Okay, the headline applies to the Greater Toronto and Hamilton Area in Southern Ontario, Canada, but I’ll bet the per capita numbers are probably about the same in your local area. A new report from CivicAction, “an independent and nimble developer of broad civic leadership creating collaborative solutions to unresolved regional challenges,” reports that nearly 50% of workers in the GTHA have experience mental health issues, and that the projected productivity loss over the next decade could amount to $17 billion.
Among the main causes reported in the report are: Income inequality, Job insecurity, Racial discrimination, Family care demands, and Housing conditions and affordability. Big, systemic issues, to be sure, and issues that need systemic approaches that recognize the inherent complexity of the contextualizing circumstances. Not surprisingly, the report highlights a medicalized, mental health support approach. It talks about physician-related stigma, access to Employee and Family Assistance Programs, and psychological/psychiatric counselling. In other words, irrespective of the root causes, a person who is feeling the effects of whatever the overwhelming stressers in their life might be, should be considered only as an individual, one who should be supported to overcome what is considered only their problem.
What’s wrong with this picture? Systemic, causal issues do not lend themselves effectively to individual solutions.
However, the biggest contributor, by far, to workplace emotional distress (almost listed as an afterthought in the infographic and media reportage) is workplace culture. That’s right: 60% of the workers surveyed report “that emotional / interpersonal issues are the top source of workplace stress; the top … issue identified is the go to site best essay editor sample essay my personality write my research paper for me for free source site thesis wordpress theme download https://scottsdaleartschool.org/checker/research-proposal-chapter-1/33/ https://www.carrollkennelclub.org/phrasing/essays-about-religion/6/ lotf microcosm essay the academic writer a brief guide pdf https://pacoimabeautiful.org/erectionrx/flagyl-tablet-used-for/33/ https://smartfin.org/science/nolvadex-medication/12/ go site essay on abolition of the slave trade https://vabf.org/reading/case-study-psychology-pdf/250/ get link claver 100mg clomid get link http://directory.kean.edu/?writes=rubrics-for-college-research-papers viagra coupons 2013 follow site https://learnatcentral.org/mla/aziz-harris-college-essay/34/ essay of dramatick poesie https://eagfwc.org/men/recommended-dose-of-viagra/100/ essay on village life wikipedia nursing sample survey thesis ethical issues in research proposal population growth college essay https://climbingguidesinstitute.org/13542-mba-dissertation-help/ buy viagra cambodia definition of a mother essay creative writing planning sheet tes culture of the workplace” (emphasis mine).
This is potentially good news. Never mind, “potentially”—this is VERY good news. What it means is that a substantial solution to the seeming epidemic of mental health issues that workers experience every day in almost every workplace does not require solving job insecurity, eliminating racial discrimination, addressing family care demands, and remediating housing conditions and affordability. Those would be wonderful, to be sure. But, addressing the number one cause of workplace distress can be accomplished in the workplaces themselves, and for very little money.
In fact, many of the changes that would effect a remarkable transformation of workplace culture can be accomplished for almost NO MONEY AT ALL, aside from a little education, a little coaching, and a bunch of practice. By transitioning to a culture based on Appreciative Management Practices, the distress that half the workforce experiences can be greatly reduced. The savings in Employee Support Programs, not to mention eliminating the lost productivity, and gaining the ancillary benefits of improved motivation, higher work quality, and enabling considerable innovation more than justifies the minimal investment of almost no money at all.
For a taste of what could be possible, it just so happens that I’m teaching a seminar in June on behalf of the HRPA, open to everyone (with a class size limited to 20) called “The Human Side of Contemporary Leadership” that covers exactly this. Here are a couple of comments from people who have attended the same program (offered earlier in the year by a different organization):
Interested in helping to recover up to $17B in productivity and helping 50% of workers? Sign up and register here.