Business leaders must ensure mental health access

The crushing burden of the pandemic has forever changed mental health.

Leaders at the helm of Canadian companies need to take a hard look at their mental health supports, in order to reduce the impact of this difficult time on their most valuable resource: their people.

Recent data from the U.S. and Canada highlights a grim reality. A study by Harvard Business Review found 50 per cent of employees have left roles for reasons of mental health, up from 34 per cent in 2019. That number rises to 68 per cent for millennials, up from 50 per cent in 2019. Imagine adding to this the loss of one-third of your leadership team, burnt out by the fallout of the pandemic. The focus on ensuring all employees have access to mental health supports has never been more critical.

The data is clear on why. As the leading cause of disability in the workplace, mental illness accounts for up to 70 per cent of workplace disability costs, and claims are beginning to rise. When it comes to our workforce, we are quite literally in the red, with LifeWorks’ Mental Health Index recently scoring the mental health of Canadian employees at -9.7. This is a nearly 10point decrease from pre-pandemic levels, and something that must be addressed.

The good news is that some companies are moving swiftly, undertaking a thorough review of their workplace mental health strategies to focus on immediate and long-term wellness. Additionally, several CEOs are leading by example, having authentic and candid discussions about the impacts of mental health concerns in the workplace, including their own.

However, many companies have yet to revise their mental health strategies, and their employee benefit plans in particular. Access to comprehensive mental health support as part of employee group benefits is one of the most costeffective and evidence-based ways to contribute to our shared recovery.

It is also time to expand these benefits to include a range of regulated mental health providers. There is an essential opportunity to use registered social workers within employee group benefits plans to increase access to highquality mental health care.

There is no doubt COVID-19 has altered our workplaces, and that mental health needs will continue to soar. If we are to truly realize a recovery that leaves no one behind, we need to adapt to these new circumstances and reduce barriers to accessing mental health supports within the places we interact every day, including through our workplaces.

Oct. 10 is World Mental Health Day. This year the theme is “Mental health care for all: let’s make it a reality.” Aligned with this, October is Healthy Workplace Month, focused on feeling great at work. If there was ever a time to prioritize workplace wellness and the needs of a country looking for economic and mental health recovery, the time is now.

Deepy Sur, MSW, PhD, RSW, is the CEO of the Ontario Association of Social Workers, representing over 7,500 members across Ontario. Twitter: @ON_SocialWork