Many individuals facing addiction and mental health challenges require significant support beyond simple check-ins. Often, what they need most is empathetic understanding and assistance. Recognizing this, there’s an increasing demand for workplace training focused on addiction and mental health. Without adequate support, productivity, absenteeism, and overall workplace culture can suffer. By exploring and implementing best practices in practical training programs, organizations can cultivate a healthier and more supportive environment for their employees.
Why Workplace Training on Addiction and Mental Health Matters
An employee suffering from mental health challenges hides in plain sight. It’s not as easy to determine their struggle compared to someone with a broken wrist or sprained ankle. As a result, mental health issues deeply impact personal and professional duties, potentially resulting in depression, anxiety, low productivity, and high turnover.
Unaddressed mental health issues also can lead to substance use problems. This leads to increased safety risks, potential legal troubles for businesses, and a reduced overall quality of life for individuals.
A study conducted by the Mental Health Commission, which spanned six months, found that 34 percent of the 1,575 participants reported experiencing workplace stress. This led to many of these employees feeling anxious and depressed, which negatively affected workplace culture.
Many employees from the study felt that their mental health struggles would impact their career growth. Some 70 percent stated that their workplace experience was negatively affected. It also has been reported that 68 percent of employees cannot maintain productivity for more than 70 percent of their day.
The study goes on to affirm that mental health issues, along with illnesses, were the primary reason for people missing work. Some 78 percent of participants reported having missed work due to mental health concerns.
The Centre for Addiction and Mental Health (CAMH) reports that the economic cost of mental illness in Canada is more than $50 billion per year. In comparison, substance use issues cost $40 billion per year. These figures highlight:
- Lost productivity
- Healthcare costs
- Court cases
These numbers may seem high, but it is critical to note that many people are hesitant to speak up about their problems. A 2019 survey of Canadians reported that 75 percent of workers are reluctant or refuse to disclose any mental health issues due to stigma or stunted career opportunities.
Best Practices for Effective Training Programs
There are many key ways to build effective training programs that work to mitigate stigma and provide support for employees with mental health or substance issues.
1. Build a Supportive Workplace Culture
Building a supportive workplace culture starts with open conversations to help reduce stigma. People are afraid of what others may think or how it could impact their careers by talking about mental health or addiction. Training leaders within the organization to recognize the signs of conditions is critical. These include:
- Anxiety
- Depression
- Burnout
2. Host Effective Training Programs
Employer training programs can help educate workplace leaders and staff about the signs of addiction and how to effectively communicate with others about it. When planning training programs, ensure discussion points on the following:
- Common disorders: Their definitions and impact (depression, anxiety, PTSD)
- Crisis management: How to address a crisis and support an individual dealing with substance abuse, panic attacks, or suicidal thoughts
- Non-judgmental communication: How to actively listen and support someone empathetically
- Early warning signs: Identifying early warning signs for someone’s declining mental health, including:
- Behavioral changes such as reduced productivity, irritability, and social isolation
- Physical symptoms such as fatigue, sickness, and headaches
- Verbal indications that they are depressed or anxious
3. Implement Practical Strategies
Beyond training, it’s crucial to implement policies that demonstrate a commitment to mental health and addiction awareness. This shows employees that their company talks the talk and walks the walk.
- Partner with mental health professionals to ensure expert-led and tailored training programs for the specific needs of the workplace.
- Actively gather and evaluate feedback from training participants to continuously improve the program and address evolving needs effectively.
- Make a resource hub and provide clear communication about available documentation or support for employees.
The Impact of Proper Training
Implementing successful mental health training can greatly benefit companies. A case study on global airline trade association IATA reveals that its mental health program has contributed to improved workplace well-being. Employees now have a reliable support network, are more productive, have higher job satisfaction, and have even saved IATA $327,008.
Key Takeaways for Employers
While offering a reliable network for mental health training to staff and leadership is crucial, providing other services, such as ongoing care, is also beneficial. It’s important to remember a few key details:
- Mental health and addiction training should be ongoing rather than a one-time initiative.
- Leadership involvement is crucial in creating a safe and empathetic environment.
- A supportive workplace culture fosters higher productivity, healthier employees, and improved retention.
