and assistance. Specifically, these manager trainings were designed t: Engage managers and supervisrs in develping knwledge and facility with rganizatinal strategies, plicies, and prcedures t supprt awareness and preventin, which includes: The imprtance f an effective wrkplace plicy and actin plan with regards t mental health issues, drugs and alchl, bullying and harassment and wrkplace vilence. The imprtance f strategies t cmmunicate plicy and prcedures t emplyees in prmting respectful wrkplace. The imprtance f a supprtive plicy in setting the parameters fr apprpriate prcedures frm early identificatin and structured interventin t return t wrk plans if needed. 7
Enable leaders t identify signs and symptms f psychlgical health and safety issues in the wrkplace, and t prvide initial assistance Dispel managers and supervisrs apprehensin that expertise and cunseling skills are a requirement f successful wrkplace interventin. Shw leaders hw discussins regarding perfrmance can direct and facilitate supprtive interventin and the manner in which drp in attendance, behaviural changes, lateness, pr perfrmance, and ther such markers may indicate a mental health r substance abuse prblem. Prviding crss-training fr c-ccurring disrders and fr harmful substance use in the wrkplace. Emphasize the well-established link between psychscial factrs (stress, substance abuse, bullying) and illness and injury frm musculskeletal injuries due t falls and ther accidents. Prepare leaders t supprt emplyees with psychlgical issues stay at wrk r return t wrk in a safe and sustainable manner. Increase leaders intentins t prmte psychlgical safety by cnveying the impacts f management practices n preventing injury and illness, which includes: Discussing the imprtance f managers and supervisrs creating a climate fr wrkers t feel safe and t ask questins and speak up; imprving adherence t safety standards. Emphasizing the special significance f this climate fr new wrkers (yung wrkers and new immigrants). Train managers and supervisrs in the crrect dcumenting prcess. Awareness-Raising Lunch and Learn Sessin fr Emplyees 25 ne-hur sessins The ne-hur emplyee awareness sessins emphasize that an effective cmmunicatins strategy is required t cnvey that leadership regards psychlgical health as imprtant t the sustainability f business and as cnsistent with its missin and values. This recgnizes that awareness is the key driver in preventin. Awareness-raising sessins are particularly imprtant fr yung wrkers and new wrkers wh may have n prir expsure t such infrmatin, and wh are highly represented in the three target sectrs. These sessins were prvided n-site ver lunch hurs, alng with a fact sheet. The awareness-raising Lunch and Learn was designed t: Prvide emplyees with n-site, accessible infrmatin n addictins and mental cnditins in the wrkplace frm a health and safety standpint. Emphasize the imprtance f asking questins/vicing cncerns abut psychlgical safety. Raise awareness amng emplyees cncerning services and resurces bth within and utside f the rganizatin, which includes a ne-page fact-sheet with links t resurces fr emplyees 8
Key message centers n speaking up, making use f an easily remembered T.A.L.K.S This stands fr: Talk t cwrkers abut stressrs and mental health cncerns. Ask supervisrs fr resurces. Learn yur emplyer s mental health plicies and prcedures. Knw the risks f nt speaking up. Seek ut the help f yur wn medical prfessinal if yu have cncerns abut yur wn mental health. Resurce Guide fr Managers and Supervisrs Vital Life Inc.'s Resurce Guide fr Managers and Supervisrs is a glssy stck tri-fld brchure ffering key resurces fr psychlgical safety, addictins, and mental health in a digestible frmat. The resurce guide summarized key wrkshp cntent, prvided tls fr assisting struggling emplyees, and ffered a list f resurces and supprts, including links and cntact infrmatin. Fact Sheet and Tent Card fr Emplyees Vital Life Inc.'s tent card fr emplyees is a glssy stck resurce guide fr emplyees, ffering key resurces fr psychlgical safety, addictins, and mental health in a digestible frmat. The tent card summarized the T.A.L.K.S mnemnic, prvided a recap f wrkplace signs and symptms and ffered key resurces and links. It was translated int Tagalg, Hindi, Cantnese,.French, German, and Russian. Prgram Evaluatin Study and Knwledge Transfer The prject was designed with the intent t carry ut a carefully designed pre--pst prgram evaluatin study t assess prgram effectiveness alng key measures, and t share the results f the evaluatin with key stakehlders bth during and beynd the funding perid. The apprach t ur prgram evaluatin is utlined in Sectin iii Wrk Cmpleted, including Vital Life Inc.'s initiatives t share the findings f the study, while the results themselves are summarized in Sectin iv Prgram Evaluatin Results belw. (iii) Wrk Cmpleted Prject Launch: Vital Life Inc.'s prject, Engaging Frntline Managers and Supervisrs t Prmte Mental Health and Psychlgical Safety in the Wrkplace was launched in the spring f 2015. The first six mnths f the prject were devted t hiring the prject team and carrying ut the develpment f effective training cntent and resurce guide material in additin t fcusing n the develpment f an effective and feasible prgram evaluatin study. Upn prject launch, Jlen Galaugher was appinted as Prject Manager t manage timelines, budget, reprting, and ensure quality f deliverables. Michelle Pattersn was then hired as Prject Crdinatr and emplyer liaisn t crdinate key prject tasks and bk all manager and emplyee training sessins, and was als hired as training facilitatr respnsible fr prgram delivery. Emily Walker was hired as Cntent Develper, and Gerry Kaplan f Kaplan and Assciates Inc. was hired as prgram evaluatr. 9
With guidance frm the WCB f Manitba, a Prject Advisry Cmmittee (PAC) was frmed t ensure a mechanism by which leaders in the target sectrs and ther relevant stakehlders culd prvide input n training cntent and frmat, as well as feedback n prgram evaluatin design. The PAC met several times ver the curse f the prject, at key junctures where feedback r updates were required. Cmmittee members were: Brad Behm, Envirnmental, Health and Safety Manager, DeFehr Furniture (2009) Ltd. & Perimeter Industries Ltd. & Triple D Develpments Ltd Janice Desautels, Directr, WRHA Reginal Laundry Services Dave Erl, Directr f Occupatinal Health and Safety, Safety Services Manitba Jim LeBlanc, Occupatinal Abilities Crdinatr, Canada Pst Janne Machad, Prject Crdinatr, Research and Wrkplace Innvatin Prgram Of the Wrkers Cmpensatin Bard f Manitba Devan Mackin, Prject Planner, FWS Grup f Cmpanies Amie Membreñ, Manager, Emplyment Services, Immigrant Center Manitba Inc Yvette Milner, President, Merit Cntractrs Assciatin f Manitba Vernica Suszynski, Prtfli Leader, SafeWrk Michelle Walker, Senir Cnsultant, Health and Wellness, Manitba Liqur & Ltteries Barry Warrack, Data Scientist, Business Intelligence Unit, Wrkers Cmpensatin Bard f Manitba Christine Webb, Manager, Cmpensatin and Benefits, Manitba Public Insurance Shannn Weiss, Case Manager, Manufacturing and Vluntary Sectrs, Wrkers Cmpensatin Bard f Manitba. Training and Resurce Guide Cntent Develpment and Prgram Evaluatin Design: In cnsultatin with the PAC and subject matter experts, materials fr PwerPints slideshws were develped by the Cntent Develper bth fr the manager training and emplyee lunch and learns. With a view t accessibility and best practices, the training slideshws and resurce guide were revised in cnsultatin with Vital Life Inc. s mental health and addictins training expert Jel Gervais, Addictins and Training Specialist and Lynn Hisce, Reginal Manager-British Clumbia, selected fr their expertise in develping prgrams in wrkplace mental health and addictins including manager training. The Cntent Develper ensured EAL and adult educatin principles were bserved. The final manager training wrkshp cntent included: An intrductin t Mental Health and Addictins Csts f Mental Health Prblems and Addictins in the wrkplace Wrkplace Signs and Symptms Why Shuld Emplyers Care? 13 Wrkplace Factrs Knwn t Impact Mental Health Steretypes and Stigma Key Questins fr a Manager/Supervisr Interventins in the wrkplace What Yu Can D What Yu Shuldn't D 10
Yur respnsibilities as an emplyer Tlkit fr Managers Reasnable Accmmdatins Prmting mental health and psychlgical safety Resurces Natinal Standard f Canada: Psychlgical Health & Safety at Wrk Tips fr Imprved Mental Health The final resurce guide fr managers included: a list f rganizatins and assciatins which ffer mental health and addictins resurces and prgrams a summary f the 13 psychscial wrkplace factrs fr mental health a list f sme f the signs f addictin r mental health prblems in the wrkplace recaps cre training material n pssible accmmdatins fr wrkers with a mental health prblem, and a manager tlbx with checklists fr "what yu can d" and "what yu shuldn't d" in intervening with emplyees Once the manager resurce guide was develped and revised, layut and design were executed by Pat Perka f Next Phase Multimedia Inc. The final lunch and learn cntent fr emplyee sessins included: Definitins--mental health, mental illness, addictins Wrkplace behaviural, physical, and perfrmance signs f a prblem Wrkplace csts Why emplyees dn't get help What t d: T.A.L.K.S: Talk abut stressrs and mental health cncerns Ask supervisrs fr resurces and supprts Learn emplyers plicies Knw the risks f nt speaking up Seek the help f a medical prfessinal if cncerned abut wn mental health 13 psychscial factrs knwn t influence wrkplace psychlgical safety tips fr imprved mental health emplyee resurces and supprts In additin t the lunch and learn training cntent, an emplyee fact sheet was develped alng with a tent card including the T.A.L.K.S mnemnic, a list f wrkplace signs and symptms, and key resurces and links. These were translated int Tagalg, Hindi, Cantnese, French, German, and Russian languages strngly represented within the target sectrs f service, cnstructin, and manufacturing. Layut and design was executed by Next Phase Multimedia Inc. Prgram Evaluatin Design: Finally, a detailed questinnaire and tracking methd was develped by Kaplan & Assciates Inc. t measure the effectiveness f the manager training prgram, mdeled rughly n study design prpsed by Jlen Galaugher and revised t ensure valid data (the questinnaire is 11
appended in Appendix C: Prgram Evaluatin Participant Questinnaire). Questinnaire frmat and cntent was revised multiple times in the light f feedback frm the prject team and PAC. Vital Life Inc. judges bth the resulting study design and questinnaire design and cntent t have been highly effective. (In subsequent sectins, it is nted that the riginal prpsed study design t fllw up with participants at several mnths pst training t measure whether gains were sustained was abandned largely fr lgistical reasns. Despite this limitatin, prgram evaluatin data are infrmative and highly indicative f prgram success.) Findings f the study are summarized in the fllwing sectin, (iv) Prgram Evaluatin Results and described mre cmprehensively in Appendix B: Cmplete Prgram Evaluatin--Kaplan & Assciates Inc. and the detailed questinnaire is appended in Appendix C: Prgram Evaluatin Participant Questinnaire. Facilitatin f Manager and Emplyee Trainings: In February 2016, Vital Life Inc. launched the trainings in the frm f an initial pilt delivered t a mixed audience f Vital Life Inc. managers and representatives frm target sectrs. Trainings were facilitated by Michelle Pattersn. Fllwing the pilt and review by the prject team, Michelle revised training cntent t imprve learning utcmes and attended a ne day facilitatin curse t ensure apprpriate activities and interactive methds were emplyed t amplify training cntent and imprve retentin. Trainings were then advertized t emplyers thrugh Vital Life Inc.'s website and cnference activities, by Safety Services Manitba t its membership, and by Merit Cntractrs' Assciatin f Manitba t its members, as well as thrugh annuncements at cnferences, ntably the Cnstructin Safety Assciatin f Manitba which generated a high respnse. The Prject Advisry Cmmittee served as champins f the prject and increased ur reach in accessing emplyers in the target sectrs. Frm February 2016 t Nvember 2016, Vital Life Inc. subsequently began t deliver a series f 24 trainings fr managers in Wrkplace Psychlgical Safety and Addictins in the cnstructin, manufacturing, and service sectrs with crrespnding awareness-raising lunch and learn seminars fr emplyees carried ut ver the same perid, with the final lunch and learn sessins being delivered in the spring f 2017. Training facility space was generusly prvided by Safety Services Manitba and, in many cases, emplyers requested that training be prvided nsite, which we accmmdated. This reduced rm rental csts and the csts f light snacks which culd be prvided at lwer cst withut bligating the team t purchase thrugh a venue's catering services. As a result f pprtunities t prmte the trainings thrugh varius supprting safety assciatins and thrugh the PAC, Vital Life Inc. did nt encunter difficulty in attracting participants t the training prgram. The fllwing pints are wrth nting cncerning manager training participants and target sectrs: 360 participants attended the manager wrkshps with an apprximate average f 15 participants per training. (Lunch and learn enrllments varied significantly between sessins with enrllments f 5-25+ per sessin fr an estimated ttal f 250-300 participants.) the majrity f participants were emplyed in the manufacturing sectr at 54.5%, fllwed by the service sectr at 25.7% and the cnstructin sectr at 12.7%. (The relatively lw enrllment in the cnstructin sectr and feedback and bservatins thrughut the prject indicates reduced training length fr managers in the cnstructin sectr, 12
elabrated in subsequent sectins). 7.1% f participants were frm 'Other' sectrs, a number which results largely frm participant cnfusin as t which sectr they belnged t, and/r the assumptin that they culd nt bth belng t a 'senir manager' categry and ne f the three prject sectrs, an assumptin which was crrected by the facilitatr nce it was recgnized amng participants, 46.3% were uninized and 52% were nt, with the remainder being unsure. the largest percentage f participants were managers r directrs at 46%, fllwed by supervisrs and lead hands at 33%, participants in the human resurce field at 12.4%, and health and safety specialists at 11.6%, and thse in ther psitins. almst tw-thirds f all participants had ever been aware f an emplyee with mental health cnditins, and just under half had been aware f an emplyee with addictins. apprximately frty percent f all participants were currently aware f at least ne emplyee experiencing a mental health cnditin, cmpared with ne-fifth wh were currently aware f at least ne emplyee experiencing an addictin. The prject team and prgram evaluatr are in agreement that the trainings were, alng every relevant measure, highly successful. Between Nvember 2016 and March 2017, Prgram Evaluatin data were analyzed and a final reprt was generated by Kaplan & Assciates Inc. Knwledge Transfer: Vital Life Inc.'s prject team representatives attended varius industry cnferences ver the curse f the prject t prmte the trainings and cnvey prgram evaluatin results, including CSAM's The Safety Cnference in April 2016, the HRMAM's Human Resurces and Leadership Cnference in Octber 2016, the Manitba Occupatinal Health Nurses Week Cnference in Octber 2016, the Return t Wrk Cnference: What's the Buzz in Disability Management April 2017. Mst ntably, Michelle Pattersn (Crdinatr/Facilitatr) and Jlen Galaugher (Prject Manager) attended the SAFE Wrk Manitba cnference: Psychlgical Health and SafetyMake it the Standard cnference in Nvember 2016, with a bth devted t raising awareness cncerning mental health, addictins and psychlgical safety, prmting the training prject, and sharing initial results. A variety f infrmal cnversatins resulted and sme f the individuals wh interacted with the prject team at these knwledge transfer activities received and accepted invitatins t ur "Leaders fr Wrkplace Psychlgical Safety" cnference n May 3, 2017. It is als wrth mentining that in March f 2017, Gerry Kaplan f Kaplan and Assciates gave a detailed presentatin f results and findings t the Prject Advisry Cmmittee. Due t reduced csts f rm rental and cffee/snacks and smewhat reduced printing fees, Vital Life Inc. submitted a prpsal fr the reallcatin f remaining prject funds tward a further knwledge transfer event: the "Leaders fr Wrkplace Psychlgical Safety Cnference" held n the mrning f May 3 2017. Reallcatin f funds was apprved in January, 2017. The cnference hsted 112 participants in the relevant training sectrs (cnstructin, manufacturing, service), in the sectrs targeted fr Vital Life Inc.'s 2017-2019 RWIP prject (gas, il, mining, agriculture, and healthcare), t PAC members, WCB representatives, representatives f ther safety assciatins, and t ther rganizatins identified by Vital Life 13
Inc. as likely t benefit frm greater awareness f wrkplace psychlgical safety. The cnference prgram included: a talk frm a prminent Manitba emplyment lawyer prject results presented by the prgram evaluatr and prject manager an emplyer panel featuring 4 emplyers wrking tward greater wrkplace psychlgical safety and representing varius stages f implementing the Natinal Standard, and an inspiratinal talk by a prfessinal speaker n wrkplace mental health. The event was envisined by the Prject Team as a wrap up f the 2015-2017 prject and a launch f the 2017-2019 prject. A summary f the event-- its planning, executin, and result-can be fund in Appendix A f this reprt. (iv) Prgram Evaluatin Results Vital Life Inc. engaged a third party prgram evaluatin cnsultancy, Kaplan & Assciates Inc., t cnduct a detailed, research-based prgram evaluatin f the prject. The design f the evaluatin study invlved measuring changes experienced by wrkshp participants based n their pretest and pst-test respnses t replicated questins delivered by means f a detailed pre and pst training questinnaire. The data have empirically demnstrated statistically significant gains in knwledge, insight, and skills fr wrkshp participants acrss the bard. RESPONSE RATE: Of the 360 individuals participating in Vital Life Inc.'s manager trainings, 355 pretest questinnaires were cmpleted fr an exceptinal respnse rate f 98.6%, and 343 pst-test questinnaires were cmpleted fr an equally exceptinal respnse rate f 95.3%. PERCEIVED PREVALENCE OF WORKPLACE MENTAL HEALTH CONDITIONS AND ADDICTIONS: Almst tw-thirds f all participants had ever been aware f an emplyee with mental health cnditins, and just under half had ever been aware f an emplyee with addictins. Abut frty percent f all participants were currently aware f at least ne emplyee experiencing a mental health cnditin, cmpared with ne-fifth wh were currently aware f at least ne emplyee experiencing an addictin. This mst frequently applied t ne t three f their emplyees reprted by each participant. WORKPLACES ADDRESSING THE NEEDS OF EMPLOYEES WITH THESE PROBLEMS: Abut ne-third f the participants reprted that their wrkplaces very much accmmdate emplyees experiencing mental health cnditins, and abut ne-fifth reprted that this was case fr emplyees experiencing addictins. When participants were asked what health and wellness plicies their wrkplace have, this mst frequently included plicies related t harassment, respectful wrkplaces, 14
vilence in the wrk-place. The plicies least ften reprted related t addictins and psychlgical health and safety. There were significant crrelatins between wrkplaces accmmdating emplyees with mental health cnditins and addictins, and the existence f wrkplace accmmdatin plicies, psychlgical health and safety plicies, and addictins plicies. Of the participants wh were aware f emplyees experiencing mental health cnditins, ver half reprted having cnversatins with them abut this, while this applied t almst frty percent f participants wh were aware f emplyees with addictins. The utcmes f participants cnversatins with these emplyees mst frequently included, in ranked rder: prviding them with supprt and encuragement; encuraging them t seek help frm their emplyee assistance prgrams; and encuraging them t seek medical help. ASSESSING THE PSYCHOLOGICAL HEALTH AND SAFETY OF THEIR WORKPLACES: Participants were asked t assess their wrkplaces based n the 13 Wrkplace Factrs published by the Natinal Standard f Canada fr Psychlgical Health and Safety in the Wrkplace. The factrs mst frequently identified as being very much adhered t were: Prviding physically safe wrking envirnments Prtecting emplyees frm vilence, bulling and harassment Emplyees being treated with civility and respect Factrs least frequently identified were, in reverse ranked rder: Emplyees feeling engaged at wrk Emplyees having cntrl and influence at wrk, as apprpriate Emplyees maintaining a healthy wrk/life balance Emplyees having manageable wrklads Emplyees being recgnized and rewarded fr wrk well-dne Wrkplaces prviding emplyees with adequate psychlgical and scial supprts Wrkplaces prviding emplyees with supprtive rganizatinal cultures Emplyees having pprtunities fr grwth and develpment Wrkplaces prviding clear leadership Wrkplaces prviding clear jb expectatins fr their emplyees MEASURING PARTICIPANTS GROWTH OVER TIME: An imprtant cmpnent f this evaluatin invlved measuring changes experienced by wrkshp participants based n their pretest and pst-test respnses t replicated questins. The data have empirically demnstrated statistically significant grwth fr wrkshp participants acrss the bard. The fllwing areas f grwth have been identified: Significantly greater identificatin f emplyees with current mental health cnditins and addictins ver time. Participants were significantly mre likely ver time t feel that their emplyees were negatively affected by mental health cnditins and addictins in their wrkplaces. This 15
is taken t indicate an imprvement in their ability t identify when emplyees may be experiencing these cnditins. Participants were significantly mre knwledgeable abut hw t recgnize and assist emplyees experiencing these cnditins, as this relates t knwing: When emplyees may have mental health cnditins When emplyees may have addictins Hw t have a cnversatin with emplyees experiencing mental health cnditins r addictins The supprts and assistance that may be apprpriate t assist these emplyees. Participants were significantly mre aware f the Natinal Standard f Canada n Psychlgical Health and Safety in the Wrkplace ver time. Participants were significantly mre likely, ver time t feel that they wuld assist emplyees experiencing mental health cnditins r addictins. PARTICIPANTS EVALUATING THE WORKSHOPS: Virtually all participants felt that each f the 18 tpics prvided in this half day wrkshp was useful fr them. The tpics mst frequently identified as being very useful t participants included, in ranked rder: 13 Wrkplace Factrs Knwn t Impact Mental Health Why Shuld Emplyers Care? Wrkplace Signs and Symptms Resurces An intrductin t Mental Health and Addictins Key Questins fr a Manager/Supervisr Yur respnsibilities as an emplyer What Yu Can D What Yu Shuldn't D Prmting mental health and psychlgical safety Virtually all participants were satisfied with the quality f the infrmatin prvided thrugh the wrkshps. Virtually all participants felt that they received infrmatin relevant t their wrkplaces. Virtually all participants felt that the wrkshp presenters were knwledgeable. Virtually all participants felt that they will be able t apply the knwledge they gained t help their emplyees. Just ver three-quarters f all participants felt that the wrkshps prvided just the right amunt f infrmatin. The rest were evenly divided between participants wh wanted mre infrmatin and thse wh wanted less. Virtually all participants felt that their participatin in the wrkshps represented a gd use f their time. Virtually all participants were likely t recmmend the wrkshp t thers in their sectrs. When participants were asked t cmment n what they liked mst abut the wrkshps, 213 respnded. The mst frequent cmments related t: The usefulness f specific tpics and infrmatin Receiving (unspecified) helpful infrmatin 16
Thse wh liked the fact that everyne participated with psitive interactins The quality f the presenters The psitive wrkshp prcesses and setting The rle playing and interactive sessins When participants were asked t cmment abut the changes that they wuld make t the wrk-shps, if they culd, 144 respnded. The mst frequent cmments related t: New and different tpics t be cnsidered, r making sessins lnger A large prprtin indicated that n changes are needed (v) Prpsed Recmmendatins Vital Life Inc.'s training seminars meet the prven need fr practical appraches t increasing capacity in wrkplace mental health and addictins preventin and interventin in accrdance with best practices. On the basis f ur cmprehensive prgram evaluatin and bservatins thrughut the prject's duratin, Vital Life Inc. has the fllwing cre recmmendatins: 1. Existing training shuld be extended t new high-risk sectrs. Our prgram evaluatin results shwed success n all measures f training effectiveness. In additin, interest levels in ur training were high and the prject team faced few t nne f the anticipated difficulties in attracting participants t the trainings. With a clear indicatin f interest and with several cmpanies being declined due t nt falling clearly within any f the identified target sectrs, it is recmmended that pririty be given t ensuring that such training may be extended t ther sectrs and in making training cntent available beynd the perid f Vital Life's funding. 2. Occupatinal Health and Safety cntent f trainings shuld be expanded. There are a variety f ccupatinal health and safety issues which directly r indirectly relate t wrkplace psychlgical safety and addictins issues. Vital Life's training cntent cvered basic OHS material-- fr instance, harmful substance use in safety sensitive psitins and psychscial wrkplace factrs which cntribute t bullying r vilence-- but there is rm t expand. (Interestingly, a significant number f participants were Occupatinal Health and Safety representatives.) 3. Existing training shuld be revised t increase apprpriateness f cntent and training length fr diverse audiences. Training cntent and design were highly effective. Hwever, Vital Life Inc. recgnizes that the training needs and availability f frntline managers in highrisk sectrs differ frm thse f senir managers, HR managers, and Occupatinal Health and Safety staff prgram participants. It is the recmmendatin f the prject team that manager trainings be brader in scpe, including infrmatin n the Natinal Standard f Canada fr Psychlgical Health and Safety in the Wrkplace, the wrkplace psychscial factrs fr mental health, and emplyer bligatins. Accrding t wrkshp feedback, it shuld als include elabrated cntent cncerning plicy and case law. Trainings fr supervisr staff/frntline managers shuld fcus mre narrwly n a selectin f the training tpics already included in the existing manger training, with greatest emphasis n wrkplace signs and symptms and tlkits fr prviding assistance and ffering resurces t emplyees. 4. A fllw-up strategy shuld be devised t track whether gains are maintained and ensure mmentum tward prmting wrkplace psychlgical safety cntinues beynd the prject. If at all feasible, a pst-pst assessment methd shuld be emplyed, measuring 17
participant grwth subsequent t training, but als at three t fur mnths pst-training t measure sustainability f prgram gains. In Chapter Six: Summary and Cnclusins, under IV Future Research Opprtunities (lcated n the final page f Kaplan & Assciates Inc.'s prgram evaluatin fund in Appendix B f the current reprt), Kaplan ntes that a fllw-up strategy fr a pst-pst study design was prevented due t lack f resurces. It is the cnsidered pinin f the prject team, hwever, that despite its recmmendatin that a pst-pst study design be implemented, such an apprach was prevented in the current case primarily by lgistical bstacles in maintaining a high respnse rate and cnfidentiality while nt burdening participant cmpanies' administrative and HR staff. This is imprtant t nte, as it presents an bstacle that is nt cnfined t lack f resurces and which will need t be navigated in the subsequent funding cycle if the sustainability f training gains is t be measured. 5. Educatin and training effrts shuld emphasize the imprtance f adequate wrkplace plicies. Emphasis shuld be placed n ensuring emplyers are educated n the advantages and requirements f wrkplace plicies related t psychlgical safety, addictins, and wrkplace accmmdatins. Initiatives and prgrams t encurage emplyers t invest resurces in cmmunicating existing plicy and prcedures t staff, particularly in high-risk sectrs, are recmmended. (Our study fund that high numbers f participants remained unaware f whether they had such plicies in place, thugh ur training participants were primarily senir managers, HR managers, and OHS representatives. When participants were aware f wrkplace plicies, they reprted having plicies related t harassment (reprted by 84.5% f all participants), respectful wrkplaces (83.1%), and vilence in the wrkplace (76.6%) at much higher rates than plicies cncerning wrkplace accmmdatins (56.2%), addictins r drugs and alchl (40.7%) and cmprehensive psychlgical health and safety (34.2%). Bth a lack f awareness f existing plicies amng managers and a lack f critical plicies is risk t emplyees. Mrever, n inquiry/investigatin ur study fund a statistically significant crrelatin between the willingness f wrkplaces t accmmdate emplyees with mental health cnditins and addictins with the existence f (and manager awareness f) the related plicies. This is significant als in that the tw plicies least ften reprted cncerned addictins and psychlgical safety) 6. Emphasis shuld be placed n ensuring emplyer awareness f apprpriate accmmdatins and mdified duties fr emplyees struggling with mental health and addictins issues. Awareness f apprpriate accmmdatins increases the likelihd f ffering accmmdatin and reducing accidents, injuries, grievances, and disability claims. Our study shws that educatin significantly increases willingness and intent t intervene t assist emplyees with mental health and addictins issues. Amng ur 360 participants, 29.4% f all participants were unable t answer whether their wrkplaces accmmdate emplyees with mental health cnditins, and 40.4% were unsure whether their wrkplaces accmmdate emplyees with addictins. This is a risk t emplyees. In clsing, Vital Life Inc. cncludes that, in partnership with varius Safety Assciatins in Winnipeg, and with the supprt and guidance f an active Prject Advisry Cmmittee and the Wrkers' Cmpensatin Bard f Manitba, trainings and accmpanying resurces delivered t managers and emplyees in three high-risk target sectrs have been highly successful in increasing participant skills, insight, knwledge and intent t intervene t assist emplyees with mental health cnditins and addictins. Vital Life Inc. thanks all wh have participated t ensure the success f the prject. 18
List f Appendices Appendix A-Knwledge Transfer: "Leaders fr Wrkplace Psychlgical Safety Cnference". Appendix B-Cmplete Prgram Evaluatin--Kaplan & Assciates Inc. Appendix C-Prgram Evaluatin Participant Questinnaire Appendix D-Wrkplace Psychlgical Safety and Addictins Training fr Managers Appendix E--Emplyer/Manager Resurce Guide Appendix F--Emplyee Lunch and Learn Training Appendix G--Emplyee Fact Sheet Appendix H--Wrkplace Psychlgical Health and Safety Tent Card 19