Healthy Minds.
Healthy Teams.
Healthy Workplaces.
Welcome to our Corporate Wellness Blog
This blog highlights articles from our Corporate eBrief, Path To Wellness that has been publishing employee wellness information since 2002. It focuses on employee and corporate wellness strategies for the beginner to the seasoned professional. Our hope is that it will provide you with how-tos and update you on significant research and statistics that may assist you in your wellness initiatives. For specific wellness topics, use the search feature at the top of this website.
To receive the full eBrief every month, click on the "Absolutely!" link at the bottom of this page. New subscribers will receive a free white paper on Wellness Programming: Developing Buy-In.
We welcome your input, your questions and your best practices.
Many managers and team leaders, like yours, still don’t have the understanding or the resources to help employees after they have taken leave for depression, anxiety, addiction or other mental-health issues. Thousands of workers each year do not return to work and end up on permanent disability because of this lack of understanding. Previously, stigma and a lack of knowledge, prevented many workplace health and safety programs from including mental-health issues. More than a decade ago, the Global Business and Economic Roundtable Roadmap to Disability Management, presented a wide range of recommendations for detecting mental illness, and reducing the workplace factors that could cause or contribute to it. It placed more responsibility on employers in helping mentally disabled employees return to work....
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Is Your Workplace Doing Enough To Protect Your Employees? “When one fears that nothing will be done or that they will not be taken seriously, sexual harassment can run rampant in an organization.” The Canadian Labour code defines sexual harassment as any conduct, comment, gesture, or contact of a sexual nature that is likely to cause offence or humiliation to any employee; or that might, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment or on any opportunity for training or promotion. Sexual harassment is unwelcome and unwanted, yet 50% of Canadian women say that they have experienced sexual harassment over their careers, making it commonplace. (Insights West) Of the...
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“It’s The Best Time Of The Year”…or so the song goes. The holidays are here and it is time to focus on wellness and fun, but for many employees, the holidays are often filled with anxiety, dread and guilt. As an employer, you can control some of the variables that create holiday stress. Start by minimizing overtime, ensuring realistic deadlines and reminding people of the resources that are available to them such as their Employee Assistance Program or community agencies. Try giving your team a holiday pick-me-up from the hustle and bustle of the season. Promote health and wellness in your organization by trying out some of these low or no cost ideas: Promote Hydration. Bring Your Own Water Bottle Day...
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When designing your comprehensive workplace wellness program, it is essential that you build evaluation into the process. If it is not considered right at the beginning, it will be hard to measure whether or not your initiatives are truly effective and worthwhile. Step One – Determine Benchmarks Initial research should examine: Employee activity levels before the program is started Employee health Current costs of illness to benefit programs Stress levels Absenteeism patterns Employee satisfaction Retention rates Productivity and performance Some of these can be assessed through your initial Employee Health Assessment Survey, while others would come from your HR data. ******************* Step Two – Measurement After the program has been running for at least a year, follow-up research should be...
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On any given day, 10 to 15 per cent of Canadians are experiencing a work-limiting mental disorder. Over the course of a year, 20 to 25 per cent of the population will experience mental disorders. Over the course of their working lives, up to 40 per cent of workers will experience a mental disorder. Fewer than 30 per cent of those who need treatment actually get it. Mental Illness Awareness Week (MIAW) is an annual national public education campaign designed to help open the eyes of Canadians to the reality of mental illness. The first full week in October was established in 1992 by the Canadian Psychiatric Association, and is now coordinated by the Canadian Alliance on Mental Illness and...
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