You don’t have to look very far to find sources of significant stress — conflicts in Ukraine and the Middle East, wildfires across Canada, climate change, political disagreements and upheaval, pandemics, and the economy, to name but a few.
While organizations have little ability to influence global events and disasters, man-made or natural, they can provide meaningful support to their workers to help them cope with anxiety and fear.
Kristy Cieszynski, director, Employee Benefits Service Centre at Western Financial Group in Winnipeg, said employers have seen a big spike in the usage of mental health-related benefits over the last couple of years.
“If you go back to COVID, that’s where I would say there’s really been an increased focus on people’s mental health,” she said. “You look back at the 18 to 24 months — whether it was through isolation or through increased risk of disease — since then we have seen just phenomenal increases when it comes to the amount of people engaging mental health support. Which is great.”
How big was the increase? In 2022, claims for mental health counselling and therapies hit $650 million, according to the Canadian Life & Health Insurance Association. That’s nearly twice the level in in 2019 and up 10 per cent from 2021, it said.
Concern over usage rates?
This spike in claims may concern employers about a corresponding rise in premiums, but Cieszynski points instead to the potential long-term savings.
“If people are using the resources available to them, it can alleviate longer-term costs like short- or long-term disability,” she said. “It’s about ensuring employees know their well-being is a priority, which can lead to higher loyalty and a better reputation for employers.”
Plus, investment in a robust benefits program sends a strong message to existing — and potential — employees, she said.
“You want to make sure your employees know that you are putting their financial and physical well-being front of mind,” said Cieszynski.
Recruitment, retention tool
The importance of benefits extends far beyond improved mental health. Cieszynski said benefits now rank second only to salary when employees consider new job opportunities.
“Post-COVID, there’s a greater awareness of maintaining a healthy lifestyle and preventing illness. Digital access to healthcare, such as virtual doctor or therapist appointments, is becoming increasingly important,” she said.
The time savings with virtual care can be significant, she said. For example, workers don’t have to drive or take transit to go see a doctor and waste time in a waiting room. “Or, you don’t need to take time off work to go down to a therapist — and perhaps that can get you quicker treatment,” she said.
When asked about employers’ effectiveness in communicating the value of these benefits, Cieszynski acknowledged room for improvement. “Many employers struggle with how to navigate the resources available and help employees access care. It’s an area we all need to get better at,” she said.
Dealing with eco-anxiety
While employers can’t change the weather or negotiate international peace treaties, they can make a difference closer to home by providing opportunities for their staff, she said. That can help them feel more connected — and that they’re making a difference, even if it’s small.
“Employers can support their workforce by promoting sustainability initiatives and offering volunteer opportunities to help employees feel they are making a positive impact,” she said.
Options include giving employees time off to volunteer and support their favourite causes or touting sustainability efforts like reducing the use of paper and encouraging people to bike to work, said Cieszynski.
“We have our Western Community Foundation, and a big part of that is giving back — joining local communities and participating in volunteer activities,” she said. “We’re given a ‘Good Heart Day’ where all employees are encouraged to volunteer in the community or to get out to support a cause that is very important to you.”
One example, featured on the company’s website, is that of Karen Malek — who fosters dogs, is an equine therapy volunteer, and also helps out at hospitals.
“I love the joy that volunteers bring to people’s lives. It’s so impactful,” said Malek. “It’s amazing that Western gives us this day. It shows Western’s commitment to the communities that we live in. I am super proud of Western. I know that there are a lot of people with really great hearts who give their time here. Many organizations could not do what they do without their volunteers.”
While some employers and leaders might be dismissive of the impact of eco-anxiety, or feel it’s not their place to address it, that can be a missed opportunity, said Cieszynski.
“It’s crucial to consider the priorities of your employees. Aligning with their concerns can be key in attracting and retaining talent,” she said.
Conversations on mental health
Cieszynski also talked about the benefits of creating an environment that encourages open discussions about mental health, particularly in male-dominated workplaces.
“Creating employee resource groups and leading by example from the top can help,” she said. “You obviously can’t force folks to speak about their own struggles or challenges that they may be going through. But sometimes, as leaders, that’s where you do actually have to lead by example. I think it’s important to be open with your staff and with your employees — obviously where comfortable and where appropriate.”
