Overcoming mental health and addictions within community and the workplace is not easy. Learn simple tools that community and workplace leaders can use to combat common mental health and addiction issues.

1. Overcoming Mental Health
and Addiction Issues
within Community and the
Workplace
1:30 pm Oct 5, 2016
Hotel Alma University of Calgary
Resolve Conference
Chris Hylton, MACG Hylton Inc. 1

2. What are some Community &
Workplace Mental Health Issues
that you see please?
2

3. How about
• Addictions
• Suicide
• Bullying
• Harassment
• Discrimination
• Presenteeism
• Favouritism
• Passive aggressive behaviour
CG Hylton Inc. 3

4. What can we do?
• Any ideas?
CG Hylton Inc. 4

5. Community response
• Give community members some options
• Break the cycle of no options
• Samson program in the 80’s
• Equine programs
CG Hylton Inc. 5

6. What can organizations do?
• Any ideas
CG Hylton Inc. 6

7. What can organizations do?
• HR Policies
• EAP
• Staff training and development
• Wellness programs
• National Standard for Psychological Health &
Safety in the Workplace
CG Hylton Inc. 7

8. 8
IPSOS Top 5 reasons for
staying in a job
1. like the work
2. like the co-workers
3. like the company
4. learning a lot
5. salary satisfaction
(Yes, this is in order of
preference)

9. Gallup Data from 1M Employees
• Do I know what is expected
from me at work?
• Do I have the right materials &
equipment to do my work?
• At work, do I have the
opportunity to do my best?
• In the last seven days, have I
received recognition or praise
for doing good work?
• Does my manager, or
someone at work, seem to
care about me as a person?
• Is there someone at work who
encourages my development?
• At work, do my opinions seem
to count?
• Does the mission/purpose of
my organization make me feel
my job is important?
• Are my co-workers committed
to doing quality work?
• Do I have a best friend at
work?
• In the last six months, has
someone at work talked to me
about my progress?
• Have I had opportunities at
work to learn and grow?
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Source: Adapted from “First Break All the Rules” Buckingham and Coffman

10. National Standard for Psychological Health &
Safety in the Workplace
• Mental Health Commission
• Supports mental health best practices in
the Canadian workplace
• Great resource
• See
CG Hylton Inc. 10

11. CG Hylton Inc. 11

12. 12
Why Wellness
• Costs follow health risks
• Absenteeism, presenteeism &
productivity tied to health risks
• It pays to keep healthy people healthy
• Even small increases in physical activity
can produce results
• Gains in employee engagement can be
tied to wellness programs
• Programs do not have to be expensive

13. 13
Case Study: Xerox Canada: Bwell
1. Assess ee health risks
2. Develop initiatives
throughout the year to
reduce and contain
health risk in supportive
environment
3. Measure success
Makeparticipation
easy,non-threatening
…andfun!

14. Common Chronic Disease Risk Factors
High Blood
Pressure
Type 2
Diabetes
High
Cholesterol
COPD
Lung
Cancer
Respiratory
Disease Cancer of
Pancreas,
Bladder, Kidney
Colon
Cancer Breast
Cancer
Prostate
Cancer
Cancer of mouth,
pharynx, larynx,
esophagus, liver
Heart
Disease
Mental
Disorders
Overweight/
Obesity
Tobacco
Smoking
Unhealthy
Diet
Physical
Inactivity
Alcohol
Consumption
Musculoskeletal
Renal
Disease
Source: Ontario Ministry of Health and Long-term Care
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15. Four Patterns of Alcohol Use
5%
20%
35%
40%
High Risk
Low Risk
Moderate Risk
No Risk
Those who never drink
alcohol.
Those who regularly exceed one of the
recommended daily, weekly or occasion
limits for alcohol consumption.
Drinkers who never exceed the
recommended daily, weekly and
occasion limits
Those who regularly exceed 2 or more of the
recommended daily, weekly or occasion limits
for alcohol consumption.
High Risk
5%
20%
Moderate Risk
35%
Low Risk
40%
No Risk
*Backgrounder | 2008 | The Case for
Low-Risk Drinking Guidelines for BC |
www.heretohelp.bc.ca

16. Screening, Brief Intervention, and
Referral to Treatment (SBIRT)
substance abuse model
CG Hylton Inc. 16

17. Overview from “35,000
Feet”
Alcohol Screening, Brief Intervention and referral to Treatment
(SBIRT) is the leading way to help employees and businesses to
reduce the impact of unhealthy alcohol use.
Screenings
Brief Intervention
Referral to Treatment and Follow-Up
SBIRTScreening
Use a valid, brief (5 minutes or less)
standardized questionnaire about quantity,
frequency and consequences of alcohol use.
Referral to Treatment and Follow-up
Linking your client to specialized
addiction treatment and staying with the
client to support sustained success.
Brief Intervention
A behavior change strategy focused
on helping your client reduce or
stop unhealthy drinking.

18. SBIRT Materials
• All free, All online
• All can be adapted for your use
• http://bigsbirteducation.webs.com/sbi
rttraining.htm
• www.rockymountainresearch.us
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19. Did we miss anything?
CG Hylton Inc. 19

20. Thank you! Questions?
What we do
• EAP & Employee Benefits
• Human Resource Consulting
• Training
Chris Hylton
403 837 3768 info@hylton.ca
20CG Hylton