We Can Do It! Evidence and Interventions Transforming Mental
Transcription
We Can Do It! Evidence and Interventions Transforming Mental
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 2 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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 1.4 Concurrent Sessions 1.4 Sessions simultanées 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 Programme en aperçu 5 Thursday 29 October 2009 Jeudi le 29 octobre 2009 07:00 – 09:00 07:00 – 09:00 Breakfast / Registration (Harbour Foyer) Déjeuner / Inscription (Harbour Foyer) 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 2.2 Concurrent Sessions 2.2 Sessions simultanées 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 Lunch (Harbour Foyer) Dîner (Harbour Foyer) 13:30 – 15:00 13:30 – 15:00 2.3 Research Plenary (Harbour A/B) Is Context more than Background? The Contribution of Law, Policy and Workplace Design to Workplace Mental Health 2.3 Panel avec invités spéciaux - La recherche (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 2.4 Concurrent Sessions 2.4 Sessions simultanées 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Friday 30 October 2009 Vendredi le 30 octobre 2009 07:00 – 08:00 07:00 – 08:00 Breakfast / Registration (Harbour Foyer) Déjeuner / Inscription (Harbour Foyer) 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 Lunch (Harbour Foyer) Dîner (Harbour Foyer) Program at a Glance Programme en aperçu 7 8 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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 (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. Wednesday 28 October 2009 Mercredi le 28 octobre 2009 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 1.1 Concurrent Sessions 1.1 Sessions simultanées 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 Client Characteristics at a Workers’ Compensation Board Psychological Trauma Program Jennifer M. Hensel 11:10 CREW: Enhancing Mental Health through Workplace Civility Michael P. Leiter 11:10 CREW: Enhancing Mental Health through Workplace Civility Michael P. Leiter 11:30 Discussion Moderator/Facilitator: JianLi Wang 11:30 Discussion Animateur: JianLi Wang 12 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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 Children’s Mental Health Information at Work Don Buchanan 10:50 Experience and Needs of Organizations Providing Workplace Health Promotion Programs Kendal Bradley 10:50 Experience and Needs of Organizations Providing Workplace Health Promotion Programs 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 Psychological Distress Evaluation of Canadian Government Employees: Implementation of Recommendations Marie-France Coutu 10:50 The Implementation of Supported Employment Programs in Canada Marc Corbière 10:50 The Implementation of Supported Employment Programs 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 Lunch (Harbour Foyer) Dîner (Harbour Foyer) Wednesday 28 October 2009 Mercredi le 28 octobre 2009 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 Personality and Work-Family Conflict: Looking Beyond Work and Nonwork Factors Victor Y. Haines III, Alain Marchand, Pierre Durand, Steve Harvey Poster 2 What Goes Around Comes Around: The Benefit of Workplace Social Capital Nicole Aitken, F. Elgar, J. Mantler, B. Campbell Affiche 2 What Goes Around Comes Around: The Benefit of Workplace Social Capital Nicole Aitken, F. Elgar, J. Mantler, B. Campbell Poster 3 Engage with Employee Led Change Elizabeth Smailes Affiche 3 Engage with Employee Led Change 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 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 Poster 5 Worker Allostatic Load Effects on Diurnal and Reactive Stress Measures Robert-Paul Juster, Andrea Perna, Alireza Hashemi, Shireen Sindi, Marie-France Marin, Sonia Lupien Affiche 5 Worker Allostatic Load Effects on Diurnal and Reactive Stress Measures Robert-Paul Juster, Andrea Perna, Alireza Hashemi, Shireen Sindi, Marie-France Marin, Sonia Lupien 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 Carolyn S. Dewa, Stanley W. Dermer, Nancy Chau, Scott Lowrey, Susan Mawson, Judith Bell 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 Carolyn S. Dewa, Wayne deRuiter, Nancy Chau, Kim Karioja 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 Moving From Full-Time Healing Work to Paid Employment: Challenges and Celebrations Yvonne Bergmans, Anne Carruthers, Elizabeth Ewanchuk, Judy James, Kate Wren, Christina Yager 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 A Pilot Study of Telephone CBT in an Employee Assistance Program Raymond W. Lam, Kevin Lutz, Melady Preece, Anne Bowen Walker, Paula M. Cayley Poster 11 Prevention and Treatment of Acute Psychological Trauma: A Case Study in Public Transit Ash Bender, Paul Links Affiche 11 Prevention and Treatment of Acute Psychological Trauma: A Case Study in Public Transit Ash Bender, Paul Links Poster 12 Uptake of Research on Education and Employment for Consumer/Survivors Angela Yip, Heather Bullock, Heather Soberman, Nandini Saxena Affiche 12 Uptake of Research on Education and Employment for Consumer/Survivors Angela Yip, Heather Bullock, Heather Soberman, Nandini Saxena Poster 13 Working in Mental Health While Living with a Mental Health Problem Mariel Mainville, Bonnie Kirsh, Greg Kim Affiche 13 Working in Mental Health While Living with a Mental Health Problem Mariel Mainville, Bonnie Kirsh, Greg Kim 14 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Poster 14 Design and Outcome of a Novel Internet Mental Health Care Management System in the Workplace Sagar Parikh, Sam Ozersky Affiche 14 Design and Outcome of a Novel Internet Mental Health Care Management System in the Workplace Sagar Parikh, Sam Ozersky 14:00 – 15:30 14:00 – 15:30 1.3 Research Plenary (Harbour A/B) 1.3 Panel avec invités spéciaux - La recherche (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 Université de Montréal 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 Université de Montréal • Alain Marchand, MSc, PhD Université de Montréal 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 Wednesday 28 October 2009 Mercredi le 28 octobre 2009 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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 Institute for Work & Health 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 Université de Montréal 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 Université de Montréal 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 Université de Montréal 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 Université de Montréal 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. Wednesday 28 October 2009 Mercredi le 28 octobre 2009 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. John Frank, MD, CCFP, MSc, FRCP(C) The Scottish Collaboration for Public Health Research and Policy 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 Institute for Work & Health 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 Institute for Work & Health 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 15:30 – 16:00 15:30 – 16:00 Break Pause 16:00 – 18:00 16:00 – 18:00 1.4 Concurrent Sessions 1.4 Sessions simultanées 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 BUILT Network Skills Development Program 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 Work Stress and Alcohol Use: The Last Decade’s Research Richard L. Leavy 17:00 Workplace Reintegration of Veterans with Mental Disorders Dave Pedlar 17:00 Workplace Reintegration of Veterans with Mental Disorders 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 Retour au travail et santé mentale dans l’entreprise privé 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 Wednesday 28 October 2009 Mercredi le 28 octobre 2009 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 Inequalities in Major Depression and the Impacts of Perceived Changes in Job Strain on Depression 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Thursday 29 October 2009 Jeudi le 29 octobre 2009 07:00 – 09:00 07:00 – 09:00 Breakfast / Registration (Harbour Foyer) Déjeuner / Inscription (Harbour Foyer) 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 CBC Radio National News 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. Thursday 29 October 2009 Jeudi le 29 octobre 2009 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 Biographies des conférenciers 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 CBC Radio National News 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 CBC Radio National News 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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 2.2 Concurrent Sessions 2.2 Sessions simultanées 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 Nurses’ Mental Health Risks: A Report of Ongoing Research Jacqueline Choiniere 11:40 Discussion Moderator/Facilitator: Marc Corbière 11:40 Discussion Animateur: Marc Corbière Thursday 29 October 2009 Jeudi le 29 octobre 2009 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 Early Intervention to Manage the Mental Disability of Disabled Workers William Gnam 11:40 Les cibles du harcèlement psychologique : trajectoires et pistes d’intervention Nathalie Jauvin 11:40 Les cibles du harcèlement psychologique : trajectoires et pistes d’intervention Nathalie Jauvin 12:00 Discussion Moderator/Facilitator: Glenn Carmen 12:00 Discussion Animateur: Glenn Carmen 12:30 – 13:30 12:30 – 13:30 Lunch (Harbour Foyer) Dîner (Harbour Foyer) 13:30 – 15:00 13:30 – 15:30 2.3 Research Plenary (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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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 Thursday 29 October 2009 Jeudi le 29 octobre 2009 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 University of Ottawa 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. Katherine Lippel, LLM 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Facilitators Animateurs John Frank, MD, CCFP, MSc, FRCP(C) The Scottish Collaboration for Public Health Research and Policy Peter Smith, PhD Institute for Work & Health (Biographies on page 18) John Frank, MD, CCFP, MSc, FRCP(C) The Scottish Collaboration for Public Health Research and Policy Peter Smith, PhD Institute for Work & Health (Biographies à la page 18) 15:00 – 15:30 15:00 – 15:30 Break Pause 15:30 – 17:30 15:30 – 17:30 2.4 Concurrent Sessions 2.4 Sessions simultanées 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 Dévoilement identitaire en milieu de travail : une comparaison entre gais et lesbiennes Line Chamberland 15:50 Dynamique sociale et harcèlement psychologique chez les agents correctionnels québécois Julie Dussault 15:50 Dynamique sociale et harcèlement psychologique chez les agents correctionnels québécois Julie Dussault 16:10 Understanding and Addressing the Mental Health Issues of Visible Minority Nurses Josephine Etowa 16:10 Understanding and Addressing the Mental Health Issues of Visible Minority Nurses Josephine Etowa 16:30 Workplace Commitment and Employee Well-Being Elyse Maltin 16:30 Workplace Commitment and Employee Well-Being 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 Thursday 29 October 2009 Jeudi le 29 octobre 2009 29 15:50 Comprehensive Psychosocial Work Environment Model Elizabeth Smailes 15:50 Comprehensive Psychosocial Work Environment Model Elizabeth Smailes 16:10 Psychological Distress, Depression and Burnout: What’s Correlating the Most? Alain Marchand 16:10 Psychological Distress, Depression and Burnout: What’s Correlating the Most? 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 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 15:50 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 Effectiveness Exposure-Based Return-to-Work Programme on Sick Leave Due to Common Mental Disorders 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Friday 30 October 2009 Vendredi le 30 octobre 2009 07:00 – 08:00 07:00 – 08:00 Breakfast / Registration (Harbour Foyer) Déjeuner / Inscription (Harbour Foyer) 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, Friday 30 October 2009 Vendredi le 30 octobre 2009 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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 Friday 30 October 2009 Vendredi le 30 octobre 2009 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). Facilitator Biography Biographie de l’animateur 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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 Mental Health Issues 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, MD, MSc, CSPQ, FCBOM, FRCPC, DOHS, CEA, CRSP 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. Friday 30 October 2009 Vendredi le 30 octobre 2009 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 University of Alberta 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 Biographies des conférenciers 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Ian M.F. Arnold, MD, MSc, CSPQ, FCBOM, FRCPC, DOHS, CEA, CRSP 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. Friday 30 October 2009 Ian M.F. Arnold, MD, MSc, CSPQ, FCBOM, FRCPC, DOHS, CEA, CRSP 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. Vendredi le 30 octobre 2009 39 Roger Bland. MB, ChB, FRCPC, FRCPsych University of Alberta 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 University of Alberta 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. Facilitator Biography Biographie de l’animateur Alain Lesage, MD, FRCP(C), MPhil Université de Montréal 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 Université de Montréal 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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 Canadian Auto Workers 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. Friday 30 October 2009 Vendredi le 30 octobre 2009 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 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Speaker Biographies Biographies des conférenciers Sari Sairanen Canadian Auto Workers 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 Canadian Auto Workers 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. Friday 30 October 2009 Vendredi le 30 octobre 2009 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. Facilitator Biography Biographie de l’animateur 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 Lunch (Harbour Foyer) Dîner (Harbour Foyer) 44 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Abstracts Abstracts are printed as they were submitted. Résumés Les résumés sont imprimés tels qu’ils ont été soumis. Wednesday 28 October 2009 Mercredi le 28 octobre 2009 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. Client Characteristics at a Workers’ Compensation Board Psychological Trauma Program 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. CREW: Enhancing Mental Health through Workplace Civility 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 Children’s Mental Health Information at Work 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 Experience and Needs of Organizations Providing Workplace Health Promotion Programs 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 Psychological Distress Evaluation of Canadian Government Employees: Implementation of Recommendations 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. The Implementation of Supported Employment Programs 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. Wednesday 28 October 2009 Mercredi le 28 octobre 2009 13:00 – 14:00 1.2 Poster Session / Session d’affiches Poster / Affiche 1 Personality and Work-Family Conflict: Looking Beyond Work and Nonwork Factors Victor Y. Haines III, Alain Marchand, Pierre Durand, Steve Harvey 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 Abstracts / Résumés 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 What Goes Around Comes Around: The Benefit of Workplace Social Capital Nicole Aitken, F. Elgar, J. Mantler, B. Campbell 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 Engage with Employee Led Change 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 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 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 Robert-Paul Juster, Andrea Perna, Alireza Hashemi, Shireen Sindi, Marie-France Marin, Sonia Lupien 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 Carolyn S. Dewa, Stanley W. Dermer, Nancy Chau, Scott Lowrey, Susan Mawson, Judith Bell 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 Carolyn S. Dewa, Wayne deRuiter, Nancy Chau, Kim Karioja 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 Moving From Full-Time Healing Work to Paid Employment: Challenges and Celebrations Yvonne Bergmans, Anne Carruthers, Elizabeth Ewanchuk, Judy James, Kate Wren, Christina Yager 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. We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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 A Pilot Study of Telephone CBT in an Employee Assistance Program Raymond W. Lam, Kevin Lutz, Melady Preece, Anne Bowen Walker, 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. Abstracts / Résumés Poster / Affiche 11 Prevention and Treatment of Acute Psychological Trauma: A Case Study in Public Transit Ash Bender, Paul Links 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 Uptake of Research on Education and Employment for Consumer/Survivors Angela Yip, Heather Bullock, Heather Soberman, Nandini Saxena 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 Working in Mental Health While Living with a Mental Health Problem Mariel Mainville, Bonnie Kirsh, Greg Kim 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 Design and Outcome of a Novel Internet Mental Health Care Management System in the Workplace Sagar Parikh, Sam Ozersky 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. Wednesday 28 October 2009 Mercredi le 28 octobre 2009 16:00 – 18:00 1.4 Concurrent Sessions / Sessions simultanées Session 1.4A: Reintegration into the Workforce Réintégration dans la main d’œuvre BUILT Network Skills Development Program Dave Gallson Description of the problem: High level of Unemployed Persons with Mental Health Issues 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. Work Stress and Alcohol Use: The Last Decade’s Research 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. We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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. Workplace Reintegration of Veterans with Mental Disorders 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. Retour au travail et santé mentale dans l’entreprise privé 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 Abstracts / Résumés 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. Inequalities in Major Depression and the Impacts of Perceived Changes in Job Strain on Depression 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. We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Thursday 29 October 2009 Jeudi le 29 octobre 2009 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. 2.2 Concurrent Sessions / Sessions simultanées 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. Abstracts / Résumés 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 Nurses’ Mental Health Risks: A Report of Ongoing Research 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. Early Intervention to Manage the Mental Disability 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. Les cibles du harcèlement psychologique : trajectoires et pistes d’intervention 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. Thursday 29 October 2009 Jeudi le 29 octobre 2009 15:30 – 17:30 2.4 Concurrent Sessions / Sessions simultanées Session 2.4A: Stigma & Discrimination in the Workplace Stigmatisation et discrimination en milieu de travail Dévoilement identitaire en milieu de travail : une comparaison entre gais et lesbiennes 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 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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). Dynamique sociale et harcèlement psychologique chez les agents correctionnels québécois 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. Understanding and Addressing the Mental Health Issues of Visible Minority Nurses 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 Abstracts / Résumés 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. Workplace Commitment and Employee Well-Being 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. Comprehensive Psychosocial Work Environment Model 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. Psychological Distress, Depression and Burnout: What’s Correlating the Most? 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 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, 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 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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. Effectiveness Exposure-Based Return-to-Work Programme on Sick Leave Due to Common Mental Disorders 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. Abstracts / Résumés 59 60 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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) CIHR/PHAC Applied Public Health Chair Program Head, Work and Well-being Research and Evaluation Program Centre for Addiction and Mental Health Kim Gaudreau Associate, Strategic Initiatives Institute of Population and Public Health 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 Canadian Institutes of Health Research Manager, Research Communications Centre for Addiction and Mental Health Alain Lesage, MD, FRCP(C), MPhil, DFAPA Diana Capponi Professor Département de psychiatrie, Université de Montréal Employment Works! Coordinator Centre for Addiction and Mental Health Elizabeth Lin, PhD Glenn Carmen, Msc, DPH Senior Partner RxCritical Research Scientist Work and Well-being Research and Evaluation Program Centre for Addiction and Mental Health Katherine Lippel, LLM 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 University of Ottawa Wendy Nailer, MEd Manager, Employment Support and Development Community Support and Research Unit Centre for Addiction and Mental Health Erica Di Ruggiero, MHSc, RD Associate Director Institute of Population and Public Health Canadian Institutes of Health Research Doug Smeall Abigail Forson, MA Assistant Director Institute of Gender and Health Canadian Institutes of Health Research 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 Committees • Team • Acknowledgements / Comités • Équipe • Remerciements 63 Scientific Committee / Comité scientifique Carolyn S. Dewa, MPH, PhD (Chair) CIHR/PHAC Applied Public Health 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 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 Centre for Addiction and Mental Health 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 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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. Committees • Team • Acknowledgements / Comités • Équipe • Remerciements 65 66 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 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