April 28 is a day for Canadians to reflect on those who have died while working. Let’s commit to creating healthy and safe workplaces so occupational injuries and diseases can be prevented.
Image: Sorrow, sculpture by Bruce Garner.
It wasn`t that long ago that employees smoked while working but today smoking is prohibited in the most Ontario workplaces. Employers must now acknowledge the potential health problems related to sedentary jobs.
There is extensive medical evidence showing that being inactive for extended periods of time by sitting at a desk, on the couch, or in a car is hazardous to your health. A good daily workout is not enough to correct the problem. Employees, who sit extensively at work, need to stand up and stretch for a few minutes at least every half hour. The incidence of musculoskeletal disorders, heart disease, cancer and diabetes increase significantly for sedentary people.
To prevent injuries and disease, employers must recognize this job hazard and implement strategies to reduce prolonged seated time by workers. Employees often stay seated continuously at their desks for hours. They need to feel comfortable standing up, stretching and even working in a standing position. The attitude that “Sitting quietly at one’s desk is the proper way to work” must change.
Examining work processes and workplace attitudes can help employers identify how to get employees to stand up and move more often during the work day. To get employees out of their chairs, they may need:
Senior Managers need to acknowledge that prolonged sitting is a workplace hazard. Commitment to helping workers become more active during the work day can prevent employee health problems and optimize productivity.
There are many resources available to get employees more active at work.
Employers should be aware of plans to change workplace safety legislation aimed at tackling workplace harassment. If passed, the Occupational Health and Safety Act would be amended to include a definition of sexual harassment and would require employers to investigate and address such incidents.
WHMIS regulation changes will include adding elements from the international GHS (Globally Harmonized System of Classification & Labelling of Chemicals) and related employer duties. WHMIS.org offers current resources, by province / jurisdiction, about amendments and employer requirements for this multi-year rollout of the new WHMIS programs in Canada. In Ontario, amendments to WHMIS regulation are expected to come into force by June 1, 2015 with a transition period to 2017 for full implementation.
The Ministry of Labour Fall Hazard resources offers useful information and tools to prevent falls at work. Watch for MOL industrial safety blitz focusing on Slips, Trips and Falls in February and March 2015.
Also, new mandatory training requirements come into effect April 1, 2015 for the construction sector:
Statistics reveal that one in five people will experience a mental illness directly. The other four out of five may not have a problem themselves but will have a friend, colleague or family member who is dealing with a mental health issue.
The cost of poor mental health in the workplace is staggering; some sources have the number estimated at close to $20 billion in lost labour market participation in 2012. It is the now the second-leading cause of short term disability claims in Canada (Source: Conference Board of Canada).
Those who experience mental health issues face challenges in the workplace that may not seem as important to some, but are vital to their success or failure in the work environment. Many who suffer feel misunderstood, shunned, and underutilized. In a world where shortages of critical skills are top of mind for many organizations, employers cannot afford to allow a situation like this to continue.
There are strategies and policies that can be put in place to combat negative outcomes that occur due to the cost of poor workplace mental health. We’ve put together some tips that can be used to help combat this growing issue.
This should be built on a solid policy that reinforces the relevance of worker mental health to the organizations priorities and goals. Having support from all levels of management will go a long way in creating an environment that is supportive.
Similar to any issue, the earlier it is identified the easier it can be resolved. If an emerging psychological concern such as anxiety or depression is appropriately addressed there is a much greater likelihood that intervention will be effective.
Managers and supervisors need ongoing support and training and should have access to useful tools and programs to address the mental health of their employees.
Although there are many effective treatments available, the likelihood of a relapse is always there. For this reason it’s important for employers to plan for these so as to make it less intrusive to the sufferer and the work environment.
Above all, employers who are prepared and have the resources available to address and cope with mental health issues in the workplace will be more capable to handle the outcomes – be it the loss of an employee or an interrupted work environment. So as an employer, be sure to make use of resources provided by various organizations including the Canadian Mental Health Association and the Canadian Mental Health Alliance.