OHS Mental Health

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    Alberta Government OHS Alberta Government OHS

Focus on Mental Health

WCB Every successful return to work starts with a great plan. New legislation makes it even more important for all Alberta employers and their workers to work together to have a solid return-to-work plan in place when injuries happen. We're here to help. Learn more about your obligations as an employer [PDF, 0.06MB] and as an an injured worker [PDF, 0.06MB]

Occupational Health and Safety Teacher Resources Binder, Chapter 7, Psychosocial Hazards Great overview with resources of psychosocial hazards: fatigue and hours of work, technological changes, stress and critical incident stress, bullying, cyber bullying/harassment, workplace violence and abuse, working alone.

Volume 5: Best Practices for the Assessment and Control of Psychological Hazards (BP013)


AHS It’s Our Business: Addressing Addiction & Mental Health in the Workplace resource manual. Module 1: Workplace health and the business case (handout)
Module 2: Promoting workplace health (handout)
Module 3: Understanding addiction and mental health in the workplace (handout)
Module 4: Family and social support (handout)
Module 5: Policy development (handout)
Module 6: Fit for work (handout)
Module 7: Effective performance management (handout)
Module 8: Getting help: Treatment, return to work and accommodation (handout)

Government of Alberta Handbook of Occupational Hazards and Controls for Mental Health Workers 2011

Alberta Public Service Return to Work Guidelines: For Managers

View List of Alberta Government OHS Related Websites

 Institute for Work & Health Institute for Work & Health

Guide to Support Workers with Depression
If someone you work with or supervise experiences depression —or if you have symptoms yourself—there are ways to offer and seek support. Our new Evidence-informed guide to supporting people with depression in the workplace lays out tips and suggestions. It’s aimed at helping people with depression cope with symptoms while working or returning to work after an episode of depression. Users may include individuals with depression, managers, co-workers, human resources staff, union representatives and worker representatives. When it comes to supporting workers with depression, everyone can help.

Slidecast A Systematic Review of Workplace Interventions to Manage Depression
The research literature to date suggests that cognitive behavioural therapy (CBT) can help people with depression stay at work—and CBT with a focus on work can help people return to work after a depression-related absence. These findings from a systematic review, on workplace interventions to manage depression, were the focus of an IWH Speaker Series presentation in January 2018. If you missed that presentation or want to watch it again, it's available as a slidecast. Institute for Work & Health

ACS-NYU Children's Trauma Institute ACS-NYU Children's Trauma Institute

Addressing Secondary Traumatic Stress Among Child Welfare Staff: A Practice Brief 
Addresses occupational stress experienced by staff responsible for investigating allegations of child abuse and neglect and making decisions regarding child removal.

Promoting Resilience and Reducing Secondary Trauma Among Child Welfare Staff Describes a project to mitigate the impact of secondary traumatic stress among child protective staff in New York City, and thereby increase staff job satisfaction, resilience, optimism, self-care and social support, and decrease staff attrition, stress reactivity and burnout.

Alberta Association for Safety Partnerships (AASP) Alberta Association for Safety Partnerships (AASP)

Alberta Association for Safety Partnerships (AASP) is Alberta Government approved Certifying Partner and a registered non-profit organization under the Society Act of Alberta. The AASP is a service focused Certifying Partner, providing a practical and reasonable approach to health and safety in the workplace. Through our commitment to our members, and solely through their funding of memberships and course fees, the AASP has grown to be the second largest issuer of Certificates of Recognition (COR and SECOR) in the province. The AASP is also the largest Certifying Partner that serves all industries in Alberta while receiving no government funding.

Also See ALIGN/Alberta Association for Safety Partnerships (AASP) as a Certifying PartnerAlberta Association for Safety Partnerships (AASP) as a Certifying Partner

Alberta Human Rights Commission Alberta Human Rights Commission

Mental or physical disabilities and discrimination
A printable PDF version of this information sheet is available. The Alberta Human Rights Act prohibits discrimination based on physical and mental disabilities.

Duty to accommodate
This interpretive bulletin provides information for people who: are required to accommodate individuals in accordance with human rights legislation; need accommodation; and are involved in the application of human rights law. The information is intended to: increase understanding of what accommodation means; increase awareness about the duty to accommodate; and assist in the development of effective policies and procedures. The situations described in this bulletin are examples only. If you require more detailed or individualized information on the topic of accommodation, please contact the Alberta Human Rights Commission.

Obtaining and responding to medical information in the workplace.

Albertas Workers Health Centre Albertas Workers Health Centre

Resources for Workplace Accommodations

Duty To Accommodate in the Workplace Alberta Human Rights Commission Bulletin pdf

Medical Information Bulletin
How much medical information do you need to provide your employer? This explanation and forms from the Alberta Human Rights Commission will help you obtaining proper medical information to use for return to work situations.

American Psychological Association: Centre for Organizational Excellence American Psychological Association: Centre for Organizational Excellence

Resources for Employers A psychologically healthy workplace fosters employee health and well-being while enhancing organizational performance and productivity.

Psychologically healthy workplace practices can be grouped into five categories:
Employee involvement
Work-life balance
Employee growth & development
Health & safety and Employee recognition

Benefits Canada Benefits Canada

Return-to-work plans, coverage for mental-health injuries among proposals in new Alberta bill November 29, 2017
Other proposed changes to the Workers’ Compensation Act include: improving retirement benefits to better recognize the impact on an injured worker’s retirement savings; enhancing coverage for psychological injuries, including post-traumatic stress disorder, for all occupations where workers have experienced a traumatic incident at work; and removing the maximum insurable earnings cap of $98,700 per year, allowing injured workers to receive benefits in line with their expected annual income. “Every Albertan should be able to go to work and come home healthy and safe at the end of the workday,” said Christina Gray, the province’s minister of labour, in a statement. “When they don’t, they deserve to have access to the medical and financial supports they need to get healthy, care for their families and return to work. This bill would better protect hardworking Albertans and provide fair compensation to Albertans injured on the job.” The bill also proposes the establishment of a fair practices office, whose mandate would be to help Albertans find their way through every step of the Workers’ Compensation Board system by offering additional support resources, as well as the establishment of a code of rights and conduct laying out the rights of employers and employees. If passed, the changes to the Workers’ Compensation Act would take effect on Jan. 1, 2018. Changes to the Occupational Health and Safety Act would take effect on June 1, 2018.

blue knot foundation blue knot foundation

Vicarious Traumatisation
Research indicates that service providers often find treating survivors of childhood abuse stressful, because of survivors' resistance to change, their ways of relating to helpers, and the nature of the work (Palmer et al., 2001). The nature of the work is particularly stressful when it involves listening to detailed descriptions of very painful, often horrific events; it may also involve helpers re-enacting survivors' early experiences of trauma and betrayal with them (Palmer et al., 2001). There is no doubt that hearing and thinking about the stories one hears can continue well after the client has left the therapeutic interaction.

CalSWEC CalSWEC

CalSWEC Self-Care for New Child Welfare Workers: Social Worker Safety, Stress Management, and Time Management (Version 2.0)
These learning objectives focus on the effect of stressful work experiences on professional performance and well-being, and include guidance for stress reduction.

Canadian Centre for Occupational Health and Safety Canadian Centre for Occupational Health and Safety

Psychosocial Risk Hazards in the Workplace Thirteen psychosocial risk (PSR) factors have been identified by researchers at Simon Fraser University based on extensive research and review of empirical data from national and international best practices.

On Demand Webinars

Taking Action on Workplace Stress

Healthy Workplaces: A Team Effort

Psychological Health and Safety: An Action Guide for Employers

Mentally Healthy Workplaces: Strategies for Success

 

CASP CASP

Suicide and Workplace Impact
The workplace plays an essential part in maintaining positive mental health. The suicide of a worker has tremendous emotional costs in the workplace. 70% of Canadian employees have some degree of concern about psychological health and safety in their workplace. Approximately 500,000 Canadians will not go to work because of mental illness on any given week. The annual cost to the economy in health and social services, income support, and lost productivity is $51 billion...

Centre for Suicide Prevention Centre for Suicide Prevention

The workplace and suicide prevention toolkit
The workplace is a major part of the lives of most Canadians. Many of us spend upwards of 60% of our waking hours at work (Canadian Association for Suicide Prevention, 2016). Therefore, when a colleague dies by suicide the emotional and financial costs are enormous not only to family members, but to co-workers and the organization itself. Workplaces need to have measures in place to inform and educate about suicide. It is an issue that cannot be ignored. This toolkit is a collection of facts, figures, and best preventative practices regarding suicide in the workplace.

Children's Bureau Children's Bureau

Secondary traumatic stress is the stress or trauma symptoms that a professional may experience as a result of working with children and families who themselves have been traumatized. It is also referred to as secondary trauma or vicarious trauma. Secondary traumatic stress can impact the quality of services caseworkers or agencies provide to the children, youth, and families they serve. In this podcast, three veteran child welfare professionals discuss and provide examples about how to help child welfare professionals cope with secondary traumatic stress, such as...

Planning for Emotional Labor and Secondary Traumatic Stress in Child Welfare Organizations Provides an emergent framework that emphasizes early detection and quick response for secondary traumatic stress. Recommendations and guidelines to improve response and intervention are shared.

CMHA Albera Division CMHA Albera Division

2 Day Training - $1500 Certified Psychological Health and Safety Adviser Training

Community Care Community Care

How social workers can build their emotional resilience Social work is stressful - but you can learn how to become more resilient By Ruth Hardy on April 10, 2017
Social work can be a challenging and stressful career. In a recent Community Care and Unison survey, 80% of the 2,032 social workers who responded said they had suffered emotional distress during the course of a single day. 40% had been verbally abused. In order to survive for any length of time in the profession and not suffer burnout, social workers must be emotionally resilient; able to bounce back from setbacks and cope with stress...

Conference Board of Canada Conference Board of Canada

Mental Health and Well-Being In The Workplace: What Works and Why It Makes Business Sense is a newly released report created by The Conference Board Inc. This 29-page report is informed by discussions, literature reviews, and round table events with academics, consultants, and companies known for their impressive well-being programs. It provides recommendations and resources for those looking to begin a well-being initiative at their organization or increase the momentum of a current program, and it includes examples of successful initiatives, the rationale behind their project initiation, and tips for moving the programs forward.

Healthy Brains at Work: Employer-Sponsored Mental Health Benefits and Programs by Louise Chenier and Charles Boyer Feb 2016

The Footprint of Mental Health Conditions: Healthy Brains at Work May 2015

 

Crisis Prevention Institute  (CPI) Crisis Prevention Institute (CPI)

Decision-Making Matrix Decision-Making Matrix - This Risk Assessment Tool (for staff) Helps You Deal With Difficult Behavior Better Than Ever If you’ve had Nonviolent Crisis Intervention® training, or if you teach the program to your colleagues, you know which intervention to use and when. And now, the enhanced program features an additional tool to help assess risk and choose the safest response.

Free Resource Pack Get a collection of posters and pamphlets filled with tips and strategies to help you make your workplace safer.

Crisis Response Planning Checklist [PDF] to assist you and your organization in designing clear and simple crisis response procedures

Fostering Emotionally Safe Environments for Caregiving by Dr. Randy Boardman
The Crisis Prevention Institute's Nonviolent Crisis Intervention® training program advances the Care, Welfare, Safety, and Security SM of all stakeholders in caregiving settings such as schools, residential, or other youth services. This article will discuss the emotional safety of challenging youth and staff who serve them Download the free eBook, Creating a Safe and Caring Work Environment.

Checklist for Managing Mental Health at Work. Download this free guide for tips on addressing mental health issues in your workplace.

CTRI CTRI

Free Archived Webinar - Wellness Strategies - For the Helping Professional Webinar
Trainer: Vicki Enns, MMFT, RMFT Experiencing compassion fatigue, vicarious trauma or burnout is, unfortunately, a common occurrence among caregivers. In this webinar, participants will identify the causes, signs and symptoms of stress and also measure their own current level of stress and burnout. Several techniques and interventions to decrease stress will also be reviewed.

CTRI Webinar (available for purchase) Vicarious Trauma – Strategies for Resilience Helpers regularly encounter stories and symptoms of trauma in their roles. There is growing evidence that the impact of directly supporting others through experiences of trauma goes beyond burnout or fatigue. The toll of witnessing intense human experiences and emotions can contribute to a negative transformation of a helper’s own sense of safety, and of being competent and purposeful. This workshop will provide participants with the opportunity to examine their own experiences and become aware of the signs of both vicarious trauma and vicarious growth. Participants will have the opportunity to develop a personalized plan to repair negative effects as well as accelerate their resilience.

CTRI Webinar (available for purchase) Vicarious Trauma – Strategies for Resilience Helpers regularly encounter stories and symptoms of trauma in their roles. There is growing evidence that the impact of directly supporting others through experiences of trauma goes beyond burnout or fatigue. The toll of witnessing intense human experiences and emotions can contribute to a negative transformation of a helper’s own sense of safety, and of being competent and purposeful. This workshop will provide participants with the opportunity to examine their own experiences and become aware of the signs of both vicarious trauma and vicarious growth.

Excellence Canada Excellence Canada

Certification Mental Health at Work®

Mental Health at Work® Challenge
Excellence Canada, and Cookson James Loyalty, founders of the BestLifeRewarded wellness incentive program are pleased to present the Mental Health at Work® Challenge as part of a “coordinated assault” to change the face of healthcare in Canada. Their goal is to have your organization make a commitment to take some immediate small steps to start implementing the National Standard of Canada for Psychological Health and Safety in the Workplace. The Mental Health at Work® Challenge is available to all Canadian organizations at no charge. Please register today (it's free) to demonstrate your organization’s commitment to raising awareness and supporting your employees with turnkey evidence-based tools.

Faculty of California State University, San Bernardino Faculty of California State University, San Bernardino

Compassion Fatigue, Burnout and Self-care Strategies Amongst Los Angeles County ChildWelfare Workers by Chigolum Ugoeze Anene June 2018
Child welfare social workers have extremely demanding jobs, which may often lead to burnout and compassion fatigue. The purpose of this research study was to explore self-care methods implemented by
child welfare social workers, the methods that work best for them and the ways in which these practices assist in preventing and reducing the risks of compassion fatigue and burnout. This research study also explored the ways in which child welfare social workers have been able to cope and prevent compassion fatigue and burnout…

Good Therapy Good Therapy

Vicarious trauma, also known as secondary trauma, can be described as indirect exposure to a traumatic event through first-hand account or narrative of that event. People in the helping professions—counselors and therapists, rescue workers, police officers, doctors, and lawyers—may be at risk of vicarious traumatization
Workplace issues can lead to decreased performance/productivity, loss of job/termination, decreased satisfaction/happiness, stress, and a wide variety of mental health issues.

Green Cross Academy of Traumatology Green Cross Academy of Traumatology

Standards of Self Care Guidelines
The purpose of the Guidelines is twofold: First, do no harm to yourself in the line of duty when helping/treating others. Second, attend to your physical, social, emotional, and spiritual needs as a way of ensuring high quality services who look to you for support as a human being

Hazard Magazine Hazard Magazine

WORK SUICIDE Most of us have seen someone reduced to tears by work stresses. But crying can be just the start of it. Some workers get so distressed they opt for suicide.

Healthy Workplaces for Helping Professions Project Healthy Workplaces for Helping Professions Project

Wellness Program Ideas for Your Workplace.  This infographic lists wellness program ideas suggested by participants of our Be a Wellness Leader Workshops. Any wellness initiatives must be developed based on and evaluated against the Five Wellness Pillars, following the Wellness Cycle.

The Healthy Workplaces Framework Infographic. 

The Healthy Helping Cycle  Healthy Helping Cycle This article explains the relationship between the process of client assistance and health and the growth of a vibrant, healthy organization.

Be a Wellness Leader Workshop Slides.  Take good notes

heretohelp heretohelp

Vicarious Traumatization An occupational hazard for helping professionals
My first job was at a transition house for women fleeing abuse. A co-worker shared that after years of working in the anti-violence field, she could no longer stand to watch violence on the news. I thought of her years later, when my husband and I were taking a walk around Stanley Park. My husband pointed out a man sitting alone in an area jam-packed with children and mentioned that he must be a kind grandfather. I had noticed the same man moments earlier, but I had targeted him as a sex offender. In that moment I grasped the extent to which my work with victims of sexual and relationship violence had influenced the way I see the world…

HR Professionals HR Professionals

The Do's & Don't's of a Mental Health Leave
You have an important employee come in to your office and state that they need to go on sick leave. Based on office rumours, you suspect it’s due to a mental illness. Now what?

Accommodating Mental Health Disabilities in the Workplace
Mental health is an ever-increasing problem in the Canadian workforce. With the protections provided to employees, through both privacy and human rights legislation, many employers are reluctant to inquire into the personal circumstances of an employee, as they are unsure of their legal right to do so.

Mental Illness at Work Why employers need a change of mind
Unemployment rates for people living with mental health challenges can be as high as 70 to 90 per cent, which disadvantages employers as much as it discriminates against people keen to be part of Canada’s economy. According to the Mental Health Commission of Canada (MHCC), stigma and prejudice, along with inadequate employment supports, are major obstacles that prevent people with mental illnesses from getting – and keeping – a job...

The Mentally Healthy Workforce
With awareness and training, workplaces can be part of the solution for employees at risk for mental illness. It’s a statistic that almost doesn’t compute, it’s so staggering. One in five Canadians will experience a mental health illness in any given year...

Support System
Using the Standard: A new study reports what works, what doesn’t and what we can learn about supporting psychological health and safety in the workplaceHelping responsible employers support workers’ mental health was the impetus behind the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard), a set of resources and guidelines – the first of its kind in the world – published by the Mental Health Commission of Canada (MHCC) in 2013.

Making Progress
The evolving duty of HR professionals in supporting workplace mental health HR professionals occupy a unique position to change the face of workplace mental health within their own organizations, in addition to the broader, nationwide landscape. By definition, HR professionals are responsible for recruiting, retaining, supporting and energizing employees so that businesses can thrive – core functions when we consider the elements required to create and sustain a psychologically healthy and safe work environment, and associated workforce.

Why Do You Need A Mental Health Support Plan In Your Organization?
Mental health issues can affect us all – regardless of our age, economic standing, race or gender – and if we are living with a mental health issue, we know the importance of seeking help.

The Milder Side of Mental Illness
While stigma is starting to lift around issues of mental health, individuals with mild-to-moderate depression and anxiety have arguably become more alienated than before.

The HR Role in Psychologically Healthy Workplaces
Workplace stress, including fatigue and anger emerging from labour-management disputes, can be concerns for all employers.

Human Resource Executive Human Resource Executive

Suicide and the Workplace: How HR Can Help
HR leaders can help connect potentially suicidal workers with the care they need.

IDEAS IDEAS

"Exploring the self-care practices of child welfare workers: A research brief," Children and Youth Services Review, Elsevier, vol. 84(C), pages 137-142. Miller, J. Jay & Donohue-Dioh, Jessica & Niu, Chunling & Shalash, Nada, 2018.
Results reveal that child welfare workers only engage in self-care at moderate levels. Additionally, data suggests that variables such as health status, current financial status, and relationship status significantly impact personal and professional self-care practices, respectively. After a terse review of relevant literature, this brief will explicate findings associated with this study, and identify salient discussion points and implications for child welfare training, practice, and research…

IOSH IOSH

Return to work after common mental disorders
Perspectives of workers, mental health professionals, occupational health professionals, general physicians and managers Common mental disorders (CMDs), such as anxiety, stress and depression, are among the leading causes of disability worldwide and have a major impact in terms of lost productivity and sickness absence. Returning to work is a complex process in which different stakeholders may be involved and have to co-operate...

Johns Hopkins Johns Hopkins

Mental Health Preparedness (http://www.jhsph.edu/research/centers-and-institutes/johns-hopkins-center-for-public-health-preparedness/training/online/mental-health-trainings.html)

Disaster Mental Health Intervention Describes the reasons why post-disaster mental health intervention is important and also describes the various intervention categories

Disaster Mental Health Planning Discusses how health departments should plan ahead to provide post-disaster mental health assistance

Introduction to Mental Health and Disaster Preparedness Introduces the topics of disaster mental health services, mental health surge capacity, and psychiatric first aid

Mental Health Consequences of Disaster Examines disaster's impact on various parts of mental function and personality

Psychology and Crisis Response Discusses two areas of crisis response (taking care of your personal mental health needs and addressing the mental health needs of public health responders) and concludes by examining the mental health threat of terrorism

Roots of Terrorism Describes how government public health agencies and public health workers will function after a disaster and discusses the many duties that sanitarians must perform after a disaster

Self-Care Examines the different types of stress and provides numerous methods to reduce personal stress

John Hopkins University Online Psychological First Aid
​Learn to provide psychological first aid to people in an emergency by employing the Johns Hopkins RAPID model: Reflective listening, Assessment of needs, Prioritization, Intervention, and Disposition.

John Hopkins University Online Course Self-Care
Examines the different types of stress and provides numerous methods to reduce personal stress

Journal of Social Welfare and Human Rights Journal of Social Welfare and Human Rights

Trauma-Informed Systems of Care: The Role of Organizational Culture in the Development of Burnout, Secondary Traumatic Stress, and Compassion Satisfaction Identifies specific organizational characteristics that contribute to compassions fatigue or compassion satisfaction, including organizations support and trauma-informed caregiver development.

Managing Mental Health Matters Managing Mental Health Matters

Managing Mental Health Matters (MMHM) is a "first of its kind" program focused on helping managers, supervisors and other leaders learn how to effectively recognize and manage mental health related issues in the workplace.

McMaster University McMaster University

Preliminary Report: Social Services: Stress, Violence and Workload Research Project: Site Two Donna Baines, Karen Hadley, Bonnie Slade, Shoshana Pollack, Ann Sylvia Brooker, Krissa Fay, Susan Preston, Dima Dimitrova
Research has shown that health care and social services workers experience the highest rates of nonfatal workplace violence and injury among Canadian workers. The purpose of this study is to generate a detailed portrait of work life within three case study sites in order to identify factors that precipitate and contribute to injuries, stress and health problems in the social services.Labour Studies, McMaster

Mental Health Commission of Canada Mental Health Commission of Canada

Resources to help organizations create more mentally healthy work environments.

Case Study Research Project of over 40 organizations to identify and understand promising practices for implementing the Standard.

Assembling the Pieces Toolkit a free online toolkit to support organizations working to implement the Standard.

Psychological Health and Safety and Action Guide for Employers
The National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard) A voluntary set of guidelines, tools, and resources to guide organizations in promoting mental health and preventing psychological harm at work.

Training tools
Mental Health First Aid (MHFA) Canada helps employees and managers increase their awareness of the signs and symptoms of the most common mental health problems and know- how to help if a colleague begins to experience a mental health problem or crisis.

Road to Mental Readiness (R2MR) is specifically designed for first responders to help reduce the stigma that often surrounds mental health problems and mental illness

The Working Mind (TWM) is intended to address and promote mental health and reduce the stigma of mental illness in a workplace setting, while increasing resiliency.

Being a Mindful Employee: An Orientation to Psychological Health and Safety in the Workplace is a free online course is recommended for anyone interested in learning more about how you can contribute to positive mental health at work.

Monthly webinar series created specifically to discuss psychological health & safety in the workplace.

Video 13 Factors: Addressing Mental Health in the Workplace

Mental Health First Aid Canada Mental Health First Aid Canada

Mental Health First Aid Canada
MHFA in Your Workplace
Workplace first aid includes mental health. Just as physical first aid is administered to an injured person before medical treatment can be obtained, MHFA is given until appropriate treatment is found or until the crisis is resolved.

Mindful Employer Mindful Employer

Protecting the Psychological Health and Safety of Volunteers Toolkit
This resource was developed through the contributions and feedback of the 27 not-for-profit organizations participating in Mindful Employer Canada’s “Building capacity to promote and protect Psychological Health and Safety in the not-for-profit sector” case study. This two-year case study was made possible by the Ministry of Labour’s Occupational Health and Safety Prevention and Innovation Program.

MyHealth.Alberta.ca MyHealth.Alberta.ca

MyHealth.Alberta.ca There is material relating to Stress, Psychosis Awareness, Mood and Anxiety, Getting Help and Helping Others. They have some Self-Care Resources and other information and links. This information is vetted and maintained by Alberta Health so should be a good resources for both Mentors and Mentees.

NASW-NC NASW-NC

Social Work Wellness: Integration of Physical Activity to Promote Health and Wellness among Social Workers,"
Research suggests that social workers are at a higher risk of work-related stress, burnout, and a lower quality of life compared to the general population and other health professionals. The primary mission of the profession calls social workers to enhance the well-being of all people with particular attention to basic needs and biopsychosocial functioning of marginalized populations. While the field has primarily focused on quality of care provided to others within a social context, this paper will examine the significance of social work wellness within the context of the social work mission.


National Child Traumatic Stress Network (NCTSN ) National Child Traumatic Stress Network (NCTSN )

Psychological First Aid Online
PFA online includes a 6-hour interactive course that puts the participant in the role of a provider in a post-disaster scene. This professionally-narrated course is for individuals new to disaster response who want to learn the core goals of PFA, as well as for seasoned practitioners who want a review. It features innovative activities, video demonstrations, and mentor tips from the nation’s trauma experts and survivors.

Secondary Trauma and Child Welfare Staff: Guidance for Supervisors and Administrators
Secondary traumatic stress (STS) is the emotional duress that results when an individual hears about the firsthand trauma experiences of another person.i Given the nature of their work, child welfare staff are at very high risk of developing STS, and they can be at risk of experiencing trauma first-hand…

Secondary Traumatic Stress: A Fact Sheet for Child-Serving Professionals
Outlines options for assessment, prevention, and interventions relevant to secondary stress, and describe the elements necessary for transforming child-serving organizations and agencies into systems that also support worker resiliency.

National Standard Psychological Health and Safety in the Workplace National Standard Psychological Health and Safety in the Workplace

Prevention, promotion and guidance to staged implementation The Mental Health Commission of Canada’s 2012 report Changing Directions-Changing Lives: the Mental Health Strategy for Canada recommended the wide adoption of psychological health and safety standards in Canadian workplaces. The Mental Health Commission of Canada (MHCC) worked with the CSA and the Bureau de normalisation du Québec (BNQ) to develop The National Standard of Canada for Psychological Health and Safety in the Workplace in 2013. The Commission describes it as “a set of voluntary guidelines, tools and resources intended to guide organizations in promoting mental health and preventing psychological harm at work.” Employers, governments and regulatory authorities, service providers, policy and legal specialists, and unions were involved in the development of the National Standard. Over time and with training, the National Standard could be a very important tool for unions in advocating for better mental health practices in the workplace.

Online Learning Enterprises Inc. Online Learning Enterprises Inc.

Online Learning Workplace Mental Health Awareness
Mental health problems affect many employees. However, these problems often go unrecognized and therefore untreated, at considerable cost to employers and individuals.

Online LearningStress at Work Training
Stress can affect anyone. It can be caused by a job or by personal issues. This course deals with stress caused by work, what we will call job stress or work-related stress.

PACE PACE

COST OF EMPATHY, Child & Family Services, Frontline Staff Workshop This is a presentation created by Connie Miller and Jacquie Aitken Kish of PACE.

ProQOL ProQOL

Professional Quality of Life Elements Theory and Measurement
Compassion Satisfaction and Compassion Fatigue, Burnout, Secondary Traumatic Stress. Vicarious Traumatization and Vicarious Transformation
Professional Quality of Life Scale - Questionnaire for social workers to determine levels of compassion satisfaction and compassion fatigue in their current work situation.

Science Direct Science Direct

ELSEVIER
Violence against child protection workers: A study of workers’ experiences, attributions, and coping strategies Child Abuse & Neglect Volume 81, July 2018, Pages 308-321

The role of self-care on compassion satisfaction, burnout and secondary trauma among child welfare workers Children and Youth Services Review Volume 49, February 2015, Pages 54-61Children and Youth Services Review Volume 49, February 2015, Pages 54-61
Child welfare workers are routinely exposed to multiple traumatic events when working with children and families, and are at an increased risk of experiencing burnout and secondary trauma. Self-care is often recommended as a restorative or protective activity against the negative effects of working with traumatized individuals, although few studies have examined the benefit of self-care empirically.

SelfGrowth.com SelfGrowth.com

Vicarious Trauma- The Impact of Controlled Empathy
Recently, researchers have begun to reach beyond burnout and explore the impact of Vicarious Trauma on professionals in the field of human service. What is Vicarious Trauma?

Social Justice Solutions Social Justice Solutions

Staff Who Work Directly With Youth Need to Feel Appreciated to Avoid Burnout June 12, 2017
Working with today’s generation of youth involved in the criminal justice system does not provide instant gratification for direct service workers. Today’s generation do not get up to volunteer a seat for the elderly. Today’s generation will curse out their parents, teachers and strangers just because they feel like doing so...

Social Work Today Social Work Today

Social Worker Self-Care —  The Overlooked Core Competency By Kate Jackson Vol. 14 No. 3 P. 14 May/June 2014 Issue
Sometimes the last person social workers nurture is themselves. This neglect undermines healthy social work practice but can be corrected if clinicians not only pay attention to client care but also to self-care…

Suicide Prevention Resource Centre – Grande Prairie Suicide Prevention Resource Centre – Grande Prairie

Workshop Strategies For Living – Suicide prevention workshop for caregivers of youth Strategies for Living is an interactive workshop for people working with young people 12 to 17 years of age. This one-day workshop discusses biological risk factors and vulnerabilities to understand suicidal thoughts and behaviour in the adolescent population. Through videos, case studies and role-plays based on a range of youth issues, participants will practice their skills in intervening with youth at risk for suicide. This workshop includes practical approaches for increasing resiliency, tools for survival and coping skills for managing their circumstances. Online and community resources and programs will be presented.

TEND TEND

Defining Vicarious Trauma and Secondary Traumatic Stress What is Vicarious Trauma? What is Secondary Traumatic Stress? Vicarious trauma (VT) and Secondary Traumatic Stress (STS) are frequently used interchangeably to refer to the indirect trauma that can occur when we are exposed to difficult or disturbing images and stories second-hand…

Extra Information on Signs and Symptoms of Compassion Fatigue and Vicarious Trauma Learning to recognise one’s own symptoms of compassion fatigue (CF) and vicarious/secondary trauma (VT/STS) has a two-fold purpose:First, it can serve as an important check-in process for someone who has been feeling unhappy and dissatisfied, but did not have the words to explain what was happening to them, and secondly, it can allow us to develop a warning system for ourselves.Developing a warning system allows you to track your levels of emotional and physical depletion. It also offers you tools and strategies that you can implement right away.

The Chronicle Herald The Chronicle Herald

HOWATT: Can we predict psychological health risks in the workplace?
Resiliency levels may provide insight into dealing with bullying, harassment
In some provinces (e.g., Alberta and Ontario) both occupational health and safety and workers’ compensation boards have made it clear that how employers allow their employees to be treated with respect to bullying and harassment matters. Employers in those provinces are expected to create a psychologically safe workplace, and they can be held responsible for any employee who receives a mental injury in the workplace...

The Globe and Mail The Globe and Mail

How to ensure mental health support in the workplace is accessible
How committed is your organization to reducing mental health injuries or mental health issues in the workplace?

Most of us, without realizing it, will answer this question based on our degree of awareness and personal experience with our organization's policies, procedures and programming that have been developed and implemented to prevent and protect the workforce from mental health injuries (e.g., exposure to bullies) and work-related factors (e.g., workload) that negatively impact employees' mental health.

The Globe and Mail and Morneau Shepell online survey (The Mental Health Experience in Canada's Workplaces: What's Your Experience?) collected information about the mental health experience of Canada's work force, such as: the types of issues (physical and mental health); how people cope with their issues; therapy options; mental health stigma; how organizations support staff with a mental health issue, and the impact of mental health issues on work experience and missing work. They're leaving the survey open so the one in five workers with a mental health issue who has not participated yet can add their voice to this conversation. You can participate in the survey by clicking on this link.

Why Canadian companies can’t ignore the cost of mental illness April 12, 2016 Considering 20 to 25 per cent of a company’s workforce could be dealing with mental health issues, either personally or with a family member, it’s important for employers to establish programs that offer support and encourage open, judgement-free dialogue...

The New Social Worker The New Social Worker

Self-Care A-Z: Practicing Self-Care, Especially When You Love Your Social Work Job by Cortney Downs, MSSW
Social workers and other helping professionals often help people process difficult situations and we work in demanding contexts.  We’re expected to be keenly aware of the negative impact this work can take on our well-being.  However, during my first years in the field, my understanding of self-care was synonymous with (and limited to) taking a bubble bath or getting a massage, after a bad day at work.  I had only an elementary understanding of how burn-out and vicarious traumatization manifested.  Unfortunately, attention to these areas wasn’t prioritized at the agency where I worked and, admittedly, I didn’t seek information…
Self-Care A-Z: Self-Care is Much More than a Mask by Erlene Grise-Owens
A common metaphor depicts self-care as the emergency mask used in air travel. This metaphor conveys that we must put on our masks (self-care) before we can help others. However, the more I do this work, the more I realize the “mask metaphor” is limited.  I suggest we challenge—or at least, expand—these mask metaphors
Self-Care A-Z: Self-Care on the Cheap by Erlene Grise-Owens
Attainable self-care must counter the prevalent myth that self-care costs money. An informal survey of colleagues about low/no-cost ideas for practicing self-care yielded fantastic responses! Here’s a composite list. Which ideas can you incorporate?  What would you add?
Compassion Fatigue in Child Welfare This article will explore the current literature that studies the problem of compassion fatigue in child welfare, what the causes are, the consequences, and what can be done to address the problem.

The Sanctuary Model The Sanctuary Model

Vicarious Trauma
Vicarious traumatization is a term that describes the cumulative transformative effect on the helper of working with survivors of traumatic life events. The symptoms can appear much like those of posttraumatic stress disorder (PTSD), but also encompass changes in frame of reference, identity, sense of safety, ability to trust, self-esteem, intimacy, and a sense of control. The presence of vicarious traumatization has been noted in many groups of helping professionals who have close contact with people who have experienced traumatic events. Caregivers are at even higher risk if they have a history of trauma in their own backgrounds and if they extend themselves beyond the boundaries of good self-care or professional conduct…

The Social Work Podcast The Social Work Podcast

Client Violence: Interview with Dr. Christina Newhill
In this podcast, Dr. Newhill defines client violence, talks about why social workers should be concerned with client violence and identifies which social workers are at greater risk for violence. She discusses some ways to assess a client’s potential for violence, how to intervene with a violent or potentially violent client, and identifies some strategies for increasing worker safety. We end our interview with information about existing research and resources for social work educators.

Newhill, C. E. (n.d.) Client violence workshop handout. Author.

UNISON Scotland UNISON Scotland

Keeping Safe in the Workplace: A Guide for Social Worker Practitioners This Guide aims to help social work practitioners to keep themselves safe in the workplace; to recognise when they are becoming stressed or overloaded and to seek the necessary support from their employer, and where that fails, from their trade union and professional association

University of Buffalo School of Social Work University of Buffalo School of Social Work

Introduction to Self-Care
Self-care is an essential social work survival skill. Self-care refers to activities and practices that we can engage in on a regular basis to reduce stress and maintain and enhance our short- and longer-term health and well-being. Self-care is necessary for your effectiveness and success in honoring your professional and personal commitments.
Developing Your Self-Care Plan
There is no “one-size-fits-all” self-care plan, but there is a common thread to all self-care plans: making a commitment to attend to all the domains of your life, including your physical and psychological health, emotional and spiritual needs, and relationships.
Self-Care Assessments, Exercises and Activities
Self-Assessments: Checklists and Measures
This page contains several self-assessment checklists and measures that can help you examine different aspects of your present well-being.
Self-Care Exercises and Activities
From menu planning to tips to reduce stress, this page is filled with activities and resources to promote good self-care


University of Minnesota School of Social Work & Center for Advanced Studies in Child University of Minnesota School of Social Work & Center for Advanced Studies in Child

CW360°: A Comprehensive Look at a Prevalent Child Welfare Issue: Secondary Trauma and the Child Welfare Workforce pdf
Discusses several issues related to secondary trauma and worker performance, provides information on best practices to address this issue, and offers perspectives and collaborations including references and resources.

Workplace Safety First Workplace Safety First

Mental Health: Awareness – an introduction to the complex issue of mental health in the workplace, including the importance of early intervention and promotion of mental well-being at work.

Workplace Strategies for Mental Health Workplace Strategies for Mental Health

Psychological Health and Safety Management
The implementation of a Psychological Health and Safety Management System is not about diagnosing the mental health issues of employees. It is about assessing how policies, processes and interactions in the workplace might impact the psychological health and safety of employees. These resources and information can help you improve psychological health and safety within your organization.
On the Agenda is a series of videos, presentation slides and supporting materials that can assist trainers, team leaders, managers or others to facilitate discussions aimed at developing a psychologically healthy and safe workplace.