Facts & Figures

The information in this section provides statistics and research to support the business case, education and awareness about workplace mental health, accommodation of mental illness, stigma and psychological health and safety.

Why Mental Health in the Workplace Matters

Given that most people spend approximately 60% of their waking hours at work (Black, 2008), understanding the financial and human costs of workplace mental health can be essential to helping employers develop an action plan for improving both the bottom line and employee well-being.

Many people face mental health issues during their prime working years

• Mental illness indirectly affects all Canadians at some time through a family member, friend or colleague (Canadian Mental Health Association, 2013).
• According to a 2012 study, 5.2% of Canadians will experience a mood disorder over one year, with 4.8% of Canadians experiencing any anxiety disorder over the same time frame. Among those with a mood or anxiety disorder, 22% of those individuals will report at least 2 or more disorders in the same year (Xiangfei & D'Arcy, 2012).
• A second 2012 employee survey indicated that 12.65% of the participants reported exposure to a co-worker who used or was impaired by an illicit drug during the workday (Frone, 2012). According to a recent survey assessing Canadian workers use of alcohol, increased psychological demands at work and an irregular work schedule increased workers' use of alcohol by 69%, respectively (Saade & Marchand, 2011).
• Mild depression, which is influenced by life stressors within and outside of the workplace, is particularly common and is costly to employers given its high prevalence and high aggregate productivity loss (Allen, Hyworon, Colombi, 2010).
• The prevalence of reported depression appears to be rising. In a 2012 workplace survey of over 6600 Canadian employees, 14% reported being currently diagnosed as clinically depressed and 8% more believed they were suffering from depression, but had not been diagnosed. A further 16% reported that they experienced depression in the past (Ipsos Reid, 2012). The survey did not ask about any other mental health issue.
• Suicide is a major cause of preventable death, with 3890 suicides in Canada in 2009 (Statistics Canada, 2009).

Mental and physical health is related:

• Respondents aged 18–65 with one or more chronic health conditions were significantly more likely to report having experienced a major depressive episode than those who did not report chronic health conditions (Wang, Williams, Lavorato, Schmitz, et al., 2010).
• About 50% of hospitalized heart patients have some depressive symptoms, and 25% develop major depression (Harvard Mental Health Letter, 2006). Patients with type 1 or type 2 diabetes are two times more likely to experience depression than their peers without diabetes (de Groot et al, 2009).
• Rates of depression, self-reported medication abuse, an inability to concentrate, or sleeping problems were higher among injured workers compared to the general working Canadian population (O'Hagan et al., 2012).

Early identification and treatment can be important to productivity and recovery:

• Mental health management programs in the workplace can have a positive return on investment from the employer perspective, but only when they are based on best practices (Kessler, Merikangas & Wang, 2008).
• 85% of respondents agree that workers with mental health conditions can be just as productive as other workers if they have access to the right supports (Ipsos Reid, 2012).
• Not addressing mental health issues early can adversely affect the rate of mental health disability claims and their duration (American Psychiatric Association, 2006).
• Depression does not necessarily have to lead to disability in a supportive work environment. A recent review by McIntyre, Liauw and Taylor (2012) indicates that 50% or more of working individuals with depression will not seek short-term disability leave at any point of their work life.

Reasonable accommodation of mental health issues at work makes good business sense:

• The costs for providing reasonable mental health-related accommodations are often fairly low, with most costs well under $500 per person per year (U.S. Department of Labor, Office of Disability Employment Policy, 2007).
• If individuals with mental illness are able to receive treatment early, disability leave, which costs companies $18,000 per leave, may be avoided (Centre for Addiction and Mental Health, 2012.)

Stigma may be a barrier to productivity and/or effective treatment:

• Employers are perceived to be less accommodating of those experiencing mental health-related issues compared to those with physical health-related issues (Ipsos Reid, 2012).
• 83% of employees believe they have a responsibility to self-identify if they have a mental illness but 31% felt that their direct supervisor would not be understanding or supportive if they did so (Ipsos Reid, 2012).
• Stigma within the community, among healthcare and vocational rehabilitation workers, in the workplace and internalized stigma has been cited to cause a 70% misdiagnosis rate (Nielson, 2010).
• Even though behaviours and medication side effects can be visible, mental illness is often described as an invisible disability and these traits may be assumed to be a personal characteristic (Brohan, Henderson, Wheat, et al., 2012).
• Experiences of discrimination and expectations for further discrimination were the most significant factor preventing workers from reporting or disclosing their mental illness to their workplace (Brohan, Henderson, Wheat et al., 2012).

Management approaches can impact mental health:  

• 4 in 5 managers/supervisors believe it is part of their job to intervene with an employee who is showing signs of depression (Ipsos Reid, 2012).
• Only 1 in 3 managers reported having training to intervene with employees who are showing signs of depression, but 55% of supervisors reported having intervened (Ipsos Reid, 2012).
• 65% of managers/supervisors say they could do their job more effectively if they found ways to more easily manage distressed workers (Ipos Reid, 2012).
• 63% of managers/supervisors would like to receive better training to deal with this type of situation and 43% would like to receive more support from upper management and Human Resources (Ipsos Reid, 2012).
• Costs associated with mental illness (in terms of absenteeism, productivity, indemnities and healthcare) were estimated at $51 billion in Canada in 2003 (Lim et al., 2008).
• In 2012, it is estimated that the labour market participation lost to mental illness equates to an almost $21 billion dollar decrease in Canada's Gross Domestic Product (Conference Board of Canada, 2012).
• Close to 30% of the economic cost is incurred by the undiagnosed mentally ill population (Lim, Jacobs, O'Hinmaa, 2008). Increasing awareness and early intervention could help to reduce these costs.  
• An employee with a previous disability claim that is related to mental illness/disability is almost seven times more likely to have another disability claim related to that illness than someone with no previous disability episode related to mental illness (Dewa, Chau & Dermer, 2009). The authors of this study explored the relationship between effective accommodation policies, workplace social support and recurring disability.

Why Psychological Health and Safety Matters

Employees express concern about psychological health and safety at work:

A 2012 survey completed by Ipsos Reid, with more than 6600 working individuals, indicates that 70% of Canadian employees report some degree of concern with psychological health and safety in their workplace.

• While 14% of employees disagreed that their workplace was psychologically healthy and safe, 30% report levels of concern that warrant serious attention.
• Over 50% of employees surveyed reported experiencing frustration, exhaustion or irritation sometimes or often in the previous month. About a quarter reported experiencing anxiety, helplessness or depression.
• Over 25% report feelings that no matter what they did, it would never be enough to please their manager/employer.
• 46% believe that economic uncertainty has had a negative impact on their workplace and 22% worried about losing their job.
• 60% of managers/supervisors say dealing with conflict is one of the most stressful parts of their job (Ipsos Reid, 2012).

Advantages of promoting psychological health and safety in the workplace:

• Early, regular and sensitive contact with employees during sickness absences can be a key factor in enabling an early return to work (Black, 2008).
• Increased job stress, low job control and lower job satisfaction are associated with higher turnover. Addressing job-related stress can help retain skilled workers (Olesent, Butterworth & Rogers, 2012).

Resources

The following are links to resources that may be of interest to you. If you click on a link you may be entering a third party website not maintained or controlled in any way by Great-West Life.