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BIZ 'peg MAY 2014 | 21 I f a colleague came to work with a limp, you probably wouldn't hesitate to ask what happened. But what if your co-worker seemed to be suffering from depression or severe anxiety? While increasingly common, there is still a stigma associated with mental-health issues that often compels us to stay silent. "If you see the person at the desk next to you crying over a few weeks, or they seem disconnected, we notice. But people — including supervisors and employers — are much less likely to ask, 'What's going on with you? How can I help?' " says Nicole Chammartin, executive director of the Winnipeg region of the Canadian Mental Health Association. "They are often uncomfortable with the topic, but the more we talk about mental health, the more we normalize it." The toll on workers is the most common cause of disability in Canada today. The Mental Health Commission of Canada estimates that nearly one in four workers is affected by mental-health issues, leading to absenteeism, "presenteeism" (being at work, but less than fully productive) and turnover. This lack of participation in the labour force translates into a whopping $20 billion annual loss to the Canadian economy. The commission developed the National Standard of Canada for Psychological Health and Safety in the Workplace to offer employers resources and tools to promote healthy workplaces. It's available at www.mentalhealthcommission.ca. "People are defi nitely surprised by the prevalence of mental-health issues in the workplace," Chammartin says. "I think that links back to the stigma, which has kept people from talking about it for so long. People aren't aware that their colleagues may be struggling – or even when they're struggling themselves." It's important to address these issues in the workplace since we spend a signifi cant portion of our lives at work. "It's also a place where people are at risk of psychological harm, from excessive stress, workplace bullying, unhealthy environments or a feeling that they lack control," Chammartin says. "There's a lot of risk, but there's also a lot of opportunities to implement preventative strategies." The workplace may be where the fi rst signs of mental illness show up. So what should we do if we're concerned about a colleague? "Probably the same thing you would do if you saw them limping," Chammartin suggests. "Say 'Hey, I'm seeing this; how are you doing? Would you like to talk about it?' And then listen in a nonjudgmental manner. Often people are waiting for the invitation that shows them it's safe to share." The CMHA recommends workers who need help start by having a conversation with a doctor, or look into services such as an employee assistance program, which is often included in health- benefi t plans. The most important thing is not to be afraid to talk about it. "Co-workers may assume that if the person really wanted to talk about it they would, or that it's something they should be embarrassed about. But that's ridiculous – mental health is something we should be able to talk about on the same level as anything else," Chammartin says. Employers who take ownership of the issue, ensuring their managers and supervisors are able to discuss mental health with employees in a way that's respectful, are doing the right thing. And workplaces that take steps to address problems get results: The CMHA reports that companies with the most effective health and productivity programs see not just reduced absenteeism, but also increases in revenue. The Winnipeg region of the CMHA offers a number of tools and resources to help both employers and employees understand and address mental illness. www.cmhawpg.mb.ca. MBiz_spring2014.indd Sec2:u MBiz_spring2014.indd Sec2:u 5/14/14 8:26:54 AM 5/14/14 8:26:54 AM

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