The presence of psychological risks or mental illnesses in the workplace

Mental Illness is a recognized disability under the Accessibility for Ontarians with Disabilities Act (AODA). The Psychological Health and Safety in the Workplace standard was released on January 16, 2013, by the Canadian Standards Association. Canadian companies and employees across the country can turn to a new national standard to help them identify and address psychological risks and mental health issues in the workplace.

What is a psychological risk or mental illness?

Some health experts define psychological risk as a product of a life-changing event with significant emotional, physical and spiritual consequences that can lead to mental illness.  The Public Health Agency of Canada (PHAC) says mental illness is “characterized by alterations in thinking, mood or behaviour (or a combination), and impaired functioning over an extended period of time. The symptoms vary from mild to severe depending on the type, the individual, the family and socio-economic environment.”

The following are examples of mental illnesses:

·       Mood disorders: depression, bipolar disorder, Seasonal Affective Disorder (SAD)

·       Schizophrenia: a chronic (lifelong) brain disease that impairs a person’s ability to differentiate between what is real and what is not

·       Anxiety disorders: phobias and panic disorders, obsessive-compulsive behaviour, post-traumatic stress

·       Personality disorders: having certain kinds of “personality traits” that influence the way people experience the events and relationships in their lives; symptoms include: ongoing irritability, intolerance, suspiciousness and/or paranoia; chaotic thoughts and emotions; tumultuous relationships and difficulties getting along with others; poor impulse control

·       Eating disorders: anorexia nervosa, bulimia nervosa, binge eating

·       Problem gambling

·       Substance dependency: addiction changes the brain, disturbing the normal hierarchy of needs and desires

·       Concurrent disorders and dual diagnosis: concurrent diagnosis refers to a condition where mental illness and a substance use problem with drugs, alcohol or gambling coexist

·       Dementia: decline in a person’s mental function

How can the standard help?

The hope is that the standard will introduce mental health awareness and promotion to Canada’s workplaces, and lead them to greater success. The benefits of psychologically healthy employees are too great to ignore, and the risks of unhealthy employees, too dangerous.

The standard includes information on:

·       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 systems of measurement and review to ensure sustainability of the overall approach

·       The implementation of key components, including scenarios for organizations of all sizes, an audit tool, and other resources and references

Some businesses will use the standard to plan their psychological health and safety program and process. By using the information and audit tool in the guide, along with existing workplace data (i.e., rates of accidents, injury and illnesses, rate of absenteeism, how employees use your benefits plan, disability rates and costs, employee survey), organizations will learn where the gaps exist in psychological health and safety in their workplace. These resources will also help organizations assess their current efforts to manage and support psychological health and safety in the workplace, and what other measures they can implement to improve or fill a need.

The standard can also help in making the business case to obtain leadership buy-in (e.g., from owners, executives, management).

Mental Health is considered a disability.  What are some things your company/organization has done to comply with this new standard?

If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-579-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca