By Pam Paquet

Every business has a human aspect and is subject to the resulting issues from imperfection. In most cases, the fallout from shortcomings is manageable, but business success can be compromised when employees aren’t at their best for lengthy periods of time.

Infrequent and non-damaging personnel issues don’t require attention from managers and HR – they are viewed as anomalies which will resolve themselves. But what happens when human imperfection and normal issues take on a more concerning posture? What if the “everyday stresses” evolve into mental health issues?

In light of Bill 14‘s potential workplace impact, it serves to ask, what is the current state of mental health in the workplace?

Mental Health Math

The sad reality is that mental health issues are far more prevalent in the workplace than widely considered. Heretohelp.bc.ca states, “One in five of us will experience a mental disorder or substance use problem at some point in our lifetime. It only makes sense that something that affects our everyday life can affect our work life, too. In fact, some estimate that half of the sick days in Canada are due to mental health problems”

The Federal government* concurs and adds the financial aspect, “In any given year, one in five people in Canada experiences a mental health problem or illness, with a cost to the economy estimated to be in excess of $50 billion annually.”

These numbers are shocking: In a workplace of 100 employees 20 people will be suffering with a mental illness.

There are no measures to dictate when financial difficulties, workload challenges and personality differences graduate to depression or trigger addictive coping behaviours. In the same vein, there is no way to determine who is at risk. From the mail room to the executive suite, the janitorial closet to the production floor, everyone is on equal footing.

Perspective and Management

When mental health issues are a possibility, a shift in managing—along with a shift in perception and acceptance—is required.

A position of compassion for normal people juggling normal life situations should replace judgements towards people with mental health challenges. It’s time for employers, with their HR professionals, to lead the charge in debunking the myths and stigmas about mental health concerns in the workplace and beyond.

Unfortunately, mental health issues currently carry a stigma that makes the condition unacceptable and unwelcome in the workplace.  Judgement is passed on both the person and condition. Avoidance becomes a normal reaction from co-workers leading to further isolation. If there is no additional support, shunning and excuses are the norm. No wonder many who are dealing with mental health issues make light of the situation and try to cover it up.

The question this begs is whose responsibility is it to address and manage an employee’s mental health problems? Unquestionably, employers, and HR professional in particular, can expect to have a greater role to play.

Empathy and Productivity

According to heretohelp.ca: “Employers want people to stay at work and be productive, and there are a lot of reasons for them to pay attention to their employees’ mental health. The average company loses up to 12 per cent of its payroll to employee disability through loss of productivity and sick leave, and mental disorders are expected to make up over half of all disability claims in the next five years. So it only makes sense that workplaces help employees when they need it.”

A renewed perspective of empathy in the workplace can go a long way to removing the negative stereotypes of mental health. More common than anyone would like, mental health and its effects can be invisible to the naked eye. In fact, some will be shocked to learn their coworkers have a mental health condition yet accomplish assigned tasks like “everyone else”.

Workplaces and their employees need awareness and sensitivity for coworkers whose struggles may be beyond “everyday”. Leave judgement outside the workplace. Encourage humanity with openness to discussion and empathy. Be the workplace where mental healthiness and well being can be in progress, challenged and improving.

* www.mentalhealthcommission.ca

Pam Paquet, MEd is a master level facilitator and principal of Pam Paquet and Associates (www.thepossibilities.ca). Speaking internationally, she is an instructor with BCIT and certified with the Canadian Counselling Association.

(PeopleTalk Spring 2013)