Podcast: Exploring Psychosocial Issues in the Workplace

Dr. Kevin Kel­loway, the Canada Research Chair in Occu­pa­tional Health Psy­chol­ogy at Saint Mary’s Uni­ver­sity in Hal­i­fax, Nova Sco­tia explains what pos­i­tive psy­chol­ogy is and how it relates to work­place stress.

CCOHS pro­duces FREE monthly pod­casts designed to keep you cur­rent with infor­ma­tion, tips and insights into the health, safety and well-being of work­ing Cana­di­ans.
http://www.ccohs.ca/products/podcasts/
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About Home­wood

For more than 129 years, Home­wood has been a cor­ner­stone of Cana­dian addic­tion and men­tal health treat­ment. We save lives. We have helped thou­sands of Cana­di­ans for decades to cope with the dev­as­tat­ing effects of men­tal ill­ness and addic­tion. Founded in 1883, we are renowned for the qual­ity of our treat­ment, our med­ical integrity, and the breadth and depth of our inter­dis­ci­pli­nary team.

Home­wood is part of Schlegel Health Care, a family-owned health care orga­ni­za­tion based in Kitch­ener, Ontario, that incor­po­rates three other entities:

Home­wood Human Solu­tions (www.homewoodhumansolutions.com)

Home­wood Human Solu­tions™ offers a one-of-a-kind approach to the mar­ket: the high­est qual­ity of clin­i­cal sup­port and inter­ven­tion avail­able within the EFAP indus­try, and an unmatched con­tin­uum of ser­vices — span­ning health pro­mo­tion, men­tal health and addic­tions treat­ment, and prevention-focused work-life coun­selling services.

Home­wood Health Cen­tre (www.homewood.org)

Home­wood Health Cen­tre is Canada’s unsur­passed med­ical leader in addic­tion and men­tal health treat­ment, pro­vid­ing highly spe­cial­ized psy­chi­atric ser­vices to all Cana­di­ans. We are a 312-bed, Sched­ule 1 facil­ity under the Ontario Men­tal Health Act. We oper­ate nine pro­grams treat­ing a range of men­tal health and addic­tion issues.

Home­wood Health Cen­tre is located in Guelph, Ontario.

Home­wood Dis­abil­ity Treat­ment Pro­gram (www.homewood.org/disability-treatment-program)

Effec­tive dis­abil­ity man­age­ment for men­tal ill­ness must go beyond “man­ag­ing” dis­abil­ity to include both inpa­tient and out­pa­tient treat­ment. Treat­ment goals must incor­po­rate strate­gies for suc­cess­ful work rein­te­gra­tion to min­i­mize recur­rence and relapse.

The Home­wood Dis­abil­ity Treat­ment Pro­gram (HDTP) com­bines the ser­vices avail­able through the Home­wood Health Cen­tre – a nation­ally rec­og­nized men­tal health and addic­tion treat­ment cen­tre with the best national net­work of skilled men­tal health and addic­tion treat­ment pro­fes­sion­als through Home­wood Human Solu­tionsTM.

Schlegel Vil­lages (www.schlegelvillages.com)

Schlegel Vil­lages are designed, built and man­aged by the Schlegel fam­ily of Kitch­ener, Ontario. Our motto: “It Takes a Vil­lage to Care” lives on.

Cana­dian owned and oper­ated, our Vil­lages ben­e­fit from the Schlegel fam­ily hav­ing over 40 years of direct expe­ri­ence co-owning, man­ag­ing and oper­at­ing Long Term Care and Retire­ment Com­mu­ni­ties in Ontario. There are eleven Schlegel Vil­lages hous­ing approx­i­mately 2500 seniors. Each Vil­lage has a Long Term Care com­po­nent, with Full Ser­vice Retire­ment Liv­ing, Assisted Care, Mem­ory Care and Inde­pen­dent Liv­ing options being added in stages. The first Schlegel Vil­lage opened in 1998 in Guelph.

Com­ments? Thoughts or resources to share?

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NOTE: The con­tent and opin­ions offered in Healthy Work­places blog posts do not nec­es­sar­ily reflect the for­mal stance of Home­wood Human Solu­tions, unless oth­er­wise iden­ti­fied. We bring this infor­ma­tion for­ward in the inter­ests of openly shar­ing val­ued infor­ma­tion in this time of fast-growing online con­ver­sa­tions and knowledge.

 

Psychological Health in the Workplace Conference March 17–20 Banff, AB

Announc­ing “Psy­cho­log­i­cal Health in the Work­place” 45th Inter­na­tional Con­fer­ence on Behav­ioural ScienceScience.

From the con­fer­ence description:

…our soci­ety has devoted rel­a­tively lit­tle atten­tion to men­tal health in the workplace…recent con­sid­er­able advances in the behav­ioural and social sci­ences must be brought to bear upon these challenges…complemented by a rapidly devel­op­ing arma­men­tar­ium of effec­tive, evidence-based pre­ven­tion, treat­ment and eval­u­a­tion procedures.

Tak­ing place Marc 17–20, 2013 in astound­ingly beau­ti­ful Banff, Alberta, Canada.

Reg­is­ter online at: www.banffcentre.ca/conferences/2013/BVS1303/

 

 

Like us on facebook.com/homewoodhumansolutions

Fol­low @HomewoodHS on Twitter

Link with linkedin.com/companies/homewood-human-solutions

Watch us on our Home­woodHS YouTube channel

NOTE: The con­tent and opin­ions offered in Healthy Work­places blog posts do not nec­es­sar­ily reflect the for­mal stance of Home­wood Human Solu­tions, unless oth­er­wise iden­ti­fied. We bring this infor­ma­tion for­ward in the inter­ests of openly shar­ing val­ued infor­ma­tion in this time of fast-growing online con­ver­sa­tions and knowledge.

The trouble with troubled sleep

The lat­est of sleep research is report­ing that the impact of trou­bled sleep is far more reach­ing in its impact of phys­i­cal and psy­cho­log­i­cal health than pre­vi­ously thought. Hence, sleep should be con­sid­ered a key domain of healthy behav­iour and healthy sleep should be pro­moted with the same kinds of edu­ca­tion and inter­ven­tions as other notable chal­lenges to well-being.

The lat­est APA Mon­i­tor (a monthly pro­fes­sional pub­li­ca­tion of the Amer­i­can Psy­cho­log­i­cal Asso­ci­a­tion) concludes:

A large body of research now shows that chron­i­cally get­ting too lit­tle sleep dis­rupts many aspects of phys­i­cal health, includ­ing hor­mone reg­u­la­tion, glu­cose metab­o­lism, insulin resis­tance, inflam­ma­tion processes, pain per­cep­tion and immune func­tion, to name a few (Jan 2013, 44, 1).

A sam­ple of studies

Fol­low­ing is a sum­mary of research into sleep dis­or­ders, begin­ning as far back as 1938.

In the ear­li­est sleep research, a Uni­ver­sity of Chicago physi­cist (Nathan Kleit­man, PhD, co-discoverer of REM sleep and con­sid­ered the founder of sleep researcher) sequestered him­self and a col­league in a cave for 32 days, attempt­ing to reset their bod­ies to a 28-hour clock.

Despite Kleitman’s con­clu­sions that sleep dis­rup­tion had a more sig­nif­i­cant and wide­spread impact than loss of men­tal sharp­ness or other rel­a­tively mild con­se­quences, sleep research strug­gled for recog­ni­tion for the next five decades.

Then, in 1991, a report in the Jour­nal of Clin­i­cal Inves­ti­ga­tion found that healthy peo­ple, sub­jected to sleep depri­va­tion, expe­ri­enced upset glu­cose tol­er­ance and insulin resis­tance. And that these issues resolved after sleep was recov­ered and returned to nor­mal. Dozens of stud­ies find­ing sim­i­lar con­clu­sions soon followed.

Chal­lengers to the sig­nif­i­cance of these find­ings, how­ever, rightly con­cluded that all sleep depri­va­tion stud­ies to date focused on extreme sleep loss akin to repeat­edly stay­ing up all night with­out any sleep at all (e.g. the total depri­va­tion of Kleit­man and his col­league in a Ken­tucky cave).

Research on trou­bled sleep

The call being out for more research into trou­bled, or par­tial and dis­rupted sleep, was clear. The kind of sleep where one or two hours of sleep a night is spent awake is far more com­mon in the pop­u­la­tion and is some­times char­ac­ter­is­tic of cer­tain work­ing groups (e.g. shift workers).

Answer­ing this call, the first study of the impact of par­tial sleep loss occurred in 1999. Since then, sub­se­quent stud­ies have con­firmed the effects of par­tial sleep loss. A sum­mary follows.

1. The “car­diometa­bolic trap”

Par­tial sleep loss is asso­ci­ated with “sub­stan­tial and clin­i­cally sig­nif­i­cant changes in appetite reg­u­la­tion, hunger, food intake, glu­cose metab­o­lism and blood pres­sure con­trol” (Amer­i­can Jour­nal of Human Biol­ogy). A sig­nif­i­cant asso­ci­a­tion also occurs between short sleep dura­tion (less than six hours per night) and either more obe­sity or a higher body mass index. This asso­ci­a­tion is strongest among chil­dren and ado­les­cents, sug­gest­ing they are espe­cially vul­ner­a­ble to the effects of lost sleep. This asso­ci­a­tion is thought to stem from lack of sleep skew­ing people’s dietary choices. Indeed, one study found that sleep com­plaints includ­ing dif­fi­culty falling asleep, dif­fi­culty stay­ing asleep, non-restorative sleep and day­time sleepi­ness were all sig­nif­i­cantly asso­ci­ated with greater total caloric intake.

2. Pro­mot­ing diabetes

A 2012 study exam­ined the rela­tion­ship of dis­rupted sleep and dia­betes. Uni­ver­sity of Cal­i­for­nia researchers uncov­ered a mol­e­c­u­lar clue to the mod­er­a­tion of this rela­tion­ship, con­clud­ing that peo­ple who do not get enough sleep have a 30 per­cent reduced abil­ity to respond to insulin. Fur­ther, the bio­chem­i­cal processes that sleep loss set in motion were reversible.

3. Neg­a­tive impact on mood and pain perception

The ill effects of too lit­tle sleep is now known to neg­a­tively impact mood and lead to exag­ger­ated pain per­cep­tion. As well, lev­els of socia­bil­ity and opti­mism decrease with con­tin­ued peri­ods of dis­rupted sleep.

4. Inci­dence of cancer

Among indi­vid­u­als with sleep apnea and other dis­or­dered breath­ing dur­ing sleep, the inci­dence of can­cer is known to be higher, and this pop­u­la­tion expe­ri­ences more deaths from cancer.

5. Immune response to vaccines

Even the body’s immune response to vac­cines is weaker if the recip­i­ent is short on sleep” con­cludes a recent study in the jour­nal Sleep. These researchers gave 125 healthy adults a series of hepati­tis B shots, mea­sur­ing sleep dura­tion and qual­ity of sleep for a period of time before and after each shot, and the results showed that peo­ple who slept less dur­ing the study had lower anti­body response to the vac­cine and, there­fore, poten­tial sus­cep­ti­bil­ity to hepati­tis infection.

How do we improve sleep?

Despite the con­se­quences of trou­bled sleep being bet­ter doc­u­mented and known, devel­op­ing and imple­ment­ing behav­ioural inter­ven­tions to improve sleep is a major challenge.

Some sci­en­tists point to the chal­lenges brought about by “social” or “tech­no­log­i­cal” jet lag. Elec­tronic devices, new media, and other mod­ern tech­nol­ogy devel­op­ments cre­ate entic­ing ways to put off bed­time. One researcher comments:

The phys­i­o­log­i­cal chaos that ensues when the body’s inter­nal clock, which is set by our expo­sure to sun­light and night-time dark­ness, is out of sync with our “social clocks,” which are set by the demands and temp­ta­tions of mod­ern life, from early-morning alarms to the late lure of “The Daily Show”…Staying up later and sleep­ing later on week­ends, then wrench­ing one’s sched­ule back in time at the begin­ning of each work­week, is akin to trav­el­ing from New York to Den­ver every Fri­day night, then return­ing every Mon­day morning.

It’s also impor­tant to con­sider who is most at risk to expe­ri­ence lack of good sleep. In recent years researchers have found that insuf­fi­cient sleep is related to “a con­stel­la­tion of fac­tors includ­ing socioe­co­nomic sta­tus, race and eth­nic­ity, and work­place and neigh­bor­hood conditions.”

As it cur­rently stands, good sleep hygiene, edu­ca­tion about the impact and sever­ity of trou­bled sleep and the impor­tance of healthy sleep pat­terns, may be our best strate­gies to improve sleep. But new chal­lenges are con­stantly pre­sent­ing them­selves. Con­cludes Dr. Car­pen­ter in the Mon­i­tor article:

Fix­ing some sleep prob­lems may seem as sim­ple as fol­low­ing a few key “sleep hygiene” guide­lines but there is still a dis­con­nect. The temp­ta­tion to check one more mes­sage, read one more arti­cle or watch one more episode is pow­er­ful and insidious.

For cus­tomers and clients of Home­wood Human Solutions

Home­wood Human Solu­tions’ cus­tomers and clients have access to a wide vari­ety of proac­tive and effec­tive inter­ven­tions designed to improve sleep, includ­ing: edu­ca­tional mate­ri­als, indi­vid­ual counselling/coaching, group/team work­shops, work redesign, and spe­cific behav­ioural inter­ven­tions. For shift­work­ers, our Plan Smart Lifestyle and Spe­cialty Coun­selling ser­vices offer a spe­cific Shift Work Sup­port coach­ing pro­gram with a key focus being sleep hygiene and mak­ing shift work part of a healthy and reward­ing work life. Shift Worker Support

Days away! The 2012 Better Workplace Conference

Inter­ested in cre­at­ing a pos­i­tive, vibrant work­place envi­ron­ment, Home­wood Human Solu­tions is excited to announce the 16th Annual Bet­ter Work­place Con­fer­ence, tak­ing place in Van­cou­ver, BC.

Many of you may know the con­fer­ence by its pre­vi­ous name (the Health, Work, and Well­ness Con­fer­ence) and are undoubt­edly expect­ing this year’s event to be big­ger and bet­ter than ever. Well, you won’t be disappointed!

Among this year’s topics:

  • lead­ing trans­for­ma­tional change;
  • well­ness and resilience solutions;
  • spirit at work;
  • trends in the role of EFAPs in orga­ni­za­tional health;
  • main­tain­ing pro­duc­tiv­ity dur­ing orga­ni­za­tional change;
  • liv­ing our values;
  • health care con­sumerism pre­ven­tion, pro­mo­tion, and accountability;
  • cre­at­ing psy­cho­log­i­cal safety in the workplace;
  • lead­er­ship and mindfulness.

In addi­tion, the con­fer­ence will have three dis­tinct streams of pre­sen­ta­tions based on emerg­ing orga­ni­za­tional health challenges:

  1. Trans­form­ing com­plex change (main­tain­ing high per­form­ing work­place cul­tures when employee demo­graph­ics are under­go­ing major shifts);
  2. healthy minds (human and orga­ni­za­tional resilience); and
  3. lead­er­ship tool­box (rapid adap­ta­tion, strate­gic think­ing, people-centered communication).

Home­wood Human Solu­tions is proud to be a repeat spon­sor and part­ner of the Bet­ter Work­place Conference.

Reg­is­ter now for The Bet­ter Work­place Con­fer­ence 2012. Online reg­is­tra­tion is here.

When: Octo­ber 16–18, 2012

Where: Fair­mont Hotel, Van­cou­ver, BC

 

 

Employers challenged to ‘fix’ workplace mental health issues

In a sur­vey released Tues­day, polling com­pany Ipsos-Reid found that 22 per cent of Cana­dian work­ers are expe­ri­enc­ing depres­sion, which is a sim­i­lar per­cent­age to what ear­lier stud­ies have found in the pop­u­la­tion at large.

The sur­vey, which was com­mis­sioned by the Great-West Life Cen­tre for Men­tal Health in the Work­place, revealed that 84 per cent of employ­ers and man­agers say they believe it is part of their job to inter­vene when they feel an employee is exhibit­ing signs of depres­sion. But 63 per cent also said they would like to have more train­ing to deal with employ­ees who have depression.

Sum­ma­riz­ing the Globe and Mail report “Employ­ers alone can’t fix work­place depres­sion” (Andre Mayer, Oct 11, 2012):

1. While there is no clin­i­cal diag­no­sis of ‘work­place depres­son’, the stresses of the office can man­i­fest in tra­di­tional clin­i­cal depres­sive expression.

2. An April 2012 report by the Men­tal Health Com­mis­sion of Canada said that men­tal health prob­lems account for about 30 per cent of short‐ and long‐term dis­abil­ity claims. The same report claimed that in 2010, men­tal health con­di­tions accounted for 47 per cent of all approved dis­abil­ity claims in the Cana­dian civil ser­vice — nearly dou­ble the per­cent­age of 20 years ear­lier. (note, the rise in claims doesn’t mean that the mod­ern work­force is more toxic, some of the stigma has decreased, so peo­ple are more will­ing to talk about it).

3. It is esti­mated that between com­pen­sa­tion to sick work­ers and lost pro­duc­tiv­ity, men­tal health issues cost the Cana­dian econ­omy $50 bil­lion a year.

4. Deal­ing with the issues, some Cana­dian com­pa­nies are man­ag­ing both phys­i­cal and men­tal health issues among their employ­ees. The strate­gies include train­ing man­agers to iden­tify and reach out to depres­sive work­ers, and offer­ing finan­cial incen­tives for employ­ees to improve their phys­i­cal and men­tal well-being, which can include gym passes or a nom­i­nal pay­ment to undergo a well­ness assessment.

Take home mes­sage? Per­haps the most ben­e­fi­cial thing an employer can do is direct a psy­cho­log­i­cally ill worker to treat­ment, says Dr. Car­olyn Dewa, head of the Work and Well-Being Research and Eval­u­a­tion Pro­gram at the Cen­tre for Addic­tion and Men­tal Health.

 

 

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Inaugural launch of healthy workplace accreditation for US-based companies

New US accred­i­ta­tion for healthy work­places announced now!

Health­Lead is a new rat­ing sys­tem for help­ing US companies/orgs to improve employee health as a busi­ness per­for­mance strat­egy. Mod­eled after LEED cer­ti­fi­ca­tion (yes, for green build­ings!) in which sus­tain­able prac­tices are con­sid­ered a key busi­ness priority.

Two years in devel­op­ment, pilot test­ing the set of stan­dards, appli­ca­tion, and eval­u­a­tion, Health­Lead was released June 12 at Ohio State University.

The first 12 employ­ers to earn Health­Lead accred­i­ta­tion were rec­og­nized by US Assis­tant Sec­re­tary of Health Howard Koh, MD, MPG and othe rpeers.

What is Health­Lead? Inde­pen­dent, third party ver­i­fi­ca­tion that an employer meets high stan­dards for a cul­ture, envi­ron­ment, poli­cies, ben­e­fits and pro­grams that sup­port employee well being.

Read more here: www.ushealthiest.org

About USHealth­i­est, co-founder of Health­Lead initiative:

US Health­i­est is a non­profit, public-private col­lab­o­ra­tion co-founded by CDC and state
and local pub­lic health orga­ni­za­tions. We exist to cat­alyze action and social engage­ment in
sup­port of the vision, “To Make US the Health­i­est Nation in a Health­ier World.” US Health­i­est
seeks to cre­ate a social move­ment pro­mot­ing health and well-being every­where peo­ple live,
learn, work, and play. We want to find new ways to solve peren­nial prob­lems of health and well­be­ing,
encour­age peo­ple to make healthy choices, and cre­ate a social and phys­i­cal envi­ron­ment
that advances healthy liv­ing and well-being.

 

 

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We’re presenting at Workplace Wellness and Mental Health 2012

Judith Plotkin, our Vice Pres­i­dent, Strate­gic Growth, is pre­sent­ing with Aileen Ash­man, Direc­tor, Human Resources Man­age­ment, Toronto Police Ser­vice, on “Rein­vig­o­rat­ing your EAP to Achieve Well­ness and Men­tal Health Goals.”

The fea­tured pre­sen­ta­tion is part of the Work­place Well­ness and Men­tal Health 2012 con­fer­ence.

Draw­ing on her exten­sive expe­ri­ence in the field, Judith Plotkin will pro­vide prac­ti­cal guid­ance on how to get started and build momen­tum for a well­ness strat­egy in your workplace—one that includes men­tal health. Fea­tur­ing vital infor­ma­tion for those start­ing out and for those look­ing to build more energy around an exist­ing pro­gram, this dis­cus­sion will con­sider such crit­i­cal aspects as:

  • the impor­tance of start­ing out from orga­ni­za­tional goals and values
  • cus­tomiz­ing a pro­gram for your organization
  • engag­ing all employ­ees in the well­ness effort
  • devel­op­ing a deploy­ing key well­ness tool
  • rec­og­niz­ing orga­ni­za­tional prac­tices that sup­port or hin­der well­ness at work
  • address­ing cul­tural bar­ri­ers and enablers
  • the role of lead­ers in ensur­ing success

Click here to view the full agenda.

Visit our home­page: Home­wood Human Solutions™

Like us on facebook.com/homewoodhumansolutions

Fol­low @HomewoodHS on Twitter

Link with linkedin.com/companies/homewood-human-solutions

Watch us on our Home­woodHS YouTube channel