In an interview with CanadianSME Small Business Magazine, Paula Allen, the Global Leader, Research and Client Insights at TELUS Health, shared insights from the latest TELUS Mental Health Index on the concerning level of isolation among workers under 40. The study revealed that workers under 40 are more than 40 percent more likely to lack trusted workplace relationships compared to their older counterparts. This lack of social connections has significant implications for mental health, with isolated employees reporting lower mental health scores, and has a knock-on effect on productivity, absenteeism, and workplace morale. Paula highlighted that supporting employee well-being not only reduces the risks associated with loneliness but also contributes to business success. Employers can address these issues by fostering a more supportive work environment through initiatives that build trust and encourage employee engagement.
Paula Allen is the Global Leader, Research and Client Insights at TELUS Health (formerly LifeWorks). In this role she manages the research agenda for TELUS Health, which includes primary research, exploratory data science, research collaborations and meta-analyses. Her focus is on discovering, defining and communicating industry trends; service development that aligns with emerging market needs; and supporting TELUS Health’s clients with insights and data-driven decision guidance.
Paula is a well-recognized expert in all areas of workplace mental health, learning strategies, disability management and drug plan management. She is a sought-after speaker by media, organizations, and conferences for her knowledge and expertise in current issues and the future direction of health, wellbeing, productivity, and related risk management.
Paula is a member of the Women’s College Hospital’s Board of Directors; on the technical committee for the National Standard for Psychological Health and Safety in the Workplace; on the Board of Directors of the Canadian Club of Toronto; a member of the One Mind at Work Guiding Council; a member of the Virtual Learning Advisory Board consulting to the public sector’s post-secondary on-line learning strategy; and a Civic Action Diversity Fellow mentor. She was also Co-chair of Civic Action’s Champions Council on workplace mental health; was a member of the Income Security Working Group providing advice to the Ontario Government on issues relating to disability and income support; and sits on several research and strategy advisory boards that address issues ranging from e-mental health solutions to substance abuse in the workplace.
Paula completed undergraduate and graduate degrees at the University of Toronto in psychological research and neuropsychological testing and clinical intervention. She has more than 20 years of experience relating to workplace research, product development and operational leadership that spans the range of EFAP, Workplace Learning, Attendance and Disability Management and Health and Benefits Consulting.
Paula, the TELUS Mental Health Index highlights a concerning level of isolation among young workers under 40. Can you discuss the key findings and what these trends suggest about the current state of workplace mental health?
Young workers are experiencing a worrying trend of lacking trusted personal and workplace relationships which is a major contributing factor to many feeling isolated and lonely. According to our research, workers under 40 are more than 40 per cent more likely than workers over 50 to lack trusted workplace relationships. A lack of trusted relationships is a factor in loneliness, which can lead to lower mental and poorer physical health.
These findings resonate with the World Health Organization’s (WHO) stark warning that loneliness poses a significant threat to global health. The comparison made by the US surgeon general, equating the mortality effects of loneliness to smoking 15 cigarettes a day, underscores the severity of the issue.
When 27 per cent of younger workers lack trusted relationships at work and experience a mental health score 19 points lower than their supported colleagues, the repercussions on wellbeing and productivity are profound.
Given the significant impact of loneliness and isolation on mental and physical health, how do you think this affects overall workplace productivity, and what measures can employers take to address this issue?
Loneliness and isolation not only take a toll on the mental and physical health of employees but also have a significant impact on workplace productivity. Employees who feel disconnected and unsupported are more likely to experience decreased motivation, engagement and overall performance. The negative effects of loneliness can lead to higher absenteeism, reduced collaboration and lower job satisfaction, ultimately hindering organizational success.
A striking 76 per cent of employees indicate that health and wellbeing support is a factor when considering whether or not to stay with their employer. Time and time again we see that when organizations prioritize the creation of effective health and productivity programs, they witness tangible benefits and stand out from competition.
This compelling data underscores the direct correlation between prioritizing employee health and wellbeing and the enhancement of business performance.
With the increasing awareness of mental health issues, what strategies would you recommend employers implement to create a more supportive and trusting work environment?
Here are three things I recommend employers to do create a more supportive and trusting work environment:
- Building trust is foundational and we can not assume that it will develop with familiarity over time. Trust is built when people feel that the other party trusts them, respects them, is open with communication and will support them as much as is possible and reasonable. This applies as much to the relationship an employee has with their employer as it does between two individuals in any type of personal relationship. Noting that support is important for trust, people feel support when it includes personal support for their wellbeing, in addition to support when there are work challenges. Employee assistance programs (EAPs) offer a range of support to address mental strain, personal needs such as financial consultation and timely support to employees facing mental health challenges. TELUS Health’s Total Mental Health builds on everything available in EAP and goes above and beyond with care navigators and ongoing support. As with EAP, the availability of 24/7 support ensures that employees can seek help when they need it most.
- Review current strategies through tools like the TELUS Workplace Strategy Index to enhance organizational support for workplace mental health. Available to both clients and non-clients of TELUS Health at no cost for a limited time, the tool enables organizations to strengthen their offerings and remain ahead of the curve.
Why does TELUS Health conduct the Mental Health Index research, and what are the primary goals you aim to achieve through this ongoing study?
As a company rooted in social purpose, we invest in understanding and offering health and wellbeing solutions that make a meaningful difference. We use the TELUS Mental Health Index as a tool to measure and track the state of mental health and wellbeing in the workplace and share it so that organizations can better understand how employee needs are evolving. With the right data and understanding of trends, organizations are better equipped to develop strategies and interventions that support the mental wellbeing of their employees.
Measurement is essential to improvement and with the TELUS Mental Health Index’s validated measurement, our objective is to improve the mental health of the working population overall.
From the insights gained through the TELUS Mental Health Index, what are some actionable steps that small to medium enterprises (SMEs) can take to improve mental health and wellbeing within their organizations?
Enhancing mental health and wellbeing within employee groups is essential for the success and sustainability of all organizations, regardless of its size. Here are key strategies that businesses can start implementing today to support the mental health of their workforce:
- Promote work-life balance: respect personal time and encourage employees to take breaks, vacations and time off to recharge.
- Regular check-ins and feedback: meet with employees to build trusted communication patterns, address any concerns and provide support.
- Training and education: offer training programs on mental health awareness, stress management and resilience-building for employees and managers.
- Create a supportive work environment: encourage teamwork and mutual respect while fostering a culture of support, inclusivity and psychological safety.
