Communicating psychologically safe workplaces in nova scotia
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A presentation prepared for thesis defense on communicating psychologically safe workplaces in Nova Scotia
![Communicating Psychologically
Safe Workplaces in Nova Scotia
The Effect of Nova Scotian Cultures
on the Prevention of Mental Health
Disability
Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from
http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse](https://image.slidesharecdn.com/communicatingpsychologicallysafeworkplacesinnovascotia-161116005207/85/Communicating-psychologically-safe-workplaces-in-nova-scotia-1-320.jpg)
![Reason for Research Inquiry
• “One-size-fits all” approach to communicating
psychologically safe workplaces
• But…unique cultures in Nova Scotia
This led to the
research
question…
Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from
http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
Figure 2. Map of Nova Scotia with flag. From Wikimedia Commons (2008). Nova Scotia flag map
[PNG]. Retrieved from https://commons.wikimedia.org/wiki/File:Nova_Scotia_flag_map.png](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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Communicating psychologically safe workplaces in nova scotia
- 1. Communicating Psychologically Safe Workplaces in Nova Scotia The Effect of Nova Scotian Cultures on the Prevention of Mental Health Disability Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 2. Reason for Research Inquiry • “One-size-fits all” approach to communicating psychologically safe workplaces • But…unique cultures in Nova Scotia This led to the research question… Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse Figure 2. Map of Nova Scotia with flag. From Wikimedia Commons (2008). Nova Scotia flag map [PNG]. Retrieved from https://commons.wikimedia.org/wiki/File:Nova_Scotia_flag_map.png
- 3. Research Question In what ways do Nova Scotian cultures impact the communication of psychologically safe workplaces for the prevention of mental health disability? Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse Figure 3. Michael de Adder Book Cover. From Michael De Adder (2015). You might be from Nova Scotia if… [JPEG]. Retrieved from http://www.rcinet.ca/en/wp-content/uploads/sites/3/2013/10/de- ADDER-BOOK-COVER.jpg
- 4. The Literature: Context • Toxic work environments have negative impacts on the mental health of employees • Generalized lack of understanding and appreciation for the value and costs of mental health within Canada – Fastest growing cost sector for occupational disability: psychiatric disorders (Mood Disorders Society of Canada, 2009, p. 43). – Annual direct losses: approx. $14.4 billion (Mood Disorders Society of Canada, 2009, p. 43) to $16.6 billion (The Conference Board of Canada, 2013) – Annual direct and indirect losses: approx. $51 billion (Lim, Jacobs, Ohinmaa, Schopflocher, & Dewa, 2008) Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 5. The Literature: Context • Statistics show that Nova Scotia has significantly more mental health concerns than Canada on average • Nova Scotia also faces unique mental health challenges within different regions • The limited information available to the public highlights health care within different Nova Scotian communities, specifically highlighting a) some different social determinants of health for urban and rural populations b) urban or rural living as defining features of the quality and quantity of and access to health care in the province c) cautions against a “one-size-fits all” approach to health care in the province Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 6. The Literature: Social Models of Disability Theory Figure 4. Social models of disability visual representation. From The Kanchi Blog (2014). The social model of disability [JPEG]. Retrieved from http://www.kanchi.org/blog/wp-content/uploads/2014/06/social-model.jpg Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 7. The Literature: Social Change 4 Stages of the Cycle of Social Change (Jensen and Wagoner, 2012) Communication processes Implementation processes Public engagement processes Deliberative processes Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 8. The Literature: Psychologically Safe Workplaces • Economic benefits to disability management and psychologically safe workplaces (Dyck, 2009; Watson Wyatt Worldwide, 2007) – Improved productivity – Increased presenteeism – Increased employee retention – Increased employee attendance – Long-term cost savings for organizations Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 9. Research Method • Data collection –Key Informants: Disability Managers • All with at least 10 years of experience in NS –Semi-structured email interviews • Data Analysis –Deductive content analysis Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 10. Results Themes: 1) supportive organizational environment/culture 2) mental health education 3) organizational discourse/communication 4) supportive policies, procedures, and programs 5) urban/rural access to resources in NS 6) employment industries and job mobility in NS 7) Nova Scotian attitudes/behaviours Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 11. Results Factors consistent between research results and literature… Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 13. Results Factors unique to research results… Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 15. Nova Scotia Urban/Rural Access to Resources Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 16. Nova Scotia Urban/Rural Access to Resources What this means in relation to the national PSW standard… • Approaches to communication of PSWs should anticipate that organizations may not have ability to provide large-scale mental health services in organizations or communities • Alternatives should be considered for these populations • e.g. internet-based programs for employer education Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 17. Nova Scotia Employment Industries and Job Mobility Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 18. Nova Scotia Employment Industries and Job Mobility Employment industries • The national standard acknowledges that small businesses may not be able to fully follow the standard (CSA Group, BNQ, & MHCC, 2013) – Small business is NS’s “largest employer” (CFIB, 2015) • Employed 28.9% of total workers • In 2010, 97.4% of businesses in NS have <50 employees – Small businesses have less access to internal organizational health resources – Significant factor for both urban and rural populations Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 19. Nova Scotia Employment Industries and Job Mobility Job Mobility • Lack of external job mobility • Employers may not address organizational culture due to poor job mobility • But…if you increase cultural “job fit” through PSWs (Furnham, 2005), you will have: • More positive mental health (e.g. lower levels of depression and anxiety) • Higher levels of workplace productivity • Higher employee retention • Higher levels of job satisfaction Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 20. Nova Scotia Attitudes/Behaviours Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 21. Conclusions Literature and research results support: • Supportive organizational cultures/environments • Improved discourse/communication • Mental health education • Supportive policies, programs, and procedures Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse Figure 4. Collaboration for solutions. From 123RF (2015). Business people collaborate to put pieces together find solution to puzzle and build startup [JPEG]. Retrieved from http://www.123rf.com/photo_11841328_business-people-collaborate-to-put-pieces-together-find-solution-to-puzzle-and-build-startup.html
- 22. Conclusions But, in what ways do Nova Scotian cultures impact the communication of psychologically safe workplaces for the prevention of mental health disability? – rural and urban access to resources – employment industries and job mobility in Nova Scotia – attitudes and behaviours about mental health in Nova Scotia Reflecting these elements in communication will result in cultural acceptance and “buy-in” to PSWs Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 23. Recommendations: What next? • More research into mental health within different regions – Determine statistically significant factors • More research linking socioeconomic factors and mental health in the workplace • More research into cultural contexts • PSW practices that reflect various cultures Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 24. References Dyck, D. E. G. (2009). Disability management theory, strategy & industry practice (4th ed.). Markham, ON: LexisNexis. Furnham, A. (2005). The psychology of behaviour at work: The individual in the organization. Hove, East Sussex: Psychology Press. Jensen, E., & Wagoner, B. (2012). Conclusion: Cycles of social change. In J. A. Oldmeadow, E. Jensen, & B. Wagoner (Eds.), Culture and social change: Transforming society through the power of ideas (pp. 323-338). Charlotte, N.C.: Information Age Pub. Lim, K. L., Jacobs, P., Ohinmaa, A., Schopflocher, D., & Dewa, C. S. (2008). A new population-based measure of the economic burden of mental illness in Canada. Chronic Diseases in Canada, 28 (3), 92-8. CSA Group, BNQ, & MHCC (2013). National Standard of Canada: Psychological health and safety in the workplace [pdf document]. Retrieved from http://www.csagroup.org/documents/codes-and- standards/publications/CAN_CSA-Z1003-13_BNQ_9700-803_2013_EN.pdf Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 25. References (2) Mood Disorder Society of Canada (2009). Quick facts: mental illness and addiction in Canada (3rd edition). [pdf document]. Retrieved from http://www.mooddisorderscanada.ca/documents/Media%20Room/Quick%2 0Facts%203rd%20Edition%20Eng%20Nov%2012%2009.pdf The Conference Board of Canada (2013). Creating an effective workplace disability management program [pdf document]. Retrieved from http://www.sunlife.ca/static/canada/Sponsor/About%20Group%20Benefits/ Focus%20Update/2013/Special%20edition%20-%20October%208%20- %20Disability%20Management%20Program/CreatingAnEffectiveWorkplace_ SUNLIFE_EN.PDF Watson Wyatt Worldwide (2007). Staying@Work: Effective Presence at Work [pdf document]. Retrieved from www.watsonwyatt.com Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
- 26. Thank You! Figure 1. Peggy’s Cove Lighthouse Nova Scotia photo. From Jack W. Fitzwater (2015). File Peggy’s Point Lighthouse [JPEG]. Retrieved from http://www.imgwhoop.com/image/peggys-point/file-peggy-s-point-lighthouse
Editor's Notes
- This one-size-fits all attitude is created by the creation of a national standard for psychologically safe workplaces in Nova Scotia
- These statistics outline that mental health is an important economic factor in Canadian workplaces Mood Disorders Society of Canada (2009) majority of Canadian employers (56%) consider the continuous rise in mental health claims a top concern most Canadian organizations have not translated that concern into effective programs that help address mental health in the workplace (attendance management etc) Therefore - there is clearly a need to develop stronger programs
- regional data and research within Nova Scotia are not readily available to organizations or to the public, but what we do know is this… (1st bullet) (2nd bullet) 2a. 2b 90% of medical specialists residing in urban centres (Statistics Canada, 2012). access to employment and access to health care are higher in Halifax 2c Complicating health factors in smaller communities in Nova Scotia: stigma, low levels of health anonymity, strong sense of resilience System planning for community-health outreach initiatives (2% of provincial funding) are typically a “one-size-fits all” approach, which fosters distrust, frustration, and vulnerability (HANS, 2013) When I searched for reasons, there is limited exploration of why these rates are so different between Nova Scotia and Canada as a whole, which may be related to both the workplace and other factors outside the scope of this research. So, how can we treat all Nova Scotian communities and organizations the same?
- After reviewing the cultural contexts, I looked at what literature exists about disability that would help create a case for PSWs SMD explain why employers should care – because they DO affect their employees as an environment – individuals are not free from their environments Social models of disability ascertain that impairment is partially created by interactions with environments and, therefore, socially constructed (Engel, 1977; Hedlund, 2000; Humphrey, 1999; Marks, 1997; Oliver, 1986; Swain & French, 2000), which aligns with the WHO definition of disability Disability as a social construct, created in social environments (Rothman, 2010) Organizations are environments that impact individuals Disability is not an individual experience in an organizational environment Social models acknowledge the role organizations can play in the health and well-being of their employees Mental health disability is not an individual problem – can be affected by environments
- Despite established national standards, the PSW standard developed by MHCC, PSWs in Nova Scotian workplaces are predominantly in the first stage of Jensen and Wagoner’s (2012) proposed model: the communication process. At this time, there needs to be further communication with an understanding of regional cultural context. communication processes, where different social actors have different normative ideals and through the process of social change new norms emerge (we are here because if Nova Scotians have different attitudes than those presenting the standard, we still need further communication before implementation to make these norms meet the social/professional practices In order to achieve social change– we need to understand cultures to communicate so that we meet organizations where they are at not where we want them to be – this involves communication and understanding the full contexts 2) implementation processes, where the norms meet social and professional practices; (3) public engagement processes, where social and professional practices and the new norms and ideals meet the pre-existing behaviours and norms of publics and different stakeholders 4) deliberative processes, where some social actors may begin to articulate inconsistencies in practices or problems that arise through the implementation of new norms, leading to further social change. Through this research, I intend to explore the communication process of social change to help propel PSW social change toward the next stage: the implementation process.
- Why PSWs?? There are clear economic benefits to organizations that see long-term benefits in the workplace from being more proactive about employee mental health
- Why DMs? They have unique access to various viewpoints on mental health in the workplace as they liaise with health professionals, employees, employers, unions, lawyers, etc. Why SSI via email? To respect their time and schedules – some expressing that they appreciated the format because it allowed them to participate but sit-down may not have been possible
- The research results lead to identifying four elements consistent between these research results and the reviewed literature/statistics, including MHCC’s National Standard of Canada for Psychological Health and Safety in the Workplace (The Standard). a supportive organizational culture/environment improved discourse and communication in workplaces mental health education supportive policies, procedures, and programs. These will reduce stigmatization, improve psychological safety within the workplace, and improve the economic benefits of psychologically safe workplaces for organizations. Shapes – these highlight how interconnected some of these themes are, and how they are reflected across the literature as important practical ways to implement the themes cross-over across different categories that emerged…[go over some of these – attentive leadership, intentional reduction of stiga, social change, supportive workplace environment]
- individuals are not free from their regional cultural contexts, so these insights into Nova Scotian mental health are key in understanding how organizations function and perceive mental health in the workplace. In order to effectively communicate with Nova Scotian organizations, these contexts must be recognized and respected to generate “buy-in” to PSWs “buy-in”
- Not as much cross-over, reflective of this as less established as an area for research than the elements consistent with standards Look at them in more specific detail since these address RQ Explores unique factors
- Consistent identification of this across participant responses correlates to statistics that suggest different socioeconomic/social determinants of health factors in rural NS Why was this important? possibly because Canada, 19% of the national population is considered “rural” Nova Scotia, 36% of the provincial population is considered “rural” (making it a more significant issue in Nova Scotia when compared to Canada as a whole) (Literacy Nova Scotia, 2013). This high rural population means that the research participants may have identified a larger need to address rural communities because of its significance within the province. or because there is a significant difference between rural NS and urban NS (which the mental health statistics I reviewed would support)
- MHCC standard recommends businesses find extra resources in community-based initiatives to help provide resource access to employee’s for improving their mental health (CSA Group, BNQ & MHCC, 2013, p.34-36), In NS, employers can not actually rely on community-based initiatives in Nova Scotia, especially due to a lack of resources (<2% provincial budget for health initiatives). When communicating PSWs to Nova Scotian communities, PSWs should consider the socioeconomic culture, specifically access to resources, as it can affect whether an organization can address mental health with their employees or rely on community-based resources to supplement their employee’s mental health. Different communities may be facing different challenges based on their employee’s potential access to resources. Rural Nova Scotian communities have less access to resources than urban, which was a clear theme that developed through the HANS 2013 report and research interviews. Thus, the mental health of employees in more rural communities may be affected by a number of issues, but one of the issues related directly to their location is the access to community-based care. With less access to resources rural Nova Scotian businesses need a distinctive and unique approach to PSWs, one that is not outlined in the MHCC standard document. Suggest an approach should anticipate organizations that may not have the ability to provide large-scale mental health services within the organization. Because a lack of resources was specifically brought up in every research participant’s response, communicating PSWs will require innovative approaches to address this concern. E.g. internet-based programs that would transcend physical location of resources. While face-to-face programs are often preferred, in areas with limited access to programs, online-based resources may provide a supplement that is preferable to the alternative of limited resources that the research participants perceived to exist currently in NS.
- The research results presented Nova Scotia as having distinct issues with the types of employment industries within the province, directly affecting whether an organization has the internal resources, or has the potential for internal resources, to address the mental health of their employees. Urban concentration of labour Low levels of job mobility between workplaces Fewer large employers – more small business
- The PSW standard developed by MHCC is considered the national standard for psychological safety in Canada. Outlined that small enterprises may not be able to fully comply with standard; a vast majority of businesses in NS fewer numbers of employees may mean fewer organizational resources and organizationally-based solutions to attend the mental health of employees Organizations with under 50 employees, 97.4% of Nova Scotian organizations, are more likely to reject this standard than bigger businesses, and there will not be “buy-in” based on the standard’s limitations within their cultural contexts. MHCC’s standard might seem too complex for small employers in Nova Scotia, and the amount of work that is outlined by MHCC may seem too daunting, reflected in the responses of research participants Thus, social change in small and rural Nova Scotian businesses will require different approaches and strategies to generate “buy-in” Canadian Federation of Independent Business (CFIB) refers to small businesses collectively as “largest employer” (Canadian Federation of Independent Business, 2015).
- Poor job mobility can impact mental health if underemployed “poor job fit” employees are less likely to leave with low levels of external job mobility cost benefit decisions based solely on short term output costs however, job satisfaction and “job fit” can negatively affect workplaces long term – improved mental health “job fit” based on skills and education is considered less important than “job fit” with an organizational culture; Furnham (2005) outlines that the ideal “job fit” is a “congruence between the norms and values of the organization and those of the person” (p. 116). Create PSWs for organizational culture “job fit” (Furnham, 2005). in Nova Scotia, it is important to educate employers that poor job mobility will become less of a negative influence if employees are culturally connected to their employer, regardless of fit based on education, training, or experience, because there will be cultural “job fit” – leading to better mental health in the workplace
- “traditional” culture in NS=resistant to changes about mental health. not likely to accept the words of an outsider given this “traditional” cultural view, especially if there is no attempt to understand their culture. lack of education around mental health resulting in less “buy-in” for mental health preventative programs than physical health prevention programs Business case from standard not persuasive as it isn’t communicated to them through their culture/language/understanding Rural communities/industries are less likely to address mental health – potentially because of the more “traditional” culture, and stronger ties to their own “ways of knowing” – also potentially because there is a lack of trust “one-size-fits all” approach to PSWs would be considered a major limitation of the MHCC PSW standard the more you anticipate your audience in your communication, the more persuasive you will be
- CONSIDER CONTEXTS Communication is the first step toward social change No discredit to PSW standard: but to add to it to generate “buy-in” to some of the concepts leaders and organizations : cultural context understanding of mental health in communities to understand how their organization may respond to psychologically safe workplaces adjusting their communication practices to reflect the organization
- Thus, future research should aim to address the mental health within specific communities and organizations in the same way that this research has focused on Nova Scotian urban and rural populations within a national context in order to ensure that communication reflects the cultural contexts of communities.
- Thus, future research should aim to address the mental health within specific communities and organizations in the same way that this research has focused on Nova Scotian urban and rural populations within a national context in order to ensure that communication reflects the cultural contexts of communities.
- Thus, future research should aim to address the mental health within specific communities and organizations in the same way that this research has focused on Nova Scotian urban and rural populations within a national context in order to ensure that communication reflects the cultural contexts of communities.