Part one: Investing in employee mental health is imperative for everyone’s success

Mental health conversations have been on the rise in recent years. And while it’s positive that there’s surging interest in the topic, its prevalence is due to the fact that many people are struggling with it.

According to the Mental Health Commission of Canada, workplace psychological health and safety is a concern for 70 per cent of Canadian employees, and for 14 per cent, there’s no sense of psychological safety at work whatsoever.

If people believe they aren’t cared for and their overall health prospects are poor, this can contribute to a downward spiral. That’s why it’s crucial for employers to understand mental health and take it seriously.

Here’s a closer look at mental health, and how it intersects with other elements of health to impact employee engagement, productivity and performance.

What does mental health really mean?

Though the term “mental health” is used frequently, it’s helpful to unpack what exactly it refers to. The Canadian Centre for Occupational Health and Safety (CCOHS) defines it as a sense of emotional and psychological wellbeing, security and safety, determined by a complex interplay of stresses and vulnerabilities that exist on individual, communal and structural levels.

The World Health Organization (WHO) emphasizes that mental health has intrinsic and instrumental value, enabling people to make decisions and build relationships — and it’s therefore defined as a basic human right. The Government of Canada states that good mental health correlates with better coping skills, self-esteem, improved resiliency and confidence, leading to stronger community connections and greater personal autonomy.

The connection between mental and physical health

Too often, “psychological” and “physical” are seen as separate states — but the brain is part of the body, and mental and physical health affect one another in a myriad of ways. For instance, poor mental health can impact a person’s physical health, including disrupted sleep cycles and hormonal balances, reduced immune function, low energy and a lack of motivation. This affects their willingness and ability to exercise, while also leading to the development of unhealthy habits.

Conversely, there’s extensive evidence that physical activity improves mental health. Daily exercise can boost sleep quality and protein synthesis, with a positive feedback loop for the body and brain. It can also increase an individual’s sense of vigour and vitality, preparing them to be energized and productive. This can enhance cognition for processing, retaining and concentrating on information.

The connection between mental and financial health

Mental health conditions can make it more difficult to manage finances effectively, and this can trigger a vicious cycle where a worsening financial situation leads to worsening mental health. These can also work in the reverse order, with financial stress being the catalyst for mental health issues.

The Financial Consumer Agency of Canada cites a study where 48 per cent of Canadians say they’ve lost sleep due to financial concerns. And according to the Columbia University Department of Psychiatry, a lack of adequate sleep has been shown to amplify negative emotional reactions to stress and reduce positive feelings.

How mental health relates to workplace performance

In Canada, 33 per cent of workers have a high risk of experiencing a mental health issue, and 43 per cent have a moderate risk. That means a troubling two thirds of employees are at-risk when it comes to mental health. And 60 per cent of workers in Canada believe that employers have a responsibility to help improve their wellbeing, according to research by Robert Walters Canada.

Employers may want to listen. Companies report 12 per cent higher productivity from happy employees, and organizations also demonstrate overall better performance when they have a comprehensive mental health strategy in place, according to the CPA.

While providing mental health support can come at a cost, there’s plenty of evidence that far larger costs are incurred by ignoring employee mental health, such as attrition and absenteeism-related expenses. Meanwhile, mental health investments can help improve talent acquisition and retention, as 42 per cent of employees that have access to mental health benefits are likely to stay with their employer, compared to only 27 per cent without them.

Empowering employees with mental health support

In its research, the Canadian Psychological Association found that 60 per cent of senior leaders are confident or very confident that their mental health programs are delivering a strong ROI. Deloitte Canada likewise notes that investments in mental health programs, such as cognitive behavioural therapy (CBT), results in a return of $1.62 for every $1 spent — and when programs have been in place for three years or more, the return increases to $2.18.

Organizations should ensure employees not only have access to mental health support and services, but can access them on their own terms by making them easily available through digital channels at all hours of the day.

TELUS Health brings a holistic approach to employee health

Along with the ability to contact healthcare professionals and clinicians 24/7 through solutions such as TELUS Health Virtual Care, there are offerings designed specifically with employee mental health in mind:

• TELUS Total Mental Health provides holistic support and personalized care plans with ongoing guidance from care navigators.
• TELUS Health EAP extends mental health supports and work-life services to employees as well as their immediate families.
• TELUS Health CBT facilitates access to treatment by offering self-paced, fully supervised therapy models.