Mental health and addiction; Ontario’s overlooked health challenge<br />by Toronto Training and HR <br />September 2011<br />
3-4 Introduction to Toronto Training and HR<br />	5-6	Definition<br />	7-10	How bad is the situation in Canada?<br />	11-1...
Page 3<br />Introduction<br />
Page 4<br />Introduction to Toronto Training and HR<br />Toronto Training and HRis a specialist training and human resourc...
Training course delivery</li></ul>-  Reducing costs<br /><ul><li>Saving time
Improving employee engagement & morale
Services for job seekers</li></li></ul><li>Page 5<br />Definitions<br />
Page 6<br />Definitions<br />Mental health<br />Mental illness<br />Mental wellbeing<br />Disability<br />
Page 7<br />How bad is the situation throughout Canada?<br />
Page 8<br />How bad is the situation throughout Canada? 1 of 3<br />% of those affected seeking help for the issues<br />%...
Page 9<br />How bad is the situation throughout Canada? 2 of 3<br />Mood disorder<br />Anxiety disorder<br />Substance dep...
Page 10<br />How bad is the situation throughout Canada? 3 of 3<br />MENTAL HEALTH COMMISSION<br />Develop a mental health...
Page 11<br />In this province…<br />
Page 12<br />In this province…<br />% of health spending<br />Best place in Ontario<br />Worst place in Ontario<br />Launc...
Page 13<br />Barriers and challenges<br />
Page 14<br />Barriers and challenges<br />Rate of recovery<br />Responses to medication<br />Stress<br />Suicidal behaviou...
Page 15<br />Anxiety and depression<br />
Page 16<br />Anxiety and depression<br />Classification and criteria<br />Factors <br />Impact<br />Questions to ask<br />
Page 17<br />Career counselling for people with mental health disabilities<br />
Page 18<br />Career counselling for people with mental health disabilities<br />Developmental approach<br />Behavioural ap...
Page 19<br />Supported employment and job accommodations<br />
Page 20<br />Supported employment and job accommodations 1 of 2<br />Real work<br />Integrated setting<br />Ongoing suppor...
Page 21<br />Supported employment and job accommodations 2 of 2<br />Training<br />Employment practices<br />Communication...
Page 22<br />Women and mental health<br />
Page 23<br />Women and mental health<br />Healthy gender-sensitive public policy<br />Surveillance and monitoring<br />Dia...
Page 24<br />Prevention interventions<br />
Page 25<br />Prevention interventions<br />Risk factors<br />Protective factors<br />Primary prevention<br />General or un...
Page 26<br />Role of line managers<br />
Page 27<br />Role of line managers 1 of 2<br />Promoting a management style that encourages participation, delegation, con...
Page 28<br />Role of line managers 2 of 2<br />Increasing understanding of how management style and practices can help to ...
Page 29<br />Promoting employees’ mental wellbeing<br />
Page 30<br />Promoting employees’ mental wellbeing 1 of 5<br />Adopt an organization-wide approach to promoting the mental...
Page 31<br />Promoting employees’ mental wellbeing 2 of 5<br />Promote a culture of participation, equality and fairness t...
Page 32<br />Promoting employees’ mental wellbeing 3 of 5<br />Ensure processes for job design, selection, recruitment, tr...
Page 33<br />Promoting employees’ mental wellbeing 4 of 5<br />Ensure that groups of employees who might be exposed to str...
Page 34<br />Promoting employees’ mental wellbeing 5 of 5<br />OTTAWA CHARTER<br />Building healthy public policy (emphasi...
Page 35<br />Costing tool for promoting mental wellbeing at work<br />
Page 36<br />Costing tool for promoting mental wellbeing at work<br />Total number of employees<br />Absenteeism<br />Pres...
Page 37<br />Toward recovery and wellbeing<br />
Page 38<br />Toward recovery and well-being1 of 2 <br />GOALS THAT MAKE UP THE FRAMEWORK<br />The hope of recovery is avai...
Page 39<br />Toward recovery and well-being 2 of 2 <br />GOALS THAT MAKE UP THE FRAMEWORK<br />People of all ages have equ...
Page 40<br />Factors potentially influencing the development of mental health problems<br />
Page 41<br />Factors potentially influencing the development of mental health problems<br />Individual factors<br />Family...
Page 42<br />Guiding principles for workplace health programs<br />
Page 43<br />Guiding principles for workplace health programs 1 of 2<br />Meet the needs of all employees regardless of th...
Page 44<br />Guiding principles for workplace health programs 2 of 2<br />THREE AVENUES OF INFLUENCE<br />Physical environ...
Page 45<br />Stress<br />
Page 46<br />Stress 1 of 3<br />Definition<br />What would stress at work look like?<br />Causes of stress at work<br />Wh...
Page 47<br />Stress 2 of 3<br />SOURCES OF FEELINGS<br />Own physical problems <br />Financial situation<br />Time pressur...
Page 48<br />Stress 3 of 3<br />SOURCES OF FEELINGS<br />Caring for a child<br />Employment status<br />Personal security<...
Page 49<br />Mental disorder and substance dependence<br />
Page 50<br />Mental disorder and substance dependence<br />Mood disorders<br />Schizophrenia<br />Anxiety disorders<br />P...
Page 51<br />Case study A<br />
Page 52<br />Case study A<br />
Page 53<br />Case study B<br />
Page 54<br />Case study B<br />
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Mental health and addiction; Ontario's overlooked health challenge September 2011

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Half-day open interactive workshop on mental health held in Toronto.

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Mental health and addiction; Ontario's overlooked health challenge September 2011

  1. 1. Mental health and addiction; Ontario’s overlooked health challenge<br />by Toronto Training and HR <br />September 2011<br />
  2. 2. 3-4 Introduction to Toronto Training and HR<br /> 5-6 Definition<br /> 7-10 How bad is the situation in Canada?<br /> 11-12 In this province…<br /> 13-14 Barriers and challenges<br />15-16 Anxiety and depression<br />17-18 Career counselling for people with mental health disabilities<br />19-21 Supported employment and job accommodations<br />22-23 Women and mental health<br />24-25 Prevention interventions<br />26-28 Role of line managers<br />29-34 Promoting employees’ mental wellbeing <br />35-36 Costing tool for promoting wellbeing at work<br />37-39 Toward recovery and wellbeing<br />40-41 Factors potentially influencing the development of mental health problems<br />42-44 Guiding principles for workplace health programs<br />45-48 Stress<br />49-50 Mental disorder and substance dependence<br />51-54 Case studies<br />55-56 Conclusion and questions<br />Contents<br />Page 2<br />
  3. 3. Page 3<br />Introduction<br />
  4. 4. Page 4<br />Introduction to Toronto Training and HR<br />Toronto Training and HRis a specialist training and human resources consultancy headed by Timothy Holden <br />10 years in banking<br />10 years in training and human resources<br />Freelance practitioner since 2006<br />The core services provided by Toronto Training and HR are:<br /><ul><li>Training course design
  5. 5. Training course delivery</li></ul>- Reducing costs<br /><ul><li>Saving time
  6. 6. Improving employee engagement & morale
  7. 7. Services for job seekers</li></li></ul><li>Page 5<br />Definitions<br />
  8. 8. Page 6<br />Definitions<br />Mental health<br />Mental illness<br />Mental wellbeing<br />Disability<br />
  9. 9. Page 7<br />How bad is the situation throughout Canada?<br />
  10. 10. Page 8<br />How bad is the situation throughout Canada? 1 of 3<br />% of those affected seeking help for the issues<br />% of those affected that receive the treatment <br />Cost of mental health for the whole country in 2010<br />1 in 10<br />1 in 20<br />1 in 30<br />1 in 50<br />
  11. 11. Page 9<br />How bad is the situation throughout Canada? 2 of 3<br />Mood disorder<br />Anxiety disorder<br />Substance dependence<br />Eating attitude problems<br />Gambling problems <br />
  12. 12. Page 10<br />How bad is the situation throughout Canada? 3 of 3<br />MENTAL HEALTH COMMISSION<br />Develop a mental health strategy<br />Develop and implement an anti-stigma/anti-discrimination campaign<br />Document best practices in reducing homelessness for people living with mental illness across the country and encourage additional research<br />Improve knowledge transfer through the development of a knowledge exchange<br />Develop a national social movement<br />
  13. 13. Page 11<br />In this province…<br />
  14. 14. Page 12<br />In this province…<br />% of health spending<br />Best place in Ontario<br />Worst place in Ontario<br />Launch of the Ontario Mental Health and Addictions Alliance <br />
  15. 15. Page 13<br />Barriers and challenges<br />
  16. 16. Page 14<br />Barriers and challenges<br />Rate of recovery<br />Responses to medication<br />Stress<br />Suicidal behaviour<br />Stigma<br />Financial concerns<br />
  17. 17. Page 15<br />Anxiety and depression<br />
  18. 18. Page 16<br />Anxiety and depression<br />Classification and criteria<br />Factors <br />Impact<br />Questions to ask<br />
  19. 19. Page 17<br />Career counselling for people with mental health disabilities<br />
  20. 20. Page 18<br />Career counselling for people with mental health disabilities<br />Developmental approach<br />Behavioural approach<br />The Choose-Get-Keep approach<br />
  21. 21. Page 19<br />Supported employment and job accommodations<br />
  22. 22. Page 20<br />Supported employment and job accommodations 1 of 2<br />Real work<br />Integrated setting<br />Ongoing support<br />Best practice<br />
  23. 23. Page 21<br />Supported employment and job accommodations 2 of 2<br />Training<br />Employment practices<br />Communication<br />
  24. 24. Page 22<br />Women and mental health<br />
  25. 25. Page 23<br />Women and mental health<br />Healthy gender-sensitive public policy<br />Surveillance and monitoring<br />Diagnostic categories<br />Reforming and improving access to effective and appropriate women-centred care<br />Increase research on women and mental health which includes prevention, health promotion, and innovation in care<br />
  26. 26. Page 24<br />Prevention interventions<br />
  27. 27. Page 25<br />Prevention interventions<br />Risk factors<br />Protective factors<br />Primary prevention<br />General or universal<br />At risk or selective<br />High risk or indicated<br />Secondary prevention<br />Tertiary prevention<br />
  28. 28. Page 26<br />Role of line managers<br />
  29. 29. Page 27<br />Role of line managers 1 of 2<br />Promoting a management style that encourages participation, delegation, constructive feedback, mentoring and coaching<br />Ensuring that policies for the recruitment, selection, training and development of managers recognise and promote these skills<br />Ensuring that managers are able to motivate employees and provide them with the training and support they need to develop their performance and job satisfaction<br />
  30. 30. Page 28<br />Role of line managers 2 of 2<br />Increasing understanding of how management style and practices can help to promote the mental wellbeing of employees and keep their stress to a minimum<br />Ensuring that managers are able to identify and respond with sensitivity to employees’ emotional concerns, and symptoms of mental health problems<br />Ensuring that managers understand when it is necessary to refer an employee to occupational health services or other sources of help and support<br />
  31. 31. Page 29<br />Promoting employees’ mental wellbeing<br />
  32. 32. Page 30<br />Promoting employees’ mental wellbeing 1 of 5<br />Adopt an organization-wide approach to promoting the mental wellbeing of all employees, working in partnership with them. This approach should integrate the promotion of mental wellbeing into all policies and practices concerned with managing people, including those related to employment rights and working conditions. <br />Ensure that the approach takes account of the nature of the work, the workforce and the characteristics of the organization. <br />
  33. 33. Page 31<br />Promoting employees’ mental wellbeing 2 of 5<br />Promote a culture of participation, equality and fairness that is based on open communication and inclusion. <br />Create an awareness and understanding of mental wellbeing and reduce the potential for discrimination and stigma related to mental health problems.<br />
  34. 34. Page 32<br />Promoting employees’ mental wellbeing 3 of 5<br />Ensure processes for job design, selection, recruitment, training, development and appraisal promote mental wellbeing and reduce the potential for stigma and discrimination. Employees should have the necessary skills and support to meet the demands of a job that is worthwhile and offers opportunities for development and progression. Employees should be fully supported throughout organisational change and situations of uncertainty.<br />
  35. 35. Page 33<br />Promoting employees’ mental wellbeing 4 of 5<br />Ensure that groups of employees who might be exposed to stress but might be less likely to be included in the various approaches for promoting mental wellbeing have the equity of opportunity to participate. These groups include part-time workers, shift workers and migrant workers.<br />
  36. 36. Page 34<br />Promoting employees’ mental wellbeing 5 of 5<br />OTTAWA CHARTER<br />Building healthy public policy (emphasising the role of all sectors in health outcomes) <br />Creating supportive environments in all settings Strengthening community action <br />Developing personal skills <br />Reorienting services toward promotion, prevention and early intervention<br />
  37. 37. Page 35<br />Costing tool for promoting mental wellbeing at work<br />
  38. 38. Page 36<br />Costing tool for promoting mental wellbeing at work<br />Total number of employees<br />Absenteeism<br />Presenteeism<br />Staff turnover<br />
  39. 39. Page 37<br />Toward recovery and wellbeing<br />
  40. 40. Page 38<br />Toward recovery and well-being1 of 2 <br />GOALS THAT MAKE UP THE FRAMEWORK<br />The hope of recovery is available to all<br />Action is taken to promote mental health and wellbeing and to prevent mental health<br />problems and illnesses<br />The mental health system is culturally safe, and responds to the diverse needs of Canadians<br />The importance of families in promoting recovery and wellbeing is recognised and their needs<br />are supported<br />
  41. 41. Page 39<br />Toward recovery and well-being 2 of 2 <br />GOALS THAT MAKE UP THE FRAMEWORK<br />People of all ages have equitable access to a system of appropriate and effective programs, services and supports that are seamlessly integrated around their needs<br />Actions are based on appropriate evidence, outcomes are measured and research is advanced<br />Discrimination against people living with mental health problems and illness is eliminated and stigma is not tolerated<br />A broadly based social movement keeps mental health issues out of the shadows, forever<br />
  42. 42. Page 40<br />Factors potentially influencing the development of mental health problems<br />
  43. 43. Page 41<br />Factors potentially influencing the development of mental health problems<br />Individual factors<br />Family factors<br />School context<br />Life events and situations<br />Community and cultural factors<br />
  44. 44. Page 42<br />Guiding principles for workplace health programs<br />
  45. 45. Page 43<br />Guiding principles for workplace health programs 1 of 2<br />Meet the needs of all employees regardless of their current level of health<br />Recognize the needs, preferences and attitudes of different groups of participants<br />Recognize that an individual’s lifestyle is<br />made up of an interdependent set of health habits<br />Adapt to the special features of each workplace environment<br />Support the development of a strong overall<br />health policy in the workplace<br />
  46. 46. Page 44<br />Guiding principles for workplace health programs 2 of 2<br />THREE AVENUES OF INFLUENCE<br />Physical environment<br />Social environment<br />Interpersonal relationships<br />
  47. 47. Page 45<br />Stress<br />
  48. 48. Page 46<br />Stress 1 of 3<br />Definition<br />What would stress at work look like?<br />Causes of stress at work<br />Whose responsibility is it?<br />Recruitment<br />“Distress”<br />Sickness absence<br />Return to work <br />
  49. 49. Page 47<br />Stress 2 of 3<br />SOURCES OF FEELINGS<br />Own physical problems <br />Financial situation<br />Time pressure <br />School <br />Health of a family member<br />Personal or family responsibilities <br />Personal relationships<br />Own work situation<br />
  50. 50. Page 48<br />Stress 3 of 3<br />SOURCES OF FEELINGS<br />Caring for a child<br />Employment status<br />Personal security<br />Caring for someone else <br />Discrimination <br />Death of a loved one <br />
  51. 51. Page 49<br />Mental disorder and substance dependence<br />
  52. 52. Page 50<br />Mental disorder and substance dependence<br />Mood disorders<br />Schizophrenia<br />Anxiety disorders<br />Personality disorders<br />Eating disorders<br />Suicidal behaviour<br />Problem gambling<br />Substance dependency<br />Hospitalization and mental illness<br />Aboriginal mental health and wellbeing<br />
  53. 53. Page 51<br />Case study A<br />
  54. 54. Page 52<br />Case study A<br />
  55. 55. Page 53<br />Case study B<br />
  56. 56. Page 54<br />Case study B<br />
  57. 57. Page 55<br />Conclusion & Questions<br />
  58. 58. Page 56<br />Conclusion<br />Summary<br />Questions<br />

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