Mental Health – Strategies for the Workplace

– [Chris] Good, excellent
material to cover today, so, I think we’re gonna dive into it. We’ve got a great lineup of speakers, and they’ll be sharing their
expertise and experience with us about mental health
strategies in the workplace, and, so, I’d like to
thank Darcy Gruttadaro, Jennifer Bruno, Janelle
Penatzer for joining us today. Darcy is the director for the Center for Workplace Mental
Health at the American Psychiatric Association Foundation. Jennifer Bruno is the Vice President of Global Health Services
at Johnson and Johnson, and Janelle Penather is the
Wellness Program Manager at OrthoCarolina, and
they’ll be telling you more about their organizations
during their presentations, but before we dive into the presentation, I just have a few housekeeping notes for everybody to bear in mind. This webinar is being recorded
for later distribution. We have almost 200
companies, that are already on the call and rising,
so there’s obviously a lot of interest in this
topic, which is terrific. If you have a question, that
you would like answered, please submit it using the
Q and A function in WebEx. When submitting the
question, please ensure, that it’s addressed to everyone, not just to a specific
presenter in the webinar. We will do our best to
answer the questions at the end of the presentations. We will be having polling
questions throughout this webinar, so, to participate in
these polls, please submit your answers through the side
panel on the right-hand side of your screen, when
the questions show up. So, as I said, we have quite
lot of material to cover. So, without any further
ado, let’s start off with the first poll. So, the first poll question
is, does your organization have and actively promote a
written mental health policy? And so, you can answer
yes, no or I don’t know, and so I’ll share with you,
a few minutes ago we had this discussion amongst the panelists, and I would say, that it’s
fair to say, that we are at different stages of
developing and implementing our own mental health
policies in our organizations. So there is absolutely
no shame in saying no or I don’t know. So, I’ll just give the
poll a few more seconds, so that people can answer it. So, Christine, do you
wanna share the results with us of this poll? Christine, can you hear us? – [Christine] Yes, it is loading. It will share in three seconds. – [Chris] Thanks so much. Right, so this is putting my statistics to the test,
because I’m seeing raw numbers, but it looks like for the
majority of people on the call, it’s either a no or I don’t know, which I think is very insightful. There are 19 of that 79
companies currently on the line who have a written mental
health policy in place. So, congratulations to you. Hopefully by the end
of this webinar today, you will have more
information and more ideas about how to take the
discussion about having a written mental health policy in place for your own organization,
and that’s something, that we at the center here
at AHA have been doing with our own HR, so it’s
part of that process. So, thank you very much for participating. So, before we get to our first speaker, you might be wondering why is
the American Heart Association addressing mental health,
and it’s for two reasons. The first reason is, we have
a new mission statement, which you see on your screen there, which is, we are a relentless force for a world of longer, healthier lives, and so, what you might notice
in that mission statement is, that it doesn’t have the
word heart disease or stroke. All of our activities
here at AHA are grounded in heart health and brain health, but we’re now really looking at the person more wholistically, and we
recognize, that mental health is a crucial part of one’s
overall health and wellbeing. So, I will be saying a
few words towards the end of this webinar, but without
further ado, I’d like to turn it over to Darcy for her slides. Darcy? – [Darcy] Yes, thank you so much, Chris, and I’m really happy to be here. I did wanna just say a
word about the Center for Workplace Mental Health. We are a program of the
American Psychiatric Association Foundation,
which is the philanthropic and programmatic arm of the American Psychiatric Association. We at the Center for
Workplace Mental Health work with employers of all sizes,
large, mid-sized and small, providing them with tools,
resources and information, they need to promote and
support the mental health and wellbeing of their
employees and their families. So, we’re delighted to be here. We are very pleased to be
joining Chris, his team and the excellent work, that is being done at the American Heart Association on workplace mental health, very impressed with the recently published report Mental Health, A Workforce
Crisis, and honored to be here during mental health awareness week with this very impressive
panel of speakers, so, next slide please. I think, it’s safe to
say, oh, poll question. I’ll let you take that,
Chris, before I jump in. – [Chris] Great, thanks Darcy, as we had a poll earlier on in your slide. So, our next poll is, we just want to see, whether people know,
what percentage of you as adults have been diagnosed
with a mental health disorder. So, you see a couple of options
there, 5%, 10%, 15%, 20% or one in four, or 25%,
so give us your best guess as to what the prevalence
of mental health disorders in the U.S. population is. Okay, we’ve had about 204
people participate in the poll. There are a few more of you outstanding, that you may want to give us
a answer to this question. Okay. So, most of you think,
that it’s 20% or 25% of the U.S. population. So, with that result in mind, Darcy, why don’t you tell us a little bit more about the prevalence of mental
health disorders in the U.S.? – [Darcy] Sure, happy to do that. This is clearly an astute
crowd, that is very close and on target between 20 and 25%. There’re actually 47 million
Americans, one in five adults, who are living with
mental health conditions, and I would say, as we’re
talking about workplace mental health, that workplace
mental health is really having a moment, because employers
really see the impact, that mental health conditions
are having on the bottom line, and in the workplace,
but the key message here, is that mental health
conditions are common. So, 47 million U.S.
adults, or one in five live with a mental health condition, and the overwhelming
majority of those adults living with mental health
conditions are in the workplace. Also, the data shows, that
about 19.3 million Americans aged 18 and older also lives
with a substance use disorder. So, the total number of people, that have either a mental health condition or substance use disorder condition is at 57.8 million people. The impact of that is considerable. However, we need to remember,
that less than half of people, that live with mental health conditions, are receiving treatment. So, that is a really important figure. That is from the National
Institute of Mental Health, and it’s concerning,
because without treatment and without early treatment,
conditions can get difficult to treat, and can be very difficult, not just for the
individual experiencing it, but also for family
members and caregivers, many of whom are also in the workplace. Also, we know, that treatment works. So, we really want to
encourage, and the workplace is certainly a place to do
that, people to feel comfortable accessing care, when they need
it, and connecting with care through EATs and or health
benefits, but really, as many of you can no doubt appreciate, mental health conditions
really impact all aspects of the workplace, recruitment,
performance, productivity, disability rates and retention, and it can be costly for employers, if mental health is
not actually addressed. So, onto the next slide please. I did wanna show a
breakdown of demographics. What’s important here, is to
recognize, that as you can see on the slide, hopefully
you can all read it well, younger age groups have
a higher prevalence of mental health conditions,
and this is likely to continue to be an issue,
because we know, that there is a growing rate of mental health
conditions in adolescence. It’s actually a concerning
and alarming rate, high rate, particularly
with depression and anxiety. So, the future workforce,
that’s coming along, will be experiencing
mental health conditions at higher rates, and this is
of course an important time for employers to be prepared, and to focus greater attention on
workplace mental health, but in that 18 to 25 age
group, you can see that spike in mental health conditions, and people, who live with mental health conditions, and also noteworthy is
that women tend to have, or actually have a higher percentage of mental health conditions and live with a higher percentage
of mental health conditions than men, and this is especially true, when it comes to depression. Women have about twice the rate as men, and that’s important,
because we know so many women are in high, all different
levels of positions within organizations in the workplace. So, it’s important to also note, that diversity matters as well. If you look at the far right on the slide, you see a big jump up with
people, that have two or more, definitive two or more
categories of race and ethnicity, have a considerably higher rate
of mental health conditions in the U.S., so, did want
everyone to see that breakdown, so that you get a good,
solid appreciation, that not only are we seeing
mental health conditions more prevalent in the younger age groups, but those individuals are
coming into the workforce with the expectation,
that employers are ready to actively address mental
health in the workplace. So, next slide please. The other thing, that’s important, is, we now have good, solid research, that shows mental health
conditions are costly. So, effectively addressing
workplace mental health is not just the right thing
to do, but not doing so is costly to employers
domestically and globally. So, we know, that $1
trillion is the annual cost to the global economy
and lost productivity for just depression and anxiety alone, and that figure comes from research, that was released by the
World Health Organization. In the U.S., the annual
cost to the U.S. economy for depression is $210 billion. That breaks down as
representing about half of that is lost productivity, and about
a little under half of that is direct healthcare cost. There’s a slight cost also
associated with suicide, and the impact, that
suicide can have on those within the workplace. On the lost productivity
part of the 210 billion, that breaks down to represent absenteeism, people, that because of
depression are not coming to work, and also presenteeism, which
is a real growing concern for employers, because
that represents people coming to work, but not fully
engage and not performing at the level, that they can perform at, because of the impact of depression. The next line, two to three
times higher treatment costs, that represents the fact,
that when employees have a chronic health condition,
and a co-occurring mental health condition,
the cost of treating the underlying chronic health condition is two to three times higher. So, it’s not uncommon for
people with chronic conditions like heart disease, cancer,
diabetes and related conditions to have an underlying
mental health condition, however, treating that
chronic health condition is considerably higher,
making the need for employers to really pay attention
to the cost of treating mental health conditions
important, and the ability of people to access mental healthcare, effective, timely and affordable care, making it all the more important. So, employers are not incurring
that extra cost associated with treating the underlying
chronic health condition, and then finally, this
is really important, in the U.S., so this is just in the U.S., every $1 invested in scaled
up mental health treatment results in a $4 return on
investment in better health and productivity, and
again, those are figures from the World Health Organization. That certainly also makes
the case for really investing in mental health treatment, and employers paying more attention to people’s ability to get access to treatment. Next slide, please. So, this is certainly a
major call for action, and depression and anxiety
are common conditions found in the workplace, and depression is the leading cause
of disability worldwide with rising rates impacting employers. So, again, cost associated
with depression, when people leave the
workforce for short-term and longterm disability. Clearly, there are cost
associated with replacement, and also loosing valuable employees, who are performing well on the job. Rates of anxiety and depression,
as I mentioned earlier, are growing in youth and young adults. So, that is the future
workforce in the U.S., and it really is something
more and more employers are paying attention
to, because they know, that the future of their
organization depends on hiring well-qualified, high performers into the workplace, and
then finally just a word on suicide and opioid. Both deaths associated
with suicide and opioid are historically high levels, and that is impacting
businesses across the U.S. When you think about the
fact, that the latest figures we have, are 47,000 lives
lost to suicide in one year, and 72 lives lost to
opioid death in one year. When you take those numbers
together and you consider the circle of people
around those, who are lost to these tragic deaths at a
young age, and that circle of people includes many
people, who are active in the workforce and the
impact it has and disruption on their productivity
and on their attendance, and just on their health and
wellbeing, you really gain a great appreciation for
the fact, that these times of tragic death are an issue, that employers are increasingly
growing concerned about, and want to do more to be
able to effectively address. So, the bottom line, addressing
workplace mental health is not just a moral
imperative, but also a growing economic imperative
and I think, that’s why so many employers are
so engaged in this work. So, that, I’ll turn it
back over to you, Chris. – [Chris] Thank you, Darcy, that was really helpful
background about the state of the nation, when it
comes to mental health and also substance misuse,
and it’s worrying to see those trend amongst young
workers, because those are some serious productivity
headwinds for employers, because this is the
workforce of the future. Do you think, that
employers are more concerned about this issue, and
whether you’re hearing it in your position? – [Darcy] I absolutely think
employers are more concerned, and the National Business Group on Health and Willis Towers Watson
and other national, well-regarded consulting firms
and membership organizations have done national surveys of employers, that show workplace mental
health and substance use are issues of major concern. Employers are really interested
in helping understand, how to help their employees navigate the mental health system,
how to access effective and timely care, how to
create a culture and climate, that addresses more
effectively mental health in the workplace, and also,
how to help raise awareness, and address stigma, which
remains a barrier to people feeling comfortable coming
forward and getting help. People are worried, that
coming forward could result in negative job consequences. So, that is something,
we all have to work hard, is helping people to
understand, that coming forward and getting help means you can get better, and perform at your best and
have your best opportunity to really have great future
in the career, that you’re in. – [Chris] Great, thanks
very much, and you listed a couple of barriers and obstacles to mental health prevention,
and we’re now going to hear from two organizations, who
are rolling up their sleeves, and doing work on the ground to create mental health friendly
work sites, and to help their employees with their
mental health, and first off, I’m delighted, that we have
Jennifer Bruno with us, who’s from Johnson and Johnson. Jennifer is also a member
of the American Heart Association’s CEO roundtable,
that is a group of now 47 of the nation’s largest employers. We come together to help
create healthy companies, and healthy communities,
so, welcome Jennifer, and tell us a little bit
more about what you’re doing in mental health at Johnson and Johnson. – [Jennifer] Okay, thank
you so much, Chris. I really appreciate being
part of this discussion today, and Darcy, thank you so
much for setting us up with the rather sobering
statistics going on right now across the U.S. and even globally, but let me just start with sharing a little bit about Johnson and Johnson. We are a organization,
that has 133 year history of caring for people. In fact, many of you probably
know, we are the largest and most diversified healthcare
company in the world. We have a roughly 130,000
employers, 260 operating companies in about 60 countries right now, and more than one billion
people around the world use our products every day. We break down into three specific sectors. We have a pharmaceutical business,
a medical device business and a consumer business, and
we’ve got a really strong focus and commitment to ongoing innovation, but what I really wanted to
talk with you about today, is our mission to profoundly
change the trajectory of health for humanity, and our belief,
really, that that starts with a focus on our own workforce. So, I think, that Chris asked the question a few moments ago, like
are employers worried about mental health in the workplace, and are they paying
attention to it right now? And Darcy, I couldn’t agree with you more. It really is a perfect
opportunity, because mental health really is one of the leading
healthcare challenges of our time, and it is
affecting all of us, and really, when I look at the workplace, I believe we’re uniquely
positioned to take the lead in addressing mental wellbeing challenges. Employees spend so much time
at work, and get so much of their information, get
so much of their support and resources from work, that
investing in mental health really does make good economic sense. You know, the numbers,
that I’m using here, are not exactly the same as Darcy shared. They do come from the
World Economic Forum, and I’m looking at a
$2.5 trillion a year cost of lost productivity, and that’s combining beyond the anxiety and
depression, that Darcy shared, but also looking at a number
referring from a key study from 2007, that says it
does make sense to invest in prevention and early
intervention for all aspects of mental health, because
there is a opportunity for a $2 to $4 return for your investment. And our approach in J and
J is really about promoting positive mental health,
while supporting employees, who are facing mental health challenges, or having someone in
their live, who are facing mental health challenges,
and also this really aligns with the American Heart
Association seven strategic pillars for supporting a mental
health friendly workplace. Next slide, Chris. As I’ve mentioned before,
we are looking to change the trajectory for health
for humanity and starting with our employees is
really important for us. We invest in our employees
in a way to ensure the longterm commitment to their health and their resiliency. Our company Johnson and
Johnson is guided by our credo, and again, I keep using
the word committed. We are committed to helping our
employees and their families and the communities, in which
we work, help people live well across their whole live
with the focus on mental, emotional, physical and
even financial wellbeing, because our goal is to enable an engaged, purpose-driven workforce, that really improves health for humanity. So, today at Johnson and
Johnson we are committed to employee mental wellbeing
even more than ever before. We started a coalition to
help address mental health in the workplace, and as we
look to 2020, we are committed to engaging and empowering
our employees to achieve their personal best, pursuing
programs and policies to support every individual’s
unique purpose and wellness. Next slide, Chris. – [Chris] Thanks,
Jennifer, that was really, very, very helpful. So, one of the questions as
we launch into poll three, that I’m just going to
read out to the speakers for their reaction, is the
question, that came in, was, is there any data on why young
people are more depressed compared to other cohorts? Is there anything, Darcy,
that you can, or Jennifer, that you can share from what you know, from your experiences? – [Darcy] I would say,
there’s, this is Darcy, I would say, there’s been speculation, and some preliminary research suggesting, that social media may have,
and this sort of feeling of always being on, just
constantly comparing yourself to others and the level
of intensity with work and work hours and the fact,
that people have their devices with them and seem to be
always connected to each other, to work, there’s not as much downtime. There’s a lot of speculation
around, how these variables may play into the mental
health and wellbeing, especially around depression and anxiety, just not disengaging and
letting your brain rest a bit. So, I don’t think, there’s a
whole lot of conclusive data on this yet, but I think,
that the research is evolving. – [Jennifer] Yeah, and I would
add to what Darcy just said, I think, the pressure on
young people to succeed. The pressure to feel
they need to be perfect, and as good as everybody
they see in social media, and to excel both in studies
and sports and friends, and the challenges, that young people are having with bullying. I think, that all of
those are adding into it, and I agree, there’s a lot of speculation, and a strong focus on trying
to understand even more so, which is why, I think, this
makes it so challenging, that there’s so much suffering going on, and a need to really
intervene early and fast. – [Chris] Great, so the
results from the poll, I’m sorry, I didn’t read
out the poll question. The poll question is, do your
health and wellness benefits actively ensure parity between mental and physical health treatment? And 10% of you said no,
and 5% of you said yes. So, Darcy, I know that’s
one of the issues, that you brought up during your slides about ensuring equitable access
to mental health prevention and treatment tools, so,
back to you, Jennifer. – [Jennifer] Thank you, Chris. Johnson and Johnson has
prioritized workplace mental health as an area of focus, and
really looking to elevate it to the same level of
importance, if not even more so than physical health, and
we’re raising this awareness on the connection between mental
health and physical health, because if employees are feeling stressed, or struggling with mental wellbeing, we believe we have a
responsibility in the workplace to support them and to provide
the tools and resources for them to be their personal
best, as I said earlier. We’re really looking at mental
health and physical health are inextricably linked, and
I think we saw some of that in the mission, that Chris had shared of the American Heart Association now. There’s such a connection there. You can’t have physical
health, if you’re not feeling mentally well, and vice versa. So, at Johnson and Johnson we are focusing on three key areas to address
mental health and wellbeing, and we’re looking at
both the physical aspect, we’re focusing on healthy
eating and healthy movement, and we’re also looking at healthy mind, and we have created policies to support all three of these areas. One of the things, we’re looking to do, is champion personal health and wellbeing, and making it part of
the job, including it into the objectives and goals,
that our employees have, so they can be their best
both at work and at home. Next slide please, Chris. If I share a little bit more
about how we’re tackling mental health, especially when I look at World Mental Health Day
coming up, and the opportunity to really be able to carry the message around reducing stigma,
and creating the awareness of mental health issues
globally, one of the areas, that we’re focusing on, is
a campaign across J and J right now, that says hashtag I’m here, and it really is allowing people to know, that they can talk about mental
health, that they can bring the conversations up, that
they can share their stories, and it’s a safe place to do it at work. The other thing, we’re
doing, is really focusing on expanding our resources,
and our policy outlines the expected approaches,
that we want to have in our workplace, and is
including supportive programs, that support workplace
reviews, and other online personal empowerment programs,
and so, we’ve got resources and apps, that we are
regularly piloting and trying with our employees, we get their feedback. Things, that they can use,
whether it’d be at work or at home, and things,
that they can also use with their families. Another thing, that we found out, is that our people leaders are
asking for training. They wanna be a supportive
leader to their employees, and we’ve done some mental
health birthday training. We’ve done things to support our managers, so that they are
appropriately helping people come back to work after
having a medical leave related to mental illness,
and we host a wide range of webinars, that we
found to be very valuable in our employee population,
because people can sit at their desk, they can do
it during the day at work, we offer them in the
evenings and in the mornings. So, people can also listen in from home. Sometimes they’re only
15 minutes on a topic related to mental health and
wellbeing, so that people can get some quick information
and some quick action. We are definitely aligning
and have been aligned with ensuring, that we’ve
got mental health programs through all of our medical benefits, and really with a focus on access. As I know, many of you on
the call are probably doing, trying to address the
challenge sometimes for people to get to the resources, that we need. We’ve begun to offer the
telemedicine for psychological and psychiatric appointments as well, and I’ve seen a really
positive uptake in that. We’ve been offering an
EAP program for employees, especially here in the U.S.
for well over 40 years. We’ve expanded that
globally, so our employees and their families are able to participate in our EAP program and
other work life services. One of the things, that we
offered the past 18 months is a backup dependent care
program, and this is really to help our employees better
manage their many work, family and personal
responsibilities, that sometimes, when those converge,
employees find a tough time, finding the balance, that they need. It contributes additional
stress in their life, and this is a high quality,
low co-pay backup care for both children and if
an employee has an elder or an adult, that they’re taking care of, it gives you a backup
family care arrangement, when your regular programs fall through, and this really has been
positive for our employees to manage for the many
stressors of today’s workforce. So, other areas, that
we’ve been focusing on, is meditation and mindfulness. As I’m sure, again,
many of you are as well. We look at a wide range
of techniques to reach our employees using
telephonic, we do in-person, we’ve done digital and
most recently we have the BeTime meditation buzz
on campus for employees to go in and actually
practice a meditation there. Chris, next slide. We do offer to engage
our employees a program called Energy for
Performance, and I wanted to just share that
briefly with this group, because we’ve had a commitment to train over 100,000 employees in the principle of energy management, and this
really allows our employees to not only focus on a
multi-dimensional approach, that includes being spiritually nourished, physically focused and
finding purpose in life, but it gives an aspect of
managing energy and resiliency, and being better prepared,
when the tough things in life are coming your way. We’ve evaluated this program,
looking at a cohort group of about 26,000 employees,
and we’ve found, that we’ve seen improved
retention of our employees, improved performance
and improved engagement, and what you can see on the
slide, we found other things like people are better participated, or likely to have a
higher performance rating. They’ve been more likely to be promoted. We’ve found, that this
is a great alignment with the work life balance,
that J and J supports our employees achieving a
healthy work, excuse me, healthy lifestyle, and saying, that J and J is a great place to work. Next slide, Chris. The other thing, that we
found to be really important with our approach to mental
health, is making connection, and helping our employees feel connected. When you look at the
size of our organization with 130,000 employees at
260 operating companies around the world, building
connection is really important to building engagement, and
building psychological wellbeing and connection back to the
business, and we’ve used digital tools, such as Healthy
and Me to make that happen. We’ve had a global activity challenge, blending the opportunity
to be physically active, having our employees come together. We had more than 33,000
employees increase their movement by 39% in a 21 day
challenge, and this brought our employees together to
be part of something bigger, because the cause, that they
were working together for, was to be with each other,
contribute towards charity, and it helped reduce loneliness, and had a positive impact
on overall wellbeing. I’d like to highlight
three quick things though, as I’m wrapping up here,
and that is, we have a very strong employee resource group within Johnson and Johnson. It’s our mental health diplomates. It’s part of our group for
alliance for diverse abilities. This mental health diplomate
group started in 2017, and we currently have
about 1,000, almost 1,200 of our employees in this
employee resource group, focused on reducing the
stigma around mental health, helping talent development
in this area, focusing on philanthropy and bringing
customer insights forward, and we focus on areas such
as depression, anxiety, substance abuse and addiction,
bipolar eating disorders, and really care for the caregiver as well, and so I would tell you with this upcoming World Mental Health Day
we anticipate, that more than 100 of our J and J
locations will be involved in events globally, and
really raising the awareness of mental health through the use of our employee resource groups. We have another group called GenNOW, which we’re really able to
connect into our millennials, to really understand the
challenges of that group in the workplace, and to help us build a very inclusive work
environment where, again, where everybody can be their best, and the last thing I would
say, that making connections is the power of storytelling. We have our own TEDx in J and J and we do many YouTube videos, where our employees are telling their own stories. We have leader sharing, we
use internal and external social media as well, so that when somebody feels comfortable
sharing their story, it’s very, very likely,
that somebody else will tell their stories and not feel so alone. Next slide, Chris. I did want to share a
resource, that anybody on the phone can also access. Our Janssen Neuroscience
business is a founding sponsor of a content library,
that’s been put together through Psych Hub, founded
through Patrick J Kennedy and Marjorie Morrison,
Psych Hub’s mission is to share mental health
education around the world, and there’s a great range
of free online resources, that are short, clinically relevant, and really engaging
videos on mental health, so please feel free to access them, and use those for your employees. Next slide, Chris. So, really, if I sum it up,
I think together we can, not only here at Johnson and
Johnson, but all of us together on the phone, we really
can reduce the stigma to enable employees and
family members to start their mental health journeys, watch engaging, uplifting
videos, turn and have a conversation with other people. We can scale and optimize
mental health education, not only for individuals,
but really working with healthcare providers as well, providing great resources,
and our goal then is to cut through the noise, so that we
can all reach people in need, where they are with a wide
range of devices, tools, tablets and messages, so
that we can help reduce this burden of pain
related to mental illness, and also the economic cost as well. Chris, let me turn it back to you now. – [Chris] Great, thank
you very much, Jennifer. It’s really wonderful to hear you share the impressive initiatives, that you can offer to your employees. Before we carry on with our
next employer case study, let’s pause and hear
from our audience again. This poll question is,
what is your company doing to help employees get support
for mental health issues? A, do you have mental health
education and resources? B, manager mental health
training, Jennifer mentioned that. Digital tools and programs,
do you offer an EAP? Do you have a culture, that
is of positive mental health, that is supported by strong leadership? All of the above, maybe none of the above? So, it’s gonna be interesting to see, where we land here. Jennifer, can you say
something briefly about what you might think, what has been
maybe one of the barriers, that you’ve encountered in doing this work at Johnson and Johnson? – [Jennifer] I would tell you, the barrier is both the strength, and
that is helping people feel comfortable, that you can
share mental health at work. I think, Darcy started off,
that people are often afraid to bring it up or to
talk about it, not only because it is stigma, but
concern about the security of their role or the way
people might think about them. I think, that that really has
been the biggest challenge, more than anything, is getting
people to talk about it, but that sharing starts to
cascade, because inevitably, when one person shares, somebody
else shares another story, and somebody does as well,
and you start building a culture, where people
feel, that it’s safe to bring their true self to work and share the personal experiences, that they have. They don’t feel so alone. – [Chris] Great, thank you. Well, the results on the
poll are fascinating. So, the majority of people answered yes to an employee assistance program. 93 out of 213 people, I’m
not sure, what that is in percentage, my mental
math is not so good, but also very interestingly,
10% of companies say, they do all of the above,
and so we seem to have a group of overachievers in that top 10%, and then about 2% of respondents said, that they currently don’t
offer any of these resources. So, thank you for
participating in that poll. A strong vote of confidence for EAP. So, I’d like to move on
to our final speaker, Janelle from OrthoCarolina,
over to you, Janelle. Tell us more about
OrthoCarolina, I don’t think, employees is a 130,000 people
like Johnson and Johnson. I’d say you’re probably
a medium-sized company, but tell us a little bit
more about your company, and what you and your role as
the Wellness Program Manager have managed to do with the
resources at your disposal. – [Janelle] Yes, thank you so much, Chris, for having me on today. I’m really excited to
talk about our approach to mental health and what
we’re doing at OrthoCarolina. So, OrthoCarolina is one of the nations leading orthopedic
practices, bringing expertise in areas of ankle, hip and
knee, shoulder and elbows, both medicine and pediatrics,
including orthopedic surgery and physical therapy,
and like J and J our goal is to reduce that stigma
around mental health. We do promote healthy
bodies in a large part of our program, and so, got
things through fitness classes, educational seminars
about nutrition and so on. So, our goal really is
to incorporate programs, that promote healthy minds as well. I just wanted to provide
a snapshot into what a mid-sized employer is doing
for a mental health solution. So, we have organizational
challenges every year in the range from anything
to tracking steps, to tracking exercise, but
really focusing on mental health we do two challenges every year, specific to mental health and wellbeing. One being morning
meditation, so, we challenge all of our employees to start
their day in a healthy way by meditation for at least
10 minutes each morning. So, folks can go in
and track these minutes meditating every day. The goal is to get one
month of meditation. The second challenge,
we like to incorporate, is the sleep well challenge. In this challenge, employees
try to sleep at least eight hours every night,
because we know, there is such a strong correlation
of sleep and mental health. So, they are increasing
at least their hours, shovel at things like focus
and productivity at their jobs, and that really starts
to spiral downwards, if people aren’t getting
good quality sleep. So, we do challenge our
folks to do that, again, for four weeks, and these
are incentivized challenges, so, if folks are completing
these, they are awarded, and incentivized through
our wellness program. These challenges are
open to every employee, so regardless of if
they’re a peer, orient, part-time or full-time,
they can participate in these challenges,
which is great for moral. Next slide please, Chris. As most of our attendees are
doing, we heavily on our EAP, employee assistance program,
to kind of help us combat mental health in our workplace. This is a no cost, confidential program, that allows access to a
licensed professional, and our program actually provides up to six counseling
sessions per person per year, which is a very generous program. There is unlimited
telephonic support provided. There’s also legal advice,
financial resources, so things like resources
for budgeting, debt, bankruptcy, estate and
retirement, investing and taxes. So, we do really rely
heavily on our EAP program. We have seen a 27% increase
in utilization to our EAP from 2017 to 2018, so, we
know, that our population is using the EAP, and we
wanna continue to really just make sure, that this
is a utilized program. I mean, that people are so
comfortable using it, so, like Jennifer said, a lot of people feel, that their privacy may be at
risk, or things like that. They don’t feel comfortable using the EAP. So really just educating
our staff on the benefits of the EAP, and that it really can be a helpful tool for them. Next slide, please. So, looking to 2020
solutions, for next year we do want to bring on-site
meditation to our locations. So, our biggest one is our headquarters. We have over 200 employees
at this location, and so, we are going to be partnering with a Charlotte based fitness
wellness vendor to offer a 30 minute, customizable
guided meditation sessions, and these are led by a
certified meditation ambassador. We know as a whole meditation
and the mindfulness, that results from practicing it, can have significant benefits on cognitive control, trust management and overall happiness, and with the implementation
of guided meditation, we hope to see increases
in focus, resilience, happiness, hopefully job
satisfaction, compassion, and of course increases in better sleep. So, this is something, that
we’re excited to implement next year and hope to
roll this out into some of our other locations,
we do have 40 locations across the U.S., so, our
employees are spread out over North and South Carolina
in a clinical setting, so, this will be a challenge, but we do hope to get this in every location. Next slide, please. Another solution, some of you might be familiar with, is Headspace. So, Headspace is a mindfulness
training and sleep program, and first, it’s an
application, so, we are looking to implement a 30 day pilot program with Headspace North Carolina. This will give employees access
to the Headspace mobile app for free, which has over
1,000 hours of guided mindfulness meditation
courses, breathe exercises, and eyes open exercises, so, what’s great about the Headspace
program, is that there are three different programs,
that you can choose from. So there are many sessions ranging from one to three minutes. There are single sessions
ranging from five to 10 minutes, and then longer courses,
that range from 10 to 30 minutes, which is
great for the worker, who may not have that
long of a lunch break, or just have five minutes
and they’d really love to kind of take a timeout
and maybe throw on a guided meditation about stress. So, just wanted to provide
a little bit of information about a case study through Headspace. Through a Headspace case
study, after 30 days of using the app, 536 participants
from seven corporate clients reported, that they felt
less stress through anxious, they were more compassionate
or patient with others. They were more present throughout the day, and they felt it easier to fall asleep. I think, these are a wonderful case study, and that kind of shows, that how helpful guided meditation can be in the workplace. So, we’re excited to bring
this to our employees in 2020. Next slide, please. And then lastly, mental health first aid. So, this is something brought to us by our health plan provider. So, it is an eight hour
course teaching adults, how to help someone experiencing
a mental health addiction or challenge or in crisis, so. This is an eight hour
training, and our goal is to have every manager and
leader attend this training to better identify and respond to someone having a crisis or a need, so. Some things, that are
covered in this course, are common signs and
symptoms of mental illness, common signs and symptoms
of substance abuse, how to interact with a person in crisis, and how to connect the person with help. So, I think this course can really be a provided benefit to
our managers and leaders to really just help educate,
how to help someone, so, this isn’t knowledge,
that comes naturally to us. Note, a lot of mental health
diseases can really not show very clearly, if you’re
just talking to someone. So, really identifying,
how to help someone, and how to help them and
provide them the resources, that they may need. So, overall, these are our
2019 and 2020 solutions, that we are excited to
bring to OrthoCarolina, this and next year, and with
that I will turn it back over to you, Chris, thank you so much. – [Chris] Thanks, Janelle,
it’s really great to see, what programs and resources
you can offer your employees, ranging from those in-person
meditation sessions, or mental health first
aid, to providing people with an app like
Headspace, because I think, that employers probably
wanna reach employees, wherever they can access
that, and that’s the topic of the next poll, that we have, so, folks, you’ve got about 30 seconds to tell us, what do your mental
health offerings include? And do they include any of the following technology-assisted components? Telephone counseling, app-based programs, digital mindfulness training,
resilience training, perhaps you have something else in place, or perhaps none of the above. And so, Janelle, I asked
Jennifer, what one of her barriers or opportunities, barriers and
or challenge, opportunity is in doing this kind of work. What has been your
experience at OrthoCarolina? Is there any specific
barrier, and or opportunity, that stands out to you? – [Janelle] The biggest barrier, I think, very similar to Jennifer with
Johnson and Johnson employees, which is really helping
to make those employees feel comfortable talking
about mental health. There is such a wall up
and just breaking down these walls and helping people realize, that coming to work is a safe place, and we’re here to support those folks, providing the education,
resources, that they need. So, yeah, I think, just
making those employees feel comfortable, that
if they are struggling with something, they can
feel comfortable enough to know, that their employer
is here to help them. – [Chris] Great, thank
you, so, I’m just looking at the results of the
poll, and there seems to be sort of equal offering
amongst app-based programs, digital mindfulness training
and resilience training. 10 to 13% of those on the phone
call, on this webinar say, that those are approaches,
that they adopt, and the clear winner in these modalities is telephone counseling, so it looks, like telephone counseling
is still popular, and that makes a lot of sense. So, thank you to Darcy
and Jennifer and Janelle for sharing with us their
programs and their approaches. In the last few minutes,
that we have available, I wanted to share some things with you from an AHA perspective. Earlier this year we conducted
a poll with Harris Poll on mental health in the U.S. workforce, and I’m not gonna read
all of these statistics on the slide, but some
that stood out for us, is that three out of four, 76% of people, who have polled, who
were respondents, said, they had struggled with
at least one issue, that affected their mental health, and of those people, who had a diagnosis for mental health disorder,
63% of those employees said, that they would not feel
entirely comfortable disclosing that to their supervisor. So, we see a signal here around concern or stigma in the workplace,
and I know other speakers have spoken about it, and nine out of 10, an overwhelming majority of
those people, who have polled, said, that they feel, that
employers have a responsibility to support their employees’
mental health, and 40% said, that manager training was a good idea. So, it’s good to know, that
some organizations are offering a manager training like OrthoCarolina using mental health first aid. So, Jennifer mentioned the
seven high-level strategies. These come from a white
paper, that the Center for Workplace Health
published earlier this year, and you can find it on
the web, if you google AHA mental health, a workforce crisis, and again, I’m not gonna read this slide, but just draw out the
main components of it. So, what we recommend at AHA,
and these recommendations were informed by an expert panel review, and Darcy participated at that. Main recommendation
is, that companies have a written mental health
policy and a mental health action plan, so to create that policy to make sure, that that
policy is integrated into the organization’s safety, wellness and wellbeing policy. To make sure, that the organization offers a comprehensive set of services
and benefits to employees, and to communicate often
about these employees. Of what we’ve heard is,
that often organizations have mental health benefits, that employees are not that aware of. So, communicate often about what you have available to your employees. This is a very busy slide,
I’m gonna leave it on, so that you can read it. We will be circulating
a copy of the webinar, and this is something,
that you might want to use as a reference or a resource. What this shows across the horizontal axis is the spectrum of risk, that you have in your employee population,
and that there is levels of prevention, and
then on the vertical axis, there is information
about how you might think about approaching this population. What are some of the
core internal programs, that apart of that approach,
so for example ranging from mainly online tools
and mental health promotion for your healthy folks to on
the other side of the spectrum making sure, that you
have EAP, telemedicine, mental health primary
care and also integrated disability management for your population, that’s at very high risk,
and then across the bottom some foundational strategies. I think, the main one
there, is making sure, that the organization
builds a supportive culture, that is, perhaps you can
think of as being kind and health focused, and also ensuring, that there’s psychological safety at work. So I’d like to end off
with a poll question. So, what is the most challenging barrier to supporting mental
health in the workforce from your perspective? You’ve heard from our speakers here. We’d love to hear it from
you, is it lack of support from leadership, is it lack of resources? Is it stigma, is it lack
of employee engagement? Or perhaps it’s all of the above, and if you’re exceptionally lucky, maybe you don’t have any barriers. And while we’re waiting
for that poll question, let’s just see, if we’ve had any other questions from the audience. Okay. Alice. So, one question, that came through, is, how can we close the generation gap, when it comes to attitudes
about mental health? Darcy, can I hand that one over to you? Do you have any thoughts about that? – [Darcy] Yes, you can
definitely hand it over to me, because the APA and NA
released a national poll, that showed, that a question was asked about the willingness
to discuss mental health in the workplace, and what it showed, is that the younger
generation is more willing to discuss mental health in the workplace. They seem to know more
about it, but the catch is, in that same poll, what it found, is, that they were also concerned,
at least a third of them, that doing so could potentially
have negative consequences. So, again, younger, and what’s
interesting in the poll, it’s actually on the American Psychiatric Assocation’s website, is
as you’ve got older in age, the likelihood of being
comfortable talking about mental health in workplace
went down, and so I think, that’s good news in the sense, that the younger generation
is more comfortable talking about it, but the
issue is, they are concerned about negative consequences of doing so. So, we all have a responsibility
to help people feel, like it’s safe to come
forward, and get help, when they need it in the workplace, and it’s not, that you have to discuss your mental health issue
with your employer, because it’s privacy, just
like any health issue, but it’s really matter of,
employers can really play a role in reinforcing, that when people have mental health conditions,
they should get help for it, because early help, like
for any health condition, leads to the better self,
so the bottom line is, younger employees, more
willing to talk about it, just have concerns about
negative consequences. – [Chris] Great, thank you,
I think, that’s a nice segway to the results from our poll. Very few people feel, that
a lack of leadership support is a barrier, which is terrific. Almost equal percentages
around, so 10 to 15% feel, that lack of resources, stigma and lack of employee engagement are
issues in the workplace. I’m sorry, our time is up, this hour has gone by very quickly. I’m very grateful to our
speakers, who joined us today. Thank you Jennifer, Janelle and
Darcy for your participation and I also want to thank the AHA staff, who made this webinar possible. I hope, that it’s been interesting to you, that this information has been helpful, and a recording of this
webinar will be distributed. So, thank you very much
for your participation, and we’re signing off
from Dallas here at AHA. Thank you.
– Thanks Chris, bye.
– Bye.

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