The article I have chosen is titled “Workplace mental health programs deliver healthier bottom lines”. Written by Brandie Weikle, the article discusses how a new analysis from Deloitte Insights found that “for every $1 invested in workplace mental health, the median yearly return was $1.62, a figure that rises to $2.18 for programs that have been in place for three or years or more” (Weikle, 2019). After examining 10 Canadian companies that have implemented mental health initiatives, they have discovered that more than 500,000 Canadian employees per week call in sick to work due to mental health issues, essentially causing a loss in productivity and negatively affecting the companies they work for (Weikle, 2019). According to research by Deloitte, “the estimated economic cost of poor mental health in Canadian workplaces is $50 billion annually” which does not include the added $6.3 billion due to losing productivity in the workplace (Weikle, 2019). Sarah Champan, director of Deloitte’s sustainability and social impact advisory practice, stated that even though the stigma around mental health has gone down, businesses should keep incorporating mental wellness programs because not only do they help employees, but they are good for business too (Weikle, 2019). Deloitte’s research revealed that corporations and their workers perform to the best of their abilities when they chose to invest their money in programs that promote good mental wellness instead of just providing these resources to treat their issues when they arise (Weikle, 2019). These programs can help alleviate stress by encouraging employees around the office to begin meditating and exercising (Weikle, 2019). According to Healthline, meditation helps in reducing stress, controlling anxiety, improving self-awareness, increasing attention span, improving sleep, decreasing blood pressure, and generating kindness (Healthline, 2017). Furthermore, Chapman suggested that providing a workshop related to helping identify mental health issues before they worsen is a great way to improve mental wellness in employees (Weikle, 2019). Additionally, workplaces should also include ‘return-to-work’ policies to make sure that those who have been absent due to mental health related problems are able to return and eventually build their full-time hours (Weikle, 2019). Companies should use data to establish a baseline in order to track their progress and figure out whether or not investing in mental health programs are having a positive impact (Weikle, 2019). In order to do so, companies should: track the amount of short- and long-term health-related claims, track employee participation in these new initiatives, track the number of people who have been trained in preventing mental health, and conduct surveys for employee feedback (Weikle, 2019). In 2013, the Canadian government released a framework called “The National Standard of Canada for Psychological Health and Safety in the Workplace”, which seeks to help companies encourage mental wellness and prevent any psychological harm in the workforce (Weikle, 2019). Sevuan Palvetzian, CEO of CivicAction, stated that “we need to appreciate that people aren’t just employees. They are also sons, mothers, sisters, children and our mental health travels with us wherever we go” (Weikle, 2019).
Thrope, M., 12 Science-Based Benefits of Meditation, Healthline, 2017.
Weikle, B., Workplace Mental Health Programs Deliver Healthier Bottom Lines, CBC News, 2019.
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