Employers

EQ @ Work: The Benefits of Emotional Intelligence
January 27, 2025, 10-11 a.m. (Register)

Emotional quotient (EQ), also known as emotional intelligence, is the way we manage our personal emotions and how we understand and appropriately react to the emotions of others. EQ is a key component in building an organizational culture of trust, empowerment and open, respectful communication.

Employers should strive to create psychologically safe workplaces where workers are free to speak up without fear of humiliation or retaliation. In this workshop, you will discover steps to help employees build their EQ to achieve the goal of building a better organizational culture.

Neurodiversity in the Workplace: Actions for Neuro-inclusive Culture
January 28, 2025, 10-11 a.m. (Register)

Every brain is different. Neurodiversity is the range of ways people think, process information and interact. Workers who are neurodivergent have unique strengths and qualities that contribute to productive and thriving workplaces. Learn about the conditions that fall under the neurodiversity umbrella, and how to support workers in meeting their full potential to become valuable and productive team members.

Psychological Health and Safety: Evolving Blueprint in Canada and Beyond
January 29, 2025, 10-11 a.m. (Register)

PBelieve it or not, psychological health and safety has been a topic of conversation in Canada for well-over a decade. In that time, our nation – along with other countries and jurisdictions – has continued to move the needle forward on progressive actions, standards, and regulations to support the psychological well-being of workers. In this webinar, we will discuss the impact of Canada’s national standard for psychological health and safety in the workplace, and explore new and emerging best practices in the field. Participants will leave with an understanding of the critical elements required to “move the needle” on psychological health and safety in their workplaces and knowledge of the national and international landscape of psychological health and safety legislation.

Psychosocial Hazards and Stress: Connecting the Dots
January 30, 2025, 10-11 a.m. (Register)

Psychosocial hazards are created by factors in the design or management of work. Exposure to these hazards may increase the risk of work-related stress and lead to psychological harm when uncontrolled. Join us as we discuss actions that employers can take to identify and control workers’ exposure to psychosocial hazards to reduce workplace stress.

The Mindful Workplace: Working Together
January 31, 2025, 10-11 a.m. (Register)

Psychological safety in the workplace is the shared expectation that everyone can speak up without fear of punishment or humiliation. Sharing ideas, asking for help, taking risks and providing feedback describe workplaces that are psychologically safe. Learn about how workplaces can assess workplaces for psychological safety and find the psychological hazards that contributes to mental harm or injury.

One way employers can support mental health is to share available resources and organizations across the province that offer mental health services and support.

View a listing of mental health resources available in Newfoundland and Labrador

Self-care is the activities we do regularly to improve and support our health and well-being. You can use the following steps to start you on the right path:

Day 1: Getting Started

Day 2: Assess Your Current Coping Skills

Day 3: Recognize Your Self-care Needs and Activities

Day 4: Identify Self-soothing Activities Based On Your Self-care Needs

Day 5: Remove Barriers To Success

This course provides an overview of harassment and its effects, discusses respect in the workplace, harassment prevention plans, and provides general information on harassment prevention resources.

It is only two hours, and it doesn’t have to be completed all at once. Pick-up where you left-off anytime!

Register at: https://ctr.bluedrop.io

Integrating Psychological Health and Safety into your OHS Program

• This guide has been developed to:
  • Help employers improve PHS in the workplace.
  • Prevent and reduce psychological injury to workers.
  • Enhance the safety culture of the workplace.
  • Identify ways to include PHS in the workplace OHS program.
  • Help identify and control the psychosocial hazards present in the workplace.
    

• Workplace Psychological Health and Safety Safety Share
• Workplace Stress Safety Share

Workers have a right to healthy and safe workplaces. Occupational health and safety (OHS) practices and principles help protect workers from injuries and illnesses while working. Join us as we explore current OHS topics that can improve the health and safety of workplaces.

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There are 13 workplace psychosocial factors known to positively impact an employee’s mental health, psychological safety, participation, and productivity. If these factors effectively exist in the workplace, they have the potential to prevent psychological harm.

The 13 factors of psychological health and safety in the workplace are:

• Psychological support: A workplace where co-workers and supervisors are supportive of employees’ psychological and mental health concerns, and respond appropriately as needed.
• Organizational culture: A workplace characterized by trust, honesty and fairness.
• Clear leadership and expectations: A workplace where there is effective leadership and support that helps employees know what they need to do, how their work contributes to the organization, and whether there are impending changes.
• Civility and respect: A workplace where employees are respectful and considerate in their interactions with one another, as well as with customers, clients and the public. Civility and respect are based on showing esteem, care and consideration for others, and acknowledging their dignity.
• Psychological demands: A workplace where the psychological demands of any given job are documented and assessed in conjunction with the physical demands of the job. Psychological demands of the job will allow organizations to determine whether any given activity of the job might be a hazard to the worker’s health and well-being.
• Growth and development: A workplace where employees receive encouragement and support in the development of their interpersonal, emotional and job skills.
• Recognition and reward: A workplace where there is appropriate acknowledgement and appreciation of employees’ efforts in a fair and timely manner.
• Involvement and influence: A workplace where employees are included in discussions about how their work is done and how important decisions are made.

Workload management: A workplace where tasks and responsibilities can be accomplished successfully within the time available.

Some common indicators that a workplace is not psychologically healthy and safe include:

• Frequent workplace conflict
• Low levels of job satisfaction
• High number of requests for early retirement, transfers, or resignations
• Workplace injuries / illnesses
• Difficulties returning workers back to work (longer durations of absences from work)
• Employees seek help for stress, mental distress or diagnosed psychological illness
• Poor levels of employee engagement
• Quality of work
• Low productivity / frequently missed timelines or sales targets
• Complaints from customers
• Poor outcomes for clients

A psychologically healthy and safe workplace promotes workers’ psychological well-being and actively works to prevent harm to worker psychological health, including in negligent, reckless or intentional ways.

Workplace Strategies for Mental Health website, part of The Great-West Life Center for Mental Health in the Workplace,  is a leading source of free, practical tools and resources designed to help Canadian employers with the prevention, intervention and management of workplace mental health issue. Includes information to:

• Increase knowledge and awareness of workplace psychological health and safety
• Improve the ability to respond to mental health issues at work
• Turn knowledge into action through practical strategies and tools for employers

All tools and resources are available in English and French to anyone, anywhere, at no cost.

Guarding Minds at Work resources allow employers to effectively assess and address the 13 psychosocial factors known to have a powerful impact on organizational health, the health of individual employees, and the financial bottom line. Guarding Minds at Work is available to all employers – large or small, in the public or private sector -­ at no cost.

The Canadian Mental Health Association and the Mental Health Commission of Canada collaborated to create the Takeaways Toolkit. The toolkit was informed by the MHCC’s 2018 Case Study Research Project (CSRP) on how 40 workplaces have implemented the National Standard for Psychological Health and Safety in the Workplace. Offering best practices and activities, The Takeaways Toolkit is meant to guide other workplaces to help put the Standard into practice.

The Psychological Health and Safety in the Workplace is a voluntary standard that specifies requirements for a documented and systematic approach to develop and sustain a psychologically healthy & safe workplace. Download for free.

Investing in a psychologically healthy workplace is good for business. When you protect workplace mental health, the result is lower total medical costs, increased productivity, lower absenteeism and presenteeism, and decreased disability costs.