Are Canadian employers supporting psychological health and safety? Maybe not, say workers

Many Canadians believe their employer is not equipped to support workers’ psychological health and safety at work, according to a recent TELUS Health report.

Overall, 47 per cent of Canadians rate their company’s culture around mental health favourably while 15 per cent have negative perceptions.

However, 36 per cent do not perceive, or are unsure, that harassment, bullying, unhealthy conflict, and other harmful behaviours are quickly and fairly resolved in their workplace. 

And 37 per cent do not perceive, or are unsure, that their workplace is committed to ensuring employees can speak up about concerns without fear of punishment or humiliation.

“Workers reporting that their workplace is not committed to ensuring employees can speak up about their concerns and workers reporting that harassment, bullying, unhealthy conflict, and other harmful behaviours are not quickly and fairly resolved in their workplace are nearly twice as likely to report that their mental health adversely affects their productivity at work,” TELUS Health notes in its Mental Health Index for January 2024.

One in five unsure of mental health benefits

Just 55 per cent rate the mental health benefits and services provided by their employer as excellent, while 17 per cent rate it as poor. Over one in five (21 per cent) do not know whether their employer provides mental health benefits, or report that their employer does not provide mental health benefits.

"Creating a supportive and inclusive work environment is not only a responsibility, but also an invaluable opportunity for employers to proactively shape the wellbeing of their teams," says Dr. Matthew Chow, chief mental health officer, TELUS Health. “With the physical and mental impacts of isolation now being discussed more broadly, it would be wise for employers to acknowledge it as a health risk and prioritize meaningful social connections to support employee wellbeing.”

Currently, the Mental Health Commission of Canada (MHCC) is developing a new program that will support Canadian employers looking to foster the psychological health and safety of their workers. Employment and Social Development Canada (ESDC) is contributing roughly $820,000 over three years to support the creation of MHCC’s Psychological Health and Safety Audit Program.

Young workers lack trusted personal and work relationships

TELUS Health notes that the World Health Organization (WHO) has declared loneliness to be a pressing global threat, with the effects of isolation and loneliness now being recognized and compared to well-known health risks such as smoking, obesity and lack of physical activity.

And workers under the age of 40 are most likely to lack trusted personal and work relationships, finds TELUS Health’s survey of 3,000 respondents, conducted Jan. 13 to 22, 2024. And this is taking a toll on their mental health.

Overall, 45 per cent of these workers do not have trusted workplace relationships, and their mental health is at least 17 points lower than the score among workers with trusted workplace relationships.

Also, 39 per cent of young workers do not have trusted personal relationships. The mental health score of this group is at least 18 points lower than the score among workers with trusted personal relationships.

And 26 per cent do not trust anyone enough to be their true selves with. The mental health score of this group is 22 points lower than the score among workers with someone they can be their true selves with.

“The Index findings reflect a concerning reality, in particular for our younger workers. It also impacts businesses as loneliness and social isolation negatively impact both health and workplace productivity,” says Paula Allen, global leader for research & client insights, TELUS Health. “Rapid societal changes, alongside diminishing social support, are taking their toll. Additionally, there are challenges like inflation, housing affordability and job loss risks that are clear stressors, especially at the start of a person’s career when there is typically less financial stability.” 

A previous survey found over half (53 per cent) of workers in Canada are having a negative feeling about work, while nearly one-third (30 per cent) of these workers feel tired and overworked.

How do you support young employees in the workplace?

Organizations looking to support young workers can do so by “focusing on building a culture of trust, which counters isolation, and highlighting their health, personal and financial programs, which offer crucial support,” says Allen.

Employers can also implement employee assistance programs and other initiatives to address the mental strain to foster “a healthy and connected workplace environment that enables individuals to thrive,” says Chow.

“This, in turn, leads to improved retention, productivity, engagement and overall better health outcomes.”

Employers need to understand how to attract, motivate, and retain Gen Z employees in your organization, says hiring platform company Meraqui via LinkedIn. To do this, employers can do the following, they say:

• Leverage technology in the workplace to enhance the productivity and engagement of your Gen Z employees.
• When it comes to wellness, encourage them to make their own informed decisions and support them in their wellness goals.
• Improve your company culture to attract and retain your Gen Z employees.
• Get the right Gen Z workers in your team, who can add value to your organization and fit your culture.
• Focus on improving your job perks to motivate and retain your Gen Z employees.

“Gen Z is the future of the workforce, and they have a lot to offer to your organization,” says Meraqui.

“As a leader, you need to understand how to manage them effectively, and create a work environment that suits their needs and expectations. By following these tips, you can improve your relationship with your Gen Z employees, and enhance their productivity and loyalty.”

Here’s how to ensure success with your wellbeing program.