Mental Health | Cardiovascular/Diabetes | MSK | Cancer | Flu |
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a) employee - de-stigmatize MH - look at it differently - open communication - know when to seek help - seek out positive relationships with peers/leadership - use available resources - minimize isolation participate in social networks - avoid gossip or other negative behaviours - compliance re: medication/counselling/support - exercise minimum 30 min per day - get adequate sleep - proper diet/nutrition - avoid tobacco - minimize alcohol - engage in stress/time management work/life balance - discuss with manager/supervisor any limitations | a) employee - do regular exercise (at least 20 min of walking 5 out 7 days per week) - test for high cholesterol or high lipids in the blood - check blood pressure (identify if they are at risk) - eat properly - reduce fat intake, increase fibre, increase greens, - stress management - avoid tobacco use - reduce refined sugars/alcohol - be aware of the signs and symptoms and when they do occur do something about it - monitor diet, reduced processed foods and eating out - check BMI - be aware of the drugs that you are taking (drug interactions can impact cardiovascular health) - weight management - understanding family history - sleep hygiene - work-life balance - seeing family doctor for regular check-up - medication compliance/appropriate use of medication - discuss with manager/supervisor any limitations - monitor BP and blood glucose regularly | a) employee - regular exercise (30 min/day) - seek advice on appropriate exercise/self management - maintain adequate weight - proper diet - lifestyle, walking - sit more ergonomically-appropriate work posture (reduce physical strains of sitting) - if at risk for arthritis - need to have it checked out by health care person - aware of links between musculoskeletal health and depression - if they have physical limitations, need to communicate with their manager - knowing when to seek help if they have physical pain - take the appropriate medication - reduce physical work hazards - reduce stress-learn stress management skills - yoga - develop positive relationships with co-workers/manager/supervisors - adapt/accommodate worksite - take regular breaks | a) employee - do regular exercise (at least 20 min of walking 5 out 7 days per week) - learn self breast exam - learn about prevention (colon/breast/skin/prostate/lung) - know about family history and risk - eat properly - reduce fat intake, increase fibre, increase greens, reduce alcohol use - stress management - avoid tobacco use - sun protection - be aware of the signs and symptoms and when they do occur do something about it - monitor diet, reduced processed foods and eating out - weight management - adequate/sleep hygiene - work-life balance - seeing family doctor for regular check-up/screening - take recommended medications and seek appropriate care compliance/appropriate use of medication - discuss with manager/supervisor any limitations - seek support from manager/co-workers/home/community - learn to build positive relationships - learn/avoid known carcinogens - awareness of available resources | a) employee - get the flu shot; understand the risks and benefits of the flu shot -decide whether the flu shot is right for them - eat properly - exercise - get enough sleep - wash hands - know how to adequately wash hands work/home - good sanitary practices at work and at home - limit exposure to others who are sick - if sick, limit exposure (stay home if they are sick) - cough/sneeze into elbow not hands - use hand sanitizers regularly |
b) manager/supervisor - adequate training/training to develop positive relationships with employees - avoid stigma/better understanding - discuss issues with employee/foster open communication - know what resources are available - employ emotional intelligence - know when to seek help - follow processes - learn to identify behavioural issues - demonstrate flexibility and compassion - help enable employee to get better - mentorship for prevention - encourage employees to participate in wellness - recognize each employees' 'normal' - Provide positive recognition of employees - minimize ambiguity in employee roles | b) manager/supervisor - role model (eating properly, exercising, going out for a walk at lunch time, work-life balance, adequate weight) - accountability - awareness of signs and symptoms of employees (e.g. arm pain) - education/training re signs of cardiovascular disease/diabetes - develop positive relationships with employees/subordinates - can lead to open communication, reduced stress - accommodation/flexibility on the part of managers and supervisors - better understanding and being active about it - providing modifications, resources - awareness of resources available to employees (e.g. wellness programs, fitness programs) - show compassion and concern | b) manager/supervisor - be educated about musculo-skeletal disorders - observe people sitting at their desk - identifying and suggesting an ergonomic assessment - positive relationships - role models around exercise/diet/positive attitudes/ - build and maintain positive supportive relationship - monitor physical/stress demands - awareness of signs and symptoms of MSK - suggest/accommodate to workers capabilities/tolerance | b) manager/supervisor - modify work to suit limitations - provide support/empathy - develop positive relationships - aware of available resource to employees - role model for healthy living - monitor work stress demands - positive communication skills - encourage employees to engage in wellness programs - recognize early signs…weight loss, change in behaviours, malaise, excessive time off work etc. - show compassion and concern | b) manager/supervisor - support staff if they need to stay home if they are sick - manage work, clients - understand the HR absence policies and processes and share with the team - make sure everyone is aware of the steps they need to take if they are sick (who to call, how often to check in) - be a role model in terms of doing the necessary healthy behaviours (eating well, exercising, washing hands) - instructing employees for where they can find resources that explain the benefits and risks flu shot (education) |
c) co-workers - de-stigmatize mental health - be supportive - Work together common goals and objectives - be observant - look after each other - respect confidentiality - help create a positive environment - don't turn a blind eye - reach out to manager when needed - learn about mental illness - show compassion and concern | c) co-workers - awareness of early signs, identify amongst co-workers (fostering knowledge) - support, positive relationships - show compassion and concern - Work together common goals and objectives - positive role model (engage in healthy behaviours and wellness programs) | c) co-workers - going for walks - adequate weight - support, positive relationships - show compassion and concern - Work together common goals and objectives - positive healthy role models(eating, exercise, weight, attitudes, relationships, use of proper ergonomic, work-life balance) - awareness of signs and symptoms of MSK | c) co-workers - positive healthy role models (eating, exercise, weight, attitudes, relationships, work-life balance) - show compassion, support and concern | c) co-workers - be a positive role model - get the flu shot; understand the risks and benefits of the flu shot - decide whether the flu shot is right for them - eat properly - exercise - get enough sleep - wash hands - know how to adequately wash hands work/home - good sanitary practices at work and at home - limit exposure to others who are sick - if sick, limit exposure (stay home if they are sick) - cough/sneeze into elbow not hands - use hand sanitizers regularly |
d) directors/senior management - leadership to prioritize mental health - invest time and budget - walk the talk - lead by example - participate in training - learn to identify behavioural issues - demonstrate flexibility and compassion - enable employee to get better - mentorship for prevention - encourage employees to participate in wellness - training to develop positive relationships with employees - foster open communication - recognize each employees' 'normal' - Provide positive recognition of employees | d) directors/senior management - role models, walk the talk (diet, exercise, lifestyle, work-life balance) lead by example - have training with regards to Cardiovascular Disease - demonstrating accommodation, flexibility - expressing to managers - compassion, understanding, proactive nature of direction - positive relationships - allow for budgeting for programs related to cardiovascular/diabetes disease (providing time and resources to educate) | d) directors/senior management - positive role model - resources around ergonomics - training in musculo-skeletal health - money, resources, time - walk the walk - make sure they are sitting properly with the correct equipment | d) directors/senior management - role models, walk the talk (diet, exercise, lifestyle, work-life balance) lead by example - expressing to managers - compassion, understanding, be proactive - allow for budgeting for programs related to cancer (providing time and resources to educate) - training to develop positive relationships with employees - foster open communication - encourage flexibility among mangers/supervisors | d) directors/senior management - education and awareness about prevention - providing information - e.g. biometric screening clinics, flu prevention - make sure everyone knows the plan- business continuity (e.g. flu pandemic) - having a plan in place for what the organization should do - awareness of daycare programs |
e) organization - benchmarking - comparing organization to others re mental health - establish mission and philosophy around health of employees - communicate expectations and procedures to managers and employees - set the tone for the culture - enforce policies and procedures - align policies and procedures to philosophy - know the standards from regulatory bodies (e.g. mental health commission of Canada) - provide resources for training managers/supervisors/employees - invest in social capital | e) organization - benchmarking - how well are we doing in comparison with other companies with regards to cardiovascular/diabetic claims? - mission statement, main message around health in general - communication around expectations re: health/wellness-make health/wellness the norm - culture - how important is the well-being of our employees - policies and procedures related to wellness and prevention - instill/facilitate a health/safety culture - invest in social capital | e) organization - benchmarking- how well are we doing in comparison with other companies with regards to MSK claims? - instill/facilitate a health/safety culture - policies and procedures related to wellness and prevention - communication around expectations re: health/safety/wellness-make health/wellness the norm - provide resources for training managers/supervisors/ employees - invest in social capital | e) organization - benchmarking - how well are we doing in comparison with other companies with regards to cancer related claims? - mission statement, main message around health in general - instill/facilitate a health/safety culture - policies and procedures related to wellness and prevention - communication around expectations re: health/wellness-make health/wellness the norm - invest in social capital | e) organization - having the right practices and policies in place to support short-term absences due to illness (e.g. offering personal illness days to employees, ensuring this benefit aligns with employees' needs) - resources - provide the flu shot clinic for those who are interested in getting the shot - business continuity (e.g. flu pandemic) - having a plan in place for what the organization should do - invest in social capital |
f) family/partner/spouse/community - supportive environment - understanding of mental health and reduced stigmatization - understanding of the impact of mental health on the individual - discuss openly and honestly with the person having mental health problems - recommendation to seek help, not be afraid to seek help - positive influence - foster awareness about available support and programs (community perspective) - taking ownership for investigating what programs and support are available (partner, family perspective) - have resources available for people who need help when they need it (community) - targeting at a young age- bringing awareness and providing resources to all demographics (identification of the signs) | f) family/partner/spouse community - being aware of early signs of Cardiovascular Disease - encourage family members to go to the doctor for check-ups - encourage healthy eating, diet, nutrition at home - encourage exercise, more walking - proper use of medication - being aware of and providing support for proper use of medication - education on signs and symptoms/prevention | f) family/partner/spouse community - encourage physical activity, healthy weight - education around how to lift properly - model for healthy living - education on proper ergonomic at home - understanding role of self-management in chronic MSK disorders - understand the relationship between chronic MSK and depression/anxiety - make regular exercise proper ergonomics and healthy eating the norm - provide encouragement and support for ongoing treatment - awareness of the role and potential negative consequences of narcotic use for pain | f) family/partner/spouse community - positive healthy role models (eating, exercise, weight, attitudes, relationships, work-life balance) - make healthy lifestyle the norm - provide emotional support and encouragement - understand the impact cancer can have on the individual - support/assistance in treatment…chemotherapy/radiation/medication treatment and be aware of side-effects - be aware of community/work resources/support groups to assist in management - awareness of the role and potential consequences of narcotic use for pain - aware of Canadian Cancer Society resources | f) family/partner/spouse community same as above (employee and co-worker) - providing support to people that want to take the shot - provide information, education - provide support for the people that need to stay home - provide opportunity to citizens to have the shot - hygiene education in terms of prevention |
g) health care practitioners - ability to screen for individuals at high risk and provide appropriate interventions (e.g. referral, medication, counselling, etc.) - stay up-to-date and current with regards to mental health trends in Canada (number of Canadians impacted - stimulate dialogue about prevalence, reducing stigma/treatment, resources) - explaining to employees why information is provided to different stakeholders so that appropriate case management and adjudication happens - having more dialogue with the employee, providing teaching and information about why it is important to provide information up front - holistic approach (combination of medications, therapy, etc.) commitment to keep working at a treatment plan - follow-up - is the treatment plan working? what adjustments are needed? ongoing case management at the doctor-patient level | g) health care practitioners - provide screening for high risk individuals - provide appropriate interventions - provide educational resources for people to look for in terms of Cardiovascular disease and risks - counseling in terms of exercise and diet, provide appropriate resources - regular follow-ups to see if risk factors are under control - balancing pharmacological with non-pharmacological interventions | g) health care practitioners - identification, follow-up, assessment - aware of ergonomic issues, educate patients on proper ergonomics/prevention - recommend/refer for appropriate treatment/management - encourage to stay active - communicate with workplace for work modification - positive role model | g) health care practitioners - appropriate screening and management - communication with workplace on work modification - provide emotional support and educate family members - provide patient education on prevention and self monitoring - educate on community resources - positive role model - educate on self monitoring | g) health care practitioners - education, especially for high-risk people - providing the flu shot for those that want it - education in the area of prevention - dispensing medication that is needed - be clear to the employee on restrictions and limitations (e.g. when they can return to the office) - communication via employee to the workplace - between health care provider's recommendations to the workplace, via the employee - provide people with information regarding alternatives to medicine - EAP - provide education, daycare issues, family care (consequences, what to do) |
h) high risk employees - same as employees - read emails and information about health promotion - make people more aware and find ways for them to become more aware about available programs, become more proactive, rather than reactive - take accountability for themselves - accept that they are responsible for their own behaviour (other stakeholders are not responsible to ensure that people take appropriate action) - leaders also need to create capacity for people to participate | h) high risk employees - same as employees - responsibility and accountability - education (same as mental health) | h) high risk employees - same as employees - ask for ergonomic assessment - use proper postures at work | h) high risk employees - same as employees | h) high risk employees - same as employee |