We Can Do It! Evidence and Interventions Transforming Mental

Transcription

www.wwrepcamh.org
Nous pouvons y arriver!
The Westin Harbour Castle
1 Harbour Square
Toronto, Ontario, Canada
Des interventions éprouvées pour améliorer la santé
té men
mentale au travail
Founding Sponsor
Commanditaire fondateur
October 28, 29 and 30, 2009
Le 4ième congrès canadien annuel pour la recherche sur la santé mentale et la toxicom
toxicomanie en milieu de travail
We Can Do It!
Evidence and Interventionss for Transforming Mental Health in the Workplace
4th Annual Canadian Congress for Res
Research on Mental Health and Addiction in the Workplace
Progr
Program
Prroggramme
Platinum Sponsor
Commanditaire platine
Le 28, 29 et 30 octobre, 2009
The Westin Harbour Castle
1 Harbour Square
Toronto, Ontario, Canada
www.wwrepcamh.org
Hosting Sponsor
Commanditaire hôte
Work and Well-being
Research and Evaluation Program
Programme de recherche et d’évaluation –
Bien-être au travail
Congress Description
Description du congrès
The 4th Annual Canadian Congress
for Research on Mental Health
and Addiction in the Workplace
Le 4ième congrès canadien annuel
pour la recherche sur la santé mentale
et la toxicomanie en milieu de travail
is the leading Canadian forum dedicated to
exchanging scientific evidence to improve
the working environment and the mental
health of workers. During this two and a half
day Congress, hundreds of researchers, business
leaders, policy-makers, service providers and
workers will gather to share information on
the latest research and practical, evidence-based
policies, programs and tools focusing on five
main areas:
est le principal forum scientifique canadien
dédié à améliorer l’environnement de travail et
la santé mentale des travailleurs. Durant les deux
journées et demie du congrès, des centaines de
chercheurs, gens d’affaires, décideurs, fournisseurs
de services et travailleurs vont se réunir pour
partager l’information sur les plus récents travaux
de recherche et sur des politiques, programmes
et outils pratiques et fondés sur des preuves
scientifiques autour de cinq champs:
(1) Workplace Prevention
and Promotion,
(1) Prévention et promotion
dans le milieu de travail,
(2) Disability Management
and Return to Work,
(2) Gestion de l’incapacité
et retour au travail,
(3) Diagnosis and Treatment,
(3) Diagnostic et traitement,
(4) Stigma/Discrimination, and
(4) Stigmatisation et discrimination, et
(5) Policies for Workplace Mental Health
and Addiction.
(5) Politiques à l’égard de la santé mentale
et des toxicomanies en milieu de travail.
Join us to help make connections that will
transform mental health in the workplace.
By focusing on best practices and best advice
on helping people remain engaged and
supported at work and when they return
to work, we can do it!
Rejoignez-nous pour aider à établir des liens
qui aideront à transformer la façon de traiter
de la santé mentale en milieu de travail. En se
concentrant sur les meilleures pratiques et les
meilleurs conseils sur comment aider les gens à
rester engagé et soutenu au travail et lorsqu’ils
retournent au travail, nous pouvons y arriver!
Welcome…
Bienvenue…
Welcome to the 4th Annual Canadian Congress
for Research on Mental Health and Addiction
in the Workplace! The Centre for Addiction and
Mental Health’s Work and Well-being Research and
Evaluation Program is hosting this year’s Congress
at the invitation of the Canadian Institutes of Health
Research and its Institutes of Gender and Health,
Neurosciences, Mental Health and Addiction and
Population and Public Health. This is the first time it is
being held in Toronto and we hope you have time to
experience our wonderful city.
As with the previous Congresses, our goal
is to provide delegates an opportunity to share
information on the latest research and evidencebased interventions focusing on five main areas:
(1) Workplace Prevention and Promotion,
(2) Disability Management and Return to Work,
(3) Diagnosis and Treatment, (4) Stigma/
Discrimination and (5) Workplace Mental Health
and Addiction Policies.
This Congress is unique in a number of ways.
For one thing, the organization committee
members represent a variety of stakeholders
including employers, unions, clinicians, disability
management specialists, researchers, human
resource professionals and workers. We have worked
hard to make the Congress program reflect this
diversity of perspectives and to demonstrate how
each contributes to promoting mental health in
the workplace.
This Congress also introduces a broader public
health perspective to research in this area. We
hope to facilitate discussions about the roles of
the physical environment, policy, law as well as
biological and psychosocial risk factors to mental
health with the goal of breaking down disciplinary
silos. The media, labour unions, employers, research
funders and policy makers also have forums to offer
Bienvenue au 4ième congrès canadien annuel pour
la recherche sur la santé mentale et la toxicomanie
en milieu de travail! Cette année, le Programme de
recherche et d’évaluation – Bien-être au travail au Centre
de toxicomanie et de santé mentale est l’hôte du congrès à
l’invitation des Instituts de recherche en santé du Canada et
leurs Instituts de la santé des femmes et des hommes, des
neurosciences, de la santé mentale et des toxicomanies, et
de la santé publique et des populations. C’est la première
fois que le congrès se tient dans la ville de Toronto et nous
espérons que vous profiterez pleinement de l’occasion
d’explorer notre merveilleuse ville.
Comme les congrès précédents, notre objectif est de
fournir aux délégués l’occasion de partager l’information
sur les plus récents travaux de recherche et sur les
interventions fondées sur des preuves scientifiques autour
de cinq champs: (1) Prévention et promotion dans le
milieu de travail, (2) Gestion de l’incapacité et retour au
travail, (3) Diagnostic et traitement, (4) Stigmatisation
et discrimination et (5) Politiques à l’égard de la santé
mentale et des toxicomanies en milieu de travail.
Ce congrès est unique à bien des égards. D’abord,
les membres du comité organisateur représentent une
variété de parties prenantes, y compris des employeurs,
syndicats, cliniciens, spécialistes de gestion de l’incapacité,
chercheurs, professionnels en gestion des ressources
humaines, et travailleurs. Nous avons travaillé fort
pour faire révéler cette diversité de perspectives dans
le programme et pour démontrer comment chaque
perspective contribue à la promotion de la santé mentale
en milieu de travail.
Ce congrès présente aussi une perspective plus large
de la santé publique sur la recherche dans ce champ.
Nous espérons faciliter des discussions au sujet des rôles
de l’environnement physique, la politique, le droit, et au
sujet des facteurs de risque psychosociaux et biologiques
à la santé mentale avec l’objectif d’échapper aux silos
disciplinaires. Les médias, syndicats, employeurs, bailleurs
de fonds de la recherche et décideurs ont également des
We can do it! • CONGRESS PROGRAM
PROGRAMME DU CONGRÈS • Nous pouvons y arriver!
1
their perspectives about their contributions to mental
health for workers.
To foster exchange and networking, all sessions
are scheduled to allow adequate time for discussions
and the moderators will be facilitating exchange
between you and the presenters. We have asked them
to raise discussion questions about how the research
findings can be applied and to encourage delegates
to share their observations and experience related to
the findings. If you hear something that particularly
resonates with your experiences or observations,
please be sure to talk about them during the session.
We also are preparing a special issue of
HealthcarePapers to appear in Spring 2010 that
focuses on some of the topics discussed at the
Congress. This will increase the opportunity for other
people to learn from the discussions that take place
here. We worked with HealthcarePapers in 2004 to
produce a special issue on the same topic that can be
accessed at: < http://www.longwoods.com/product.
php?productid=16801 >; that issue had 20,000
hits in the first year. It has served as an important
resource for policy makers and researchers. Together,
we can make this another issue that resonates with
the stakeholder community.
But, the most unique aspect of the Congress
is you – the experiences and perspectives that
you bring. Your attendance demonstrates your
commitment to promoting and improving mental
health in the workplace. Our collective energy as
we work together to learn, teach and share can
transform mental health in the workplace.
Together, we can do it!
forums pour offrir leurs perspectives au sujet de leurs
contributions à la santé mentale des travailleurs.
Pour encourager l’échange et le réseautage, chaque
session a été planifiée pour assurer assez de temps pour
la discussion et les animateurs vont faciliter l’échange
entre vous et les présentateurs. Nous avons demandé
aux animateurs de soulever des questions de discussion
sur comment les travaux de recherche peuvent être
appliqués et pour encourager les délégués à partager des
observations et expériences liées aux résultats. Si vous
entendez quelque chose qui résonne particulièrement
avec vos expériences ou observations, veuillez le discuter
pendant la session.
Nous préparons aussi une édition spéciale de
HealthcarePapers qui se concentre sur plusieurs
sujets discutés au congrès, à paraître en printemps
2010. Ceci créera l’occasion pour les autres personnes
d’apprendre des discussions qui auront lieu ici. Nous
avons collaboré avec HealthcarePapers en 2004 pour
publier une édition spéciale sur le même sujet qui peut
être accédée à: < http://www.longwoods.com/product.
php?productid=16801 >; l’édition a eu 20,000 visites
au cours de la première année. Cette édition a été une
ressource importante pour les décideurs et chercheurs.
Ensemble, nous pouvons faire une autre édition qui résonne
dans la communauté de parties prenantes.
Mais, l’aspect le plus unique du congrès est vous –
les expériences et les perspectives que vous apportez.
Votre présence montre votre engagement à la
promotion et l’amélioration de la santé mentale en
milieu de travail. Notre énergie collective lorsqu’on
travaille ensemble à apprendre, enseigner et partager
peut transformer la santé mentale en milieu de travail.
Ensemble, nous pouvons y arriver!
Carolyn S. Dewa, MPH, PhD
Carolyn S. Dewa, MPH, PhD
Congress Chair
Program Head, Work and Well-being Research and Evaluation Program
Senior Scientist, Health Systems Research and Consulting Unit
Centre for Addiction and Mental Health
CIHR/PHAC Applied Public Health Chair
Associate Professor, Department of Psychiatry, University of Toronto
Chaire du congrès
Directrice, Programme de recherche et d’évaluation – Bien-être au travail
Scientifique principale, Unité de recherche et de consultation
sur les systèmes de santé
Centre de toxicomanie et de santé mentale
IRSC/ASPC Chaire en santé publique appliquée
Professeure associée, Department of Psychiatry, University of Toronto
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Program at a Glance
Programme en aperçu
Wednesday 28 October 2009
Mercredi le 28 octobre 2009
07:00 – 09:00
07:00 – 09:00
Breakfast / Registration (Harbour Foyer)
Déjeuner / Inscription (Harbour Foyer)
09:00 – 10:15
09:00 – 10:15
Opening & Keynote Speaker – Rick Green
(Harbour A/B)
Ouverture et discours d’ouverture – Rick Green
(Harbour A/B)
10:15 – 10:30
10:15 – 10:30
Break
Pause
10:30 – 12:00
10:30 – 12:00
1.1 Concurrent Sessions
1.1 Sessions simultanées
1.1A Psychological Trauma & Work (Harbour C)
1.1B Work, Life & Mental Health Promotion
(Pier 5)
1.1C Return to Work: What We Can Learn from
Supported Employment (Harbour A/B)
1.1A Traumatisme psychologique et travail (Harbour C)
1.1B Travail, vie et promotion de la santé mentale
(Pier 5)
1.1C Retour au travail: ce qu’on peut apprendre
de l’emploi supporté (Harbour A/B)
12:00 – 13:00
12:00 – 13:00
Lunch (Harbour Foyer)
Dîner (Harbour Foyer)
13:00 – 14:00
13:00 – 14:00
1.2 Poster Session (Harbour Foyer)
1.2 Session d’affiches (Harbour Foyer)
14:00 – 15:30
14:00 – 15:30
1.3 Research Plenary
(Harbour A/B)
Integrating Psychosocial and Biological
Factors into Research on Mental Health
and the Workplace
1.3 Panel avec invités spéciaux - La recherche
(Harbour A/B)
Intégration des facteurs psychosociaux et biologiques
dans la recherche sur la santé mentale et le milieu
de travail
15:30 – 16:00
15:30 – 16:00
Break
Pause
16:00 – 18:00
16:00 – 18:00
1.4A Reintegration into the Workforce (Harbour C)
1.4B Perspectives on Disability Management (Pier 5)
1.4C Burden of Mental Illness & Workplace Factors
Associated with Mental Health
(Harbour A/B)
1.4A Réintégration dans la main d’œuvre (Harbour C)
1.4B Perspectives sur la gestion de l’incapacité (Pier 5)
1.4C Impact de la maladie mentale et facteurs en
milieu de travail associés à la santé mentale
(Harbour A/B)
Program at a Glance
5
Thursday 29 October 2009
Jeudi le 29 octobre 2009
07:00 – 09:00
07:00 – 09:00
09:00 – 10:30
09:00 – 10:30
2.1 Media Plenary
(Harbour A/B)
Public Perceptions of Mental Health and the
Workplace: What is the Media’s Role?
2.1 Panel avec invités spéciaux – Médias
(Harbour A/B)
Perceptions du public sur la santé mentale et le milieu
de travail : Quel est le rôle des médias?
10:30 – 11:00
10:30 – 11:00
Break
Pause
11:00 – 12:30
11:00 – 12:30
2.2A Responding to Critical Incidents at Work
(Harbour C)
2.2B Work Factors and Work Outcomes (Pier 5)
2.2C Disability Management & Return to Work
(Harbour A/B)
2.2A Gestion des incidents critiques au travail
(Harbour C)
2.2B Facteurs et résultats du travail (Pier 5)
2.2C Gestion de l’incapacité et retour au travail
(Harbour A/B)
12:30 – 13:30
12:30 – 13:30
13:30 – 15:00
13:30 – 15:00
(Harbour A/B)
Is Context more than Background?
The Contribution of Law, Policy and
Workplace Design to Workplace
Mental Health
(Harbour A/B)
Est-ce que le contexte est plus que l’arrière-plan ?
La contribution du droit, de la politique et de la
conception du lieu de travail à la santé mentale
en lieu de travail
15:00 – 15:30
15:00 – 15:30
Break
Pause
15:30 – 17:30
15:30 – 17:30
2.4A Stigma & Discrimination in the Workplace
(Harbour C)
2.4B Research Methods for Workplace Research
(Harbour A/B)
2.4C Return to Work Interventions and Outcomes
(Pier 5)
2.4A Stigmatisation et discrimination en milieu
de travail (Harbour C)
2.4B Méthodes de recherche pour la recherche
en milieu de travail (Harbour A/B)
2.4C Interventions et résultats du retour au travail
(Pier 5)
18:00 – 19:30
18:00 – 19:30
Congress Reception (Harbour Foyer)
Réception (Harbour Foyer)
6
Friday 30 October 2009
Vendredi le 30 octobre 2009
07:00 – 08:00
07:00 – 08:00
08:00 – 09:00
08:00 – 09:00
3.1 In Conversation with the CIHR Institute Directors
Plenary: Workplace Mental Health Research
(Harbour A/B)
3.1 Conversation avec les directeurs de l’IRSC :
La recherche sur la santé mentale en milieu
de travail (Harbour A/B)
09:00 – 10:30
09:00 – 10:30
3.2 Mental Health Commission Panel Plenary
(Harbour A/B)
The Mental Health Commission of Canada:
Focusing National Attention on Workplace
Mental Health Issues
3.2 Panel avec la Commission de la santé mentale
(Harbour A/B)
Commission de la santé mentale du Canada :
Focalisation de l’attention nationale sur les questions
de la santé mentale en milieu de travail
10:30 – 10:45
10:30 – 10:45
Break
Pause
10:45 – 12:00
10:45 – 12:00
3.3 Business Plenary
(Harbour A/B)
Promising Practices Addressing Mental Health
and Addictions in the Workplace: Leadership
from the Field
3.3 Panel avec invités spéciaux d’affaires
(Harbour A/B)
Pratiques prometteuses abordant la santé mentale
et les toxicomanies en milieu de travail : Direction
dans le champ
12:00 – 12:15
12:00 – 12:15
Closing (Harbour A/B)
Clôture (Harbour A/B)
12:15 – 13:00
12:15 – 13:00
Program at a Glance
7
8
Wednesday
28 October 2009
Mercredi
le 28 octobre 2009
07:00 – 09:00
07:00 – 09:00
09:00 – 10:15
09:00 – 10:15
Opening & Keynote Speaker
(Harbour A/B)
Ouverture et discours d’ouverture
(Harbour A/B)
Keynote Speaker
Premier conférencier
Rick Green
Rick Green
Presentation Summary
Présentation
Writer/producer/director/comedian Rick Green will be
talking about his documentary on Adult Attention Deficit
Hyperactivity Disorder (ADHD). Titled ADD & Loving It?!,
the documentary scored huge ratings when it ran coast-tocoast on Global, this September 18th. Rick will talk about
interviewing some of the top experts in the field, and the
personal journey of both himself, and the documentary’s
host/subject, fellow comedian Patrick McKenna. Drawing
upon responses to the film from people who have, or live
with, ADHD, he will talk about the costs, the solutions, and
the hope that comes with diagnosis and treatment. He
will also share how his own ADHD dramatically affected
his career, in very different ways, before and after it was
diagnosed. The message: “Acceptance ends the suffering.
Education is key to succeeding.”
Auteur/producteur/réalisateur/comique Rick Green discutera
de son documentaire au sujet du trouble déficitaire de l’attention,
ADD & Loving It?!. Ce documentaire a attiré un grand public
pour sa diffusion d’un océan à l’autre sur la chaîne Global le
18 septembre. Rick discutera de ses entrevues avec des experts
dans le domaine, de son parcours personnel, et du parcours de
l’animateur/sujet du documentaire, son collègue, comique
Patrick McKenna. En s’appuyant sur les réactions au film des
personnes qui ont ou qui vivent avec un trouble déficitaire de
l’attention, il discutera des coûts, des solutions, et de l’espoir qui
vient du diagnostic et du traitement. Il partagera aussi comment
son propre trouble déficitaire de l’attention a influé sa carrière
de plusieurs façons, avant et après le diagnostic. Le message:
l’acceptation met fin à la souffrance. L’éducation est la clef
du succès.
Biography
Biographie
Recently the University of Waterloo named Rick as one
of its top 50 Science Graduates of all time. He is the only
comedian so honoured. So far.
Born in Toronto, Rick began his career as a teacher at the
Ontario Science Centre, developing programs and plays for
the general public and school groups. In 1979 he left that
safe Public Service job to become a full time comedian.
For 8 seasons Rick has produced and hosted the
comedy series History Bites (History Television). His agent
said he should mention he won a Gemini Award for
directing the show. The Sun recently hailed History Bites as
‘the cleverest Canadian comedy of all time.’
On September 4th History Television aired the latest
special, History Bites Sex & Power and the following Friday ran
another special, History Bites The Filthy Stinking Rich. They
were a scream.
Récemment, l’University of Waterloo a nommé Rick parmi ses
« Top 50 Science Graduates ». Il est le seul comique sur la liste.
Pour l’instant.
Né à Toronto, Rick a commencé sa carrière en tant que
professeur au Centre des sciences de l’Ontario, où il développait
des programmes et des pièces pour le grand public et des groupes
scolaires. En 1979 il a quitté cet emploi stable de service public
pour devenir un comique à plein temps.
Pendant huit saisons, Rick a produit et animé la série comique
History Bites (History Television). Son agent lui a dit qu’il devrait faire
mention du prix Gemini qu’il a gagné pour la réalisation de la série.
Le Toronto Sun a récemment appelé History Bites ‘the cleverest
Canadian comedy of all time.’
Le 4 septembre, History Television a diffusé l’épisode intitulé
History Bites Sex & Power et le vendredi suivant, cette chaîne a
diffusé History Bites The Filthy Stinking Rich.
11
Then on Friday September 18th, Global Television
aired Rick’s latest project, a film about Adult Attention
Deficit Disorder, entitled ADD & Loving It?! The film follows
the story of fellow The Red Green Show performer Patrick
McKenna as he gets a formal diagnosis and decides to
educate himself about what this is, and isn’t. The film won
Rick the CAMH 2009 Celebrity Transforming Lives Award
before it had even aired. As the nomination form noted,
“In one hour this program will transform how Canadians
view this disorder.”
Rick was also co-creator, co-writer and for several
seasons the director of The Red Green Show, which ran 15
seasons (CBC). Here he showcased his physical comedy skills
as a hapless outdoorsman on ‘Adventures With Bill’.
At the same time he portrayed ‘Commander Rick’, writer
and host of TVO’s long-running S.F. series Prisoners of Gravity.
Rick’s earliest success was with The Frantics comedy
troupe—producing 150 radio shows, dozens of stage
productions, and the landmark TV series, Four On The Floor.
His projects have won Gemini Awards, ACTRA Awards, New
York Festival Awards, and various educational awards.
Rick is married to his business partner, Ava Green, and
has two children who are all grown up and in university and
far more mature than he is.
Le 18 septembre, Global Television a diffusé son projet le plus
récent, un film au sujet du trouble déficitaire de l’attention, intitulé
ADD & Loving It?! Ce film raconte l’histoire de Patrick McKenna,
collègue et acteur sur The Red Green Show, lorsqu’il est diagnostiqué
officiellement et il décide d’apprendre ce que le trouble déficitaire
de l’attention c’est, et ce que ce n’est pas. Rick a gagné un prix
« Transformer des vies » de CAMH en 2009 pour ce film même avant
sa diffusion. Le formulaire de sélection notait que « In one hour
this program will transform how Canadians view this disorder. »
Rick était aussi co-créateur, co-auteur, et pendant plusieurs
saisons le réalisateur de The Red Green Show au cours des 15 saisons
(CBC). Il utilisait son talent pour la comédie physique pour jouer un
sportif malheureux sur « Adventures With Bill ».
En même temps qu’il jouait ‘Commander Rick’, il était l’auteur
et l’animateur de la série de science-fiction Prisoners of Gravity de la
chaîne TVO.
Sa première réussite était avec la troupe comique The Frantics,
qui a produit 150 émissions de radio, des dizaines de mises en
scène, et la série Four On The Floor. Il a gagné des prix Gemini,
ACTRA, et New York Festival, et plusieurs prix pédagogiques pour
ses projets.
Rick a épousé son partenaire commercial, Ava Green, et ils ont
deux enfants qui ont grandi, qui étudient à l’université et qui sont
beaucoup plus adultes que leur père.
10:15 – 10:30
10:15 – 10:30
Break
Pause
10:30 – 12:00
10:30 – 12:00
Session 1.1A
10:30 – 12:00
Psychological Trauma & Work
(Harbour C)
Session 1.1A
10:30 – 12:00
Traumatisme psychologique et travail
(Harbour C)
10:30
Care for the Care Giver: Vicarious Trauma Assessment
and Management
Cindy Rose
10:30
Care for the Care Giver: Vicarious Trauma Assessment
and Management
Cindy Rose
10:50
Client Characteristics at a Workers’ Compensation Board
Psychological Trauma Program
Jennifer M. Hensel
10:50
Jennifer M. Hensel
11:10
CREW: Enhancing Mental Health through Workplace Civility
Michael P. Leiter
11:10
Michael P. Leiter
11:30
Discussion
Moderator/Facilitator: JianLi Wang
11:30
Discussion
Animateur: JianLi Wang
12
Session 1.1B
10:30 – 12:00
Work, Life & Mental Health Promotion
(Pier 5)
Session 1.1B
10:30 – 12:00
Travail, vie et promotion de la santé mentale
(Pier 5)
10:30
Children’s Mental Health Information at Work
Don Buchanan
10:30
Don Buchanan
10:50
Experience and Needs of Organizations Providing Workplace
Health Promotion Programs
Kendal Bradley
10:50
Kendal Bradley
11:10
Sharing Research on Work/Life, Mental Health, and
Addictions with Employers
Mark Attridge
11:10
Sharing Research on Work/Life, Mental Health, and
Addictions with Employers
Mark Attridge
11:30
Discussion
Moderator/Facilitator: Margaret Shim
11:30
Discussion
Animatrice: Margaret Shim
Session 1.1C
10:30 – 12:00
Return to Work: What We Can Learn
from Supported Employment
(Harbour A/B)
Session 1.1C
10:30 – 12:00
Retour au travail: ce qu’on peut apprendre
de l’emploi supporté
(Harbour A/B)
10:30
Psychological Distress Evaluation of Canadian Government
Employees: Implementation of Recommendations
Marie-France Coutu
10:30
Marie-France Coutu
10:50
The Implementation of Supported Employment Programs
in Canada
Marc Corbière
10:50
in Canada
Marc Corbière
11:10
Therapeutic Return-to-Work Program: Can it be Adapted
for Common Mental Disorders?
Marie-Jose Durand
11:10
Therapeutic Return-to-Work Program: Can it be Adapted
for Common Mental Disorders?
Marie-Jose Durand
11:30
Discussion
Moderator/Facilitator: Diana Capponi
11:30
Discussion
Animatrice: Diana Capponi
12:00 – 13:00
12:00 – 13:00
13
13:00 – 14:00
13:00 – 14:00
1.2 Poster Session
(Harbour Foyer)
1.2 Session d’affiches
(Harbour Foyer)
Poster 1
Personality and Work-Family Conflict:
Looking Beyond Work and Nonwork Factors
Victor Y. Haines III, Alain Marchand, Pierre Durand, Steve Harvey
Affiche 1
Poster 2
What Goes Around Comes Around:
The Benefit of Workplace Social Capital
Nicole Aitken, F. Elgar, J. Mantler, B. Campbell
Affiche 2
Poster 3
Engage with Employee Led Change
Elizabeth Smailes
Affiche 3
Elizabeth Smailes
Poster 4
Sex and Gender-Roles Divergently Predict Physical Symptoms
and Allostatic Load
Robert-Paul Juster, Andrea Perna, Alireza Hashemi, Shireen Sindi,
Marie-France Marin, Sonia Lupien
Affiche 4
and Allostatic Load
Poster 5
Worker Allostatic Load Effects on Diurnal and Reactive
Stress Measures
Affiche 5
Worker Allostatic Load Effects on Diurnal and Reactive
Stress Measures
Poster 6
Examination of Factors Associated with the Mental Health
Status of Principals
Carolyn S. Dewa, Stanley W. Dermer, Nancy Chau, Scott Lowrey,
Susan Mawson, Judith Bell
Affiche 6
Examination of Factors Associated with the Mental Health
Status of Principals
Poster 7
Walking for Wellness: Using Pedometers to Decrease Sedentary
Behaviour and Promote Mental Health
Carolyn S. Dewa, Wayne deRuiter, Nancy Chau, Kim Karioja
Affiche 7
Walking for Wellness: Using Pedometers to Decrease Sedentary
Behaviour and Promote Mental Health
Poster 8
Moving From Full-Time Healing Work to Paid Employment:
Challenges and Celebrations
Yvonne Bergmans, Anne Carruthers, Elizabeth Ewanchuk, Judy James,
Kate Wren, Christina Yager
Affiche 8
Poster 9
Promising Predictors of Work Outcomes for Adults
with Schizophrenia
Julie Haslam
Affiche 9
Promising Predictors of Work Outcomes for Adults
with Schizophrenia
Julie Haslam
Poster 10
A Pilot Study of Telephone CBT in an Employee Assistance Program
Raymond W. Lam, Kevin Lutz, Melady Preece, Anne Bowen Walker,
Paula M. Cayley
Affiche 10
Paula M. Cayley
Poster 11
Prevention and Treatment of Acute Psychological Trauma:
A Case Study in Public Transit
Ash Bender, Paul Links
Affiche 11
Poster 12
Uptake of Research on Education and Employment
for Consumer/Survivors
Angela Yip, Heather Bullock, Heather Soberman, Nandini Saxena
Affiche 12
Poster 13
Working in Mental Health While Living
with a Mental Health Problem
Mariel Mainville, Bonnie Kirsh, Greg Kim
Affiche 13
14
Poster 14
Design and Outcome of a Novel Internet Mental Health Care
Management System in the Workplace
Sagar Parikh, Sam Ozersky
Affiche 14
14:00 – 15:30
14:00 – 15:30
(Harbour A/B)
(Harbour A/B)
Integrating Psychosocial and Biological Factors
into Research on Mental Health and the
Workplace
Intégration des facteurs psychosociaux et biologiques
dans la recherche sur la santé mentale et le milieu
de travail
In the research plenary sessions, we will have moderators/
facilitators who are familiar with the occupational health
literature and who can help people draw the connections
about how different perspectives are pieces of a larger
picture that contribute to improving mental health in the
workplace.
Pendant cette session sur la recherche, des animateurs
qui connaissent la littérature sur la santé au travail vont aider
les participants à voir que les différentes perspectives sont
des morceaux d’une plus grande image, et que ces
perspectives aident à améliorer la santé mentale en lieu
de travail.
Each plenary speaker will touch upon:
(1) The state of knowledge in the area,
(2) Major trends in research,
(3) Significant gaps in knowledge,
(4) The links between the speaker’s research perspective
and the Congress’ five topic areas, and
(5) How the researcher has integrated or addressed business
and/or frontline issues in their research.
Chaque participant examinera:
(1) L’état de la connaissance dans le domaine,
(2) Les tendances dans la recherche,
(3) Les lacunes dans la connaissance,
(4) Les liens entre la perspective de recherche du conférencier
et les cinq thèmes du congrès, et
(5) Comment le chercheur a incorporé ou a discuté des questions
d’affaires ou de première ligne dans leurs recherches.
Moderators-Facilitators: John Frank, Peter Smith
Animateurs: John Frank, Peter Smith
Presentations
Présentations
Psychosocial and Biological Indicators in the Evaluation
of Mental Health Problems in the Workplace and Their
Use for Intervention
• Pierre Durand, MSc, MBA, PhD
Université de Montréal
• Alain Marchand, MSc, PhD
Mental health problems have become the most frequent
cause of absenteeism in the workplace and moreover
the costliest one. However, they are difficult to diagnose
and sometimes are intermittent in nature. Researchers
use many tools to identify and measure them, but they
lack objective tools that would provide a clear picture
of the problems, as well as their causes. In this
presentation, we will discuss how biological and
psychosocial perspectives may integrate into a unified
framework explaining the production of mental health
problems at work.
We will first present the most valid tools available
to occupational health specialists in the field. These
tools are all psychosocial questionnaires aimed at
reporting symptoms of mental health problems and
Les indicateurs psychosociaux et biologiques d’évaluation
des problèmes de santé mentale au travail et leur utilisation
lors de l’intervention
• Pierre Durand, MSc, MBA, PhD
• Alain Marchand, MSc, PhD
Les problèmes de santé mentale constituent la cause la plus
fréquente et la plus couteuse d’absentéisme en milieu de travail.
Cependant, ils sont difficiles à diagnostiquer et sont quelquefois
intermittents. Les chercheurs utilisent plusieurs outils pour
les identifier et les évaluer, mais les outils de mesure objectifs
sont rares, de sorte que les résultats ne sont pas clairs et nous
renseignent peu sur les causes de ces problèmes. Au cours de
notre présentation, nous décrirons comment les perspectives
biologiques et psychosociales peuvent être intégrées de façon
à obtenir un cadre unifié permettant d’expliquer la genèse des
problèmes de santé mentale en milieu de travail.
Nous présenterons d’abord les outils de mesure les plus
valides disponibles pour les spécialistes de la santé au travail.
Ces outils font tous appel à des questionnaires visant à mesurer
la fréquence et l’ampleur des symptômes de santé mentale ou
encore des facteurs hors travail, professionnels et individuels
15
other work, non-work, and individual associated
factors. They do not objectively measure the level
of stress experienced by workers and the ensuing
reaction to it. Secondly, we will examine how
biological indicators available to us provide new
opportunities that facilitate their measurement in the
workplace. We will especially emphasize the cortisol
measurements and expose how we plan to measure
them in the work settings. Finally, we will describe
how we use them in conjunction with questionnaires
as confirmatory sources of information in groups of
workers. We will also describe how we plan to use
them as follow-up measurements post intervention
in the workplace. We will conclude with a brief review
of advantages they provide and the ethical pitfalls
we have to face. At the end, we will discuss how our
approach will help in designing better workplace
prevention and promotion strategies, diagnosis and
treatment methods, return to work programs, lower
stigma and discrimination, and better policies for
mental health in the workplace.
associés. Ces questionnaires ne mesurent pas de façon objective
le degré de stress auquel sont soumis les travailleurs et la réaction
à celui-ci. Deuxièmement, nous examinerons comment les
indicateurs biologiques disponibles nous offrent de nouvelles
opportunités de mesure en milieu de travail. Nous examinerons
en particulier sur la mesure du cortisol et nous expliquerons
comment nous le mesurons en milieu de travail. Finalement, nous
décrirons comment nous utilisons ces mesures en combinaison
avec les questionnaires psychosociaux à des fins confirmatoires
en milieu de travail. Nous décrirons aussi comment nous utilisons
ces mesures biologiques à des fins de suivi post-intervention chez
des groupes de travailleurs en milieu de travail. Nous conclurons
avec une brève revue des avantages de cette démarche et des
écueils reliés à l’éthique que nous devons éviter. En terminant,
nous expliquerons comment notre démarche pourra permettre de
planifier de meilleures stratégies de prévention et de promotion
en santé mentale en milieu de travail, d’améliorer les méthodes de
diagnostic et de traitement et les programmes de retour au travail,
et de mettre en place de meilleures politiques de santé mentale au
travail qui auront comme conséquence possible une réduction des
phénomènes d’étiquetage et de discrimination.
Organizational Interventions and Their Effects
on Mental Health
• Michel Vézina, MD, MPH, FRCP
Université Laval
The objective of this abstract is to present the results of a
long-term research study conducted over a period of seven
years and involving 1 700 employees of the public sector
aiming to reduce psychological distress and blood pressure
through interventions in the psychosocial constraints of
work. Between 2001 and 2007, the prevalence of high
psychological demand improved by 10%, low social support
from colleagues by 9%, and low recognition by 14%. Also,
the prevalence of psychological distress decreased by 18%
and the prevalence of high blood pressure decreased from
12.5% to 9.5%. The analysis of these interventions led to a
document supporting strategic orientations to improve the
health of work personnel.
Interventions organisationnelles et ses effets
sur la santé mentale
• Michel Vézina, MD, MPH, FRCP
Université Laval
Peu d’intervention visant l’amélioration des contraintes
psychosociales de travail ont été entreprise et rigoureusement
évaluée. L’objectif de cette communication est de présenter les
résultats d’une recherche prospective réalisée sur un période de
7 ans et visant à réduire la détresse psychologique et la tension
artérielle par des interventions sur des contraintes psychosociales
de travail.
• Méthodes
La recherche a été réalisée dans une entreprise du secteur
public de l’assurance employant 1 700 personnes. Pour chacune
des unités de l’entreprise, une évaluation a priori a été réalisée des
contraintes psychosociales au travail (demande psychologique
élevée, faible latitude décisionnelle, faible soutien social,
faible reconnaissance) et des indicateurs de santé (détresse
psychologique et tension artérielle ambulatoire). Les résultats
en excès comparativement à deux populations de référence
ont permis de cibler des unités où ont été réalisées plusieurs
interventions identifiés dans un registre tenu par un représentant
de la direction.
• Résultats
De 2001 à 2007, la prévalence de la demande psychologique
élevée s’est améliorée de 10%, celle du faible soutien social des
collègues de 9% et celle de la faible reconnaissance de 14%.
Parallèlement, la prévalence de la détresse psychologique a
diminué de 18% et la prévalence de l’hypertension artérielle est
passée de 12.5 à 9.5 %, alors que la moyenne de la tension artérielle
diastolique est passée de 125.8 à 123.9 mmHg.
• Conclusion et perspective
L’analyse des interventions identifiées au registre a permis de
produire un document pour appuyer la mise en œuvre des
orientations stratégiques de l’entreprise afin d’améliorer la santé de
l’ensemble de son personnel.
16
Building a Research Agenda for Working Conditions
and Mental Health: What do We Know, What do We Need
to Know and How Should We Get There
• John Frank, MD, CCFP, MSc, FRCP(C)
The Scottish Collaboration for Public Health Research
and Policy
• Peter Smith, PhD
Institute for Work & Health
This session will consist of two 15 - 20 minute presentations.
The first presentation will review available data in Canada
which can be used to examine the impact of working
conditions on mental health status in the Canadian
population. It will then review the available evidence,
both Canadian and international, that working conditions
are related to mental health status. Building on the first
presentation, the second presentation will review the
research evidence, identify research gaps and suggest
priority areas for future research and data collection that
are needed to encourage workplaces and policy makers to
intervene in working conditions as part of a mental health
prevention agenda.
Construire un programme de recherche pour les conditions
de travail et la santé mentale: que sait-on, que doit-on savoir
et comment y arriver
• John Frank, MD, CCFP, MSc, FRCP(C)
The Scottish Collaboration for Public Health Research
and Policy
• Peter Smith, PhD
Cette session comportera deux présentations de 15 - 20 minutes.
La première présentation analysera les données disponibles
au Canada que pourront être utilisées pour examiner l’impact
des conditions de travail sur le statut de la santé mentale dans
la population canadienne. Ensuite, on analysera les données
disponibles, canadiennes ainsi qu’internationales, que les
conditions de travail sont reliées au statut de la santé mentale.
Mettant à profit la première présentation, la deuxième présentation
analysera les données de recherche, identifiera les lacunes dans la
recherche et suggérera des priorités pour la recherche et le recueil
de données à l’avenir pour encourager les lieux de travail et les
décideurs à intervenir dans les conditions de travail dans le cadre
d’un programme préventif de la santé mentale.
Speaker Biographies
Biographies des conférenciers
Pierre Durand, MSc, MBA, PhD
Pierre Durand holds a PhD in Occupational
Epidemiology from McGill University and an EMBA from
the Université de Sherbrooke. He is a professor at the
School of Industrial Relations and also the co-director
of the Health and Prevention Social Research Group at
Université de Montréal. His research work has included
research partnerships with Alcan and the Quebec mining
and textile industries on issues such as musculoskeletal
pains, respiratory problems, psychological distress, EAPs and
Worksite HPPs. He has authored many scientific articles and
his current research interests are aimed at understanding
how workplace factors may affect mental health problems.
Along with Alain Marchand, Pierre Durand is the main
co-researcher and coordinator of a major research project
on mental health in the workplace. The project is funded
by the Canadian Institutes of Health Research and is led
in conjunction with a team of researchers from several
universities—Université de Montréal, Université Laval and
Bishop’s University. Standard Life is participating in this
project as a workplace partner.
Pierre Durand, MSc, MBA, PhD
Pierre Durand est titulaire d’un doctorat en épidémiologie
de l’école de santé au travail du département d’épidémiologie
de l’Université McGill et d’un MBA pour cadres de l’Université de
Sherbrooke. Il est professeur à l’École de relations industrielles de
l’Université de Montréal et co-directeur du Groupe de recherche
sur les aspects sociaux de la santé et de la prévention (GRASP) à
l’Université de Montréal. Ses travaux de recherche comprennent
des partenariats de recherche avec des sociétés telles qu’ALCAN
et des sociétés des industries minières et textiles. Ces recherches
ont porté sur les problèmes musculosquelettiques et respiratoires,
la détresse psychologique et les programmes de promotion
de la santé et d’aide aux employés. Il a publié plusieurs articles
scientifiques et ses travaux actuels portent sur l’influence des
facteurs professionnels sur la santé mentale.
Avec Alain Marchand il est co-chercheur principal et
coordonnateur d’un projet de recherche subventionné
par les IRSC, lequel implique la participation de chercheurs
des universités de Montréal, Laval et Bishop’s. La société
Standard Life agit comme partenaire des milieux de travail
dans ce projet.
Alain Marchand, MSc, PhD
Alain Marchand is associate professor in the School of
Industrial Relations at the Université de Montréal, Canada,
and a research associate at the Public Health Research
Institute, Université de Montréal (IRSPUM). His research
interests focused on the understanding of the role of
occupation and pathogenic work organizations on the
occurrence of mental health problems, alcohol abuse and
the taking of psychotropic drugs.
Alain Marchand, MSc, PhD
Alain Marchand détient un PhD en sociologie. Il est professeur
agrégé à l’École de relations industrielles de l’Université de
Montréal, et chercheur à l’Institut de recherche en santé publique
de l’Université de Montréal (IRSPUM). Ces travaux portent sur
l’intervention et l’analyse du rôle de la profession et des conditions
pathogènes de l’organisation du travail sur l’occurrence de
problèmes de santé mentale, d’abus d’alcool et de consommation
de médicaments psychotropes.
17
Michel Vézina, MD, MPH, FRCP
Université Laval
Michel Vézina has a specialty in community health
and has been a tenured professor at Université Laval in
the Département de médecine sociale et préventive since
1983, and a consultant in workplace health at the Institut
national de santé publique du Québec since 2000. He holds
a Master’s degree in public health from Harvard University.
He was the directeur de la santé publique de Québec
from 1992 to 2000, after holding the position of chef du
département de santé communautaire du centre hospitalier
de l’université Laval à Québec from 1984 to 1992. He has
conducted copious research and has released numerous
scientific publications on the effects of the organization
of work on mental and cardiovascular health, and on
psychological harassment at work. His expertise mainly
concerns the social and psychological impacts of work and
strategies that can be implemented to prevent them.
Michel Vézina, MD, MPH, FRCP
Université Laval
Médecin spécialiste en santé communautaire, Michel
Vézina est professeur titulaire au Département de médecine
sociale et préventive de l’Université Laval depuis 1983 et
conseiller en santé au travail à l’Institut national de santé
publique du Québec depuis 2000. Il détient une maîtrise
en santé publique de l’Université Harvard. Il a été directeur
de la santé publique de Québec de 1992 à 2000, après
avoir occupé le poste de chef du département de santé
communautaire du centre hospitalier de l’université Laval
à Québec de 1984 à 1992. Il a réalisé de nombreuses
recherches et publications scientifiques portant sur les
effets de l’organisation du travail sur la santé mentale et
cardiovasculaire et sur le harcèlement psychologique au
travail. Son expertise porte principalement sur les impacts
sociaux et psychologiques du travail et sur les stratégies à
mettre en place pour les prévenir.
Facilitator Biographies
Biographies des animateurs
John Frank, MD, CCFP, MSc, FRCP(C)
The Scottish Collaboration for Public Health Research and Policy
Professor John Frank trained in Medicine and Community
Medicine at the University of Toronto, in Family Medicine at
McMaster University, and in Epidemiology at the London
School of Hygiene and Tropical Medicine. He has been
Professor at the University of Toronto, in the Department
of Public Health Sciences, since 1983. He was the founding
Director of Research at the Institute for Work & Health in
Toronto from 1991 to 1997. In 2000, Professor Frank was
appointed inaugural Scientific Director of the Canadian
Institutes of Health Research - Institute of Population and
Public Health. In July 2008, he became Director of a new
Edinburgh-based Unit, funded by the Medical Research
Council and the Scottish Chief Scientist Office: the Scottish
Collaboration for Public Health Research and Policy. The
Collaboration seeks to develop and robustly test novel public
health policies and programs to equitably improve health
status in Scotland, through the convening and ongoing
support of researcher/research-user consortia. Prof. Frank also
holds a Chair at the University of Edinburgh in Public Health
Research and Policy. His broad research and professional
interests concern the determinants of population and
individual health status, and especially the causes, remediation
and prevention of socio-economic gradients in health.
Le Professeur John Frank a étudié la médecine et la médecine
communautaire à l’University of Toronto, la médecine familiale
à McMaster University, et l’épidémiologie au London School of
Hygiene and Tropical Medicine. Il est professeur à l’University of
Toronto au Department of Public Health Sciences depuis 1983.
Il était le Director of Research fondateur à l’Institute for Work &
Health à Toronto de 1991 à 1997. En 2000, Professeur Frank a été
nommé directeur scientifique inaugural des Instituts de recherche
en santé du Canada - Institut de la santé publique et des
populations. En juillet 2008, il est devenu directeur d’une nouvelle
unité basée à Edinburgh, financée par le Medical Research Council
et le Scottish Chief Scientist Office: the Scottish Collaboration for
Public Health Research and Policy. La Collaboration cherche à
développer et à évaluer solidement des politiques et programmes
novateurs dans la santé publique pour améliorer équitablement
l’état de santé en Écosse, à travers la convocation et le soutien
continu des consortiums entre les chercheurs et les utilisateurs
des recherches. Le Professeur Frank est titulaire d’une Chaire en
Public Health Research and Policy à l’University of Edinburgh.
Ses recherches diverses et ses intérêts professionnels traitent des
déterminants de l’état de santé des populations et des individus,
en particulier les causes, la remédiation et la prévention des
gradients de santé socio-économiques.
Peter Smith, PhD
Peter Smith is a Scientist at the Institute for Work &
Health, Assistant Professor at the Dalla Lana School at the
University of Toronto, and a New Investigator with the
Canadian Institutes of Health Research. He has research
interests in the areas of labour market experiences and their
health consequences among sub-groups of labour market
participants, work-injury prevention, survey methods,
longitudinal data analysis and the measurement of working
exposures and health conditions.
Peter Smith, PhD
Peter Smith est chercheur à l’Institute for Work & Health,
professeur adjoint au Dalla Lana School à l’University of Toronto, et
nouveau chercheur aux Instituts de recherche en santé du Canada.
Ses recherches portent principalement sur les domaines des
expériences dans le marché du travail et leurs conséquences sur la
santé parmi des sous-groupes de participants au marché du travail,
la prévention des blessures au travail, les méthodes d’enquête,
l’analyse des données longitudinales, et la mesure des facteurs de
risques et les conditions de santé au travail.
18
15:30 – 16:00
15:30 – 16:00
Break
Pause
16:00 – 18:00
16:00 – 18:00
Session 1.4A
16:00 – 18:00
Reintegration into the Workforce
(Harbour C)
Session 1.4A
16:00 – 18:00
Réintégration dans la main d’œuvre
(Harbour C)
16:00
BUILT Network Skills Development Program
Dave Gallson
16:00
Dave Gallson
16:20
Employment Works! Examining a Human Resource
Recruitment & Retention Strategy Targeting People
with Mental Health and Addiction Challenges
Diana Capponi
16:20
Employment Works! Examining a Human Resource
Recruitment & Retention Strategy Targeting People
with Mental Health and Addiction Challenges
Diana Capponi
16:40
Work Stress and Alcohol Use: The Last Decade’s Research
Richard L. Leavy
16:40
Richard L. Leavy
17:00
Workplace Reintegration of Veterans with Mental Disorders
Dave Pedlar
17:00
Dave Pedlar
17:20
Discussion
Moderator/Facilitator: Erica Di Ruggiero
17:20
Discussion
Animatrice: Erica Di Ruggiero
Session 1.4B
16:00 – 18:00
Perspectives on Disability Management
(Pier 5)
Session 1.4B
16:00 – 18:00
Perspectives sur la gestion de l’incapacité
(Pier 5)
16:00
Re-Thinking “Us” Versus “Them”: Mental Illness Among
Healthcare Employees
Sandra Moll
16:00
Re-Thinking “Us” Versus “Them”: Mental Illness Among
Healthcare Employees
Sandra Moll
16:20
Retour au travail et santé mentale dans l’entreprise privé
Marisol Moore
16:20
Marisol Moore
16:40
Supervising Individuals with Lived Experience
of Mental Illness: Employer’s Perspective
Ashley Jewett
16:40
Supervising Individuals with Lived Experience
of Mental Illness: Employer’s Perspective
Ashley Jewett
19
(WITHDRAWN)
Stigma in the Hiring Process: Employer Perceptions
of Mental Illness and Substance Abuse
Beth Angell
(RETIRÉE)
Stigma in the Hiring Process: Employer Perceptions
of Mental Illness and Substance Abuse
Beth Angell
17:00
Discussion
Moderator/Facilitator: Wendy Nailer
17:00
Discussion
Animatrice: Wendy Nailer
Session 1.4C
16:00 – 18:00
Burden of Mental Illness & Workplace Factors Associated
with Mental Health
(Harbour A/B)
Session 1.4C
16:00 – 18:00
Impact de la maladie mentale et facteurs en milieu
de travail associés à la santé mentale
(Harbour A/B)
16:00
Economic Implications of Workplace Substance Use,
Gambling, and Mental Health in Alberta, Canada
Angus Thompson
16:00
Economic Implications of Workplace Substance Use,
Gambling, and Mental Health in Alberta, Canada
Angus Thompson
16:20
Guarding Minds @ Work (GM@W): A Workplace Guide
to Psychological Safety and Health
Joti Samra
16:20
Guarding Minds @ Work (GM@W): A Workplace Guide
to Psychological Safety and Health
Joti Samra
16.40
Inequalities in Major Depression and the Impacts
of Perceived Changes in Job Strain on Depression
JianLi Wang
16.40
JianLi Wang
17:00
Les résultats d’une intervention participative visant agir
sur l’environnement de travail
Nathalie Jauvin
17:00
Les résultats d’une intervention participative visant agir
sur l’environnement de travail
Nathalie Jauvin
17:20
Discussion
Moderator/Facilitator: Roger Bland
17:20
Discussion
Animateur: Roger Bland
20
Thursday
29 October 2009
Jeudi
le 29 octobre 2009
07:00 – 09:00
07:00 – 09:00
09:00 – 10:30
09:00 – 10:30
2.1 Media Plenary
(Harbour A/B)
2.1 Panel avec invités spéciaux – Médias
(Harbour A/B)
Public Perceptions of Mental Health and the
Workplace: What is the Media’s Role?
Perceptions du public sur la santé mentale et le
milieu de travail : Quel est le rôle des médias?
In this Media Plenary session, leading public health
journalists will share their insights about public perceptions
of mental health and the workplace. In this session, these
media leaders will discuss:
Pendant cette session du panel avec invités spéciaux, des journalistes
spécialisés en santé publique vont partager leurs aperçus sur la
perception du public sur la santé mentale en milieu de travail.
Pendant cette session, ces membres des médias vont discuter:
(1) What the public is interested in knowing about mental
health and the workplace,
(2) Barriers to sharing mental health and the workplace
issues with the public through the media,
(3) The kind of information they look for when putting
together stories on mental health and the workplace, and
(4) How the media has shaped public perceptions of mental
health in the workplace.
(1) Ce que le public est intéressé de savoir à propos de la santé
mentale en milieu de travail,
(2) Les obstacles devant le partage des questions de la santé
mentale et du milieu de travail avec le public à travers les médias,
(3) Quelles informations ils recherchent lorsqu’ils rédigent les
nouvelles à propos de la santé mentale en milieu de travail, et
(4) Comment les médias ont influencé les perceptions du public
sur la santé mentale en milieu de travail.
To bring this together, we will have a moderator/facilitator
who can help people draw the connections about how the
different perspectives are pieces of a larger picture.
Pour rapprocher ces idées, il y aura un animateur qui aidera
les participants à voir que les différentes perspectives sont des
morceaux d’une plus grande image.
Moderator/Facilitator: Brian Goldman
Animateur: Brian Goldman
Presentations
Présentations
Does Mental Health Get its Due in the
Canadian Media?
• André Picard
The Globe and Mail
A veteran health reporter examines if mental health issues –
from research to recovery – are covered enough and well
enough compared to physical health issues like cancer and
heart disease.
Est-ce que la santé mentale est bien représentée
dans les médias canadiens?
• André Picard
The Globe and Mail
Un journaliste expérimenté spécialisé en santé publique examine
si les problèmes de santé mentale – de la recherche à la guérison –
sont discutés suffisamment et bien assez auprès des problèmes de
santé physique tels que le cancer et les maladies du cœur.
Understanding the Media: What Influences Reporting on
Stories about Mental Health and Employment Issues?
• Pauline Dakin
CBC Radio National News
Why don’t important mental health and addiction and
workplace topics get the same kind of media attention as
stories about heart disease or cancer? Pauline Dakin will
address the “mental health and workplace” topic from the
perspective of a broadcast news and features reporter who
focuses on health issues. She will talk about barriers that
prevent good coverage of mental health and addiction
stories, and offer ideas for making those stories more
attractive to the mainstream media.
Comprendre les médias: Qu’est-ce qui influence le reportage
sur la santé mentale et le travail?
• Pauline Dakin
Pourquoi est-ce que la santé mentale et les toxicomanies en milieu
de travail ne retiennent pas l’attention des médias de la même
façon que les nouvelles au sujet des maladies du cœur ou du
cancer? Pauline Dakin discutera de « la santé mentale en milieu
de travail » du point de vue d’une journaliste qui se concentre sur
les questions de santé. Elle discutera des obstacles qui empêchent
le bon reportage de nouvelles au sujet de la santé mentale et les
toxicomanies, et suggérera des façons de rendre ces nouvelles plus
attrayantes aux médias.
23
Mental Illness: Not Just a Health Issue
• Carol Goar
The Toronto Star
As costly and underreported as mental disorders are
in the workplace, they have wider implications that
are not well understood. Carol Goar, a columnist for
The Toronto Star, will trace the way mental illness shows
up in unemployment, family breakdown, poverty and
homelessness.
La maladie mentale: pas seulement un problème de santé
• Carol Goar
The Toronto Star
Non seulement les problèmes de santé mentale en milieu de travail
sont coûteux et insuffisamment documentés, mais ils ont aussi des
implications étendues qu’on ne comprend pas bien. Carol Goar,
une journaliste pour The Toronto Star, examinera la façon dont la
maladie mentale se voit dans le chômage, l’éclatement des familles,
la pauvreté et l’itinérance.
Speaker Biographies
André Picard
The Globe and Mail
André Picard is the public health reporter at The
Globe and Mail and the author of three bestselling books.
Earlier this year, he received the prestigious Kaiser Award
of Excellence for Media Reporting on Mental Health and
Addiction. André is also a five-time finalist for the National
Newspaper Awards, Canada’s top journalism prize.
André Picard
The Globe and Mail
André Picard est journaliste spécialisé en santé publique pour
The Globe and Mail et l’auteur de trois livres à succès. Cette année,
il a gagné le prestigieux Kaiser Award of Excellence for Media
Reporting on Mental Health and Addiction. André a été cinq fois un
finaliste pour le Concours canadien de journalisme, l’éminent prix
canadien en journalisme.
Pauline Dakin
Pauline Dakin is the national health/medical reporter for
CBC Radio National News. She has won numerous awards for
her medical reporting, including a Michener citation, awards
from the National Science Writers Association, The Canadian
Medical Association / Canadian Nurses Association, the
Registered Nurses Association of Ontario, an Investigative
Reporters and Editors prize, and multiple awards from the
Canadian Association of Journalists.
Born in North Vancouver, B.C. she has lived from coast to
coast with stops in Winnipeg, and Saint John, N.B. She
has reported for newspaper, television and radio. She is
now based in Halifax, Nova Scotia, where she has been with
CBC Radio since 1993, working at various times as a reporter,
editor, producer and host.
Pauline Dakin
Pauline Dakin est la journaliste nationale de santé pour
CBC Radio National News. Elle a gagné de nombreux prix pour
son reportage médical, y compris un prix Michener, des prix du
National Science Writers Association, de l’Association médicale
canadienne / l’Association des infirmières et infirmiers du Canada,
de l’Association des infirmières et infirmiers autorisés de l’Ontario,
un prix des Investigative Reporters and Editors, et plusieurs prix de
l’Association Canadienne des Journalistes.
Pauline est née à Vancouver et elle a vécu à Winnipeg et à
Saint John, Nouveau-Brunswick. Elle a travaillé comme journaliste
de radio, télévision et journal. Elle est actuellement basée à Halifax,
Nouvelle-Écosse, où elle travaille pour CBC Radio depuis 1993 et
où elle a travaillé en tant que journaliste, rédactrice, productrice
et animatrice.
Carol Goar
The Toronto Star
Carol Goar is a columnist for The Toronto Star, writing
on employment issues, corporate responsibility, and
other socio-political topics. She previously served as the
newspaper’s editorial page editor, Washington bureau chief,
and national affairs columnist based in Ottawa. Ms. Goar
sits on the Board of Trustees at the Atkinson Charitable
Foundation.
Carol Goar
The Toronto Star
Carol Goar est journaliste pour The Toronto Star. Elle écrit au
sujet des problèmes d’emploi, la responsabilité des entreprises, et
d’autres sujets sociopolitiques. Auparavant, elle était la rédactrice
de tribunes, la correspondante principale à Washington, et une
journaliste d’affaires nationales basée à Ottawa. Mme Goar est
membre du conseil d’administration de l’Atkinson Charitable
Foundation.
Facilitator Biography
Biographie de l’animateur
Brian Goldman, MD, CFPC, FRCP
CBC Radio
Dr. Brian Goldman has had success in more than one
high-pressure field. For more than twenty years, he has been
a highly regarded emergency physician at Toronto’s Mount
Sinai Hospital. He has also parlayed his medical expertise
into an award-winning career in medical journalism.
Brian Goldman, MD, CFPC, FRCP
CBC Radio
Le Dr Brian Goldman a eu du succès dans plusieurs domaines
à forte pression. Depuis plus de 20 ans, il est un médecin urgentiste
hautement estimé qui travaille à Mount Sinai Hospital à Toronto.
Il a aussi transféré son expertise médicale dans une carrière
récompensée en journalisme médical.
24
Dr. Goldman was health reporter for The National,
CBC Television’s flagship news program, and for
CBC-TV’s The Health Show. He served as Senior Production
Executive during the launch year of Discovery Health
Channel, Canada’s only 24-hour channel devoted to health
programming.
Millions of Canadians know Dr. Goldman as CBC Radio
One’s ‘house doctor,’ serving up information and advice
on matters medical to twenty afternoon shows across the
country. In addition, he created and hosts the radio program,
White Coat, Black Art which airs on CBC Radio.
Le Dr Goldman était le journaliste de santé pour The National,
un programme de nouvelles sur CBC, et The Health Show sur la
chaîne CBC-TV. Il était aussi le Senior Production Executive pendant
l’année inaugurale de Discovery Health Channel, la seule chaîne au
Canada dévouée aux programmes de santé en continu.
Des millions de Canadiens connaissent le Dr Goldman
comme le médecin sur CBC Radio One qui donne des conseils
et l’information sur les problèmes médicaux sur vingt émissions
de l’après-midi à travers le pays. De plus, il a créé et il anime le
programme radio White Coat, Black Art qui sera diffusé sur
CBC Radio.
10:30 – 11:00
10:30 – 11:00
Break
Pause
11:00 – 12:30
11:00 – 12:30
Session 2.2A
11:00 – 12:30
Responding to Critical Incidents at Work
(Harbour C)
Session 2.2A
11:00 – 12:30
Gestion des incidents critiques au travail
(Harbour C)
11:00
Critical Incident Stress Management (CISM): Entrepreneurial
Shamanism or Health Promotion?
Leigh Blaney
11:00
Critical Incident Stress Management (CISM): Entrepreneurial
Shamanism or Health Promotion?
Leigh Blaney
11:20
Downtime After Critical Incidents and Emotional Sequelae in
Paramedics
Janice Halpern
11:20
Downtime After Critical Incidents and Emotional Sequelae in
Paramedics
Janice Halpern
11:40
Responding to the Creation of Trauma During Social Work
Internships
Rick Csiernik
11:40
Responding to the Creation of Trauma During Social Work
Internships
Rick Csiernik
12:00
Discussion
Moderator/Facilitator: Myra Lefkowitz
12:00
Discussion
Animatrice: Myra Lefkowitz
Session 2.2B:
11:00 – 12:30
Work Factors and Work Outcomes
(Pier 5)
Session 2.2B:
11:00 – 12:30
Facteurs et résultats du travail
(Pier 5)
11:00
Improving Sleep and Waking in Shift Workers by
Circadian-Based Interventions
Diane B. Boivin
11:00
Improving Sleep and Waking in Shift Workers by
Circadian-Based Interventions
Diane B. Boivin
11:20
Nurses’ Mental Health Risks: A Report of Ongoing Research
Jacqueline Choiniere
11:20
Jacqueline Choiniere
11:40
Discussion
Moderator/Facilitator: Marc Corbière
11:40
Discussion
Animateur: Marc Corbière
25
Session 2.2C
11:00 – 12:30
Disability Management & Return to Work
(Harbour A/B)
Session 2.2C
11:00 – 12:30
Gestion de l’incapacité et retour au travail
(Harbour A/B)
11:00
Can Early Return to Work Produce Medication Overuse
Problems?
Ellen MacEachen
11:00
Can Early Return to Work Produce Medication Overuse
Problems?
Ellen MacEachen
11:20
Early Intervention to Manage the Mental Disability
of Disabled Workers
William Gnam
11:20
of Disabled Workers
William Gnam
11:40
Les cibles du harcèlement psychologique :
trajectoires et pistes d’intervention
Nathalie Jauvin
11:40
Nathalie Jauvin
12:00
Discussion
Moderator/Facilitator: Glenn Carmen
12:00
Discussion
Animateur: Glenn Carmen
12:30 – 13:30
12:30 – 13:30
13:30 – 15:00
13:30 – 15:30
(Harbour A/B)
2.3 Panel avec invités spéciaux – La recherche
(Harbour A/B)
Is Context More than Background?
The Contribution of Law, Policy and Workplace
Design to Workplace Mental Health
Est-ce que le contexte est plus que l’arrière-plan ?
La contribution du droit, de la politique et de la conception
du lieu de travail à la santé mentale en lieu de travail
In the research plenary sessions, we will have moderators/
facilitators who are familiar with the occupational health
literature and who can help people draw the connections
about how different perspectives are pieces of a larger
picture that contribute to improving mental health in the
workplace.
Pendant cette session sur la recherche, des animateurs
qui connaissent la littérature sur la santé au travail vont
aider les participants à voir que les différentes perspectives
sont des morceaux d’une plus grande image, et que ces
perspectives aident à améliorer la santé mentale en lieu
de travail.
Each plenary speaker will touch upon:
Chaque participant examinera:
(1) The state of knowledge in the area,
(2) Major trends in research,
(3) Significant gaps in knowledge,
(4) The links between the speaker’s research perspective
and the Congress’ five topic areas, and
(5) How the researcher has integrated or addressed business
and/or frontline issues in their research.
(1) L’état de la connaissance dans le domaine,
(2) Les tendances dans la recherche,
(3) Les lacunes dans la connaissance,
(4) Les liens entre la perspective de recherche du conférencier
et les cinq thèmes du congrès, et
(5) Comment le chercheur a incorporé ou a discuté des questions
d’affaires ou de première ligne dans leurs recherches.
Moderator/Facilitator: John Frank, Peter Smith
Animateurs: John Frank, Peter Smith
26
Presentations
Présentations
Law, Policy and Workplace Mental Health in Canada
• Katherine Lippel, LLM
University of Ottawa
This presentation will provide an overview of policy issues
relating to 1. the prevention of workplace mental health
problems, 2. compensation for the consequences of those
health problems and 3. prevention of work disability
for those suffering from mental health problems in the
Canadian context. Relying on regulatory illustrations drawn
from different Canadian jurisdictions, the presentation will
examine law and policy designed to improve outcomes for
the protection of worker health and return to work after
illness. It will also examine ways in which law and policy can
actually contribute directly or indirectly to behaviours that
may lead to increasing illness and disability. Specific themes
to be addressed include the role of labour inspectorates
in the prevention of psycho-social risk factors, access
to workers’ compensation for disability associated with
mental health problems, prevention and compensation for
workplace violence, including psychological harassment,
disability prevention strategies and the role of policy
in facilitation of return to work for those suffering from
mental health problems. The presentation will conclude by
identifying some of the challenges that policy issues may
present for various stakeholders with an invitation to work
towards prevention strategies that can effectively contribute
to a healthier workplace and that may be facilitated by
policy mechanisms.
Le droit, les politiques publiques et la santé mentale au travail
• Katherine Lippel, LLM
Université d’Ottawa
Cette présentation abordera différents enjeux juridico-politiques
associés à 1. la prévention des problèmes de santé mentale au
travail, 2. le droit à l’indemnisation pour les atteintes à la santé
mentale reliées au travail et 3. la prévention des incapacités au
travail pour les personnes souffrant de problèmes de santé mentale
dans le contexte canadien.
En s’appuyant sur des illustrations juridiques empruntées
du contexte canadien, la présentation examinera le droit et les
politiques conçus pour mieux protéger la santé mentale des
travailleuses et travailleurs et pour assurer un meilleur succès
de la (ré)intégration et du maintien en emploi des personnes
souffrant de problèmes de santé mentale. Elle examinera
également comment les lois et les politiques peuvent parfois
inciter, directement ou indirectement, divers acteurs à adopter
des comportements pathogènes qui contribuent à leur tour au
développement ou à l’aggravation de la maladie.
Parmi les questions particulières qui seront touchées,
soulignons le rôle des inspecteurs du travail dans la prévention
des risques psycho-sociaux, l’accès à l’indemnisation pour les
incapacités attribuables aux problèmes de santé mentale reliés
au travail, la prévention de la violence au travail/harcèlement
psychologique et l’indemnisation pour ses conséquences, la
prévention des incapacités et le rôle des politiques publiques
dans l’expérience de retour au travail des personnes souffrant de
problèmes de santé mentale.
En conclusion, après avoir identifié certains défis particuliers
que présentent les questions juridico-politiques, nous inviterons les
participants à œuvrer pour identifier les stratégies de prévention
de problèmes de santé mentale des travailleuses et travailleurs et à
promouvoir les politiques pouvant faciliter ces stratégies.
Workplace Design Contributions to Mental Health
and Well-being
• Jennifer Veitch, PhD
National Research Council of Canada
People spend much of their waking time in their
workplaces (~ 33% on a weekly basis), which raises the
possibility that the conditions they experience there
influence their health and well-being. The workplace
design literature has given scant attention to mental
health outcomes, instead focusing on healthy
populations. Conversely, the mental health literature
gives scant attention to the potential contribution of
workplace design in preventing mental health problems
or facilitating return to work. Taken together,
however, the literature does suggest both lines of
research and possible interventions. Existing knowledge
suggests that workplace design can influence mental
health via
• Light exposure effects on circadian regulation, social
behaviour, and affect;
• Aesthetic judgement effects on at-work mood and physical
well being and at-home sleep quality;
• Access to nature and recovery from stressful experiences;
• Privacy regulation and stimulus control.
Contributions de la conception du lieu de travail
à la santé mentale et au bien-être
• Jennifer Veitch, PhD
Conseil national de recherches Canada
Les gens passent aujourd’hui la majeure partie de leur temps éveillé
sur leur lieu de travail (environ 33 %, par semaine), et il est permis de
penser que les conditions qu’ils y rencontrent influent sur leur santé
et leur bien-être. Or, les recherches sur la conception du lieu de travail
n’ont accordé jusqu’ici qu’une attention limitée à ses effets sur la santé
mentale et se sont surtout préoccupées d’étudier des populations en
bonne santé. Réciproquement, les recherches sur la santé mentale
n’ont accordé qu’une attention limitée à une éventuelle contribution
de la conception du lieu de travail à la prévention des problèmes
de santé mentale et à la facilitation du retour au travail. Dans leur
ensemble, cependant, les publications existantes reconnaissent ces
deux axes de recherche et les interventions possibles qu’ils offrent.
Selon les connaissances actuelles, la conception du lieu de travail
influe sur la santé mentale à travers :
• les effets de l’exposition à la lumière sur la régulation circadienne,
le comportement social et l’affect;
• les effets du jugement esthétique sur l’humeur et le bien-être
physique au travail et sur la qualité du sommeil à la maison;
• l’accès à la nature et la guérison du stress;
• la régulation de l’intimité et le contrôle du stimulus
27
This presentation will review the literature in this
area, propose new directions, and consider the
implications of this information on the design choices
made by business owners, designers, and facility
managers. Providing suitable working conditions
for all employees would avoid stigmatizing
employees who have mental health problems,
while facilitating prevention and return to work
among those who do.
Dans sa présentation, la Dre Veitch passera en revue les
recherches effectuées dans le domaine, proposera de nouvelles
directions et discutera des répercussions de ces recherches sur les
choix de conception des entrepreneurs, des concepteurs et des
gestionnaires d’immeubles. La fourniture de conditions de travail
adéquates à tous les employés éviterait de stigmatiser les employés
qui souffrent de problèmes de santé mentale, permettrait de
prévenir ces problèmes et faciliterait le retour au travail des
employés affectés.
Speaker Biographies
Biographies des conférencières
Katherine Lippel, LLM
Katherine Lippel, LLM, is a full professor of law at the
Faculty of Law (Civil Law Section) at the University of Ottawa
and holds the Canada Research Chair in Occupational
Health and Safety Law (http://www.droitcivil.uottawa.ca/
chairohslaw). She is also associate professor of law at the
Université du Québec à Montréal, where she was a professor
from 1982-2006. She specializes in legal issues relating to
occupational health and safety and workers’ compensation
and is the author of several articles and books in the field.
Her research interests include the following themes: Work
and mental health; health effects of compensation systems;
policy, precarious employment and occupational health;
interactions between law and medicine in the field of
occupational health and safety; disability prevention and
compensation systems; women’s occupational health;
regulatory issues in occupational health and safety. In
2005, she received a prize for academic excellence from
the Canadian Association of Law Teachers (CALT), a prize
awarded yearly to a Canadian law professor for excellence
in teaching and research. Recent publications include two
books on workers’ compensation law and several articles on
psychological harassment, therapeutic jurisprudence in the
field of workers’ compensation, precarious employment and
occupational health and safety regulation and gender based
analysis of compensation systems.
Université d’Ottawa
Titulaire de la Chaire de recherche du Canada en
droit de la santé et de la sécurité du travail, (http://www.
droitcivil.uottawa.ca/chaireendroitsst), Katherine Lippel
s’est jointe à la Faculté de droit, section droit civil, de
l’Université d’Ottawa, en 2006. Membre du Barreau du
Québec depuis 1978, elle a été professeure de droit au
Département des sciences juridiques de la Faculté de
science politique et de droit de l’Université du Québec
à Montréal de 1982 à 2008 et elle est depuis 2008
professeure associée à l’UQAM. Elle est membre du
Centre de recherche interdisciplinaire sur la biologie, la
santé, la société et l’environnement de l’Université du
Québec à Montréal (CINBIOSE) depuis 1995. Chercheure
spécialisée sur des questions relatives au droit de la santé
et de la sécurité du travail, elle est l’auteure de nombreuses
publications scientifiques et de communications présentées
lors de rencontres nationales et internationales et de
plusieurs livres sur le droit de la santé et la sécurité du travail.
Elle a reçu le prix de la Fondation du Barreau du Québec
pour la meilleure monographie en droit, 1991-1992 pour:
Le stress au travail: L’indemnisation des atteintes à la santé
en droit québécois, canadien et américain, Éditions Yvon Blais,
Cowansville, 1992. En 2005, elle a reçu le prix de l’Association
canadienne des professeurs de droit pour l’excellence
universitaire.
Jennifer Veitch, PhD
National Research Council of Canada
Dr. Veitch is a Senior Research Officer in the National
Research Council of Canada Institute for Research in
Construction, where she leads research into the effects
of the built environment on health and behaviour. An
environmental psychologist, she led the human factors
aspect of the NRC-IRC project Cost-effective Open-Plan
Environments, which was an interdisciplinary study of
workplace design effects on the physical environment
and occupant satisfaction. Among her leadership roles in
professional organizations, she chaired the International
Commission on Illumination’s TC 6-11 ‘Systemic Effects
of Optical Radiation on Humans’ to the first consensus
report on the effects of ocular light on human physiology
and behaviour, published in 2004. She is a Fellow of
the Canadian Psychological Association, the American
Psychological Association, and the Illuminating Engineering
Society of North America.
Jennifer Veitch, PhD
Conseil national de recherches Canada
La Dre Veitch est agente de recherche sénior à l’Institut de
recherche en construction du Conseil national de recherches
du Canada, où elle dirige les recherches sur les effets de
l’environnement bâti sur la santé et le comportement. En tant
que psychologue de l’environnement, on lui doit notamment
l’étude sur les facteurs humains du projet PRAO, un projet
interdisciplinaire sur les effets de la conception du lieu de
travail sur l’environnement physique et la satisfaction des
occupants. La Dre Veitch est également très active au sein
de nombreuses organisations professionnelles. Fellow
de la Société canadienne de psychologie, de l’American
Psychological Association et de l’Illuminating Engineering
Society of North America, elle a présidé, entre autres, le Comité
technique 6-11 de la Commission internationale de l’éclairage,
à l’origine du premier rapport consensuel sur les effets de
la lumière oculaire sur la physiologie et le comportement
humains, publié en 2004.
28
Facilitators
Animateurs
Peter Smith, PhD
(Biographies on page 18)
Peter Smith, PhD
(Biographies à la page 18)
15:00 – 15:30
15:00 – 15:30
Break
Pause
15:30 – 17:30
15:30 – 17:30
Session 2.4A
15:30 – 17:30
Stigma & Discrimination in the Workplace
(Harbour C)
Session 2.4A
15:30 – 17:30
Stigmatisation et discrimination en milieu de travail
(Harbour C)
15:30
Dévoilement identitaire en milieu de travail :
une comparaison entre gais et lesbiennes
Line Chamberland
15:30
Line Chamberland
15:50
Dynamique sociale et harcèlement psychologique
chez les agents correctionnels québécois
Julie Dussault
15:50
Julie Dussault
16:10
Understanding and Addressing the Mental Health Issues
of Visible Minority Nurses
Josephine Etowa
16:10
Josephine Etowa
16:30
Workplace Commitment and Employee Well-Being
Elyse Maltin
16:30
Elyse Maltin
16:50
Discussion
Moderator/Facilitator: Donna Hardaker
16:50
Discussion
Animatrice: Donna Hardaker
Session 2.4B
15:30 – 17:30
Research Methods for Workplace Research
(Harbour A/B)
Session 2.4B
15:30 – 17:30
Méthodes de recherche pour la recherche en milieu de travail
(Harbour A/B)
15:30
Building Evidence of Mental Health Problems in the
Workplace
Pierre Durand
15:30
Building Evidence of Mental Health Problems in the
Workplace
Pierre Durand
29
15:50
Comprehensive Psychosocial Work Environment Model
Elizabeth Smailes
15:50
Elizabeth Smailes
16:10
Psychological Distress, Depression and Burnout:
What’s Correlating the Most?
Alain Marchand
16:10
Alain Marchand
16:30
Work Functioning Measurement: Tools for Occupational
Mental Health Research
Karen Nieuwenhuijsen
16:30
Work Functioning Measurement: Tools for Occupational
Mental Health Research
Karen Nieuwenhuijsen
16:50
Discussion
Moderator/Facilitator: Elizabeth Lin
16:50
Discussion
Animatrice: Elizabeth Lin
Session 2.4C
15:30 – 17:30
Return to Work Interventions and Outcomes
(Pier 5)
Session 2.4C
15:30 – 17:30
Interventions et résultats du retour au travail
(Pier 5)
15:30
Cost, Effectiveness and Cost-effectiveness of a Collaborative
Mental Health Care Program for Individuals Receiving
Short-Term Disability Benefits for Psychiatric Disorders
Carolyn S. Dewa
15:30
Mental Health Care Program for Individuals Receiving
Short-Term Disability Benefits for Psychiatric Disorders
Carolyn S. Dewa
15:50
Effective Biopsychosocial Treatment of Disability Associated
with Chronic Psychiatric Conditions
Richard Marlin
15:50
Effective Biopsychosocial Treatment of Disability Associated
with Chronic Psychiatric Conditions
Richard Marlin
16:10
Effectiveness Exposure-Based Return-to-Work Programme
on Sick Leave Due to Common Mental Disorders
Erik Noordik
16:10
Erik Noordik
16:30
Discussion
Moderator/Facilitator: Ash Bender
16:30
Discussion
Animateur: Ash Bender
18:00 – 19:30
18:00 – 19:30
Congress Reception (Harbour Foyer)
Réception (Harbour Foyer)
30
Friday
30 October 2009
Vendredi
le 30 octobre 2009
07:00 – 08:00
07:00 – 08:00
08:00 – 09:00
08:00 – 09:00
3.1 In Conversation with the
CIHR Institute Directors Plenary:
Workplace Mental Health Research
(Harbour A/B)
3.1 Conversation avec les directeurs de l’IRSC :
La recherche sur la santé mentale en milieu
de travail
(Harbour A/B)
The focus of this interactive session with the Canadian
Institutes of Health Scientific Directors will be on
workplace mental health research as it relates to each
Institute’s strategic priorities. Attention will also be
given to providing an overview of the history of CIHR’s
research agenda on mental health and workplace
as well as its current status and the vision of where
it is headed.
Le thème central de cette séance interactive avec les directeurs
scientifiques des lnstituts de recherche en santé du Canada sera la
recherche sur la santé mentale en milieu de travail et son rapport
aux priorités stratégiques de chaque Institut. L’attention sera
accordée également à donner un exposé général de l’histoire du
programme de recherche sur la santé mentale et le milieu de travail
des IRSC ainsi que son statut courant et la vision de la direction
dans laquelle il se dirige.
Moderator/Facilitator: Rémi Quirion
Animateur: Rémi Quirion
Panel
Panel
Nancy Edwards, RN, PhD
Institute of Population and Public Health
Nancy Edwards is a Full Professor in the School of
Nursing, with a cross-appointment to the Department of
Epidemiology and Community Medicine, University of
Ottawa; Principal Scientist, Institute of Population Health;
Senior Scientist, Élisabeth Bruyère Research Institute;
and Academic Consultant, City of Ottawa (Public Health
Services). Dr. Edwards obtained her undergraduate
nursing degree from the University of Windsor and
completed graduate studies in epidemiology at
McMaster University and McGill University. Dr. Edwards
has held a career scientist award and was a Visiting
Professor at Tianjin Medical University, China; and at
Guerrero University, Mexico. Currently, Nancy is the
holder of a CHSRF/CIHR Chair Award in Nursing (20002010). The focus of her award is “Multiple Interventions
in Community Health Nursing Care”. Nancy’s clinical and
research interests are in the fields of public and
population health. She has conducted health services,
policy and clinical research both nationally and
internationally and was the inaugural Director of the
Population Health PhD program at the University of
Ottawa. She has contributed to over 115 peer-reviewed
and 100 technical publications and presented nearly
300 conference papers. Through her research in the
fields of falls prevention, maternal and child health care,
tobacco control and HIV and AIDS, she has informed the
design and evaluation of complex multi-level and multistrategy community health programs. She has been
appointed to a variety of board positions; invited to sit
on regional, provincial and national advisory and expert
panels; and consulted on community health program
design and research initiatives in Canada and
Nancy Edwards, RN, PhD
Institut de la santé publique et des populations
Nancy Edwards est professeure titulaire à l’École des sciences
infirmières et au Département d’épidémiologie et de médecine
sociale de l’Université d’Ottawa. Elle est également scientifique
principale à l’Institut de recherche sur la santé des populations,
chercheuse principale à l’Institut de recherche Élisabeth Bruyère
et consultante universitaire pour les Services de santé publique
de la ville d’Ottawa. La Dre Edwards a obtenu son diplôme de
premier cycle en sciences infirmières à l’Université de Windsor
et a fait des études supérieures en épidémiologie à l’Université
McMaster et à l’Université McGill. Elle a reçu une bourse de
carrière en recherche et a été professeure invitée à l’Université
médicale de Tianjin, en Chine, de même qu’à l’Université de
Guerrero, au Mexique. Elle est actuellement titulaire d’une chaire
de recherche en sciences infirmières accordée par la Fondation
canadienne de la recherche sur les services de santé et les Instituts
de recherche en santé du Canada (2000–2010). Les travaux de sa
chaire portent essentiellement sur des « interventions multiples
en santé communautaire ». Dans les domaines de la recherche
et de la pratique clinique, la Dre Edwards s’intéresse à la santé
publique et la population. Elle a effectué des recherches sur les
services de santé et sur les politiques de même que des recherches
cliniques, et a été la directrice fondatrice du programme de
doctorat en santé des populations de l’Université d’Ottawa. Elle
a contribué à la rédaction de plus de 115 articles évalués par des
pairs et à 100 articles techniques, et compte à son actif près de
300 présentations à des conférences. Grâce à ses recherches sur la
prévention des chutes, la santé de la mère et de l’enfant, la lutte
au tabagisme et le VIH/sida, la Dre Nancy Edwards a également
participé à la conception et à l’évaluation de programmes de
santé communautaire complexes multiniveaux et à multiples
stratégies. Elle a fait partie de divers conseils, a été invitée à siéger
à des comités d’experts et à des comités consultatifs régionaux,
33
internationally. Her work in global health has spanned
four continents where she has led both developmentoriented and research-focused projects.
Dr. Edwards is the recipient of numerous honours.
In 1997, she received the Tianjin Hai He award from the
Tianjin Municipal Government, China, for outstanding
contributions by a foreign professor. She was awarded
an honorary lifetime membership by the Canadian
Public Health Association in 2000 and an honorary
lifetime membership from the Registered Nurses
Association of Ontario in 2008, and received the
Canadian Association of Schools of Nursing national
research award in 2004. In honour of her contributions
to “long-term changes in policy and practice” the
Mayor, City of Ottawa proclaimed “Nancy Edwards” Day
in 2006. In 2007 she received the University of Ottawa
Research Excellence Award; a YMCA-YWCA Women
of Distinction Award (Science, Research and
Technology category), an Honorary Doctor of
Letters from Thompson Rivers University in
Kamloops, B.C, and became a Fellow of the Canadian
Academy of Health Sciences. In 2008, she received
a Centennial award from the Canadian Nurses
Association and was named a distinguished professor
of the University of Ottawa.
provinciaux et nationaux, et a été consultée au sujet de la
conception de programmes de santé communautaire et de projets
de recherches au Canada et à l’étranger. Ses travaux s’étendent
sur quatre continents, où elle a mené des projets centrés sur le
développement et sur la recherche.
La Dre Edwards a reçu un grand nombre de distinctions. En
1997, elle a reçu le prix Tianjin Hai He du gouvernement municipal
de Tianjin en Chine, pour ses contributions exceptionnelles en
tant que professeur étranger. Elle a été élue membre honoraire à
vie de l’Association canadienne de santé publique en 2000 et de
l’Association des infirmières et infirmiers autorisés de l’Ontario
en 2008. En 2004, elle a reçu le prix national en recherche de
l’Association canadienne des écoles de sciences infirmières. En
reconnaissance de sa contribution à « des changements durables
aux politiques et aux pratiques », le maire d’Ottawa a officiellement
désigné une journée en son honneur en 2006. En 2007, elle a reçu
le Prix d’excellence en recherche de l’Université d’Ottawa, un Prix
Femmes de mérite du YMCA YWCA (dans la catégorie Science,
recherche et technologie) et un doctorat honorifique en lettres
de la Thompson Rivers University, à Kamloops, en ColombieBritannique. Elle a également été nommée membre de l’Académie
canadienne des sciences de la santé au cours de cette année.
En 2008, elle a reçu un Prix du centenaire de l’Association des
infirmières et infirmiers du Canada et a été nommée professeure
émérite par l’Université d’Ottawa.
Colleen M. Flood, SJD, LLM
Institute for Health Services and Policy Research
Dr. Flood is a Canada Research Chair in Health Law
and Policy and an Associate Professor in the Faculty of
Law at the University of Toronto. She completed her
Master of Laws (LLM) in 1994 and her Doctor of Juridical
Science (SJD) in 1998 at the University of Toronto. Her
areas of research interest include comparative health
care policy, public/private financing of health care
systems, health care reform, and accountability and
governance issues. She was the 1999 Labelle Lecturer
in Health Services Research and was appointed a
Senior Fellow of Massey College in 2004 and in 2006
on to the Corporation of Massey College.
Dr. Flood is also the author of numerous health
law articles in prestigious journals such as the Canadian
Medical Association Journal; the Alberta Health Law
Journal; the Journal of Law, Medicine and Ethics; the
Journal of Health Politics Policy and Law; the Canadian
Business Law Journal; the Health Law Review; and
Policy Matters. She has also been a special guest editor
on two separate editions of the Journal of Law, Medicine
and Ethics.
Colleen M. Flood, SJD, LLM
Institut des services et des politiques de la santé
La Dre Flood occupe actuellement le poste de professeure
agrégée à la Faculté de droit de l’Université de Toronto et détient
une chaire de recherche du Canada en droit et en politique de la
santé au même établissement. Elle a obtenu une maîtrise en droit
(LLM) en 1994 et un doctorat en sciences juridiques (SJD) en 1998
à l’Université de Toronto. Ses recherches portent notamment sur
l’étude comparative des politiques de santé, le financement public
et privé des systèmes de santé, la réforme de la santé et les enjeux
relatifs à la responsabilisation et à la gouvernance. Elle a été choisie
en 1999 comme conférencière sur la recherche en matière de services
de santé dans le cadre de la série de conférences « Labelle » . Elle a par
ailleurs reçu le titre d’agrégée supérieure de recherches du Massey
College en 2004 et de la Corporation du Massey College en 2006.
La Dre Flood a également rédigé nombre d’articles sur le droit
de la santé qui ont été publiés dans des revues prestigieuses telles
que le Canadian Medical Association Journal; le Health Law Journal
(Alberta); le Journal of Law, Medicine and Ethics; le Journal of Health
Politics Policy and Law; le Canadian Business Law Journal; le Health
Law Review; et la publication Enjeux publics. Elle a également agi à
titre de rédactrice en chef invitée à deux occasions pour le Journal
of Law, Medicine and Ethics.
Joy Johnson, PhD
Institute of Gender and Health
Dr. Johnson is a Professor in the School of Nursing at
the University of British Columbia where she serves as the
co-director of two research units: NEXUS (a multidisciplinary
research unit focused on the social context of health
behaviour) and NAHBR (Nursing and Health Behaviour
Research Unit). She holds an investigator award from the
Canadian Institutes of Health Research.
Joy Johnson, PhD
Institut de la santé des femmes et des hommes
La Dre Johnson est professeure à la Faculté des sciences infirmières de l’Université de la Colombie-Britannique, où elle assume
également la codirection de deux unités de recherche : NEXUS (unité
de recherche multidisciplinaire sur le contexte social des comportements de santé) et l’Unité de sciences infirmières et de recherche sur
les comportements de santé (NAHBR). Elle est détentrice d’une bourse
de recherche des Instituts de recherche en santé du Canada.
34
She has a long standing interest in women’s health
research. She served on the inaugural steering committee
for the BC Centre of Excellence for Women’s Health and as a
co-leader on the BC Network for Women’s Health Research.
She served as the Chair of the Research Advisory Committee
of Michael Smith Foundation for Health Research. She
has served on and chaired research review panels for the
Canadian Institutes of Health Research and the National
Cancer Institute of Canada.
Dr. Johnson has a highly productive program of
research. She has obtained millions of dollars in research
funding from national funding and has published over 90
papers in peer-reviewed journals. Her research focuses on
health promotion and health behaviour change. Drawing on
a broad array of theoretical perspectives her work explores
the social, structural and individual factors that influence
the health behaviour of individuals. A major thrust of her
work focuses on sex and gender issues in substance use.
She has a particular research interest in the development
and treatment of tobacco dependence and other drug use.
Her worked has been recognized with numerous awards
including the UBC Killam Research Prize.
La Dre Johnson s’intéresse depuis longtemps à la recherche
sur la santé des femmes. Elle a fait partie des membres fondateurs
du comité de direction du BC Centre of Excellence for Women’s
Health Research. Elle a codirigé le BC Network for Women’s Health
Research, en plus d’avoir présidé le comité de la recherche de
la Fondation Michael Smith pour la recherche en santé. Elle a
également été membre et présidente de comités d’examen par les
pairs pour les Instituts de recherche en santé du Canada et l’Institut
national du cancer du Canada.
La Dre Johnson mène un programme de recherche très
productif. Elle a reçu des millions de dollars d’organismes
nationaux de financement de la recherche, et a publié plus de 90
articles dans des revues à comité de pairs. Sa recherche est axée
sur la promotion de la santé et la modification des comportements
de santé. Se basant sur diverses perspectives théoriques, elle
explore les facteurs sociaux, structuraux et individuels associés aux
comportements de santé. L’étude de la toxicomanie sous l’angle
des différences hommes-femmes constitue un volet majeur de
ses travaux. Elle s’intéresse particulièrement à la recherche sur le
traitement de la dépendance à la nicotine et à d’autres drogues.
Ses travaux ont été récompensés par de nombreux prix, dont le Prix
de recherche Killam de l’Université de la Colombie-Britannique.
Anthony Phillips, PhD
Institute of Neurosciences, Mental Health and Addiction
Founding Director, UBC Institute of Mental Health,
Professor of Psychiatry and Senior Scientist in the University
of British Columbia / Vancouver Coastal Health Brain
Research Centre. Professor Phillips received his PhD in
Psychology from the University of Western Ontario, under
the mentorship of Gordon Mogenson and subsequently
spent time in the laboratories of Elliot Valenstein and James
Olds at the Fels Research Institute and Division of Biology,
California Institute of Technology, respectively. He joined
the Department of Psychology at the University of British
Columbia in 1970, was appointed Full Professor in 1980 and
served as Head from 1994-1999. He subsequently joined the
Department of Psychiatry, Faculty of Medicine UBC in 2000
and became Founding Director of the UBC Institute of Mental
Health in 2005. Dr. Phillips served for two terms (20012007) as the inaugural Chair of Advisory Board for the CIHR
Institute of Neurosciences, Mental Health and Addiction.
Distinguished awards include: Canada Council Killam Senior
Research Scholar, 1978-80; E.W.R. Steacie Fellow (NSERC),
1980-82. In 1986 he was elected a Fellow of the Royal
Society of Canada and was also the recipient of an inaugural
UBC Killam Research Prize. The Canadian Psychological
Association honored him in 1995 with the Donald O. Hebb
Award for ‘Distinguished Contributions to Psychology as
a Science’. In 1996 he was awarded the inaugural prize for
‘Innovations in Neuropsychopharmacology’ by the Canadian
College of Neuropsychopharmacology (with H.C. Fibiger).
The Canadian College of Neuropsychopharmacology has just
awarded Dr. Phillips with the Heinz Lehmann Award for 2009.
Dr. Phillips’ research interests are broadly based within
the field of preclinical neuropsychopharmacology and
systems neuroscience and he has published over 300
peer-reviewed articles and book chapters. His pioneering
research, with H.C. Fibiger, laid the foundation for the role of
Anthony Phillips, PhD
Institut des neurosciences, de la santé mentale et des toxicomanies
Directeur fondateur de l’Institut de la santé mentale de
l’Université de la Colombie-Britannique (UBC), professeur de
psychiatrie et chercheur principal au Vancouver Coastal Health
Brain Research Centre de l’UBC.
Le professeur Phillips a obtenu son doctorat en psychologie
de l’Université Western Ontario, sous la supervision de Gordon
Mogenson. Il a ensuite passé du temps aux laboratoires d’Elliot
Valenstein et de James Olds, au Fels Research Institute et à
la Division de biologie du California Institute of Technology,
respectivement. Il s’est joint au Département de psychologie
de l’UBC en 1970, a été nommé professeur titulaire en 1980 et
en a assumé la direction de 1994 à 1999. Il s’est ensuite joint
au Département de psychiatrie de la Faculté de médecine de
l’UBC en 2000 avant d’être directeur fondateur de l’Institut de
la santé mentale de l’UBC, en 2005. Le Dr Phillips a rempli deux
mandats (2001-2007) à titre de premier président du conseil
consultatif de l’Institut des neurosciences, de la santé mentale
et des toxicomanies (INSMT) des IRSC. Parmi les distinctions qu’il
a obtenues, mentionnons les suivantes : bourse de recherche
Killam du Conseil des arts du Canada, 1978-1980 et bourse E.W.R.
Steacie (CRSNG), 1980-1982. En 1986, il a été élu Membre de
la Société royale du Canada et a aussi reçu le premier prix de
recherche Killam de l’UBC. La Société canadienne de psychologie
l’a honoré en 1995 en lui décernant le Prix Donald O. Hebb pour
contributions remarquables à la psychologie en tant que science.
En 1996, le Collège canadien de neuropsychopharmacologie
a décerné au Dr Phillips le premier prix des innovations en
neuropsychopharmacologie (avec H.C. Fibiger). Ce même collège
vient d’ailleurs de lui décerner le prix Heinz Lehmann de 2009.
Le Dr Phillips s’intéresse surtout aux domaines de la
neuropsychopharmacologie préclinique et de la neuroscience des
systèmes. Il a publié plus de 300 articles évalués par des pairs et
chapitres de livres. Sa recherche d’avant-garde, menée avec H.C.
Fibiger, a jeté les bases du rôle de la dopamine dans le contrôle
35
dopamine in the neural control of motivation and memory,
with its clinical implications for understanding biological
correlates of addiction. He has a long-standing interest in
applying knowledge concerning normal brain-behavior
function to understanding the neural bases of mental illness
and addiction. Dr. Phillips also played an important role
in the evolution of the biotechnology industry in Canada,
having been a Founding Director of QLT and serving as
Secretary / Treasurer to its Board from 1982-92, and currently
as a Founder and Member of the Board of Allon Therapeutics
Inc. As a founding member of Neuroscience Canada, a
not for profit foundation, he is seeking ways to augment
private support for neuroscience research. He also serves
on the Board of the Kaiser Foundation and is an advisor to
the Graham Boeck Foundation. Recently he was elected
as a Councilor (2008-12) for the Society for Neuroscience
and also as Vice-President (2008-12) of the Collegium
Internationale Neuro-Psychopharamacologicum (CINP).
neural de la motivation et de la mémoire et de ses incidences
cliniques sur la compréhension des corrélations biologiques
de la toxicomanie. Le Dr Phillips s’intéresse depuis longtemps à
l’application des connaissances relatives à la fonction cérébralecomportementale normale pour comprendre les bases neurales
de la maladie mentale et de la toxicomanie. Il a aussi joué un rôle
important dans l’évolution de l’industrie de la biotechnologie au
Canada, ayant été directeur fondateur de QLT Inc. et secrétairetrésorier de son conseil de 1982 à 1992. Il est en outre fondateur
et membre actuel du conseil de la société Allon Therapeutics
Inc. En tant que membre fondateur de NeuroScience Canada, un
organisme à but non lucratif, le Dr Phillips cherche des moyens
d’augmenter le soutien du secteur privé à la recherche en
neurosciences. Il siège aussi au conseil de la Fondation Kaiser et
est conseiller pour la Fondation Graham Boeck. Il a récemment
été élu conseiller (2008-2012) pour la Society for Neuroscience et
vice-président (2008-2012) du Collegium Internationale NeuroPsychopharmacologicum (CINP).
Rémi Quirion, OC, PhD, CQ, FRSC
Scientific Director, Research Centre, Douglas Institute
Professor, Department of Psychiatry, McGill University
Executive Director, International Collaborative Research
Strategy for Alzheimer’s Disease
Since the beginning of his tenure at the Douglas
Hospital Research Centre in 1983, Rémi Quirion, PhD,
has cultivated a diverse laboratory and trained over 70
students and fellows, from all over the world, dedicated
to the study of brain peptides (e.g. neuropeptide Y, CGRP),
growth factors (e.g. nerve growth factor and insulin-like
growth factor-1), and the role of programmed cell death
in the pathogenesis of Alzheimer Disease and other
neurodegenerative diseases.
In addition to being professor of psychiatry at
McGill and scientific director of the Douglas Hospital
Research Centre, Dr. Quirion was the Inaugural Scientific
Director of the Institute of Neurosciences, Mental Health
and Addiction, one of the thirteen Canadian Institutes
of Health Research (CIHR).
Work from Dr. Quirion’s lab has helped to characterize
the roles of cholinergic synapses in Alzheimer Disease,
neuropeptide Y in depression and learning, and calcitonin
gene-related peptide (CGRP) in pain and opioid tolerance.
In 2009, Dr. Quirion became the Canadian Institutes
of Health Research (CIHR) Executive Director of the
International Collaborative Research Strategy for
Alzheimer’s Disease.
Rémi Quirion, OC, PhD, CQ, FRSC
Directeur scientifique, Centre de recherche, Institut Douglas
Professeur, Département de psychiatrie, Université McGill
Directeur exécutif, Stratégie internationale de recherche concertée
sur la maladie d’Alzheimer
Depuis son entrée en fonction au Centre de recherche de
l’Hôpital Douglas (CRHD) en 1983, Rémi Quirion, PhD, a développé
des laboratoires et formé plus de 70 étudiants et stagiaires postdoctoraux de diverses nationalités d’à travers le monde qui se
consacrent à l’étude des neuropeptides (i.e. neuropeptide Y, CGRP),
des facteurs de croissance (i.e. facteur de croissance nerveux et
facteur de croissance insulinique de type 1), et du rôle de la mort
cellulaire programmée (apoptose) dans la pathologie de la maladie
d’Alzheimer et autres désordres neurodégénératifs.
En plus d’être professeur titulaire de psychiatrie à l’Université
McGill et directeur scientifique du Centre de recherche de l’Hôpital
Douglas, le Dr Quirion est le premier directeur scientifique
de l’Institut des neurosciences, de la santé mentale et des
toxicomanies, un des treize Instituts de recherche en santé du
Canada (IRSC).
Les travaux menés dans les laboratoires du Dr Quirion ont aidé
à mieux comprendre l’implication du système cholinergique dans
la maladie d’Alzheimer, du neuropeptide Y dans la dépression et la
mémoire, et du peptide relié au gène de la calcitonine (CGRP) dans
la douleur et la tolérance aux opiacés.
En 2009, le Dr Quirion a joint les rangs des Instituts de
recherche en santé du Canada (IRSC) en tant que directeur exécutif
de la Stratégie internationale de recherche concertée sur la maladie
d’Alzheimer.
36
09:00 – 10:30
09:00 – 10:30
3.2 Mental Health Commission Panel Plenary
(Harbour A/B)
3.2 Panel avec la Commission de la santé mentale
(Harbour A/B)
The Mental Health Commission of Canada:
Focusing National Attention on Workplace
Commission de la santé mentale du Canada :
Focalisation de l’attention nationale sur les
questions de la santé mentale en milieu de travail
Moderator/Facilitator: Alain Lesage
Animateur: Alain Lesage
Presentations
Présentations
Toward Recovery and Well-being in the Workplace
• Gillian Mulvale, PhD
Mental Health Commission of Canada
The Mental Health Strategy Team at the Mental Health
Commission of Canada is in the process of developing
the first-ever Mental Health Strategy for Canada. The
first phase of strategy development sets out WHAT the
goals of the mental health strategy will be. A draft set of
goals for the strategy was set out in the document,
Toward Recovery and Well-being: A Framework for a
Mental Health Strategy for Canada. This document is
currently being finalized to reflect extensive input from
a series of national consultations held in the spring of
2009. The revised set of goals will serve as a framework
to guide the second phase of strategy development, which
will focus on HOW to achieve the goals in various settings
(e.g. workplaces, schools, community, health care, social
service, and so on) and for various population groups
(e.g. children and youth, adult, seniors, First Nations, Inuit
and Métis, new immigrant, ethno-cultural, racialized and
other diverse groups).
The presentation will provide an overview of the work
of the Commission in developing a Mental Health Strategy
for Canada, with a particular focus on workplaces. What
we heard during the consultations will be discussed, along
with the revised framework goals. This will be followed by
an interactive discussion with participants about HOW to
achieve these goals across workplace settings for both the
active and the aspiring workforce, as input to the second
phase of Mental Health Strategy development.
Vers le rétablissement et le bien-être en milieu de travail
• Gillian Mulvale, PhD
Commission de la santé mentale du Canada
L’équipe responsable de la Stratégie en matière de santé mentale
de la Commission de la santé mentale du Canada est en train de
développer la première Stratégie en matière de santé mentale au
Canada. La première phase de développement a établi à QUOI
devraient ressembler les objectifs de la stratégie. Une version
préliminaire des buts a été exposée dans le document, « Vers le
Rétablissement et le bien-être: Cadre pour une stratégie en matière
de santé mentale au Canada ». Ce document est actuellement en
train d’être finalisé pour inclure les amples commentaires d’une série
de consultations nationales en printemps 2009. Les objectifs révisés
seront un cadre pour guider la deuxième phase de développement
de la stratégie, qui se concentrera sur COMMENT atteindre les
objectifs en plusieurs cadres (par exemple, milieux de travail, écoles,
communautés, soins de santé, services sociaux et ainsi de suite) et
pour plusieurs groupes de population (par exemple, les enfants et les
jeunes, les adultes, les adultes plus âgés, les peuples des Premières
nations, les Inuits, les Métis, les nouveaux immigrants, les groupes
ethnoculturels et racialisés et ainsi de suite).
La présentation fournira un résumé du travail de la Commission
dans son développement de la Stratégie en matière de santé
mentale au Canada, avec un accent particulier sur les milieux de
travail. Ce qu’on a entendu pendant les consultations sera discuté,
ainsi que les objectifs révisés du cadre. Ensuite, il y aura une
discussion interactive avec les participants sur COMMENT atteindre
les objectifs dans les milieux de travail pour la main-d’œuvre
courante et en développement, pour fournir des commentaires
à la deuxième phase de développement de la stratégie.
Workplaces, Workforces, and Mental Health
• Ian M.F. Arnold,
MD, MSc, CSPQ, FCBOM, FRCPC, DOHS, CEA, CRSP
Workforce Advisory Committee, Mental Health
Commission of Canada
By the end of the presentation, participants should:
• Understand the role of the Worksite Advisory Committee
(WAC) within the context of the MHCC;
• Acquire knowledge on the four projects underway as part
of the WAC’s efforts to improve mental health in Canadian
workplaces;
• Have insight into the changing legal climate surrounding
mental health in the workplace;
• Understand the Leadership program and the framework
approach to managing mental health in the workplace.
Le milieu de travail, l’effectif, et la santé mentale
• Ian M.F. Arnold,
Comité consultatif sur l’effectif, Commission de la santé
mentale du Canada
Avant la fin de la présentation, les participants devront:
• Comprendre le rôle du Comité consultatif sur l’effectif dans le
contexte du CSMC;
• Acquérir la connaissance sur les quatre projets en cours dans le
cadre des efforts du Comité consultatif sur l’effectif pour améliorer
la santé mentale dans les milieux de travail canadiens;
• Avoir un aperçu du climat juridique changeant entourant la santé
mentale en milieu de travail;
• Comprendre le programme de direction et l’approche cadre à la
gestion de la santé mentale en milieu de travail.
37
Institute of Health Economics and Mental Health
Commission of Canada Depression Consensus
Conference Recommends Action in the Workplace
• Roger Bland, MB, ChB, FRCPC, FRCPsych
University of Alberta
Health disciplines use a conference format as part of their
information dissemination and learning strategy, yet
policy-makers and members of the public report that such
meetings provide little agreed direction about what needs
to be done. The objective of this presentation will be to
describe a process for group decision-making to influence
health policy and provide some recommendations for
depression in the workplace.
The consensus conference format was developed to try
and overcome this problem by addressing complex health
issues and producing clear and timely recommendations
for policy-makers and the public. The format was developed
by the US National Institutes of Health and adopted by the
Institute of Health Economics whose latest conference was
on depression.
A number of recommendations were of particular
relevance to the workplace. These included reducing
stigma, improving access to appropriate services, creation
of mentally healthy workplaces and support for affected
employees, and involving employers and insurers to build
supports and services. There has been rapid uptake of the
recommendations in the media and by some government
agencies.
More effective management of health problems
requires coordinated action by patients, families, health care
providers, employers, insurers, policymakers and the public.
A method for building consensus will be described.
Conférence de consensus sur la dépression de l’Institute
of Health Economics et la Commission de la santé mentale
recommande l’action dans le milieu de travail
• Roger Bland, MB, ChB, FRCPC, FRCPsych
Les disciplines de santé utilisent un format de conférence dans
le cadre de leur stratégie de la diffusion et l’apprentissage de
l’information. Pourtant, les décideurs et le public affirment que
de telles réunions fournissent peu de direction sur ce qu’il faut
faire. L’objectif de cette présentation sera de décrire un processus
décisionnel en groupe pour influencer les politiques en matière de
santé et fournir des recommandations sur la dépression en milieu
de travail.
Le format de la conférence de consensus a été développé
pour essayer de surmonter ce problème en abordant les problèmes
complexes de santé et en produisant des recommandations
claires et dans les meilleurs délais pour les décideurs et le public.
Le format a été développé par les US National Institutes of Health
et adopté par l’Institute of Health Economics, dont la dernière
conférence portait sur la dépression.
Plusieurs recommandations étaient particulièrement
pertinentes au milieu de travail, y compris réduire les préjugés,
améliorer l’accès aux services appropriés, créer des milieux
de travail mentalement sains et appuyer les travailleurs
affectés, et impliquer les employeurs et les assureurs dans
le développement des services. Les recommandations ont
été rapidement adoptées par les médias et par plusieurs
organismes gouvernementaux.
La gestion efficace des problèmes de santé exige l’action
coordonnée entre les patients, familles, fournisseurs de soins
de santé, employeurs, assureurs, décideurs et le public. Une
méthode pour obtenir un consensus sera décrite.
Speaker Biographies
Gillian Mulvale, PhD
Mental Health Commission of Canada
Dr. Mulvale is a member of the team that is responsible
for developing the Mental Health Commission’s Mental
Health Strategy for Canada. Dr. Mulvale contributes to
developing the public and stakeholder engagement
process, the development of the strategy itself, and the
development of research to support the strategy.
Dr. Mulvale interfaces with members of the MHCC’s
eight advisory committees and governments and
stakeholders across the country.
Dr. Mulvale holds a PhD in Health Research Methods
from McMaster University. Her studies focused on
methods in health economics and policy analysis as
applied to the mental health sector. Prior to her
doctoral studies Dr. Mulvale worked as an economist
with Ontario Hydro, General Motors of Canada and
Finance Canada. Dr. Mulvale is also a mental health
consumer.
Gillian Mulvale, PhD
Commission de la santé mentale du Canada
La Dre Mulvale est un membre de l’équipe responsable
du développement de la Stratégie en matière de santé mentale
de la Commission de la santé mentale au Canada. Elle contribue
au développement du processus de l’implication du public
et des parties prenantes, au développement de la stratégie même,
et au développement de la recherche qui soutient la stratégie.
La Dre Mulvale travaille avec les membres des huit comités
consultatifs du CSMC et avec des gouvernements et des parties
prenantes partout au Canada.
La Dre Mulvale détient un PhD en Méthodes de recherche
sur la santé de McMaster University. Ses études concernaient les
méthodes en économie de la santé et en analyse de politiques
appliquées au domaine de la santé mentale. Avant ses études
doctorales, elle travaillait comme économiste pour Ontario Hydro,
General Motors du Canada et le Ministère des Finances Canada.
La Dre Mulvale est aussi une consommatrice de services en
santé mentale.
38
Ian M.F. Arnold,
Workforce Advisory Committee, Mental Health
Commission of Canada
Dr. Arnold completed his MD at Queen’s University at
Kingston in 1968, his Masters Degree (MSc) at McGill in 1971,
and his Diploma in Occupational Health and Safety (DOHS)
at McMaster in 1981. He also holds specialist certifications in
General Surgery (CSPQ), Occupational Medicine (FCBOM and
FRCPC), Safety (CRSP) and Environmental Auditing (CEA).
Dr. Arnold’s work experience includes several years of
general surgical practice followed by work with government
and industry in the fields of health, safety, & environment
(HSE). Now living in Ottawa and working as a consultant
in HSE, Dr. Arnold has lived (and worked) in Labrador West
(private surgical practice and occupational health with
the Quebec Cartier Mining and the Iron Ore Company of
Canada), Edmonton (Alberta Government), Sarnia (Dow
Chemical), and Toronto (Noranda). Prior to “retiring” in
2002, Dr. Arnold was the Director of Health, Safety and
Environment for Alcan and Vice-President, of Alcan Inc.
During his career he has also taught at several Canadian
universities and is currently on the teaching staff of the
Faculty of Medicine at McGill University.
In the industrial setting, Dr. Arnold has developed
and implemented new employee and family assistance
programs (EFAPs) and strived for the continual improvement
of existing EFAPs. He has also worked with employees and
employers to encourage more emphasis on health and
lifestyle improvement programs designed to enhance the
focus on prevention of all forms of illness.
Dr. Arnold is a Board Member of the Canadian
Psychiatric Research Foundation, the Mach – Gaensslen
Foundation (a charitable foundation funding medical
research and education in psychiatry, cardiology, and
oncology) and OurTownEarth – a new Nova Scotia based
web-site now under development for the those with
disabilities, their friends, and their families. Dr. Arnold has
also had for many years, an ongoing personal interest in the
problems of the mentally challenged.
Dr. Arnold was appointed to the Workforce Advisory
Committee (WAC) of the Mental Health Commission of
Canada (MHCC) by the Honourable Michael Kirby in the
fall of 2007. He was then named as the WAC chairperson in
May of 2008, replacing Bill Wilkerson who retired from the
chairperson’s role to actively pursue other activities in the
field of Mental Health in the workplace.
Dr. Arnold’s personal interests include his family
(his wife Suzanne, their 2 children and respective
spouses, and 3 grandchildren) and numerous recreational
pursuits including skiing, renovation and maintenance,
and traveling.
Ian M.F. Arnold,
Comité consultatif sur l’effectif, Commission de la santé mentale
du Canada
Le Dr Arnold a complété son MD à Queen’s University à
Kingston en 1968, son MSc à McGill en 1971, et son Diploma in
Occupational Health and Safety (DOHS) à McMaster en 1981.
Il détient aussi des spécialisations médicales en Chirurgie
générale (CSPQ), Médecine du travail (FCCMT et FRCPC),
Sécurité (CRSP) et Vérification environnementale (CEA).
L’expérience professionnelle du Dr Arnold comprend
plusieurs années de chirurgie générale suivies du travail avec
le gouvernement et avec l’industrie dans les domaines de
santé, sécurité et environnement (SSE). Le Dr Arnold habite
actuellement à Ottawa et travaille comme consultant en SSE.
Il a vécu (et a travaillé) dans l’ouest du Labrador (cabinet privé
de chirurgie, et médecine du travail pour la Compagnie minière
Québec Cartier et l’Iron Ore Company of Canada), à Edmonton
(gouvernement d’Alberta), à Sarnia (Dow Chemical), et à
Toronto (Noranda). Avant sa « retraite » en 2002, le Dr Arnold
était le directeur de santé, sécurité et environnement pour
Alcan et vice-président d’Alcan Inc. Au cours de sa carrière
il a enseigné à plusieurs universités canadiennes et il fait
actuellement partie du personnel enseignant de la Faculté de
médecine de l’Université McGill.
Dans le cadre de l’industrie, le Dr Arnold a développé et
mis en pratique de nouveaux programmes d’aide aux employés
et familles et a visé l’amélioration continuelle des programmes
existants. Il a aussi travaillé avec les employés et les employeurs
pour mettre l’accent sur les programmes de l’amélioration de la
santé et le mode de vie conçus pour prévenir la maladie.
Le Dr Arnold est un membre du conseil d’administration
de la Fondation canadienne de la recherche en psychiatrie, le
Mach–Gaensslen Foundation (une fondation charitable qui
finance les recherches médicales et l’éducation en psychiatrie,
cardiologie et oncologie) et OurTownEarth – un nouveau site
internet en cours de réalisation basé en Nouvelle Écosse pour
les personnes avec des incapacités, leurs amis et leurs familles.
Depuis de nombreuses années le Dr Arnold a un intérêt dans les
problèmes des personnes handicapées mentales.
Le Dr Arnold a été nommé au Comité consultatif sur
l’effectif de la Commission de la santé mentale du Canada
(CSMC) par l’honorable Michael Kirby en automne 2007.
Ensuite il a été nommé le président de ce comité en mai 2008,
remplaçant Bill Wilkerson, qui a pris sa retraite du rôle du
président pour poursuivre d’autres activités dans le domaine
de la santé mentale en milieu de travail.
Les intérêts du Dr Arnold comprennent sa famille
(sa femme Suzanne, leurs deux enfants et leurs époux
respectifs, et trois petits-enfants) et de nombreux
passe-temps récréatifs y compris faire du ski, la rénovation
et l’entretien, et le voyage.
39
Roger Bland. MB, ChB, FRCPC, FRCPsych
Dr. Roger Bland is Professor Emeritus at the University of
Alberta, Department of Psychiatry.
He obtained his medical degree from Liverpool
University and after a period in general practice, trained in
psychiatry at the University of Alberta. He has held academic
appointments in the University of Alberta, Department
of Psychiatry for over thirty years and was Chair of the
Department of Psychiatry from 1990 to 2000. Dr. Bland was
a former Director and Assistant Deputy Minister for Mental
Health for Alberta.
He has been involved in psychiatry epidemiology
research for many years. He has received the Alberta Medical
Association’s Medal of Distinguished Service, the Alexander
Leighton Award from the Canadian Academy of Psychiatric
Epidemiology and Canadian Psychiatric Association, and
the Michael Smith Award from the Schizophrenia Society in
2000. He was awarded Honourary Life Membership of the
Schizophrenia Society of Alberta, and received the Canadian
Medical Association’s Senior Member Award. Dr. Bland also
received the Canadian Association of Suicide Prevention
Award for Research in 2007.
Roger Bland, MB, ChB, FRCPC, FRCPsych
Le Dr Roger Bland est professeur émérite à l’University
of Alberta dans le Département de psychiatrie.
Il a obtenu son diplôme médical de Liverpool University
et après une période de médecine générale, a fait ses études
en psychiatrie à l’University of Alberta. Il a détenu des postes
académiques à l’University of Alberta dans le Département
de psychiatrie pendant plus de 30 ans et il était le titulaire
de la Chaire du Département de psychiatrie de 1990 à 2000.
Le Dr Bland était le directeur et le sous-ministre adjoint de la
santé mentale en Alberta.
Depuis nombre d’années, il est impliqué dans la recherche
sur l’épidémiologie psychiatrique. Il a gagné le Medal of
Distinguished Service du Alberta Medical Association, le Prix
Alexander Leighton de l’Académie canadienne de l’épidémiologie
psychiatrique et l’Association des psychiatres du Canada, et
le Michael Smith Award de la Société de la Schizophrénie en
2000. On lui a décerné Honourary Life Membership dans le
Schizophrenia Society of Alberta, et le Senior Member Award de
l’Association médicale canadienne. Le Dr Bland a aussi gagné le
Prix de recherche de l’Association canadienne pour la prévention
du suicide en 2007.
Alain Lesage, MD, FRCP(C), MPhil
Dr. Alain Lesage is a Professor in the Department of
Psychiatry at the Université de Montréal. He has also been
a researcher at the Centre de recherche Fernand-Seguin
of Hôpital Louis-H. Lafontaine in Montréal since 1987.
Dr. Lesage graduated in medicine from the Université de
Sherbrooke (Québec) and did his training in psychiatry
in the hospital network affiliated with the Université de
Montréal. He completed his training in research with a threeyear postdoctoral internship in the Institute of Psychiatry
at Maudsley Hospital in London, England, and one year
in the Istituto di Psichiatria in Verona, Italy. His primary
research focus is an epidemiological and evaluative look at
the care and service needs of people with serious mental
disorders. He also directs an evaluative support module for
the development of psychiatric services at Hôpital Louis-H.
Lafontaine. Dr. Lesage is the assistant director of the Quebec
suicide research network funded by the FRSQ. He is also
past President of the Canadian Academy of Psychiatric
Epidemiology. He served as Editor-in-Chief of the journal
Santé mentale au Québec, and is also an associate editor with
the Canadian Journal of Psychiatry.
Alain Lesage, MD, FRCP(C), MPhil
Le Dr Alain Lesage est professeur titulaire dans le
département de psychiatrie de l’Université de Montréal. Il est
également chercheur au Centre de recherche Fernand-Seguin
de l’Hôpital Louis-H. Lafontaine à Montréal depuis 1987.
Le Dr Lesage est diplômé en médecine de l’Université de
Sherbrooke (au Québec) et a fait sa résidence en psychiatrie
dans le réseau des hôpitaux affiliés à l’Université de Montréal.
Il a par la suite effectué un stage de recherche postdoctoral
de trois ans à l’Institute of Psychiatry du Maudsley Hospital
à Londres, en Angleterre, et un stage d’un an à l’Istituto di
Psichiatria à Vérone, en Italie. Ses travaux de recherche portent
principalement sur les aspects épidémiologiques et évaluatifs
des besoins en soins et services des gens atteints de troubles
mentaux graves. Par ailleurs, le Dr Lesage dirige un module
de soutien évaluatif relativement aux services psychiatriques
à l’Hôpital Louis-H. Lafontaine. Le Dr Lesage est le directeur
adjoint du Réseau québécois de recherche sur le suicide
financé par le FRSQ. Il était également président de l’Académie
canadienne d’épidémiologie psychiatrique. Il était rédacteur
en chef de la revue Santé mentale au Québec, et il est rédacteur
adjoint de la Revue canadienne de psychiatrie.
10:30 – 10:45
10:30 – 10:45
Break
Pause
40
10:45 – 12:00
10:45 – 12:00
3.3 Business Plenary
(Harbour A/B)
3.3 Panel avec invités spéciaux d’affaires
(Harbour A/B)
Promising Practices Addressing Mental Health
and Addictions in the Workplace:
Leadership from the Field
Pratiques prometteuses abordant la santé mentale
et les toxicomanies en milieu de travail :
Direction dans le champ
The Business Plenary sessions will explore questions from
a business perspective, particularly on the role of mental
health and addictions in the workplace. Business leaders will
share their experiences around:
(1) How their organizations addressed mental health in their
workplaces,
(2) What has worked for their organization and the evidence
for the effectiveness of the work and mental health
programs,
(3) What impact these programs have had on their company
and at what cost,
(4) What struggles they faced trying to introduce the
programs and how they overcame them, and
(5) What business case they used to support the
implementation of the programs.
To bring this together, we have a moderator/facilitator
who can help people draw the connections about how the
different perspectives are pieces of a larger picture.
Pendant les sessions du panel avec invités spéciaux d’affaires, nous
allons explorer des questions d’une perspective d’affaires, en particulier à propos de la santé mentale et les toxicomanies dans le milieu
de travail. Les gens d’affaires vont partager leurs expériences dans:
(1) Comment leurs organisations ont abordé la santé mentale dans
leur lieu de travail,
(2) Ce qui a marché pour leurs organisations et les preuves
de l’efficacité des programmes du travail et de la santé
mentale,
(3) Quel impact ces programmes ont eu sur leurs compagnies
et à quel prix,
(4) Les difficultés auxquelles ils ont fait face en essayent d’introduire
les programmes et comment ils les ont surmontées, et
(5) Quelle étude de cas ils ont utilisé pour soutenir l’application
des programmes.
Pour rapprocher ces idées, il y aura un animateur qui aidera
les participants à voir que les différentes perspectives sont des
morceaux d’une plus grande image.
Moderator/Facilitator: Doug Smeall
Animateur: Doug Smeall
Presentations
Présentations
The CAW Way
• Sari Sairanen
Canadian Auto Workers
The CAW has and continues to focus on developing new
and innovative strategies for creating a healthy supportive
workplace culture. One of the ongoing challenges in this
regard is the amount of stress that members find themselves
under. In the present state of the economy more so than
ever, tremendous stress is being put on workers, retirees and
families concerning job security, productivity and pensions.
This stress is on top of that which is normally associated with
day to day living.
While those with good coping skills can manage
some of this stress, for many the additional pressure can
be too much. Pressure and mental strain mount over time
often resulting in burnout or illness. Even those who could
normally deal with increased amounts and sources of stress
can find themselves experiencing some of the social and
health problems associated with unmanaged stress.
The CAW has always believed that preventing a problem
in the first place is the best strategy. We also believe that it
is important to provide our members and their families with
the tools and personal resources in their workplace and their
communities to assist them in dealing with challenges.
L’approche des CAW
• Sari Sairanen
Les CAW se concentrent sur le développement des stratégies
nouvelles et innovatrices pour soutenir une culture saine en
milieu de travail. Un défi continu à cet égard est le niveau de stress
éprouvé par nos membres. En l’état actuel de l’économie plus
que jamais, les travailleurs, les retraités et les familles ressentent
un stress énorme en ce qui concerne la sécurité de travail, la
productivité et les pensions. Ce stress est à part du stress qui est
normalement associé à la vie journalière.
Tandis que ceux avec de bonnes habiletés d’accommodation
sont capables de gérer le stress, pour beaucoup de gens, la
pression supplémentaire peut être trop. La pression et la tension
mentale augmentent avec le temps, ce qui peut avoir pour
conséquence le surmenage ou la maladie. Même ceux qui peuvent
généralement supporter de quantités et de sources accrues de
stress peuvent éprouver des problèmes sociaux et des problèmes
de santé associés au stress non géré.
Les CAW ont toujours cru que la prévention des problèmes
est la meilleure stratégie. Nous croyons aussi qu’il est important de
fournir les outils et les ressources personnelles à nos membres et
leurs familles en milieu de travail et dans leurs communautés pour
les assister à s’occuper des problèmes.
41
When it comes to stress and overall mental health,
the CAW has been focused on activities such as awareness
raising; education; skill building; early detection; and illness
management and integration strategies. Programs and
services regarding stress and overall mental health have
been developed and implemented in partnership with
employers, wellness providers, service agencies and other
community partners.
During this presentation, the CAW will provide an
overview of some of the initiatives and activities they have
developed and supported in recent years. This will include
an overview of the CAW’s 40-hour Stress and Mental Health
education series, as well as a number of examples from
projects that have been developed in conjunction with
formal automotive company Wellness Programs. We will also
highlight the emergency resolution on Mental Health that was
passed at the CAW council during its December 2008 meeting.
En matière de stress et de santé mentale, les CAW se
concentrent sur des activités telles que la sensibilisation;
l’éducation; l’amélioration des habiletés; la détection précoce;
et, les stratégies de la gestion et de l’intégration des maladies.
Des programmes et des services concernant le stress et la santé
mentale ont été développés et exécutés en association avec les
employeurs, les fournisseurs de bien-être, les agences des services
et d’autres partenaires de la communauté.
Dans cette présentation, les CAW fourniront un résumé
de quelques initiatives et activités développées et soutenues
dans ces dernières années. Ceci inclura une vue d’ensemble du
« 40-hour Stress and Mental Health education series » des CAW,
ainsi que plusieurs exemples de projets qui ont été développés
conjointement avec les programmes de santé des constructeurs
automobiles. Nous allons aussi souligner la résolution d’urgence
sur la santé mentale prononcée par le conseil des CAW pendant sa
réunion en décembre 2008.
Breaking the Cycle of Stigma through
Employee Engagement
• James Temple
Direct Energy
This presentation will provide an overview of Direct Energy’s
Employee Assistance Program (EAP). Mr. Temple will
discuss how Direct Energy has used its community relations
program to create opportunities for volunteer experiences
that engage employees with charitable partners dealing
with mental health issues and homelessness, and how
everyone can play a role in positively supporting vulnerable
populations. Mr. Temple will also discuss the company’s
Employee Activities in support of Mental Illness Awareness
Week (October 4-10).
Rompre le cycle du stigmate en engageant
les employés
• James Temple
Direct Energy
Cette présentation fournira un résumé du programme d’aide
au personnel de Direct Energy. Monsieur Temple discutera de
comment Direct Energy utilise son programme de relations
communautaires pour créer pour les employés l’occasion de
faire du travail de bénévole avec des œuvres de bienfaisance
qui s’occupent des problèmes de santé mentale et l’itinérance,
et de comment tout le monde peut jouer un rôle dans l’appui
des populations vulnérables. Monsieur Temple discutera
également des activités des employés à l’appui de la Semaine de
sensibilisation aux maladies mentales (le 4-10 octobre).
Collaboration towards Productivity for Employees
with Mental Health Issues
• Deanna Matzanke
Scotiabank
As part of a federally-regulated industry, Scotiabank has
long been focused on issues of disability in the workplace
and the goal of providing a truly inclusive and accessible
workplace for our employees.
In recent years, we have sought more innovative ways to
address various sub-groups within the disability community
through our Wellness Strategy which includes Mental Health
as one of the key priorities.
Scotiabank has implemented a unique and award
winning program to assist employees at work, called
WorkAssist, as well as a training program for Managers
called Mental Health First Aid for Managers. Further, through
its employee resource group, Scotiabankers for Universal
Access, we are sourcing mentors with mental health issues
who can mentor other employees who are struggling to
manage work and their health.
La collaboration envers la productivité pour les employés
avec des problèmes de santé mentale
• Deanna Matzanke
Banque Scotia
En tant que membre d’une industrie sous réglementation fédérale,
la Banque Scotia a longtemps mis l’accent sur les problèmes de
l’incapacité au travail et l’objectif de fournir un milieu de travail
intégrateur et accessible à nos employés.
Ces dernières années, nous avons recherché des façons
innovantes de s’adresser aux divers sous-groupes à l’intérieur de la
communauté de l’incapacité à travers notre stratégie de bien-être
qui comprend la santé mentale comme une priorité.
La Banque Scotia a mis en œuvre un programme unique
et primé avec le but d’aider les employés au travail, nommé
RéIntégration, ainsi qu’un programme de formation pour les
gérants nommé Mental Health First Aid for Managers. De plus, à
travers notre groupe-ressources d’employés, Scotiabankers for
Universal Access, nous cherchons des mentors avec des problèmes
de santé mentale qui peuvent épauler des employés qui s’efforcent
de gérer leur travail et leur santé.
42
Speaker Biographies
Sari Sairanen
Sari Sairanen is National Health and Safety Director
at the CAW, responsible for the content of health and
safety training programs, submissions for better laws,
information on workplace substances, the establishment
of programs to eliminate hazardous workplace conditions
and the publication of the Health and Safety & Environment
Newsletter. Sari comes to the National union from the Airline
division which represents members from coast to coast to
coast in Canada. Sari began her union activism as a health &
safety representative in a call center where she confronted
ergonomic and working condition issues such as computer
workstations, task design, stress and electronic monitoring.
In addition, she served on the Air Canada bargaining
committee as a regional representative and as President
of Local 2002 during the CCAA or Companies’ Creditors’
Arrangement Act (bankruptcy) proceedings. Sari is on the
HRSDC’s Occupational Health & Safety Regulatory Review
Committee, the CSA’s Strategic Steering Committee, the
Canadian Labour Congress’ Occupational Health & Safety
Committee and sits on the WSIB’s Board of Directors.
Sari received her BA (economics and French) from the
University of Winnipeg.
Sari Sairanen
Sari Sairanen est la Directrice nationale de la santé et la
sécurité, CAW, responsable du contenu des programmes de
formation en santé et sécurité, la proposition de meilleures lois,
les informations sur les matières dangereuses en milieu de travail,
la création de programmes visant à éliminer les conditions de
travail dangereuses et la publication du Health and Safety &
Environment Newsletter. Sari est venue au syndicat national de la
division aérienne qui représente des membres d’un océan à l’autre
au Canada. Sari a commencé son activisme syndical comme une
représentante en santé et sécurité dans un centre d’appel où elle
a fait face à des problèmes avec les conditions de travail et des
problèmes ergonomiques tels que les bureaux, la conception des
tâches, le stress et la surveillance électronique. De plus, elle a siégé
au comité de négociation d’Air Canada comme représentante
régionale et comme présidente de la section locale 2002 pendant
les poursuites de la Loi sur les arrangements avec les créanciers des
compagnies. Sari est membre de l’Occupational Health & Safety
Regulatory Review Committee du RHDCC, du Strategic Steering
Committee du CSA, de l’Occupational Health & Safety Committee
du Canadian Labour Congress, et du conseil d’administration
du CSPAAT. Sari détient un BA en économie et en français de
l’University of Winnipeg.
James Temple
Direct Energy
James Temple is Direct Energy’s Manager of Corporate
Donations and is responsible for the company’s charitable
giving and employee volunteer programs across North
America.
A specialist in stakeholder engagement, James helps
to facilitate the development of meaningful corporatecommunity partnerships that combine the philanthropic,
strategic and commercial interests of both the business and
the non-profit sector.
Speaking at conferences across North America, James
focuses his discussions around skill-based volunteerism and
has most recently spoken with Canadian Business Online to
highlight Direct Energy’s unique approach to community
work.
James has worked within the non-profit sector, having
held positions at the Nature Conservancy of Canada,
Ontario March of Dimes and most recently the Royal Bank
of Canada’s Charitable Foundation. He currently serves on
the leadership council for the Association of Corporate
Grant-makers and was named as one of Ryerson University’s
inaugural ‘Top 30 under 30’ alumni.
James received his undergraduate degree in Geographic
Analysis from Ryerson University, and is working towards his
Certificate in Corporate Citizenship from Boston College.
James Temple
Direct Energy
James Temple est le directeur de dons corporatifs, Direct
Energy, responsable des dons de charité et des programmes de
bénévolat des employés à travers l’Amérique du Nord.
Spécialiste de l’engagement des parties prenantes, James
aide à faciliter le développement des partenariats corporatifscommunautaires qui rassemblent les intérêts philanthropiques,
stratégiques et commerciaux du secteur à but non lucratif, et
du secteur des affaires.
James fait des exposés à travers l’Amérique du Nord
et se concentre sur le volontariat fondé sur les habiletés, et
récemment a conversé avec Canadian Business Online pour
souligner l’approche unique de Direct Energy envers le travail
communautaire.
James a travaillé dans le secteur à but non lucratif et a
occupé des postes dans les organismes suivants: Conservation
de la nature Canada, Ontario March of Dimes, et plus récemment,
la fondation de bienfaisance de RBC Banque. Il est membre du
conseil de direction de l’Association of Corporate Grant-makers
et a été nommé parmi les inauguraux « Top 30 under 30 » anciens
élèves de Ryerson University.
James détient un diplôme de premier cycle en analyse
géographique de Ryerson University, et il est inscrit dans
le programme de Certificate in Corporate Citizenship de
Boston College.
43
Deanna Matzanke
Scotiabank
Deanna Matzanke was appointed in February 2007 to
the position of Director, Global Employment Strategies in
the Global HR and Communications function at Scotiabank.
Prior to joining this Global HR group, she spent 6 years in
the Employment Law Group as in-house counsel at the
Bank where she dealt with all aspects of the employment
relationship including termination, wrongful dismissal,
human rights, discipline, and performance management.
In her current role, she guides two teams of employees
who focus on Diversity and Inclusion and HR Policy and
Compliance. Within these two areas, her group deals with
a wide range of employment strategies including privacy,
occupational health and safety, employment equity, human
rights, flexible work options, accommodation, accessibility,
as well as fostering and integrating the Bank’s Global
Inclusion Strategy for addressing diversity.
Deanna Matzanke
Banque Scotia
Deanna Matzanke a été nommée au poste de directrice,
Stratégies d’engagement mondial, dans le Groupe Ressources
humaines et Communications mondiales à la Banque Scotia en
février 2007. Avant de rejoindre ce groupe, elle a passé six années
dans le groupe de droit du travail en tant que conseil interne à
la Banque, où elle s’occupait de chaque aspect de la relation de
travail, y compris la cessation d’emploi, le renvoi injustifié, les droits
humains, la discipline et la gestion de la performance. Dans son
rôle actuel, elle gère deux équipes d’employés qui se concentrent
sur la diversité et l’inclusion, et la politique de conformité des
ressources humaines. Son groupe s’occupe d’une variété de
stratégies d’emploi, y compris la vie privée, la santé et la sécurité
du travail, l’accès à l’égalité en emploi, les droits humains, l’horaire
variable, l’arrangement, l’accessibilité, ainsi que la mise en
place de la stratégie d’inclusion globale et de la diversité
de la Banque Scotia.
Doug Smeall
Sun Life Financial
Doug spearheads the promotion of Sun Life Financial’s
Health Management strategy with clients and advisors
across Canada. This effort focuses on meeting Canadian
Plan Sponsor’s needs for effective wellness initiatives, and
for best practices in attendance support and disability
management.
Over his 25 year career with Sun Life Financial Doug
has held senior positions in the Group Underwriting, Group
Sales, Group Life, Health and Disability Management and
Retail Life Operations areas.
Prior to rejoining Sun Life, Doug worked as a Senior
Benefits Consultant with Watson Wyatt and as VicePresident, Sales and Marketing for a rehabilitation services
company, ATF Canada.
Doug Smeall
Financière Sun Life
Doug dirige l’avancement de la stratégie de la gestion de
santé de la Financière Sun Life avec des clients et conseillers à
travers le Canada. Cet effort vise à répondre aux besoins des
promoteurs canadiens pour des initiatives de bien-être efficaces,
et des meilleures pratiques dans le soutien de la gestion des
présences et la gestion de l’incapacité.
Pendant ses 25 ans de carrière avec la Financière Sun Life,
Doug a tenu des postes supérieurs dans les secteurs de tarification
groupe, commercialisation groupe, assurance vie collective, gestion
de la santé et l’incapacité, et opérations.
Doug a aussi travaillé en tant que conseiller principal
en avantages sociaux pour Watson Wyatt et vice-président,
ventes et marketing pour une société de services de réadaptation,
ATF Canada.
12:00 – 12:15
12:00 – 12:15
Closing (Harbour A/B)
Clôture (Harbour A/B)
12:15 – 13:00
12:15 – 13:00
44
Abstracts
Abstracts are printed as they were submitted.
Résumés
Les résumés sont imprimés tels qu’ils ont été soumis.
10:30 – 12:00
1.1 Concurrent Sessions / Sessions simultanées
Session 1.1A:
Psychological Trauma & Work
Traumatisme psychologique et travail
Care for the Care Giver:
Vicarious Trauma Assessment and Management
Cindy Rose
How can we manage workplace mental health promotion when staff are
daily exposed to the traumas of clients? Vicarious Trauma is the natural
human consequence of knowing about (witnessing) and empathizing
with a client’s traumatic experiences. In 2005 our organization created
a vicarious trauma committee with representation from management
and front line staff working with clients, many of whom are experiencing
mental health concerns related to past and present traumas. The goal of
this committee was to build the capacity of the organization to recognize
and prevent vicarious trauma while reducing its inevitable impact and
to establish our organization as one that recognizes and responds
to the occupational risk for vicarious trauma. In 2006 the committee
conducted a survey which included 336 multidisciplinary staff in our
organization using the ProQOL measure of vicarious trauma. The survey
revealed vicarious trauma amongst our staff is higher than average for
helping professionals. The survey also looked at which client situations
are most vicariously traumatizing for our staff and in what contexts they
receive support for their occupational stress. From the results of this
survey a comprehensive set of recommendations were developed for
the organization. These recommendations were further added to after
completion of an extensive literature review on organizational strategies
for the management of risk for vicarious trauma. The presentation will
incorporate the findings from this survey, staff education sessions and
literature review and how our organization has responded in terms of
a position statement, education strategy and policy approaches with
a focus on peer support, reflective practice and staff education. The
recommendations made and lessons learned by our vicarious trauma
committee can be applied to all organizations that work with clients
who present with a history of trauma.
Jennifer M. Hensel, Ash Bender, Jason Bacchiochi, Carolyn S. Dewa
Description of the Problem: Workplace trauma can lead to disabling
psychological sequelae which may impact an individuals’ ability to return
to work. The Psychological Trauma Program (PTP) in Toronto, Canada is
a specialized provincial Workers’ Compensation Board assessment and
treatment program for workers who are experiencing psychological
symptoms after a traumatic workplace event. Characterizing these
workers will guide intervention development.
Objectives: This study will describe the PTP’s clients and the relationship
between traumatic event and diagnosis.
Methodology: Data from the PTP for all clients referred from 1999 to
2006 within one year of the traumatic event (n=593) were analyzed
using descriptive statistics. Occupations were coded according to
the Canadian Classification and Dictionary of Occupations (CCDO).
Diagnoses were determined using the Structured Clinical Interview for
DSM Disorders (SCID-I).
Results: The majority of clients were 25-55 years old (85.7%), male
(75.7%), worked in construction (27.7%) or manufacturing (20.8%),
had been at their event employer more than 2 years (57.8%) and had
experienced an accident (69.8%). Diagnoses were primarily PTSD (47.5%)
and mood disorders (27.3%) and did not significantly differ across age,
sex or occupation. Injury severity was significantly associated with
diagnosis (p<0.05), occupation (p<0.001), weeks with event employer
(p<0.05), event code (accident vs assault, p<0.001) and event type
(single vs repeated, p<0.01).
Abstracts / Résumés
Conclusion: Most workers have a diagnosis of PTSD. Event-related
factors and occupation are important determinants of injury severity.
Moreover, injury severity appears to be related to diagnosis. Future
research will investigate how these factors affect return-to-work
outcomes.
Michael P. Leiter, Heather K.S. Laschinger, Arla Day, Mary Ellen Gurnham,
Margot Latimer
Workplace hostility takes a huge toll on employees, deprives clients
of quality service, and loses employers lots of money. In response to
widespread breakdowns in workplace civility and with support from
the Program in Health Services Improvement, university and hospitalbased researchers established CREW (Civility, Respect, and Engagement
at Work) in hospitals in Nova Scotia and Ontario. This initiative addresses
the damaging impact of incivility on employees’ performance and well
being. It has implications for mental health at work, stigmatization, and
return to work initiatives as they all are affected by the social discourse
among colleagues. The CREW process develops the social environment
of work settings using a grassroots format. The research team trains onsite facilitators to deliver the program, building an ongoing institutional
resource. The research team conducts training events that they
follow up with mentoring sessions throughout the six-month CREW
implementation. After six months the team hosts an event including
hospital leadership, CREW facilitators, and researchers to review the
program’s impact and to plan for the next phase. This presentation
describes the CREW process and its impact through the initial phase with
eight hospital units employing over 400 people. The study contrasted
these units with 30 other units on a waiting list for a CREW intervention.
The research evaluated participating units through institutional data
on absences, turnover, and complaints. Also, participants completed a
survey of social relationships, perceptions of worklife, and wellbeing,
including burnout/work engagement, physical health, and mental
health. We will present the impact of CREW on these measures.
Session 1.1B:
Work, Life & Mental Health Promotion
Travail, vie et promotion de la santé mentale
Don Buchanan, Charles E. Cunningham, Stan Kutcher, Ian Manion,
Simon Davidson
Description of the Problem: Mental health problems in children and
young people may have secondary impacts on the workplace, as
working parents and caregivers struggle to find help with their child or
young person’s problems. Workplaces may also be excellent places to
distribute high-quality information about mental health problems in
children and youth, however little is known about how to deliver this
information, or if employees want to receive such information at work.
Objectives: This presentation will share the results of a choice-based
conjoint study conducted to examine employee’s preferences for
information. Choice-based conjoint studies have been used extensively
in marketing to design products. More recently this methodology
has guided decisions in health care. Recently published studies have
examined the information preferences of parents seeking help for their
child or youth with mental health problems, as well as the preferences
of mental health professionals in sharing information with parents. This
project extends that work into a broader look at information preferences
of employees.
Methodology: Relevant attributes were selected based both on previous
surveys with parents and on theoretical attributes posited by the Theory
of Planned Behavior (Ajzen 2002). Enrollment of participants is currently
underway, in a large multi-national corporation with employees in both
the U.S, and Canada.
Results and Conclusions: Data collection will be finished by June
2009, with the analysis and conclusions available by September 2009.
This project will yield information about the relative influence of
different information transfer attributes on the information choices of
different segments and simulate an optimal information strategy for
47
each segment. This project is a joint effort of the Provincial Centre of
Excellence for Child and Youth Mental Health at CHEO, the Jack Laidlaw
Chair in Patient-Centered Health Care at McMaster University, and the
Sun Life Chair in Adolescent Mental Health at Dalhousie University. The
project grew out of the 3rd meeting of the Global Business and Economic
Roundtable on Mental Health, held at Harvard University in May, 2008.
Session 1.1C:
Return to Work:
What We Can Learn from Supported Employment
Retour au travail:
ce qu’on peut apprendre de l’emploi supporté
Kendal Bradley, Paula Bude Bingham
Description of the problem: There is a lack of research describing
the mental health promotion programs, practices and policies that
champion organizations have implemented in their workplaces.
Objectives: To analyze the context in which workplace health promotion
programs currently exist. To investigate the resources and tools that
would aid organizations in planning, implementing and evaluating
mental health promotion programs in the workplace.
Methodology: Interviews were conducted with ten leaders of
workplace health promotion initiatives in organizations across Canada
that have been recognized publicly for excellence in health promotion
at work. After the interviews, the key informants completed an online
questionnaire that asked them to describe the development and
implementation of their health promotion initiative.
Results: Preliminary findings indicate that these organizations were
looking to implement evidence-based, easy-to use programs. Some
of the identified good practices were regular program evaluation,
revision opportunities to make necessary changes, employee as well
as management involvement in the program, and the integration of
new programs into existing medical, safety, employee assistance and/
or benefits programs.
Conclusions: Workplace champions are looking for well-researched,
easy-to-use and inexpensive programs to implement. A toolkit needs to
be created that will “walk” organizations through the process of creating
a mentally healthy workplace and highlights good practices and highquality resources.
Symposium Introduction: Mental disabilities and their consequences
represent a large burden in both human and financial terms since
approximately one-quarter of the world’s population will be directly
affected by this problem at some stage in their lives. In most industrialized
countries, vocational outcomes for people with mental disabilities
represent the cornerstone of the recovery. However, people with
severe mental disorders (e.g., schizophrenia) who obtain employment,
job tenure is still brief: from 3-7 months. With respect to people with
transitory mental disorders (e.g., adjustment disorders), work absences
often represent more than 40% of all claims inherent to salary insurance
regardless of the industrialized country. Several interventions/services
exist to help people with mental disorders to reintegrate the workplace
or return to work. Also, there has been a growing interest in the research
community in developing preventive interventions for reducing mental
health problems in the workplace. This symposium aims at looking at
the array of these interventions as well as strategies put in place and
barriers met for implementing preventive and RTW interventions as well
as vocational programs in different Canadian contexts.
Sharing Research on Work/Life, Mental Health, and Addictions
with Employers
Mark Attridge, Craig Thompson
Description of the Problem: Employers and employees have a general
awareness of mental health, addiction and job stress issues. What is
needed, however, is a more accurate and focused understanding of
these issues and practical suggestions for how to respond to these
problems that employers can put into action in the workplace.
Objectives: As a provider of employee assistance and organizational
health services, we wanted to support our clients by creating
educational tools that distilled the key issues and findings from research
and translated the information into useful reports for employers to read
and share within their companies.
Methodology: Working with expert research consultants, we performed
extensive literature reviews and also conducted a survey study of
employers and employees. Each topic was examined for areas of
understanding the nature of the problem, prevalence, consequences
and costs, treatment options and their effectiveness, employer action
steps, resource organizations and reports, and references.
Results: We produced three reports that were each written in a businessfriendly, non-academic editorial style that featured the use of quotes,
lists of key messages, and simple graphs and summary tables. Report 1 –
2007 – Under Pressure: Implications for Work-Life Balance and Job Stress (28
pages). Report 2 – 2008 – A Quiet Crisis: The Business Case for Managing
Employee Mental Health (32 pages). Report 3 – 2009 – Hidden Hazards:
The Business Response to Addictions in the Workplace (36 pages). These
reports were distributed to thousands of employers and workers across
Canada, featured in newsletters, and presented at several industry and
business conferences.
Conclusions: This project gathered current knowledge from the scientific
literature on several topics in workplace mental health and addictions
and translated it into a series of business-style summary reports that
were shared with employers. Implications for improving the knowledge
transfer of research to the business community are addressed.
48
Marie-France Coutu, Marie José Durand, Marc Corbière, Patrick Loisel,
Iuliana Nastasia
Problem: Mental disorders are among the main causes of short- and
long-term disability. In order to address this issue, a better understanding
of the level of distress and associated factors is needed.
Objectives: To describe the level of distress in employees working in a
Canadian governmental agency and identify the main work disability
factors associated with the level of distress.
Methodology: A web survey was conducted with all employees of the
governmental agency. Variables assessed were based on the models
of imbalance effort-reward, job demand, self-determination and selfesteem. The survey qualitative approaches using focus groups and an
ergonomic analysis (diary) of the mental load after a working day were
performed to document the main work disability factors.
Results: The level of distress found among respondents (n = 2368) was
significantly higher, when compared with the Quebec population. Main
disability factors associated with distress included the relationship
with the supervisor, the need for acknowledgement, work motivation
and work-family conflict. Results from the 11 focus groups (n= 86) and
193 diaries, factors explaining the results from the survey included:
Rapid and lack of control over organizational changes, perception of
incoherences between performance criteria and the agency’s mission
and lack of acknowledgement in the complexity of the job.
Conclusion: Based on these results preventive strategies and interventions on the individual and organizational level were suggested.
in Canada
Marc Corbière, N. Lanctôt, T. Lecomte, E. Latimer, P. Goering, B. Kirsh,
E. Goldner, D. Reinharz
Introduction and Objective: Supported employment (SE) is an
evidence-based practice that helps people with severe mental disorders
obtain competitive employment. The implementation of SE programs
in different contexts has led to adaptations of the SE components,
therefore impacting the fidelity/quality of these services. The objective
of this study was to assess the implementation of SE services in three
Canadian provinces (BC, ON and QC) by assessing the fidelity and
describing components of SE services.
Method: A total of 23 SE programs participated in the study, nine in
BC, seven in Ontario, and seven in Quebec. The Quality of Supported
Employment Implementation Scale (QSEIS) is a semi-structured
interview designed to assess the implementation of SE programs for
We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver!
people with severe mental illness. The QSEIS consists of 33 items, each
rated on a 5-point behaviourally anchored response scale.
Results: Cluster analyses revealed six profiles of SE programs that varied
from high to low level of fidelity with a focus on specific components,
and reflected the reality of service delivery settings. We can also observe
that five out the six profiles of Canadian SE programs presented a high to
moderate fidelity of SE components’ implementation while one profile
had a low level of implementation.
Conclusion: These SE profiles reflect the reality of the provider organization in which the SE programs are implemented. Future investigations
considering other programmatic and contextual factors, are needed to
expand our understanding of the work integration of people with severe
mental disorders.
Therapeutic Return-to-Work Program:
Can It Be Adapted for Common Mental Disorders?
Marie-José Durand, Marie-France Coutu, Louise St-Arnaud, Marc Corbière
Description of the problem: Common mental disorders are one of
the main causes for work absenteeism with increase in the incidence
and cost related. Return-to-work (RTW) interventions offered to this
clientele are scarce. Current evidence support the relevance of adopting
the disability paradigm and considering the RTW clinical activities
conducted with workers with musculoskeletal disorders in the design of
RTW programs for workers with mental health problems.
Objectives: The main objective of this study is to adapt and transfer
the Therapeutic Return to Work (TRW) program, initially developed and
tested for musculoskeletal disorders, to workers with common mental
disorders referred by an insurer. More specifically, this study aim to 1)
develop a service utilization plan of the TRW program and 2) test its
feasibility.
Methodology: The service utilization plan was developed using a
participatory approach where the main actors in the process (i.e.
clinicians and insurer’s counselors) met with the researchers to define
practical details such as subjects’ recruitment and activities. A pilot study
was done to test the feasibility of the program. It consisted of a multiple
case study (n=10) in which a case comprised four actors: worker absent
from work, supervisor, clinician and insurer’s counselor.
Results and conclusion: A service utilization plan was developed but
its implementation was impeded by several obstacles. One of the
main obstacles was the involvement of partners belonging to different
organizations, each with their own objectives and constraints. This
presentation will mainly focus on the facilitators and obstacles related
with the program implementation.
13:00 – 14:00
1.2 Poster Session / Session d’affiches
Poster / Affiche 1
Mental health and work-family conflict have been related in several
studies. While numerous studies have investigated the effects of work,
nonwork, and individual factors on work-family conflict, few studies
considered individual variables such as personality or skill level (Baron,
2005). Given the demonstrated influence of such individual variables on
how people experience their work and nonwork roles, this would appear
to be a major flaw in work-family research. Moreover, given the inability
of substantially modifying many of the work and nonwork factors
associated with work-family conflict, individuals and organizations
might need to pay more attention to the influence of personality or other
individual variables. Our study seeks to advance this issue by including
personality variables in models of work-family (WFC) and family-work
conflict (FWC). We argue that congruence is the linking mechanism
between the work and family domains and hypothesize that personality
is associated with both WFC and FWC. Analysis of questionnaire data
from 410 municipal employees in Quebec helped determine the
influence of general (i.e., big five) and specific (i.e., self-esteem, locus of
control) personality traits on both WFC and FWC relative to that of work
(i.e., psychological demands, abusive supervision), nonwork (i.e., marital
strain, social support), and demographic variables (i.e., sex, age, income,
spousal employment, number of children living at home). The significant
associations suggest that individual and organizational actions might
be most effective when they give full consideration to the associations
between personality variables and WFC and FWC.
Poster / Affiche 2
Threat of imminent job loss can negatively affects employees’ mental and
physical health, and organizational outcomes. We tested a transactional
stress model in an insecure work environment and explored whether
perceived stress accounted for the links between job insecurity and
mental health. We also investigated the effect of workplace social
capital on mental health. Four potential moderators (gender, age, union
membership, tenure) were tested to identify at-risk groups. Participants
were employed adults collected from two communities in Eastern Ontario
(N=228). Due to an economic downturn there has been significant job
loss in the area, producing an insecure work environment.
Results indicated that the relation between perceived job insecurity
and depression and anxiety was partially mediated by perceived stress,
as predicted from the stress model. No interaction was found between
any of the moderators and workplace social capital, indicating that
collective support reduces stress regardless of the demographic. There
was one significant moderator in the relationship between job insecurity
and stress: employees who were employed longer perceived less stress
in the context of job insecurity compared to employees with less tenure.
In the current economic climate, job losses and job insecurity will
become more widespread, thus threatening the health and productivity
of workers. This study indicated that increased feelings of community
within the workplace may enhance mental health for employees. Future
analysis of the longitudinal data will confirm these results.
Poster / Affiche 3
Elizabeth Smailes
Introduction: The greatest challenge of change initiatives is often not
the development of initiatives but successfully engaging employees
in change. Employee led change is one form of change that gives
employees the opportunity to creatively engage in the improving their
work environment. The presentation will cover the following topics:
1) the steps managers can take to facilitate employee led change, 2)
examples of change that have taken place in BC healthcare, 3) options
for the evaluation of change, 4) pros and cons to employee led change
and 5) how attendees can apply the model to their work settings. These
concepts will be presented using examples from a BC employee led
change initiative titled ‘Changing the workplace: Improving the mental
health of hospital workers.’
Method: Thirty six acute care units from three health authorities have
been randomly selected and randomly assigned to intervention (18
units) and control (18 units) groups.
Results: Healthcare workers in the 18 intervention units successfully
implemented unit level change initiatives of their choosing.
Conclusion: Employee led change appears to be an effective way to
engage healthcare workers in change and develop change capacity.
Poster / Affiche 4
and Allostatic Load
Sex differences in stress-related conditions are undoubtedly moderated
or even mediated by socio-cultural pressures that shape individual
personality traits. We assessed whether gender-roles differed from sex in
their ability to predict physical symptoms and an allostatic load (AL) index
49
measure of physiological dysregulations. Nineteen female and eleven
male full-time Montreal general workers ages 27 to 65 participated.
Blood samples were assayed for cortisol, dehydroepiandrosteronesulphate, c-reactive protein, fibrinogen, insulin, glycosylated haemoglobin, albumin, creatinine, pancreatic amylase, triglycerides total
cholesterol and HDL-cholesterol. Participant`s waist-to-hip ratio, heart
rate, systolic and diastolic blood pressures were also recorded. Biomarker
levels falling within high-risk quartiles (high and low ranges) based on
biomedical normative ranges were aggregated into an AL index. The
Wahler Physical Symptoms Inventory measured physical symptoms
and the Bem Sex Role Inventory assessed masculinity and femininity.
Two linear regressions with sex, gender roles, and age entered as
coefficients were computed for both (1) physical symptoms and (2)
AL indices. Model 1 was statistically significantly predicted by sex and
gender role, whereby being male and/or having greater masculinity
related to increased ratings of physical symptoms. Model 2, however,
was significantly predicted by gender role only, with higher masculinity
ratings relating to higher AL levels. That higher masculinity was related
to increased physical symptoms and physiological dysregulations
corroborates previous research suggestive of increased susceptibilities to
hyper-arousal pathologies such as cardiovascular disease in masculinetyped individuals. We postulate that masculine gender-roles may render
individuals more vulnerable to physiological ailments via inadequacies
to cognitively and behaviourally adapt to chronic stress.
Poster / Affiche 5
Worker Allostatic Load Effects on Diurnal
and Reactive Stress Measures
The allostatic load (AL) model proposes that chronic stress contributes
to physiological ‘wear and tear’ as dysregulated stress hormone levels
like cortisol (C) exact deleterious effects on multiple biological systems
and increase vulnerabilities to stress-related diseases like depression.
We investigated the effect of AL indices on diurnal C fluctuations and
stress reactivity measures induced using the Trier Social Stress Test (TSST).
Thirty full-time Montreal general workers ages 27 to 65 participated.
Blood samples were assayed for C, dehydroepiandrosterone-sulphate,
c-reactive protein, fibrinogen, insulin, glycosylated haemoglobin,
albumin, creatinine, amylase, triglycerides, total and HDL-cholesterol.
Participant’s waist-to-hip ratio, systolic and diastolic blood pressures
were also recorded.
Biomarker levels within high-risk quartiles based upon biomedical
normative ranges were aggregated into an AL index subsequently
categorized into high and low groupings. Diurnal C was measured on
two days upon awakening, 30 minutes afterwards, 2:00PM, 4:00PM
and before bedtime. Stress reactivity was assessed using 10 repeated
measures of salivary C, alpha-amylase, recordings of blood pressure
and heart rate throughout the TSST protocol involving public speech
and mental arithmetic tasks. The Beck Depression Inventory (BDI)
was also administered. Repeated measures ANOVAs were employed
to assess AL group effects on stress reactivity with BDI scores entered
as a covariate. The high AL group had significantly lower diurnal and
reactive C levels but significantly higher concurrent blood pressure
and heart rate throughout the TSST. Consistent with expectations, the
observed sluggishness of C activations and simultaneous elevations
in cardiovascular reactivity resembles PTSD profiles characterized by
blunted C and elevated catecholamine levels.
Poster / Affiche 6
Examination of Factors Associated with the Mental Health Status
of Principals
Problem: In an effort to better prepare future generations of workers for
the new labour market, new and increased demands have been placed on
the educational sector. There is mounting evidence these demands have
exposed principals to an increasing number of work-related stressors.
Objective: This study examines the association between self-reported
50
working conditions of principals and job satisfaction and their physical
and mental health status.
Method: This study uses secondary data from a quality improvement
survey conducted by the Healthy Workplace Committee of a large school
district in Ontario, Canada. Principals and vice-principals (n=108) were
surveyed. The SF-12 Health Survey (version-1) was used to measure the
physical and mental health status of the sample. The Job Satisfaction
Survey, a 36-item scale was used to measure nine major aspects of job
satisfaction, specifically for human service, public, and nonprofit sector
organizations. Logistic regression models were used to explore factors
associated with low mental health or physical health.
Results: Results of the logistic regression models indicated that factors
associated with lower physical health status are dissatisfaction with fringe
benefits, with co-workers, with nature of work and age. Dissatisfaction
with contingent rewards, nature of the work and working in secondary
schools were associated with lower mental health status.
Conclusion: This study highlights potential mental health problems
among principals, a group of educators and middle managers that are
often overlooked. The results provide evidence that their satisifaction with
their work characteristics is associated with their mental health status.
Poster / Affiche 7
Walking for Wellness:
Using Pedometers to Decrease Sedentary Behaviour
and Promote Mental Health
Purpose: This pilot study examined the effects of a 4-week intervention
using a pedometer to increase physical activity and mental health status
and decrease sedentary behaviour among working adults.
Design: A non-equivalent quasi-experimental control group design was
used.
Analyses: Descriptive analyses and nonparametric procedures were
employed.
Results: At baseline, there were no statistically significant differences
with regard to average daily time spent sitting between the group that
used pedometeres and the one that did not. After 4-weeks, a statistically
significant decrease in the average daily time spent sitting as well as
an improvement in mental health was observed among pedometer
users. In contrast, there were no significant changes with regard to this
outcome for non-users.
Conclusion: Our results highlight the potential benefits of a simple shortterm intervention for workers that could decrease sedentary behaviour
and increase mental health status of working adults.
Poster / Affiche 8
Description of problem: In response to societal stigma and negative
stereotypes about mental illness, people often conceal symptoms
and fail to seek treatment. What we know of early identification is that
when a person experiences a mental health problem and they obtain
treatment in the first few months of their illness, early recovery is more
likely; early detection and treatment also reduce the likelihood that the
mental health problem will become chronic. When short-term disability
becomes long-term, there is a lesser chance that the person will be able
to return to previous levels of proficiency. These are important economic
factors.
Objectives: Train managers how to identify and address mental health
issues, including emotional distress and burnout with employees. In
training managers MHW equips them with the skills and knowledge
to feel more comfortable addressing these often concealed and
misunderstood issues.
Methodology: Effective adult education strategies that are proven to
reduce stigma are used, such as videotaped interviews with people who
live and work with mental health issues. The workshops have useful
information, resources and skill practice for effective performance
management when mental health or addiction is a concern.
Results: Excellent! MHW has grown to 40 certified trainers now delivering
training across Canada in both official languages. We have solid qualitative
and quantitative data ready to share. Mental Health Commission of
Canada has endorsed a workshop designed to reduce stigma.
Conclusions: There is much more work to be done, but Mental Health
Works is committed to reducing stigma in the workplace.
Poster / Affiche 9
Promising Predictors of Work Outcomes
for Adults with Schizophrenia
Julie Haslam
An exhaustive literature review reported an urgent need for developing
evaluation tools with robust psychometric properties to evaluate and
predict work capacities of people with a severe mental illness like
schizophrenia. It underlined the importance of functional evaluations
as a part of the process of the work capacity evaluation of this
population. Within that context, an exploratory study was conducted
to investigate if the processes of task performance as measured by
the Assessment of Motor and Process Skills (AMPS) may discriminate
the level of employment of this population. Twenty adults with
schizophrenia who were engaged either in competitive employment,
supported employment, prevocational training, or non vocational
activities, participated in this prospective study. They completed
the AMPS, the Positive and Negative Syndrome Scale, the Addiction
Severity Index, and the Worker Role Interview to gather data about
their occupational performance, symptoms, drug and alcohol use,
psychosocial and environmental factors that might influence their workrelated outcomes. Analysis revealed a moderate relation between the
level of employment and the global scores of the process skills scale
in the AMPS. This should be seen as preliminary evidence that beyond
the basic cognitive functions, processes of task performance may also
be a predictor of work-related outcomes for this population. Results
highlighted the importance of considering one’s personal causation and
worker roles when assessing work capacities for this population. Finally,
findings supported the four levels of employment used in this study as
a continuum in terms of level of functioning and expectations related to
productivity and competitiveness.
Poster / Affiche 10
Paula M. Cayley
Description of the Problem: Employee and Family Assistance Programs
(EAPs) often act as the “first line of defence” for stressed and depressed
employees by providing short-term counseling. Some barriers to
counseling include reluctance to take time off work, especially in rural
areas where there are greater travel distances. Counseling conducted
over the telephone may overcome some of these barriers.
Objective: To assess in a pilot study the clinical and work productivity
effects of a brief intervention using telephone-administered cognitive
behavioural therapy (CBT) in an EAP setting.
Methodology: Self-referred clients attending the Interlock EAP
with depressive symptoms at assessment were offered an 8-session
telephone-administered CBT program based on the Simon, Ludman
and Tutty model from the Seattle Group Health Cooperative. Outcomes
before and after intervention were assessed with the Personal Health
Questionnaire (PHQ-9), Global Assessment of Functioning (GAF) and
clinician ratings of work absence and performance impairment.
Results: 39 clients participated in the pilot and 31 completed the telephone
CBT program. Those completing the program showed significant
improvement in both PHQ-9 and GAF scores. There was also significant
reduction of performance impairment scores but not work absence.
Anecdotally, participants reported high satisfaction with the program.
Conclusions: The results of this pilot study suggest that a brief telephoneadministered CBT program can improve depressive symptoms, work
productivity, and general function in depressed clients attending an
EAP. The limitations of this study include the lack of a comparison or
control group, so further controlled studies are needed to confirm these
preliminary findings.
Poster / Affiche 11
The Acute Psychological Trauma (APT) study addresses treatment and
return to work for workers suffering psychological trauma. Many work
settings, such as police, EMS and transit, involve traumatic exposures
and face issues related to acute and chronic traumatic stress disorders in
workers. The significant costs of a trauma can include worker suffering,
time off work, and both compensable and non-compensable insurance
claims. The Toronto Transit Commission (TTC), in collaboration with CAMH
and SMH, is currently participating in a case study aimed at addressing
lost-time from work due to psychological trauma. The study examines
barriers for traumatized TTC employees to seeking help and returning to
work. Qualitative interviews have been conducted which explore what
traumatized TTC employees perceive as obstacles in overcoming their
injury and returning to work. The final phase involves implementing
and evaluating a best-practice intervention (BPI) entailing education
and training, screening and surveillance, selective specialty referral and
return to work coordination – all of which aim to reduce the costs listed
above. A pre/post-intervention method will be employed to test the
efficacy of the BPI. The date of traumatic event to time to return to work
and costs would be compared between treatment as usual (TAU) and
the BPI. The knowledge garnered from this research has the potential
to help reduce costs to employees, employers, and insuring agencies.
This presentation will present initial findings regarding the TAU cohort
as well as current implementation strategies for the BPI.
Poster / Affiche 12
Objective: This presentation will explore the strategy, activities and
impact of the Ontario Mental Health and Knowledge Exchange Network
(OMHAKEN). OMHAKEN is a network through which researchers engage
with a variety of stakeholders to promote the uptake of mental health
and addictions research in policy, planning, and program delivery,
to improve services and support for people with mental health and
addictions challenges.
Description of Problem: OMHAKEN is currently focused on employment
and education for people with serious mental illness as lack of access
to these areas has a significant impact on a consumer/survivors, ability
to achieve recovery. The lack of research uptake poses a barrier to
the adoption of evidence-based practices, programs and policies in
employment and education.
Methodologies: OMHAKEN uses a ‘network of networks’ approach
to leverage already existing networks so that OMHAKEN’s impact is
enhanced. The network is engaged in using other best practice methods
of knowledge exchange, including:
· Highlighting research, promising practices and developing an
annotated bibliography relevant to education and employment for
individuals with serious mental illness;
· Dissemination of plain language summaries of select journal articles;
· Convening of an employment and education working group with
stakeholders from different sectors; and
· Hosting knowledge exchange events.
Results: We will present results of an evaluation of OMHAKEN’s work
with respect to the network’s overall purpose, structure and impact.
Conclusion: A network increases opportunities to expand the reach and
uptake of research. Incorporating an evaluation helps to continuously
improve the quality and effectiveness of the network.
Poster / Affiche 13
Growing numbers of persons with lived experience of a mental health
problem are gaining paid employment within traditional mental health
settings. Despite this growing trend, little research has examined
51
the factors that promote successful work experiences for these
individuals. The purpose of this research is to explore and describe
how organizational factors impact the work experiences of employees
with lived experience of a mental health issue working at a large urban
mental health agency. A grounded theory approach will be used to
analyze data collected through semi-structured interviews. Findings
regarding accommodations, workplace policies, organizational culture,
relationships and patterns of communication will be discussed in terms
of their implications for employees with lived experience of mental
health problems and their employers.
Poster / Affiche 14
Problem: Employers struggle to identify employees with mental health
problems and link them to effective treatments. In response, a novel
internet-based mental health screening and management system was
developed, known as FEELINGBETTERNOW.COM (FBN). This system
has been provided as a free, anonymous employee benefit through a
number of Canadian corporations. FBN helps the employee and their
physician optimize diagnosis, treatment and compliance in the medical
care of common mental disorders.
Objectives: To describe FBN in terms of participant involvement, and
describe one year outcomes in a large organization.
Method: FBN will be demonstrated as how one individual would
enter personal health information. Specific tools screen for potential
diagnoses of mood, anxiety, and substance abuse, while other tools
measure symptom severity, workplace disability, and provide evidence
based psychotherapy and medication treatment guidance.
Results: In a large organization, utilization was expected to be 3-5% in
one year. In actual performance, almost 20% utilization was noted, with
75% of users meeting criteria for a likely DSM-IV diagnosis. Most were
untreated and received treatment suggestions derived from Canadian
guidelines; of those in treatment, 20% had either diagnosis or treatment
changed as a result of FBN. In addition, qualitative data demonstrates
high satisfaction from users and family physicians.
Conclusion: FBN is an inexpensive and anonymous Web Based tool that
has high uptake and acceptability for users, physicians, and employers.
In addition, FBN identifies many individuals with mental disorders and
provides the user and their family physician with relevant treatment
advice derived from major treatment guidelines.
16:00 – 18:00
Session 1.4A:
Reintegration into the Workforce
Réintégration dans la main d’œuvre
Dave Gallson
Description of the problem: High level of Unemployed Persons with
Objectives: To provide skills development, self-esteem, self-confidence,
workplace habits and ethics, interview skills and positive employment
traits for participants in order to assist them obtain and retain
employment; thereby increasing their socio-economic health and
wellbeing.
Methodology: Develop effective partnerships with the business
community to become involved with the project through presentations,
steering committee membership, and providing job opportunities for
graduates; Increase the total number of persons with mental illness
who find jobs or pursue educational goals; Recognize and promote the
capacity of society to offer employment to people with mental illness;
52
Work with the business community and the public to address the issues
of stigma in the community and workplace for persons with mental
illness; As part of our project long-term sustainability we believe that
that it is crucial that we present provincial and regional funders with
an innovative project with results based outcomes which will facilitate
ongoing support of the project. Promote coordination between federal,
provincial, and regional disability support programs to address barriers
to employment for individuals with mental health issues. A unique
element of our project is that we incorporate the pilot project, bring in a
local Board, and divest it to the community.
Results: Over 750 persons with M/H issues returned to employment in
the last six years. (50 more went on to school).
Conclusions: The BUILT Network project has become the most successful
employment project for persons with m/h issues in Canada.
Employment Works! Examining a Human Resource Recruitment
& Retention Strategy Targeting People with Mental Health and
Addiction Challenges
Diana Capponi
Objectives: (1) To describe a Human Resources recruitment and retention
strategy that targets people with mental health and/or addiction
challenges. (2) To examine the effectiveness of the strategy
Background/Rationale: Recent research quotes an 85% rate of
unemployment for those that have received mental health and/or
addiction challenges. Although there are services which assist people
to access entry level jobs, there are few that effectively help people
back into the workforce at the level where they were once functioning.
Employers do not know how to effectively accommodate mental health,
nor successfully return to work.
Methods: A logic model will be used to describe both the inputs and
outputs and resources of the program. Effectiveness of the strategy will
be evaluated using recruitment & retention strategy outcomes.
Results:Successes: Over 60 individuals employed at CAMH over five
years. 30% of people who contact Employment Works! find employment
elsewhere. Anti-Stigma education incorporated into new employee
orientation establishment of unusual suspects group. Monthly
presentations to new staff orientation sessions about Employment
Works! and the Unusual Suspects. Decrease in stigma in the workplace.
Challenges: Unionized workplace, two separate unions. Internally
Stigma and discrimination still prevalent. Having other employers adopt
this strategy, stigma very prevalent. Maintaining confidentiality.
Conclusions: People do recover and become productive workers
with a strong commitment and appreciation for their employment.
CAMH services improve as the number of people working here with
personal experience provide services. Healthy for employers to discuss
mental health in the workplace, it increases mental health literacy. For
those individuals who have decided to disclose their status, they are
committed to having these workplace discussions. Could be adopted
within any organization that has a Human Resources Department.
Richard L. Leavy
Problem: No literature review of research on work stress and drinking
has been published in the past ten years. Models of stress-related
drinking have become more complex in the intervening years. A review
of the recent research was needed.
Objective: This paper reviews the relevant cross-sectional and
longitudinal studies published in the past decade to identify evidence
for direct links between work stress and drinking and relationships that
are moderated and mediated by other variables.
Method: All English language quantitative research on work stress and
drinking published from 1999 to the present was identified, evaluated,
and summarized. Fifty-four cross-sectional and 11 longitudinal studies
were included in the review.
Results: Cross-sectional research indicated that drinking is more likely to
be affected by extreme forms of work stress such as sexual harassment,
bullying, and critical incidents than expected forms such as heavy
workload and low decision control. Longitudinal studies provided
additional evidence for a causal link between work stress and drinking.
Conclusions: Work stress-drinking associations may be more likely
when work stress is extreme. This suggests focused interventions in
the workplace that may prevent or diminish the impact of stress on
problematic drinking.
Dave Pedlar, Linda Vantil, Deniz Fikretoglu
The impact of mental illness on the workplace has been examined in
terms of its effect on decreased productivity. This corresponds to a
continuum of work with most of the workforce well and at work, some
with symptoms that decrease productivity (presenteeism), some absent
on sick leave, and small part of the workforce with prolonged disability.
This presentation focuses on the far end of the continuum: workplace
reintegration for those with a prolonged mental disability. The Veteran
population presents special challenges since they are leaving the military
workforce and reintegrating to a new civilian workplace. Reintegration
difficulties are compounded for those with a mental disorder.
The objective of the presentation is to present relevant findings from
a literature review used to develop a preliminary tertiary prevention
model for Veterans with mental disorders. Components of the model
include various organizational levels of the personal, health care,
workplace, and compensation systems. The inter-disciplinary model
incorporates key concepts from psychology, psychiatry, epidemiology
and rehabilitation. This provides a framework for understanding the
interplay of workplace, compensation, health care, and personal
determinants of successful reintegration.
This presentation provides an opportunity to expand knowledge
on the impact of mental health on workplace reintegration of Veterans.
Future research will examine interventions to increase successful
reintegration of Veterans into civilian life.
Session 1.4B:
Perspectives on Disability Management
Perspectives sur la gestion de l’incapacité
Re-Thinking “Us” Versus “Them”:
Mental Illness Among Healthcare Employees
Sandra Moll, J. Eakin, C. Strike, R. Franche
Employees in the mental health system are hired for their expertise
as service providers. If they personally experience mental health or
addictions issues, however, traditional staff-client boundaries may be
challenged. Stigma can be a significant issue, leading to workplace
discrimination and delays in seeking treatment. Although we know
stigma is a problem, we know little about how it unfolds within the
context of work. The objective of this study was to explore the experiences
of staff within a healthcare organization, and how the interactional,
structural and discursive dimensions of the work environment shaped
their response to mental health and/or addictions issues. An institutional
ethnography approach was adopted which enables exploration of dayto-day experiences within the broader social relations of work.
The study was conducted at a large mental health and addictions
organization. Sources of data included: in-depth interviews with 18 staff
members who experienced mental health and/or addictions issues;
interviews with 11 workplace stakeholders who interact with ill staff
members (eg. managers, unions, occupational health providers); and
review of organizational texts related to health, illness and productivity.
Qualitative analysis of the transcripts and texts explored institutional
practices that led to staff being defined as unwell, and in some cases,
problematic. Social positions within the institutional hierarchy created
differential expectations for performance and rules for disclosure.
Tensions were evident between clinical versus business approaches to
dealing with mental illness and addictions among staff. Study findings
inform our understanding of how to address contextual dimensions of
stigma within a healthcare environment.
Marisol Moore, L. St-Arnaud, G. Fournier, M. Saint-Jean, J. Rhéaume
Problème : Les pressions exercées par les transformations du travail
ont des effets sur la santé psychologique des travailleurs. On constate
une hausse des absences liées à des problèmes de santé mentale. Peu
d’études ont été réalisées auprès de travailleurs du secteur privé.
Objectif : Cette étude s’inscrit dans le cadre d’un projet de recherche plus
large visant à documenter le processus de construction de l’incapacité de
travail[1]. Ce travail cherche à comprendre comment le questionnement
des valeurs, le maintien du lien d’emploi ou du métier marquent le
processus de retour au travail des individus s’étant absentés.
Méthode : La méthode s’appuie sur un devis qualitatif basée sur
l’analyse de 43 entretiens auprès de travailleurs salariés s’étant absentés
du travail en raison d’un problème de santé mentale. Pour retracer leurs
cheminements, nous avons mené une analyse thématique de contenu
sur une sélection de 21 entrevues concernant les travailleurs ayant
effectué un retour au travail.
Résultats : Seulement 8 participants ont effectué un retour au travail
chez le meme employeur. Tous les autres ont entamé une démarche
d’exploration vers de nouveaux types d’emplois ou on remit en doute la
pratique de leur profession initiale. Certains travailleurs oscillent entre
un passé douloureux et un avenir incertain.
Conclusion : Le retour au travail est marqué par la présence ou l’absence
de différentes pratiques de soutien qui ne sont pas sans effets sur le
processus de rétablissement, de retour au travail et de maintien en
emploi.
[1] Étude menée par St-Arnaud, L., Fournier, G., Saint-jean, M. et
Rhéaume, J. (2004-2007). Construction sociale de l’incapacité de travail.
Subvention Conseil de la Recherche en Science Humaine du Canada.
Supervising Individuals with Lived Experience of Mental Illness:
Employer’s Perspective
Ashley Jewett, Bonnie Kirsh, Gregory Kim
Research into mental health and employment has largely focused on
the needs and issues of consumers/employees. Little is known about
the issues facing employers and how they perceive the challenges and
benefits of supervising employees with mental health problems. The
purpose of this study is to examine the experiences of employers who
supervise individuals with lived experience of mental illness. It addresses
factors that help and hinder meaningful work experiences for these
supervisors, approaches to decision-making about accommodations
at the workplace and the impact of organizational culture on the work
experience, amongst other factors. This qualitative, grounded theory
study consists of semistructured interviews with employee managers at
a large urban mental health agency. Findings related to the dilemmas,
benefits and challenges of supervising someone with lived experience
of mental health as well as issues around resources, supports, and
accommodations will be presented. Implications for creating
successful work experiences are discussed.
(WITHDRAWN) / (RETIRÉE)
Stigma in the Hiring Process:
Employer Perceptions of Mental Illness and Substance Abuse
Beth Angell, Matthew Spitzmueller, Patrick Corrigan
Low employment rates among persons with psychiatric disabilities
have been linked to stigma, yet little is known about the process by
which such discrimination occurs. This qualitative study examines
employers’ assumptions about the capacities of potential workers with
mental illness vs. those with substance abuse problems and shows how
these attributions translate into negative expectations for workplace
performance. Semi-structured interviews were conducted with a
representative sample of 40 small business employers in a major U.S. city.
Interviews inquired about firm origins and development; description of
the hiring process, with focus on entry-level hiring; and experiences the
employers had with workers with mental illness with various behavioral
health conditions as well as their perceptions about these persons as
potential hires. Employers characterized people with mental illness as
exhibiting bizarre and confused thinking as well as erraticism, whereas
they predicted that people who abuse substances would be unreliable
and exhibit poor judgment in the workplace. Employers worried that
both types of workers would compromise safety in the workplace and
that their interpersonal deficits would harm the business; however, these
concerns were manifest differently across mental illness vs. substance
abuse. These attributed characteristics clashed with employers’ vision of
53
an idealized worker (flexible, motivated, dependable) and were seen as
incompatible with the physically intimate and generalist nature of small
business environments. These results complicate the disclosure dilemma
and suggest that anti-stigma campaigns must go beyond training the
public to become more empathic toward people with mental illness by
targeting specific contextual concerns of employers.
Session 1.4C:
Burden of Mental Illness & Workplace Factors
Associated with Mental Health
Impact de la maladie mentale et facteurs
en milieu de travail associés à la santé mentale
Economic Implications of Workplace Substance Use, Gambling,
and Mental Health in Alberta, Canada
Angus Thompson, Stephanie Phare, Philip Jacobs, Rita Yim,
Carolyn S. Dewa
This study is the third in a series of surveys of workplace addictive
behaviours in Alberta, Canada. Waves I (1992) and II (2002) examined
employee and employer responses to items on use of alcohol, illicit
drugs, medicines, and tobacco. Wave II also included items on problem
gambling. In Wave III (2009) core questions were held constant to allow
estimates of changes in incidence over time. Sections on mental health
were added that allowed formulation of psychiatric diagnoses, and the
economics section was enhanced. The results over the first two waves
show that most employees report being problem free. Nonetheless, there
are significant numbers whose level of use puts them at substantial risk
of harm to themselves and their families, and to their work productivity.
Alcohol use was the most common of the addictive behaviours among
Alberta workers, with prevalence of consumption being relatively
constant from 1992 to 2002 (81% & 80%), but with significant variation
across industries. Costs due to alcohol use in the workplace outstripped
all others at an estimated $51 million in 2002. The proportion of workers
who reported drug use rose from 6% to 10% (primarily cannabis). Wave
III data will be analyzed in conjunction with data from Waves I and II to
examine trends across the three testing times. The new information
on mental health, and more extensive economic analyses, will provide
a more comprehensive array of the major predictors of addictive
behaviour, and provide additional important information to employers
and employees.
Guarding Minds @ Work (GM@W):
A Workplace Guide to Psychological Safety and Health
Joti Samra, Merv Gilbert, Martin Shain, Dan Bilsker
Description of Problem: Workplace prevention and promotion efforts
have typically focused on the physical aspect of human health. However,
evidence suggests a strong need for prevention and promotion efforts
focused on identifying and reducing the effects of organizational factors
that impact employee mental health. The research question relates to
how we, as mental health investigators, can draw on current knowledge
and evidence to create a practical resource that enables employers to
establish a psychologically safe and healthy work environment.
Objective(s): To develop an evidence-based and user-friendly resource
that employers can use to (a) assess for psychosocial risks in the
workplace; (b) respond to identified risks; and (c) evaluate whether
response strategies were effective.
Methodology: A comprehensive review of the empirical and applied
literature on psychosocial risks in the workplace was conducted. Expert
stakeholder input was obtained from both international experts and
a range of key workplace stakeholders across Canada. Twelve key
psychosocial risk factors were identified. Qualitative and quantitative
input on the content of these domains was obtained through a
combination of focus groups and electronic surveys.
Result(s): This research resulted in the development of Guarding Minds
@ Work (GM@W): A Workplace Guide to Psychological Safety and Health,
a comprehensive assessment, response and evaluation strategy that
helps employers to assess for, respond to and evaluate psychosocial
risks in the workplace.
54
Conclusion(s): GM@W is a comprehensive, evidence-based resource
that employers can utilize to accurately assess for psychosocial risks
in their workplace and identify practical responses in order to create a
psychologically safe and healthy workplace.
JianLi Wang, N. Schmitz, Carolyn S. Dewa, S.A. Stansfeld
Objectives: To (1) estimate the incidence of major depression by
levels of socioeconomic variables in the working population, and (2)
investigate the impacts of perceived changes in job strain on the risk of
major depression.
Methods: For the objectives, data from the longitudinal cohort of
the Canadian National Population Health Survey were used. Major
depression was assessed by the Composite International Diagnostic
Interview – Short Form in the NPHS.
Results: Based on data from 2000/01 to 2006/07, low education level (odds
ratio = 1.86, 95% CI: 1.28, 2.69) and financial strain (odds ratio = 1.65, 95%
CI: 1.19, 2.28) were associated with an increased risk of major depression.
Working men who reported low household income (12.9%) had a higher
incidence of MDE than others. The NPHS participants were classified into
four groups by changes in job strain status from 1994/95 to 2000/01 (no
change in low job strain, no change in high job strain, changing from high
to low job strain and changing from low to high job strain). The incidence
proportion of major depressive episodes in each of the four groups was
4.0%, 8.0%, 4.4% and 6.9%, respectively. Participants who reported a
change from high to low job strain had similar risk of major depression as
those who were exposed to a persistently low job strain.
Conclusion: Socioeconomic inequalities in major depression exist.
However, the inequalities may depend on measures of socioeconomic
status, gender and employment status. Reducing job strain may have
positive impacts on the risk of depression.
Les résultats d’une intervention participative
visant agir sur l’environnement de travail
Nathalie Jauvin, Julie Dussault, Renée Bourbonnais, Michel Vézina
Les difficultés liées à la santé mentale constituent un des types de
problèmes de santé les plus fréquents, coûteux et invalidants dans la
population en âge de travailler. Plusieurs études ont documenté l’effet
des contraintes psychosociales au travail sur la survenue des problèmes
de santé mentale. Toutefois peu d’études rigoureuses évaluant des
interventions visant à diminuer ces contraintes et leurs effets néfastes
sur la santé ont été réalisées et celles disponibles comportent des limites
méthodologiques importantes.
L’objectif principal de l’étude dont il sera question consistait à évaluer
une intervention participative visant la réduction de quatre contraintes
psychosociales précises de l’environnement de travail (demande
psychologique élevée, latitude décisionnelle faible, faible soutien social
des collègues et des superviseurs, déséquilibre efforts-reconnaissance)
et la réduction des problèmes de santé mentale et de la violence
interpersonnelle dans trois centres de détention (CD) provinciaux du
Québec.
Les trois principaux objectifs de cette étude étaient (1) de produire des
connaissances permettant de développer des interventions appropriées
pour diminuer la prévalence de contraintes psychosociales au travail
ciblées, (2) d’évaluer le processus d’implantation des interventions
et (3) d’évaluer les effets de l’intervention sur les variables ciblées. Un
questionnaire administré avant l’intervention (2004) puis à deux reprises
après (2007; 2009) a permis d’évaluer les impacts des interventions.
L’intervention a produit des résultats intéressants, porteurs de
répercussions positives non seulement pour les travailleurs et dirigeants
des milieux correctionnels, mais également, pour ceux d’autres secteurs
d’activités confrontés à des problèmes similaires. Nous dresserons un
bilan des interventions réalisées et des conditions qui ont favorisé leur
implantation.
11:00 – 12:30
Conclusions: Most paramedics receive downtime after a critical incident
and find it helpful. Symptoms of depression are common in paramedics,
and are inversely associated with downtime. Duration of arousal does
not appear to mediate this association.
Session 2.2A:
Responding to Critical Incidents at Work
Gestion des incidents critiques au travail
Critical Incident Stress Management (CISM):
Entrepreneurial Shamanism or Health Promotion?
Leigh Blaney
Description of problem: Workplace trauma has traditionally been
situated in a medical model that focuses on treating post-traumatic
stress disorder. CISM, in particular debriefing, has been maligned by
some as a shamanistic ritual, yet fully endorsed by many as a health
construct underpinning resilience and coping.
Objectives: This presentation focuses on the outcomes of two research
studies with Canadian and U.K. firefighters which explored firefighter
perceptions of stress and coping. The presentation describes how
CISM ‘works’ as a health promotion concept embedded in the culture
and coping of the fire service. Health promotion philosophy & practice
are reviewed; questions about the implications of a paradigm shift are
raised.
Methodology: The research used grounded theory methodology,
survey/interview, and purposeful sampling. One thousand firefighters
participated in the two studies.
Results: Both studies explicated social support, personal coping, and
meaning-making as necessary components to firefighter coping and
to the mitigation of distress postincident. Both studies also explicated
critical incident stress management (CISM) as a vehicle to support
firefighter coping. Participants articulated an aversion to the traditional
‘medical model’ which focuses on screening and treatment of posttraumatic stress disorder, and endorsed a clear affiliation with a ‘health
promotion’ approach to managing work-related stress.
Conclusions: This presentation supports the call for a paradigm shift
in trauma & critical incident stress management from the traditional
‘medical model’ to one of health promotion. CISM programs support
health and coping. The call for a trauma paradigm shift directly affects
the workplace in three domains: theory, research, and practice.
Downtime After Critical Incidents and Emotional Sequelae
in Paramedics
Janice Halpern, R.G. Maunder, B. Schwartz, M. Gurevich
Description of the problem: First responders are routinely exposed to
critical incidents and are at risk of developing emotional sequelae. The
relationship of post-incident downtime to emotional sequelae requires
further exploration.
Objectives: We examined the hypotheses that downtime is i. directly
associated with faster recovery from arousal after a critical incident, and
ii. inversely associated with emotional sequelae.
Methodology: 228 front-line and supervisory paramedics completed
questionnaires tied to a critical incident which measured whether
and how they experienced downtime after the incident, duration of
posttraumatic arousal (beyond one night), as well as symptoms of
depression, PTSD, somatization and burnout (with high scores defined
using accepted cut-offs).
Results: High symptom scores were reported by 24% of the sample for
depression, 8% for PTSD, 16% for somatization, and 29% for burnout.
Of 217 subjects who provided complete information on downtime 74%
received downtime, 45% of whom had less than 2 hours. Of those who
reported on its helpfulness (n = 150) 63% found it helpful or very helpful,
14% found it unhelpful or very unhelpful, the remainder were neutral.
Receiving downtime was not associated with duration of post-incident
arousal. It was associated with less depressive symptoms (mean CESD10 6.9, SD 4.3 with downtime vs 8.9, SD 5.1 without), but not with other
outcomes.
Responding to the Creation of Trauma
During Social Work Internships
Rick Csiernik, L. Dromgole, S. Didham, M.L. Karley, D. Hurley
Problem: What occurs to social work students during their preemployment internships in terms of traumatic events and what impact
does this have upon their academic and internship experiences?
Objectives: 1. To assess the level of trauma social work internships
create. 2. To determine what mechanisms can be established to alleviate
traumatic incidents that affect students when they enter the profession
as full-time employees.
Methodology: Fifty-eight interns at one Canadian school of social work
voluntarily completed a survey consisting of open and closed ended
questions to examine their exposure to trauma during the course of
their field practice at the conclusion of their academic year.
Results: The majority of social work interns experienced at least one
incident that was emotionally or physically distressing. While most
instances did not regularly occur, nor did they have an overwhelming
impact, a small number of interns were exposed to traumatic incidents
that were of significance. This was the result of the actions and behaviours
of both clients and in a few instances of their field instructor or faculty
consultant. Fifty-two significant or severe events were reported by the 58
participants. Changes in sleeping, eating, concentration, psychoactive
substance use, confidence, and academic performance all occurred as a
result of attending practicum.
Conclusion: Formal mechanisms and curriculum including debriefing
opportunities should be in place to assist students respond to the stress
and trauma of internships and to help prepare them for the additional
complexity of full-time social services employment and the associated
mental health stresses of the work.
Session 2.2B:
Work Factors and Work Outcomes
Facteurs et résultats du travail
Improving Sleep and Waking in Shift Workers
by Circadian-Based Interventions
Diane B. Boivin, P. Boudreau, G. Tremblay
Introduction: We hypothesized that circadian adaptation to a schedule
of regular nights or rotating shifts is a determining factor for the
duration of daytime sleep following night shifts. The results of two field
experiments are presented to address this issue.
Methods: Experiment 1: 15 night shift nurses (mean age ±SD: 41.8
±7.9 years; 9 controls and 10 intervention) received an intervention
consisting of phototherapy at night, dark goggles in the morning, and
regular sleep/darkness in the day. Experiment 2: 15 police officers (mean
age ± SD: 30.1 ± 5.2; 9 controls and 8 intervention) worked 7 consecutive
nights as part of a rotating schedule and were exposed to portable
phototherapy lamps at night, orange-tinted goggles at sunrise, and
maintained regular sleep/darkness during the day. Schedule. Diurnal
sleep was measured at home by wrist actigraphy in both experiments.
Circadian phase was assessed based on salivary cortisol and melatonin
and the urinary excretion of 6-sulfatoxy-melatonin.
Results: Following night shifts, treatment group nurses had mean
diurnal TST (±SEM) of 7:20 ± 0:10 compared to 6:35 ± 0:08 in control
group nurses (Mann-Whitney, p=0.05) and greater circadian phase delay
(t-test, p=0.04 both parameters). No difference in sleep parameters or
circadian phase shifts was observed between the two groups of police
officers. Following night shifts, treatment group officers had mean
diurnal TST (±SEM) of 6:33 ± 0:25 comparable to 6:21 ± 0:48 in control
group officers.
Discussion: Circadian adaptation is a determinant factor of daytime
sleep duration in shift workers. Methodological differences and
different exposure to environmental synchronisers might contribute to
differences between studies.
55
Jacqueline Choiniere, Judith Macdonnell, Tamara Daly, Hope Shamonda
The problem: The National Survey on the Work and Health of Nurses
(NSWHN) findings indicate that a majority of nurses are experiencing
work-related illness, injury and/or violence, with serious implications for
their mental health and well-being. A more comprehensive analysis of
these problems is urgently needed.
Objectives: The authors are part of a SSHRC-funded team conducting a
multi-year investigation of how gender, race and other social locations
relate to the work and health of regulated nurses in Ontario. The paper
analyses nurses’ reports of mental health implications combined with
reports of poor working conditions such as unequal access to safe work
environments, a lack of full-time positions, and poor administrative and
clinical support or respect.
Methodology: Using a feminist political economy analytical lens, the
paper is based on the NSWHN survey results, and qualitative analysis
of key informant interviews and focus groups with Ontario regulated
nurses (RNs and RPNs) working in hospitals, nursing homes and home
care.
Results: Nurses report that excessive workload, discrimination, bullying,
inter-professional conflicts, lack of educational, clinical or administrative
support affect their mental health and well-being. We discuss what this
means for the individual nurse, the nursing profession, patients’ quality
of care and the entire health-care system.
Conclusions: We discuss the inextricable connection between the
effectiveness of care, the health of our providers and the sustainability
of our health-care system.
Session 2.2C:
Disability Management & Return to Work
Gestion de l’incapacité et retour au travail
Can Early Return to Work Produce Medication Overuse Problems?
Ellen MacEachen, Lori Chambers, Agnieszka Kosny
Disability management and return to work can mean a complex process
that involves not only managing an injury but also additional issues
such as mental health and medication use problems. Although workers’
compensation may not be technically liable for these additional health
problems, insurers are faced with the need to address them in order to
achieve successful return to work. This paper addresses health complexity
during return to work and focuses in particular on how policies of early
return to work can, in some circumstances, actually produce medication
use problems among injured workers.
This analysis is based on findings from a larger study of injured
workers with long-term and complex workers’ compensation claims.
In-depth interviews were conducted in Ontario over 2004-06 with 48
injured workers and 21 service providers about return to work processes
and problems. A modified grounded theory analysis process yielded
consistent themes and concepts.
Our analysis identifies ways that worker medication use problems
are not merely individual or social issues, but rather can be imbued in
systemic processes that can create inviting conditions for these problems.
That is, early return to work policy that requires that employers to return
workers to the workplace before injury recovery can foster a focus on
the timing of work return and not on the health needs of workers. In
these circumstances, the consumption of excessive medication can be
linked to worker’s needs to manage significant pain while they attempt
to comply with employer and insurer requirements about early work
return.
of Disabled Workers
William Gnam, Benjamin Amick, Jason Busse, Sheilah Hogg-Johnson,
Amber Bielecky, Charles Bruce
Description of the problem: Little is known about how to effectively
manage and reduce the work disability caused by mental disorders.
Evaluating the impact of existing “real world” disability management
programs may provide insights to improve current practices.
Objective: To evaluate the impact of the Short-Term Illness (STI) Program,
56
an innovative voluntary nurse-based disability case management
program introduced in 2006 by the Nova Scotia Public Service Long
Term Disability Trust Plan Fund (NSPS LTD Trust), the provider of
integrated disability benefits to 12,500 employees of the Province of
Nova Scotia and other public sector agencies. One dimension of the
evaluation investigated whether rates of LTD claims decreased following
introduction of the STI program.
Methodology: We analyzed data from a time series of LTD claims from
the NSPS LTD Trust, spanning the years 1990 to 2008. We employed
an econometric time series approach that explicitly searched for a
structural break point in the time series, while remaining agnostic about
the precise location of the breakpoint, if it exists.
Results: A structural break found in proximity to the date the STI
program increases confidence in the conclusion that the STI program
led to a decrease in LTD claims.
Conclusion: Evaluation of existing disability management programs can
provide valuable insights for the design of new interventions. Structural
break time series methods are useful to evaluate a program’s impact
when data on system performance is available before and after the
program’s implementation date.
Nathalie Jauvin, Louise St-Arnaud
L’intérêt pour le phénomène de harcèlement psychologique s’est accru
de façon importante au cours de la dernière décennie. Le harcèlement
psychologique génère des consequences importantes sur la cible de ces
comportements déviants mais aussi sur les organisations où se vit du
harcèlement. Plusieurs des personnes ciblées devront d’ailleurs se retirer
du travail de façon temporaire, voire définitive, en raison des atteintes
provoquées par la situation. Les données disponibles sur l’utilisation des
nouvelles dispositions législatives au Québec en matière de HP indiquent
par exemple que près de 60% des personnes ayant porté plainte pour
HP sont, au moment du dépôt de la plainte, sans emploi (Brun et Kedl,
2006). La question du maintien en emploi et de la réadaptation de ces
travailleurs est donc particulièrement importante et pose des défis
majeurs, notamment en termes de prévention. Jusqu’ici, la question
des trajectoires des cibles de harcèlement n’a été que très peu abordée
dans les écrits et celle du maintien en emploi ou de la réhabilitation
des travailleurs après un épisode de harcèlement psychologique
encore moins. Pourtant, sur le terrain, la question des trajectoires des
plaignants et celle du maintien en emploi de ceux-ci préoccupe. C’est
à partir d’expériences de recherche et de terrain que nous tenterons ici
de mieux saisir les trajectoires des personnes exposées au harcèlement
psychologique et à dégager, à partir des ces expériences, des pistes pour
envisager des pratiques adaptées qui pourraient favoriser le maintien en
emploi des travailleurs touchés par ce phénomène.
15:30 – 17:30
Session 2.4A:
Stigma & Discrimination in the Workplace
Stigmatisation et discrimination en milieu de travail
Line Chamberland, Michaël Bernier, Christelle Lebreton
1) Pour les travailleurs gais et les travailleuses lesbiennes, les choix
relativement au dévoilement ou à la dissimulation de leur orientation
sexuelle en milieu de travail constituent une importante source de
stress en tant que minoritaire (minority stress), car ils impliquent une
évaluation constante des coûts et bénéfices contextuels, une attention
à l’entourage dont il faut anticiper les réactions ainsi qu’une vigilance
continue pour contrôler leur mise en œuvre. Si la dissimulation offre une
certaine protection contre l’ostracisme et la discrimination, elle prive
des avantages psychologiques généralement associés au dévoilement
(expression des pensées et des émotions, extériorisation de la relation
amoureuse, soutien social).
2) Cette communication veut comparer les choix identitaires des hommes
et des femmes et les motifs invoqués pour les justifier. 3) L’analyse de
base sur les résultats d’une étude à la fois quantitative (questionnaire,
n=786) et qualitative (entrevues, n=200) menée au Québec en 20042005).
3) Les motifs évoqués pour légitimer les choix identitaires de même que
les façons de les mettre en œuvre
sont similaires chez les hommes et chez les femmes. Cependant, ces
dernières optent plus souvent pour la prudence et la discrétion.
4) En conclusion, nous proposons deux pistes d’explication, soit le
poids de la double discrimination, en particulier lorsque des lesbiennes
occupent des fonctions de supervision ou direction, et les exigences
hétéronormatives spécifiques aux secteurs d’emploi traditionnellement
féminins où les fonctions professionnelles font appel à des qualités dites
féminines et les mettent en contact avec des clientèles
vulnérables (enfants, adultes en difficultés, etc).
Julie Dussault
Les dernières avancées en recherche en matière de violence entre
membres d’une même organisation de travail indiquent que, pour
mieux comprendre le phénomène, il importe de considérer la situation
au-delà de la relation agresseur-victime. C’est dans cette optique que
nous avons menée une étude qui suggère d’explorer le rôle joué à la fois
par les exigences du travail et la solidarité des groupes de travailleurs
concernés dans l’émergence de comportements anti-sociaux au travail.
Les résultats préliminaires de l’analyse comparative d’une trentaine
d’entrevues individuelles semi-dirigées menées auprès d’agents des
services correctionnels québécois, provenant d’une population de
travailleurs qui se dit par ailleurs fortement exposée au harcèlement
psychologique au travail, seront présentés. L’hypothèse qui sera vérifiée
stipule que les rituels sociaux dictés par des règles informelles qui
forment ce que les sociologues de l’entreprise appellent la régulation
autonome, aident les travailleurs à faire face aux exigences du travail,
mais que ceux qui refusent de s’y plier sont susceptibles d’être marginalisés et isolés du reste du groupe. Nous pensons par ailleurs que
lorsque la pression au travail augmente, les groupes se désolidarisent
et les comportements anti-sociaux qui y sont adoptés se radicalisent.
Les résultats de cette recherche permettront d’aborder la question du
harcèlement psychologique en particulier, et des incivilités au travail
en général, dans une perspective dynamique tenant compte à la fois
de l’environnement psychosocial de travail et des comportements des
travailleurs face à celui-là.
Josephine Etowa
Globalization and the changing demographics of contemporary society
call for a diverse health professionals workforce to provide effective
health care for all consumers. In the last several years, there has been
growing interest in issues of diversity, social inclusion, and racism within
the nursing profession and programs are being developed to promote
diversity in the profession. This growing interest in understanding the
importance of diversity and social inclusion, as well as the specific
experiences of minority health professionals, holds promise for health
care. Therefore, sustained efforts to create a healthy population should
include examining the work life experiences of minority nurses already
working in the system and creating a healthy work environment for all
nurses irrespective their ethno-cultural backgrounds.
This paper will present the findings of a grounded theory study
that investigated the work life of visible minority nurses in Atlantic
Canada. Theoretical sampling was used to enhance maximum variation
within the sample. Constant comparative method was used for data
analysis and Atlas ti computer software facilitated data management.
These include discussing a number of conditions that influence the
work life of visible minority nurses including racism, organizational
culture and discrimination. It will discuss the impact that experiencing
and witnessing racism have on the mental health of these nurses
and their responses to differential treatment. It will conclude with
recommendations for fostering a healthy work environment for visible
minority nurses.
Elyse R. Maltin, John P. Meyer
Work commitment is increasingly being examined as an important factor
affecting employee well-being. According to Meyer and Allen’s (1991,
1997) Three-Component Model, commitment can be characterized by
a mindset of desire (affective commitment, AC), obligation (normative
commitment, NC), and/or cost awareness (continuance commitment,
CC). Recent research has begun to use a new approach to examining
commitment “profiles” (i.e., combinations of the three mindsets) and their
effects on employee well-being. In this study, elementary school teachers’
organizational commitment profiles were created by cluster analysis;
these profile groups were then compared on important stressor and
well-being variables. Results indicated that teachers with AC-dominant,
AC/NC-dominant, and high-commitment profiles experienced higher
levels of life satisfaction and professional efficacy, as well as lower levels
of emotional exhaustion and various stressors. Stressful work conditions
relate to workplace commitments, which in turn relate to employee
well-being. Implications for managing commitment to improve wellbeing are discussed.
Session 2.4B:
Research Methods for Workplace Research
Méthodes de recherche pour la recherche
en milieu de travail
Building Evidence of Mental Health Problems in the Workplace
Pierre Durand, Alain Marchand, Anick Veillette
Building evidence to support useful interventions in the workplace
aimed at the prevention and the reduction of mental health problems
is still a challenge both for clinicians and human resource managers.
Questionnaires are proposed in the scientific literature as measurement
tools for both workers mental health and work factors. However these
tools are based on the worker’s perception of the worksite situation.
Moreover, these questionnaires address different mental health
problems and practitioners are still longing for more objective ways of
evaluation. Recent developments have enabled us to measure in a noninvasive fashion some biological markers of stress, such as cortisol, which
coupled with the first type of information could improve the accuracy
of diagnostic tools in the workplace. The objective of this study was to
evaluate the pertinence and accuracy of cortisol measurements in order
to evaluate stress experienced by workers in relation to the occurrence
of mental health problems. A meta-analysis of 39 scientific studies
(2 on psychological distress, 9 on burnout and 28 on depression) was
performed using the best-evidence synthesis method and a statistical
analysis based on the Fisher method (Schmid et al, 1991). Results show
salivary, urinary and blood cortisol levels to be highly correlated and
cortisol levels are related to mental health problems. Because it is noninvasive, salivary cortisol might be a practical tool in measuring stress
levels experienced by workers in the workplace. It might also be used
to obtain better cutting points for the identification by questionnaires
of mental health cases.
Elizabeth Smailes, Catherine Kidd
Introduction: Given the global influence of the slowing economy
and the population trends that have led to a shortage in healthcare
workers, many healthcare organizations are looking for ways to
improve productivity and retention. One avenue is to improve the work
environment. The extensive literature on stressful work conditions can
make it challenging for healthcare leaders to know which conditions
to address. We will present a comprehensive work environment model
developed by BC healthcare workers.
57
Method: 187 nurses, care aides and unit clerks participated in 28 focus
groups from seven BC hospitals. Thematic coding was used to identify
the top work conditions reported by participants.
Results: The model includes 11 themes. Leadership is seen as influencing
organizational and immediate work environments. Organizational
environment includes 5 themes: culture of respect and empowerment,
organizational engagement and communication, job security, promotion
and salary, and the transfer of work skills to home. The immediate work
environment also includes 5 themes: work volume, ability to manage
work volume, critical incidents, physical environment, and work family
conflict. Organizational and the immediate work environment are seen
as having a direct impact on health and behavior outcomes.
Discussion: The model that was specified by healthcare workers is
actually an extension of the effort-reward balance model (Segrist, 2008).
Seigrist has suggested that his model may not fully capture adversity
in the work environment. We will lead a discussion on whether the
participants view the work environment model to be comprehensive.
Siegrist, J. (2008). Chronic psychological stress at work and risk of
depression: Evidence from prospective studies. European Archives of
Psychiatry and Clinical Neuroscience, 258, 115-119.
Alain Marchand, Pierre Durand, Anne-Marie Perreault
When analysing workers’ mental health, choosing mental health
instruments that best evaluate mental heath status and studying how
workplace factors relate to the outcome are still a matter of debate. In
this study, we report preliminary results obtained from a sample of 410
municipal employees working in Quebec. Mental health was measured
with three instruments: The General Health Questionnaire short-form 12
items (GHQ-12), the Beck Depression inventory (BDI-21) 21 items, and
the three components of the Maslash Burnout Inventory General Survey
(MBI-16 items). The Karasek’s Job Content Questionnaire (JCQ) was used
to measure skill utilisation, decision authority, psychological demands
and social support from colleagues and supervisor. Work schedule and
the number of working hours were also used in the analysis. A correlation
analysis reveals small to moderate positive associations between mental
health instruments. Further analyses show stronger associations between
the three components of MBI-16 and workplace factors. In separate
regression analysis adjusting for sex and age, JQC, work schedule and
the number of working explained 9% of the variance in the GHQ-12,
20% in the BDI-21 and 22%-37% of the three of the MBI-16 components.
Emotional exhaustion was the most acutely predicted scale. Overall,
these preliminary results suggest that work may contribute differently
to workers’ mental health depending on the instrument used to evaluate
what is going wrong in the worker’ psyche. If workplaces turn out to be
a target for interventions, choosing one of the workers’ mental health
screening instruments must be carefully evaluated and tested.
Work Functioning Measurement:
Tools for Occupational Mental Health Research
Karen Nieuwenhuijsen, R.L. Franche, F.J.H. van Dijk
Problem description: The measurement of work functioning is a
critical component of the evaluation of interventions for workers with
Common Mental Disorders (CMDs). However, the utility of various work
functioning instruments in the evaluation of interventions for these
groups of workers has not yet been established.
Objectives: To discuss work functioning instruments currently used
in the evaluation of occupational mental health interventions for
workers with CMDs and to provide recommendations for instrument
development.
Methods: A sensitive literature search was conducted to identify
instruments currently used to evaluate the effect of interventions for
workers with CMDs on work functioning. This search was combined with
a literature search on the psychometric properties of work functioning
instruments currently used for workers with CMDs and in other
populations.
Results: Fifteen studies were identified that evaluated the effect of
interventions for workers with CMDS on work functioning. For each
58
of the used instruments, information on the psychometric properties
reliability (internal consistency and test-retest), validity (content and
construct), responsiveness for change, criterion validity, case-finding
ability, and the population in which these have been determined, was
assessed.
Conclusions: The evaluation of interventions can in part be accomplished
with existing work functioning instruments. Nonetheless, departing
from our understanding of optimal work functioning, new instruments
are needed for the integration of concepts such as the effort needed to
remain productive and the quality of output.
Session 2.4C:
Return to Work Interventions and Outcomes
Interventions et résultats du retour au travail
Mental Health Care Program for Individuals Receiving Short-Term
Disability Benefits for Psychiatric Disorders
Carolyn S. Dewa, Jeffrey S. Hoch, Glenn Carmen, Richard Guscott,
Chris Anderson
Objective: The purpose of this paper is to examine the cost, effectiveness
and cost-effectiveness of a collaborative mental health care pilot program
for individuals on short-term disability for psychiatric disorders.
Method: Using a quasi-experimental design, the analyses were conducted using two groups of subjects who received short-term disability
benefits for psychiatric disorders. One group (n=75) was treated in
a collaborative mental health care program during their disability
episode. The comparison group (n=51) received short-term disability
benefits related to psychiatric disorders in the prior year but did not
receive collaborative mental health care during their disability episode.
Individuals in both groups met screening criteria for the collaborative
mental health care program. Differences with respect to cost and days
absent from work were tested using t-tests and confirmed using nonparametric Wilcoxon rank-sum tests. Differences for return-to-work and
transition to long-term disability were tested using chi-square tests. The
cost-effectiveness analysis used the net benefit regression framework.
Results: The results suggest that with collaborative mental health care,
for every 100 individuals on short-term disability for psychiatric disorders,
there could be $50,000 in savings related to disability benefits along
with 23 more people returning to work, 24 less people transitioning to
long-term disability and 1,600 more work days.
Conclusions: Based on these Canadian data, collaborative mental health
care models of disability management may be a worthwhile investment,
helping individuals who are receiving short-term disability benefits for
psychiatric disorders to receive adequate treatment.
Effective Biopsychosocial Treatment of Disability
Associated with Chronic Psychiatric Conditions
Richard Marlin, Susan Abbey
Description of the Problem: It is commonly believed that individuals off
work more than 2 years, especially with complex chronic problems, are
unlikely to return to work. While much is written about the importance of
a biopsychosocial model to address these cases, there are few examples
of the translation of research and conceptual writings into effective
approaches to return such individuals to gainful employment.
Objective: To describe an interdisciplinary model of treatment for
complex cases with longstanding disability associated with psychiatric
diagnoses, which emphasizes a biopsychosocial approach, and present
treatment outcome data.
Method: A clinical approach is presented from a biopsychosocial
perspective utilizing community-based behavioural and cognitivebehavioural interventions together with appropriate pharmacotherapy
and medical management. Retrospective outcome data are presented
from 124 patients assessed for this treatment.
Results: Of 124 patients assessed, 105 were recommended for treatment.
Of those 105, 10 did not enter treatment due to patient refusal (4) or
funding being refused (6). Of 95 patients who started treatment, 58
completed treatment and were capable of returning to employment at
the end of treatment. These patients had been off work, in receipt of
disability benefits, for an average of 6.7 years. The remaining patients
either failed to complete treatment (28) or completed treatment but
remained unable to return to gainful employment (9).
Conclusion: These findings indicate that even complex patients, with
multiple psychiatric diagnoses, in combination with other medical
diagnoses, and lengthy absence from the workforce, can be successfully
returned to a level of function that permits employment and that level
of function maintained.
Erik Noordik, F.J. van Dijk, Karen Nieuwenhuijsen, J.J.L. van der Klink
Problem: The working population prevalence rates of anxiety,
depressive disorders, and stress-related disorders are high. Common
mental disorders (CMDs) are associated with increased sick leave and
loss of productivity.
Objective: We developed a return-to-work programme to be provided
by Occupational Physicians (OPs) based on the principles of exposure
in vivo (RTW-E programme). The study evaluates whether the RTW-E
programme is more effective in reducing the sick leave and lost
productivity of employees with CMDs, compared to care as usual.
Methods: This study is a cluster-randomized controlled trial with a oneyear follow-up and randomization on the level of OPs. Patients in the
intervention group received the RTW-E programme. In this programme
patients gradually build up their working hours and gradually increase
the level of emotion evoking tasks. Eligible patients had been on sick
leave due to common mental disorders for at least two weeks and no
longer than eight weeks. We used time until full return to work at 3, 6,
9, and 12 months’ follow-up as a primary and psychological symptoms
as a secondary outcome measure. An intention-to-treat analysis will be
performed by means of Cox’s regression analysis for time to return to work
and multilevel regression analysis for the psychological symptoms.
Results and conclusion: We found that 21 OPs included 77 patients in
the intervention group and 14 OPs included 90 patients in the control
group. We have received all followup data. Results of analyses will be
available in May 2009. We will present the results of the RCT.
59
60
Organizing Committee / Comité organisateur
Scientific Committee / Comité scientifique
Logistic Team / Équipe logistique
Acknowledgements / Remerciements
Committees • Team • Acknowledgements / Comités • Équipe • Remerciements
61
Organizing Committee / Comité organisateur
Carolyn S. Dewa, MPH, PhD (Chair)
Program Head, Work and Well-being
Kim Gaudreau
Associate, Strategic Initiatives
Canadian Institutes of Health Research
Anton Hart
Jim Beaudry
National Wellness Coordinator
Canadian Auto Workers Union Ford
Editor and CEO
Longwoods Publishing Corporation
Leah Kirkpatrick
Barbara Beckett, PhD
Assistant Director
Institute of Neurosciences, Mental Health and Addiction
Manager, Research Communications
Alain Lesage, MD, FRCP(C), MPhil, DFAPA
Diana Capponi
Professor
Département de psychiatrie, Université de Montréal
Employment Works! Coordinator
Elizabeth Lin, PhD
Glenn Carmen, Msc, DPH
Senior Partner
RxCritical
Research Scientist
Work and Well-being Research and Evaluation Program
Doug Crossman
Senior Policy Advisor
Mental Health Promotion Unit,
Healthy Communities Division,
Center for Health Promotion
and Chronic Disease Prevention
Public Health Agency of Canada
Canada Research Chair
on Occupational Health and Safety Law
Wendy Nailer, MEd
Manager, Employment Support and Development
Community Support and Research Unit
Erica Di Ruggiero, MHSc, RD
Associate Director
Doug Smeall
Abigail Forson, MA
Assistant Director
Institute of Gender and Health
Jennifer A. Veitch, PhD
AVP, Health Management Services
Sun Life Financial
Senior Research Officer
Indoor Environment Research Program
NRC Institute for Research in Construction (NRC-IRC)
Dianne Foster Kent
Editorial Director
Longwoods Publishing Corporation
63
Scientific Committee / Comité scientifique
Carolyn S. Dewa, MPH, PhD (Chair)
Program Head, Work and Well-being
Senior Scientist, Health Systems Research
and Consulting Unit
Associate Professor
Department of Psychiatry, University of Toronto
Roger C. Bland, FRCPC, FRC(Psych)
Professor Emeritus
Department of Psychiatry, University of Alberta
Alain Lesage, MD, FRCPC, MPhil, DFAPA
Professor
Département de psychiatrie, Université de Montréal
Assistant Scientific Director
Centre de recherche Fernand-Seguin
Hôpital Louis-H. Lafontaine
Elizabeth Lin, PhD
Research Scientist
Work and Well-being Research and Evaluation Program
Health Systems Research and Consulting Unit
Ellen MacEachen, PhD
Ute Bültmann, MSc, PhD
Associate Professor, Department of Health Sciences
Section of Social Medicine, Work & Health
University Medical Center Groningen
Scientist
Institute for Work and Health
Assistant Professor
Dalla Lana School of Public Health, University of Toronto
Marc Corbière, PhD
Alain Marchand, PhD
Associate Professor
CAPRIT (Centre d’Action en Prévention et Réadaptation
de l’Incapacité au Travail)
Département de réadaptation, Faculté de médecine
Université de Sherbrooke
Assistant Professor
École de relations industrielles
Université de Montreal
Marie-Jose Durand, PhD
Professor
CAPRIT (Centre d’Action en Prévention et Réadaptation
de l’Incapacité au Travail)
Département de réadaptation, Faculté de médecine
Université de Sherbrooke
Merv Gilbert, PhD, RPsych
Senior Consultant, Centre for Applied Research
on Mental Health and Addiction
Simon Fraser University
Occupational Health Consultant, Gilbert Acton Ltd.
Jeffrey Hoch, PhD
Research Scientist, Keenan Research Centre
of the Li Ka Shing Knowledge Institute and Centre
for Research on Inner City Health, St. Michael’s Hospital
Head, Pharmacoeconomics Unit, Cancer Care Ontario
Associate Professor, Department of Health Policy,
Management and Evaluation, University of Toronto
David McDaid
Research Fellow
Personal Social Services Research Unit
The London School of Economics and Political Science
Editor, Eurohealth
Scott McDonald, PhD
Assistant Director, Centre for Addictions Research of BC
Associate Professor, School of Health Information Science,
University of Victoria
Karen Nieuwenhuijsen, PhD
Assistant professor
Coronel Institute for Occupational Health
Netherlands Center for Occupational Diseases
Academic Medical Center
Joti Samra, PhD, RPsych
Adjunct Professor & Scientist
Centre for Applied Research in Mental Health & Addiction
Faculty of Health Sciences, Simon Fraser University
Jennifer A. Veitch, PhD
Sidney Kennedy, FRCPC, MBBS, MD
Psychiatrist-in-Chief
University Health Network
Professor
Department of Psychiatry, University of Toronto
Viviene Kovess, MD, PhD
Director
MGEN Foundation for Public Health
64
Senior Research Officer,
Indoor Environment Research Program
NRC Institute for Research in Construction (NRC-IRC)
JianLi Wang, PhD
Associate Professor
Departments of Psychiatry and
of Community Health Sciences
Faculty of Medicine, University of Calgary
Logistic Team / Équipe logistique
Nancy Chau, MSTAT
Wayne deRuiter, MSc
Denise Fong
Desmond Loong
Lucy Trojanowski
Angela Yip
Centre for Addiction and Mental Health (CAMH)
Creative Services
Public Affairs
Research Office
Acknowledgements / Remerciements
We would like acknowledge the contribution of the University of Toronto, Department of Psychiatry, and
Mensante Corporation in providing scholarships for Consumer/Survivors to attend the Congress.
Nous aimerions remercier l’University of Toronto, Department of Psychiatry, et Mensante Corporation
pour des bourses qui ont permis aux consommateurs/survivants d’assister au congrès.
65
66
Congress Sponsors / Commanditaires du congrès
Platinum / Platine
Silver / Argent
HSRCU
Health Systems Research and Consulting Unit
Unité de recherche et de consultation sur les systèmes de santé
4062 / 10-2009
Bronze / Bronze

We Can Do It! Evidence and Interventions Transforming Mental

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