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Archive for category: Mental Health

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Nurture The Mental Health of Your Employees

Nearly half of all Canadians experience some form of mental health concerns at work. Mental health issues are the number one cause of short term and long term disability leave.  So what can be done to create happier, healthier employees who are more productive and miss less time off work?

In Episode 5 of our Occupational Therapy Video (OT-V) Series we discuss how employers, employees, Occupational Therapists and medical teams can help employees overcome mental health stressors and other stressors at work.

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Employment for Autistic Individuals

In celebration of Autism Awareness Month we are thrilled to bring you this guest post from our colleague Bill Wong.  Bill is an Occupational Therapist, speaker and Autism advocate who lives and practices in California.  For more information on Bill please check out his recent Ted Talk: “Fighting On: Overcoming Autism Diagnosis.”

Employment for Autistic Individuals
Guest Blogger:  Bill Wong, OTD, OTR/L

Unlike many occupational therapy experts in autism, my expertise in autism comes from a combination of clinical and theoretical knowledge and my lived experiences as an autistic individual. Since I was diagnosed in 2010, I have been working on trying to understand my lived experiences from an occupational therapy perspective.

Employment can be tough for autistic individuals. There are 3.5 million autistic individuals out there in the United States, myself being one of them.  Of the 3.5 million autistic individuals, 35% have never held a job, and before occupational therapy, I was part of that statistic.

Fast forward to my occupational therapy career, my first occupational therapy job lasted 3 months and I had an unsuccessful attempt at private practice for 8 months. That said, I am now employed for 7+ months in the skilled nursing facility setting and poised for a pretty good performance review if I were to have one today.

What have I really learned?

1.      Networking is really important. Every real connection in your life counts. You never know when will these connections come into play. If you are a parent of a young autistic child, encourage them to learn to play with other children or join extracurricular activities where they can be with others and make friends. If you are a parent of an autistic adolescent or adult, encourage them to make some close friends that they can rely on in the future. As an autistic individual, I understand that making connections spontaneously can be difficult. However, inviting them to participate in social opportunities that interest them can be a good start for facilitating such connections.

2.      It is important for autistic individuals to know about themselves well– from their strengths and weaknesses, to sensory preferences, to their abilities in stress and anxiety management. Unless autistic individuals are in supported employment or sheltered employment, they won’t have access to support workers around them constantly. Understanding such things can help maximize the length of time these individuals are employed, or leave on their own terms if better opportunities come along.

3.      Don’t overlook volunteer opportunities or internships. Autistic individuals can learn about working as a team and many other job related skills. Expectations might be lower than an actual job. However, they can be important job-skill building experiences prior to actual paid employment.

4.      Social media can be a double edged sword for autistic individuals. On one hand, it can be an avenue to develop strong professional networks and support systems. On the other hand, it can be a key reason why autistic individuals might not get employed if their employers study their social media accounts. For autistic individuals, that means they have to be aware of their social interactions online so that they don’t put themselves in disadvantages that they are not aware of.

5.      Once employed, building rapport with colleagues is vital. That can set the tone on whether a job can be a successful and enjoyable one. In order to do so, this means autistic individuals must have at least adequate social communication and rapport building skills. Performance skill development will come with time at any job.

6.      The first paid job can be learning experiences for future jobs. Getting fired or having to resign are not fun feelings. But reflecting upon objectively the reasons why can lead to opportunities to improve and make adjustments for the next job.

7.      Mental flexibility is extremely important in many jobs. Job environments can produce many unpredictable situations. There also may not be enough time for transitioning from one task to another. Training autistic individuals how to deal with such from an early age will go a long way in preparing for their futures.

8.      Working at a paid job doesn’t mean sacrificing all the things that are meaningful to you or can bring balance to your life. Having a job that can pay the bills is important. However, if this comes at an expense of not doing things that autistic individuals can either relax or serve as a change of pace for what they are doing, it may be is time to switch to a better job situation.

9.      Never be ashamed to ask for help on job related matters– from people at the autistic individuals’ current jobs, to those in their social circles who are also working in the same profession. As an autistic individual, I understood it can be tough to ask for help, especially to my peers who have accomplished more than I do. That said, once I realized I was struggling in my current job after I completed my observations, I quickly turned to social media unashamedly asking my peers for help. My proactive actions helped me settled into the flow of my job within two weeks.

In conclusion, maintaining paid employment can be a daunting challenge for autistic individuals when they become adults. However, with great preparation in childhood and helping them learn generalizable skills will carry them a long way to succeed. Even if they have to learn these skills in adulthood like me, being intentional about attacking these problems can increase chances of successful employment.

 

photo care of:  www.tedxgrandforks.com/press

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Your Brain at Work: The Cognitive Job Demands Analysis

Many employers know that a Physical Job Demands Analysis involves a health professional outlining the physical aspects of a specific job position.  These are common in manufacturing or production industries where jobs can be heavy, repetitive, or require high physical demands.  But these reports are seldom helpful if an employee suffers a brain injury, cognitive or emotional impairment and their return to work issues relate to cognitive or psychological changes and not necessarily physical impairment.

A Cognitive Job Demands Analysis is an objective evaluation of the specific cognitive, emotional and psychological skills required to perform the essential job duties of a given position. As mentioned, traditional Job Demands Analysis typically address only the physical components of the essential job duties.  Yet, jobs are multifaceted and performance at work depends on the interplay of human physical, cognitive, emotional, behavioral and environmental factors.  As such, having a cognitive job demands analysis in conjunction with a physical job demands analysis is ideal, or these can be completed as a standalone assessment if required.

Cognitive job demands analyses can be helpful in providing a baseline measurement tool against which an individual’s cognitive and psychological capacities may be compared, such as when hiring new employees, developing and implementing training programs, or to assist in return to work post injury or illness. These comprehensive and detailed assessments can be utilized when any health condition (cognitive, physical, or emotional) impacts an employee’s thinking, cognition and/or their interpersonal processes and abilities.

Much like with a physical job demands analysis, a cognitive job demands analysis involves an on-site observation of a worker(s) completing the job in question and usually includes objective measurements, and sometimes interviews with employers and co-workers. Some of the more specific aspects examined include:

·         Hearing, vision and perception

·         Reading, writing and speech

·         Memory, attention, and higher level cognitive abilities, like problem solving, insight and judgement

·         Safety awareness

·         Work pace

·         Self-supervision

·         Deadlines and work pressure

·         Interpersonal skills required for the job

·         Self-regulation and the need to work independently, with supervision, or in a group

A comprehensive job demands analysis should include comparisons of the information obtained to standardized classification data related to occupations, such as those outlined by the National Occupational Classification 2011 proposed by Human Resources and Skills Development Canada. After a report is generated, recommendations and interventions for consideration can be developed.

Do you feel that your organization has positions that need to be outlined via a cognitive job demands analysis? Do you have more questions on how a cognitive job demands analysis can be used in the return to work process? If so, seek out the services of an Occupational Therapist, or contact Entwistle Power for a free consultation.

For additional informative posts on workplace health and wellness please refer to our Healthy Workplace page.

Resources

Haruko Ha, D., Page, J.J., Wietlisbach, C.M. (2013). Work evaluations and work programs. In H. McHugh Pendleton and W. Schultz-Krohn (Eds.) Pedretti’s Occupational Therapy Practice Skills for Physical Dysfunction (337-380), St. Louis, Missouri: Elsevier Mosby.

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From A to ZZZ: Achieve Better Sleep

It’s National Sleep Awareness Week across the US and, with the disrupting time change ahead, what better time to discuss the importance of sleep.  “The Power of Sleep” from Time Magazine discusses the value of sleep for your body and mind, and most importantly your brain.

According to a 2002 survey by Statistics Canada approximately 3.5 million Canadians struggle with sleep.  If you or someone you love has trouble falling or staying asleep check out the latest in our OT-V series:  Improving Sleep and get a good night’s rest.

 

 

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Promoting Mental Wellness at Work

Julie Entwistle, MBA, BHSc (OT), BSc (Health / Gerontology)

“There is no health without mental health.” –World Health Organization

This quote from the World Health Organization really drives home the importance of a holistic health approach. When it comes to health and safety in the workplace, we are often quick to think of work-related musculoskeletal disorders and other physical injuries, but just as with health in general, we also need to make mental health in the workplace a priority. Psychological health in relation to work is comprised of the ability to think, feel, and behave in a manner that allows employees to perform effectively in work environments, as well as in their personal lives and society at large. As an employer, here are some starting points to consider to help you promote mental wellness in your work environment.

Learn to recognize potential or existing problems:  Stress is often thought to be a typical part of any job. However, excessive stress can lead to mental health problems. Take a critical look at your work environment. Do your employees face high demands? Excessive pressure? Do they have low control or say in how things are done?  These can create unhealthy work conditions that lead to increased levels of work-related stress, which can lead to increased risk for mental illness.

Talk about mental health: People who experience mental health issues often face stigma, shame and misunderstanding. Often times, employees who are experiencing mental health challenges are fearful to approach their employer and thus keep their issues private. Whether you are already aware of employees dealing with mental illness or not, voicing your support for mental wellness at work helps to foster a trusting and open environment. This can make all employees feel more comfortable to discuss problems, or ask for help. Try posting a sign in the staff room or regularly mention that you support mental wellness. Leading by example sets a strong standard and helps develop a healthy work culture of acceptance.

Know your responsibilities: Do you know the signs and symptoms of common mental health issues such as depression or anxiety? Do you understand how these conditions impact an employee’s performance on the job? Are you aware of your legal responsibilities to your employees dealing with mental illness such as accommodations? Do you know what resources are available to you and your employees to support mental health at work?  You need to be aware of all these factors to be able to promote and support mental wellness.

An ounce of prevention:  Implementing preventative measures in relation to mental wellbeing at work can be achieved in a variety of ways and when done well, these can have a significant impact on improving productivity, reducing absenteeism, presenteeism, and employee turnover and associated costs. Look at creating a workplace wellness program that addresses all aspects of your employees’ well-being, especially mental health. Show your employees that you value their health and make this a standard component of your business decisions. Mental wellness also needs to be reflected in workplace policies and procedures and show that employee wellbeing is a core value of your organization.

Occupational therapists’ knowledge and skill set allows them to help employers and organizations with each of the four areas listed above and more. From providing education and training programs, assessing problem areas, supporting communication and developing policies, occupational therapists can provide essential information and assistance to enable you to support mental wellness at work.

 

Check out more of our healthy workplace posts here.

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Mental Wellness at Work: 3 Facts Employers Should Think About

Each January we participate in the annual Bell Let’s Talk Day, a campaign to raise awareness and funds to reduce the stigma around mental illness and to help promote awareness and understanding. This campaign has been at the forefront of promoting awareness about mental health, and with the majority of Canadian adults spending most of their waking hours at work, it is begs consideration of mental health in the workplace.

Here are some quick facts about mental illness and its impact on Canadian workers:

  • Approximately 21.4 % of the working population in Canada currently experience mental health problems and illnesses (Mental Health Commission of Canada).
  • On any given week, more than 500 000 Canadians will not go to work due to mental illness (Mental Health Commission of Canada)
  • Mental health issues are the number one cause of both short-term and long-term disability leave in Canada (The Conference Board of Canada).

A strong link can be drawn between an unhealthy workplace, work-related stress and unhealthy lifestyles. If left unaddressed, mental health issues can have a significant impact on work outcomes. This can include increases in presenteeism and absenteeism, decreased productivity and a slew of other financial implications. The good news is that evidence suggests investing in effective programs can make a difference to improve mental health problems and illness, and can reduce the associated costs and burdens on people, businesses and the economy.

Occupational Therapists are optimally positioned to help employers develop and implement programs to address mental health at work. Stay tuned for another upcoming blog with more information about strategies for employers to help promote mental health in the workplace.

Resources

Bell Let’s Talk 

Mental Health Commission of Canada

The Conference Board of Canada

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Put A Stop to the Stigma

Yesterday, January 28th was “Bell Let’s Talk Day” across Canada. A day to acknowledge the mental health issues that plaque thousands of Canadians, to raise funds towards mental health research and care, and to provide knowledge about how to help someone who is struggling with mental health concerns. The 2015 campaign has provided great information about how to end the stigma by changing thoughts and actions.

Check out the “5 simple ways to help end the stigma around mental illness” from Bell Let’s Talk and help to create change today!