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HRM CA | 25 Nov 2016, 08:00 AM Agree 0
Canada may be catching on to the importance of psychological wellness but one industry figure says there’s still plenty of room for improvement.
  • Jeannie McQuaid | 25 Nov 2016, 10:32 AM Agree 0
    Two Key Problems:
    "employers also introduce initiatives without basing their decision on data."
    “The other thing we see is a lack of assessment,”
    True, but in order to base decisions on data and assess outcomes on data, you have to have data. It is very difficult to obtain accurate data on mental health in your organization when people do not disclose, or in most cases hide, information on their mental health situation. Mental health is very personal and it usually encompasses more than what happens in the workplace. People are understandably reluctant to be completely candid on this matter.
    So yes, organizations will continue to operate in the dark, implement current best practices and hope for the best.
  • Stefan Amaral | 06 Jan 2017, 01:30 PM Agree 0
    Jeannie, the problems you list above are becoming less of a concern as solutions are constantly being created and developed in this area. The ability to obtain valuable organizational data on employee’s overall health, physical, mental, work and life state, all while maintaining confidentiality is available.

    *This is not meant to be sales pitch* Morneau Shepell has made leaps and bounds in the creation of an assessment tool called, Total Health Solutions (THI). This is a program similar to that of a traditional HRA but is exponentially more comprehensive in its data collection, data points, and covers many areas of an individual’s life to achieve a “total health index”. The THI tool covers information on health risk assessments, employee engagement, and analytics to measure an organization's coping skills.

    This program is a tool for companies to gain insight into workforce issues, provide resources and support to an individual, address organizational issues (big data) and to facilitate/quantify fund allocation to target organizational emerging issues. This will also allow for organizations to benchmark their progress year-over-year, all while maintaining the confidentiality and privacy of its employees.

    Thankfully, reluctance to divulge personal information and lack of data are no longer barriers to the development of a mentally and physically healthy workplace and a supportive organizational culture.
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