The document discusses mental health in the workplace. It notes that 18-25% of Canadian workers experience depression and that mental illness affects people of all ages and backgrounds. The objectives are to build awareness of mental illness in the workplace, including signs and symptoms, how to get help, and available resources. It provides scenarios to illustrate how individuals, coworkers, and managers can approach situations where a worker is struggling with a mental health issue. It offers suggestions for supporting employees who have mental illness.

1. Shifting Perceptions – Mental Health in the Workplace
Electrical Safety Authority, April 4th 2013
Ann Marie Mac Donald , Executive Director
Mood Disorders Association of Ontario

2. Context Setting
Workplaces commissioned by Great West Life found:
 18-25% of the working Canadian population experience depression
 That puts a premium on brain based skill sets
 70% of adults diagnosed with depression have lived with their symptoms since
childhood
Mental illness doesn’t discriminate. It affects people of every age and every walk of life:
 There isn’t anyone in Canada who hasn’t been affected in some way; if not yourself
there will be someone you know – a spouse, a child, a sibling, an aunt, uncle or a
cousin, or a grandparent; a friend; someone in your community
 When individuals do not receive treatment and support it affects the individual, their
family members, the workplace, and the broader community
It doesn’t have to be that way, because…….

3. Objectives
Build awareness about mental illness in the workplace:
 Signs & symptoms
 Underlying physiology
 Risk factors & triggers
 How to reach out for help
 How to reach out to those struggling
 Resources available

4. Fact #1
One in five Canadians currently live with a mental illness.
Source: Making the Case for Investing in Mental Health, Mental Health Commission of Canada.

5. Fact #2
People who will experience a mental
health problem or illness by age 40.
Source: Making the Case for Investing in Mental Health, Mental Health Commission of Canada.

6. Fact #3
Canadians are
living with:
Source: Making the Case for Investing in Mental Health, Mental Health Commission of Canada.

7. Fact #4
Source: Making the Case for Investing in Mental Health, Mental Health Commission of Canada.

8. Common Mental Illnesses Briefly Defined
Depression:
Low mood, sadness, low self-esteem, loss of interest in normal activities
Bipolar Disorder:
Extreme swings in mood, thinking & behaviour – depression/mania (elevated mood,
extreme behaviours, unpredictable emotional changes)
General Anxiety:
Frequent, excessive, uncontrollable worry about a number of things
Panic Disorder:
Anxiety characterized by recurring, severe panic attacks
Postpartum Depression:
Tearfulness, anxiety, irritability, emotional instability after child birth
Obsessive Compulsive Disorder:
Intrusive thoughts, all consuming worries, repetitive, ritualistic behaviours aimed at
reducing anxiety

9. Which mental illness have these
famous people struggled with?
David Beckham Depression
Barbra Streisand Bipolar Disorder
Core
Training
J.K. Rowling General Anxiety
Winston Churchill
Panic Disorder
Donny Osmond
Postpartum Depression
Brooke Shields
Obsessive Compulsive
Disorder

10. Depression Harrison Ford
JK Rowling Abraham Lincoln
Romeo D’allaire
Ted Turner
Bipolar Disorder Robin Williams
Winston Churchill Patti Duke
Napoleon
Hans Christian Anderson
General Anxiety Carly Simon
Donny Osmond Robbie Burns
Burt Reynolds

11. Panic Disorder David Bowie
Barbara Streisand John Candy
Steve Martin
Johny Depp
Obsessive Compulsive Disorder Howard Hughes
David Beckham Charles Darwin
Howie Mandel
Albert Einstein
Donald Trump
Postpartum Depression
Brooke Shields Courtney Cox
Gwynyth Paltrow
Lisa Marie Presley
Amy Sky

12. Depression and anxiety have many faces
Invisible disabilities - often misunderstood
Core
Training

13. Depression – a serious medical condition
Emotional symptoms
 Sadness
 Loss of interest
 Guilt
 Restlessness
Physical symptoms
 Fatigue
 Aches & pains
 Headaches
 Weight/sleep change
Cognitive symptoms
 Memory
 Focus
 Recall
 Concentration
 Difficulty – decisions

14. Depression – Risk Factors & Triggers
Traumas
 Bereavement, separation/divorce
 Accident, illness, rape, abuse
Genetic predispositions - family history
Personal stress
 Perfectionism
 Difficulty taking care of oneself
 Lack of self esteem, difficulty letting go
Occupational stress
 Excessive workload
 Lack of control/knowledge/recognition
 Lack of consistency – values
 Conflict – interpersonal/organizational

15. Depression – Workplace Warning Signs
 Unusual behaviour
 Frequent late arrivals or absences
 Unusual performance difficulties
 Uncharacteristic distraction, concentration, memory loss
 Loss of interest, engagement
 Strange, grandiose ideas
 Excessive high or low energy
 Unusual inability to make decisions
 Mood swings, outbursts, weeping
 Signs pointing to substance abuse

16. The SAD truth about mental illness
One in five people suffer from mood disorders in their lifetime
 less than half seek treatment
 less than 1/3 get treatment they need
 1 in 10, twice as many women
Depression  most frequent diagnosis in health claims
 growing faster than cardiovascular diseases
Anxiety  1 in 8, most common mental illness
 close companion of workplace stress, precursor to
depression
Bipolar Disorder  1 in 40
 6th leading cause of disability worldwide
 10 year delay between onset & treatment / 8 years before
correct diagnosis
Related physical conditions the rule, not the exception

17. The Nature of STD & LTD
Mental Health ?
Cancer ?
Musculoskeletal/Back ?
?
Cardiovascular
?
Accident
0% 20% 40% 60% 80% 100%
STD LTD

18. Most frequent disability conditions – Watson Wyatt –
“Staying @ Work”
Watson Wyatt – Staying @ Work 2007

19. GOOD news about early intervention
and illness mitigation
Depression is highly treatable
 80-90% success
Early intervention increases odds of success
TimeCore
to treatment is key
Training
Getting the right help is critical
•
 Screening
 Education
 Links to support

20. Impact on Everyone
 Is it OK to talk about it?
 Is it OK to reach out?
 How do we reach out?
3 workplace scenarios
 How, as an individual struggling, you might
reach out for help
 How, as a co-worker, you might reach out
to employee who is struggling
 How as a manager you might reach out to:
 an individual struggling
 co-workers

21. Scenario #1 – Nick
Nick has worked for Electrical Safety Authority (ESA) for the
past 14 years, and for the last five years as a Senior
Inspector.
Nick has demonstrated tact and diplomacy in dealing with
colleagues and customers and leading his team. His
performance has been considered solid.
Core In recent months new amendments to the Ontario Electrical
Training Safety Code (OESC) have been introduced. This has
necessitated more extensive training for Nick. Nick is not
accepting some of the new changes to the OESC and has
not responded well or behaved appropriately during the
training session.
Since training, he has been absent frequently, complaining
of migraine headaches and anxiety over reporting for work.
His team has felt the effects. As well, he has been difficult to
get along with, often communicating with his team members
and colleagues in an agitated or angry manner.
Unfortunately the situation and his performance are steadily
deteriorating.

22. Scenario #1 – Nick
How should the General Manager approach Nick?
What role should the Chief Steward play?
Core How will performance be managed ?
Training
As co-workers how would you approach Nicole?
How would you deal with Nick’s co-workers? Nick’s
team?

23. Scenario #2 – Monica
Monica has been working for 14 years in the customer
service centre. She has been diagnosed with generalized
anxiety disorder and depression.
In January 2012 she had several setbacks in her personal
life including the death of her brother, followed by the death
of her 16 year old dog.
Core A supervisor, new to the policies, procedures and history of
Training the workgroup, has been hired. He perceives that Monica is
not performing up to his expectations.
He has been trying to encourage Monica to take on more
time-sensitive duties which are covered in her job
description.
This has led to several confrontations between them.
During the same period of time, Monica stopped taking her
prescribed medication.
Eventually her supervisor started taking disciplinary
measures to correct Monica’s behaviour.
There was a disciplinary interview with Monica in May after
which Monica left the workplace. She has now been
approved for short-term sick leave.

24. Scenario #2 – Monica
How could the Supervisor have handled the situation?
How could the employee have handled the situation?
How could we prepare Monica for her return to work?
Core How could we prepare Monica’s Supervisor for her
Training return to work?
Her co-workers?
How could we accommodate Monica upon her return
to work?

25. Scenario #3 – Bill
Bill has worked at ESA as a Technical Advisor for the past
20 years. Part of his job is to investigate incidents to
identify the root cause to ensure that preventive
maintenance (PM) is maintained.
There was an incident that happened eight months ago
where a 27 year old electrician died due to an arc flash
blast.
Core
Training Bill has struggled with this situation as the electrician
(victim) was the same age as his son and he is having
difficulty talking about it or even seeking help. He has
been absent for days at a time complaining of migraine
headaches and anxiety over reporting for work.
When on the job, he often has difficulty getting along with
others, often avoiding communicating with his colleagues.
When he does communicate, it is in an agitated or angry
manner. Unfortunately his performance is steadily
deteriorating and he is often withdrawn.
The manager is contemplating what disciplinary
measures need to be taken, but also wants to find a way
to help Bill.

26. Scenario #3 – Bill
How should the General Manager approach Bill?
How will performance be managed?
What role should the Union Rep play?
Core
How would you deal with Bill’s co-workers?
Training

27. Workplace Stress
TOP 10 SOURCES OF WORKPLACE STRESS
1. Inconsistent performance management processes. Employees get raises but no reviews
or get positive evaluation, but are laid off afterward.
2. Being unappreciated.
3. Lack of two-way communication up and down.
4. Too much or too little to do. The feeling of not contributing and having a lack of control.
Referenced from the Global Business and Economic Roundtable on Addiction and Mental
Health

28. Workplace Stress
TOP 10 SOURCES OF WORKPLACE STRESS
5. Mistrust. Vicious office politics disrupt positive behaviour.
6. Unclear company direction and policies.
7. Career and job ambiguity. Things happen without the employee knowing why.
Referenced from the Global Business and Economic Roundtable on Addiction and
Mental Health

29. Workplace Stress
TOP 10 SOURCES OF WORKPLACE STRESS
8. The treadmill syndrome. Too much to do at once, requiring the 24-hour workday.
9. Random interruptions.
10. Doubt. Employees aren’t sure what is happening, where things are headed.
Referenced from the Global Business and Economic Roundtable on Addiction and
Mental Health

30. Suggestions for Individuals Struggling
 Indicate that you are experiencing health
challenges
 Seek and accept help
 Identify what you need to succeed in your job
 Identify what you can contribute
 Look for ways to manage the perceptions of co-
workers
 Communicate regarding conflicts in “going-
forward” language
 Help your manager understand how to approach
and support you
 Learn about your rights and responsibilities

31. Create a Workplace Plan
Take control and responsibility for own well being
Develop an action plan that answers three
questions:
 What do you need to be successful at your job?
 How do you want future issues to be addressed,
should they arise?
 For a successful contribution, what will you
commit to?
Some other things to do:
 Think of the return-to-work process as another
step in your recovery?
 Prepare for how you would like to answer
questions from co-workers about why you were
off work.

32. Suggestions for Co-Workers
 Don’t jump to conclusions
 Communicate - frame comments as observations of
change
 Be compassionate; ask if you can help
 Reinforce value of relationship

33. Suggestions for Managers
When warning signs appear “at work”:
 Meet informally; set stage for comfortable,
confidential conversation
 Communicate observations of change in
performance; emphasize strengths and prior
contribution
 Ask open ended questions - open door to raise
personal issues
 Express concern, empathy, understanding
 Encourage employee to get help; point to sources of
help, EAP provider
 Offer help – explore opportunities for how to support
well-being & performance

34. Suggestions for Managers
When someone’s “off work”:
 Keep in touch – call from time to time
 Obtain assistance in planning return to work -
appropriate resource persons – be able to offer
options
When someone’s “returning to work”
 Invite employee to meet week before, clarify plan,
discuss how they would like to be welcomed
 Take time to welcome and check in routinely to
gauge how things are going
 Respect wishes about what information is kept
private and what is shared with others
 Discuss and provide any training , information or
resources that may be needed

35. Suggestions for Managers
On-going
 Encourage routine screening; distribute self-care
materials
 Organize information sessions; encourage employees
to attend well-being activities within organization
 Learn more – mental illness, where to find help,
accommodation & return to work programs, how to
reach out
Key links:
www.checkupfromtheneckup.ca
www.mymentalhealthmap.ca

36. Some things a union representative may do:
 Help members understand the options available in
the return–to-work process.
 Participate in the development of the return-to-
work plan that will allow members to be successful
 Learn enough about the members physical or
emotional needs to support and understand what
will enhance the safe and successful return to work
 Educate members on the benefits and
responsibility associated with accommodating
workers
 Respect wishes about what information in kept
private and what is shared
 Encourage an atmosphere of respect and support
among workers

37. Mood Disorders
Awareness, Education & Training
 Mental health promotion – education and training in the workplace
 A library of over 450 books, publications and audio-video materials
 Web-based resources attracting over 10,000 unique visitors monthly
 Innovative online tools created by MDAO, with the input of those with mood disorders
and our partners in mental health
 Check Up from the Neck Up, which helps identify some symptoms of depression,
anxiety or bipolar disorder so people can get help if they need it; and,
 My Mental Health M.A.P., an interactive website that helps people take control of
their recovery using a holistic approach that touches on medication, therapy,
exercise, healthy eating, support networks; workplace and crisis planning

38. Mood Disorders
Recovery Programs
Three core recovery programs, including:
 Wellness Recovery Action Planning (WRAP) – an eight-week, program guided by
accredited facilitators, that empowers participants develop their own plan for recovery
using the principles of hope, responsibility, education, self-advocacy and support.
WRAP is widely used across North America, and was developed by Mary Ellen
Copeland, a widely respected educator, and mental health advocate.
 Laughing Like Crazy – a 16-week program that teaches participants how to develop a
stand-up comedy routine based on their experiences of mental health issues and the
mental health system. The group combines the benefits of peer support with the
physical, social and emotional benefits of laughter, and the challenge of public
speaking and performance. Program graduates perform their routines for the public,
creating a positive dialogue in the community.
 Touched By Fire – celebrates and supports the work of artists who have mood
disorders. The program, which is in its seventh year, includes a non-juried, inclusive on-
line gallery that displays remarkable artwork 365 days a year, and a juried annual art
show which raises the profile of selected artists, who receive 100% of the proceeds
from the sale of their work

39. Mood Disorders
Peer Support & Recovery
The Mood Disorders Association of Ontario is a peer recovery and peer support
organization.
 We are focused on initiatives that encourage routine mental health screening and early
intervention to catch mental health issues as they arise and mitigate their progression
and impact
 We have also grown our educational initiatives for those who are experiencing the
impact of mental illness, their families and their communities
 We build awareness about mood disorders to help people interact more effectively with
those who are experiencing a mental illness
 Dispel fear and confusion that often comes with a diagnosis of a mental illness
 Provide clinical support to individuals, families and youth
 Provide innovative workplace mental health programs, tools and training to support
people in reclaiming their well-being at work, off work, and when returning to work

40. Closing Thoughts
 Mental illness doesn’t discriminate. It affects people of every age and every walk of life
 There isn’t anyone in Canada who hasn’t been affected in some way; if not yourself
there will be someone you know – a spouse, a child, a sibling, an aunt, uncle or a
cousin, or a grandparent; a friend; someone in your community
 When individuals do not receive treatment and support it affects the individual, their
family members, the workplace, and the broader community
 It doesn’t have to be that way, because at the Mood Disorders Association of Ontario,
you really can “talk to someone who’s been there.”

41. Educate and empower to improve mental health
Call us if we can help
1.888.486.8236 (226)
Ann Marie MacDonald, Executive Director
416.486.8046 (226)
annmariem@mooddisorders.ca