Jason Lang: Hello, and
welcome to today’s webinar on mental health
in the workplace. This is part of the
Make Wellness Your Business series of webinars and is a product of the
Centers for Disease Control and Prevention’s Workplace
Health Resource Center. My name is Jason Lang. I’m the team lead for
Workplace Health Programs at CDC’s National Center for Chronic Disease Prevention
and Health Promotion, and I will be serving as the
moderator for today’s webinar. Please take a moment to
read our standard disclaimer. We’re excited to be
addressing the topic of mental health in
the workplace today. An estimated 50%
of all Americans is diagnosed with
a mental illness or disorder at some
point in their lifetime, and workplace-based support
systems can be a vital mechanism for identifying and
treating mental illness and improving
employee quality of life. During today’s webinar, we’ll hear from our
subject matter expert on mental health
in the workplace. She will discuss
the business case for addressing mental
health in the workplace and will share
strategies and resources that can be integrated into a workplace health
promotion program. I will introduce CDC’s Workplace
Health Resource Center and highlight some of the mental
health resources it contains. We’ll highlight some ways
for you to stay connected and involved in CDC’s Workplace
Health program efforts, and you’ll have an
opportunity to engage in some question and answer. Now it is my pleasure to
introduce today’s presenter. Ewuria Darley is
the Associate Director of the Center for
Workplace Mental Health, which is part of the American Psychiatric
Association Foundation. In that role, she develops
the Center’s website resources and monthly publications helping
employers make the business case for addressing mental
health in the workplace. She previously served as the Director of Health
Promotion at WellSpace, a company providing
wellness and fitness programs to corporations and individuals and as Corporate Health Director with the COPD Foundation and
Federal Occupational Health. Thank you, Ewuria
for joining us today. We are ready for
your presentation, so I’ll let you
call your slides up, and the floor is yours. Ewuria:
I want to say thank you Jason
for that warm introduction. I’m delighted to speak
with all of you today, and I’m sure that we can all
acknowledge that there’s work that we have to do to
change the perception of workplace mental health, and so thanks to all of you for
being willing to do the work, and thank you for participating
in this webinar discussion. A little bit about the Center
for Workplace Mental Health and what we do, we are the leading voice
on workplace mental health. We’re a program, as Jason said
earlier, established through the American Psychiatric
Association Foundation. A little bit about what we do – our goal is really to
provide tools and resources for you as employers to build
a mentally healthy workplace and to be able to support your
employees and their families. We do this by
advancing best practices and promoting the business case, and through the
advance in best practices, we’re all about facilitating
that peer to peer learning through our case studies, which I’m going to share
three of them a little later. Also, we’re all about providing
easily accessible information through our website. Also what we do
is we expand network and broaden the visibility
of workplace mental health, the topic itself, by
participating and speaking with groups like yourself
and participating in webinars and conferences and
so on and so forth. We also want to disseminate
those high impact programs to help employers
truly take action. So here’s what we know
about mental health condition. We know that
number one, it matters. This is not a topic
that’s going to go away. Mental illnesses are common, much more than probably our
society tends to acknowledge. In fact, one in five
people are affected. Most people who
need help unfortunately don’t get the
help that they need. More than 50 percent of
adults with mental illnesses did not receive mental health
services in the previous year. And this is despite the fact
that we know treatment works. So mental illnesses are
the major cause of disability, absenteeism, presenteeism
and loss of productivity for adults in the prime
of their working years. People often suffer for years before getting the
treatment they need, and typically, this
is for a decade or more, at which point more
problems start to develop. Employees with untreated mental
illnesses who go to work do so with impairments that
affect them mentally, physically and emotionally. Needless to say, this
is costly for employers, but it’s also a
priority for employers. A recent survey conducted
by Willis Towers Watson asked almost 400 large employers what’s important
to you as priorities. Employers listed timely
and effective treatment. They also listed integration of behavioral
health case management with medical
disability case management. They listed
provision of better support for complex
behavioral health conditions, and they also
wanted to know more about expansion of access to care. Also, Willis Towers
Watson released information about what employers
were actually doing, the activities around what’s
of interest to them before 2017 and then moving beyond that. So one was reducing stress and
resiliency, reducing stigma, and then also
educating employees about the warning signs
of mental health conditions. But as we move beyond 2017
when the survey was released, you can see a greater number
of employers wanting to do more around the topics
listed a little bit earlier. So with all this
attention around mental health, why are people not
getting the access to care? Well, a study revealed
that some reasons why could be people just don’t know
where to go for services. They believe that the problem
can be handled without treatment and it’ll just go away. Some people believe
that they don’t have time in their busy
schedules to go for care. They’re concerned
about confidentiality, concerned about if I
share this information with you or someone else. Will I be judged? They’re also thinking
that if they disclose their condition
to their employer, how is it going
to affect their job. Most of these
can really correlate when you think about it
with the work environment. All of these reasons
that the study revealed are barriers that
exist right now. As employers, I
really want to empower you and I want to
encourage you and let you know that you really have an
incredible amount of influence as we start to tear
down these barriers. When you think about
it, stigma, for example, employers can
change culture of health. Employers can
provide support for those who are seeking help. Employers can even
increase awareness. And when you also think
about this in a deeper way, employers make decisions
about health benefits. They make decisions about
EAP and wellness programs, occupational and other
worksite wellness programs. They also have
influence on implementation of laws and quality assurance. So what employers can do. Well, there’s a toolkit that we
currently offer to employers, and this toolkit was put
together in collaboration with the National
Alliance on Mental Illness New York City Metro, the Center for
Workplace Mental Health, the Northeast
Business Group on Health, PricewaterhouseCoopers
and the Kennedy Forum. As we talk about the
steps on what employers can do, the message is really
simple – know the impact, break the silence,
deliver affordable access, and build a
culture of wellbeing. And because this topic
in itself can be daunting, this toolkit really simplifies
the steps for employers to make in addressing mental health
and really make it actionable. So it’s important
to know the impact so you know
really how to respond. Look at your
population and data. What are the direct costs?
What are the indirect costs? What are the prevalence rates? When you look at
the direct costs, look at your
claims data for medical, mental health
and pharmacy spend. How many people are
even actually using EAP? When you’re
looking at indirect costs, sometimes it’s quite
difficult to quantify, but those are the factors
that really cost employers. You’re looking at
absenteeism, presenteeism, short-term disability for
mental health conditions. And what are the
prevalence rates? You can also look at what
are the trends as employers are moving towards
more conscious access addressing mental
health conditions. How are you measuring up? Again, when we
understand the impact, we know that the direct cost
is what we see on the surface, but looking at the
impact on a deeper scale, we see that those indirect costs
is what really truly adds up. Again, we talked about
disability, presenteeism and lost
productivity, absenteeism, but think about it – unrealized
output, stress on team members, overtime to cover sick
day absences, overstaffing, temporary workers and so on. What lies beneath
becomes so much more. And when we look
at depression alone, the economic
impact and the factors that are beneath the surface, depression costs employers
$210.5 billion in one year. Think about that for a minute. Depression is estimated to cause 400 million lost
workdays each year, and in a three-month period, employees with depression
miss an average of 4.8 workdays and have 11.5 days of
reduced productivity. Quite significant. So knowing the impact can
take some sophisticated effort, and we have tools
to help you do that. Understand the number
of employees impacted. That’s really an important step
in the financial cost burden that’s associated with that. We have online calculators
that can help you quantify the costs of mental health
and substance use condition, specifically depression,
alcohol and substance use. We just released actually
a new depression calculator, and I would
encourage you to use it. There’s also access to
resources within the calculator to help you
address those conditions. So once we know the impact, the
next step is break the silence. We get many employers who kind
of get caught up in this step almost making it
overwhelming to implement, but we say keep it simple. Start by understanding
your organization’s culture. So I’ll give you an example. If half of your
company works remotely and they happen to
be on the East Coast, it doesn’t make
sense necessarily to schedule lunch and learns on the west coast
at your headquarters. Also, you want to share
your organization’s commitment to mental health. Express it, and
express it often. It’s really
important that employees know that this is not
a one-time event, that you’re really
committed to this endeavor. Train your leaders,
managers and employees on how to recognize
the early warning signs before something major happens. Also in breaking the
silence, tackling stigma and improving workplace mental
health is really important. Ensure that your
senior leaders discuss the importance of mental health. Often when employees know that
their leaders are fully engaged and they’re committed
to this whole process, they become
increasingly more engaged. Notify your health
plan and your EAP program that you are
addressing mental health. Oftentimes, the EAP and your
health plans can be a resource and they can offer
additional resources for you. Train your managers on
how to effectively respond to behavioral
performance issues. So there are two
turnkey programs that the Center for
Workplace Mental Health offers. One is Right Direction,
and the other is ICU. We make these programs
completely free to employers because that’s what we do. Right Direction is a
depression initiative, and ICU, which stands for Identify,
Connect and Understand the way forward is
more of a peer-to-peer emotional response program that teaches
employees how to respond when they notice a
co-worker experiencing some kind of emotional distress. As we discussed, these programs,
I really want to emphasize that you should find the
one that’s right for you, one that fits
your company culture and the needs of your employees. So we’ve listed quite a few
here and we say to explore. I’m going to detail
more information about Right Direction and ICU because these are the
ones that we offer, of course, and these are
ones that I know well. Right Direction is a depression
awareness initiative. It was developed by Employers
Health in Canton, Ohio and the Center for
Workplace Mental Health, so we did that in collaboration. There are materials for
employers and employees, so we take a two prong
approach with this program. The goal is to really increase
the awareness about depression and encourage people
who are help seeking. And then for employers, we offer those
materials that are turnkey, meaning that all
you have to do is just go to
Rightdirectionforme.com and create a free account and everything you
need is right there whether you’re just starting out or you are trying to enhance
something that already exists. And at the center of
ICU is a five-minute video. Again, ICU stands
for Identify the signs, Connect with the person, and then
Understand the way forward. The five-minute
video teaches employees how to identify warning signs and connect with colleagues
and reach out for help. It was developed by DuPont and delivered to their over
70,000 employees worldwide, and it was given to the Center just because of their
success in the program. It was given to the Center
to share with other employers. It’s the platform for promoting existing company
benefits and programs, so you can use it – it’s white labeled
and you can use it to fit within your
own branding structure. So this is the beginning, a
picture of the ICU program, and to access the
actual video you can go to workplacementalhealth.org/
employer-resources/icu. So just a little
bit more about ICU, it’s been used by
companies large and small across several
different industries. More than 109,000 employees
in seven different states have been
exposed to the program. We’re currently translating
it into Spanish and Portuguese through a partnership with
a multinational organization. So this gives you an idea about
what depression feels like for someone who may be
experiencing it, and then also, it gives those who may be
seeing it from the outside what to kind of look for. So when you see someone
who may be experiencing deep feelings of sadness, to a co-worker it may look
like withdrawal from the team or that person may
isolate themselves. Someone who is
experiencing depression may feel loss of
interest in work or social
activities, but to a co-worker it may look like indifferent. So really, again, when you share this with
someone or your employees, you begin to understand or they
begin to understand things from a different perspective
and they can respond with a sense of
compassion and understanding. So the next step in the
toolkit that we mentioned, deliver affordable access. This is a big one. Delivering affordable access
to care is more than just making sure it’s available. It’s also about making sure
that you deliver to employees and that they
know that it exists. Examine your organization’s
data and engage your employees. Employee satisfaction
surveys is one way to do it. You can also engage your
employees on what’s working in accessing mental healthcare. Talk to them. See
what they’re experiencing. Also, you want to look at your
claims data and your EAP data. Provide health risk appraisals
with mental health questions. You can work with your EAP
vendor to share information and support for
those screening positive. So steps to improving and
delivering affordable access. You want to
promote your EAP, again, and understand
their current use. Unfortunately, utilization rates
are low across the nation, and as you
understand your current use, you want to be
careful about how utilization rates
are even defined. Instead of phone
calls for information, it makes sense to
measure utilization in terms of
context with the program that results in full assessment
of the participant’s needs. So if they’re calling and they need to be connected
with mental health services, we want to measure if
they’re actually getting access to those mental health services. Examine your organization’s
mental health benefits. What’s covered?
What services are covered? Is collaborative
care being offered? Are the CPT
billing codes turned on? How is your network adequacy? Do employees have
access to the information and are they able to
navigate through the system? Does your health
plan even comply with mental health parity? Sometimes it’s helpful
for leaders in establishing the mentally healthy workforce to go through
the process yourself and understand what’s it like
to navigate through the system. And then finally we have
build a culture of well-being. So we want to move
beyond wellness programs to holistic well-being, and yes, the walking worksite
wellness challenges are great and it boosts morale, yes,
the health fairs are great and it lets employees know
about their physical health, but now we want
to move beyond that and incorporate every piece,
every aspect of the person. That involves a
cultural shift, shared values, effective communication
and environmental changes. Trust and commitment
are the cornerstones to a cultural shift. Employers are seeing
return on investment with effective workplace
mental health initiatives, so it’s really
important that you make a full effort to address it. And remember that every work
environment is really different, special and unique, but also you want to look
at the values and strengths of your own
workplace and build on that. So to learn more about
innovation in the workplace, we encourage you
to subscribe to our Mental Health Works
monthly online publication. It’s currently distributed
to over 50,000 readers and this is where we feature
our latest case studies, mental health topics
and mental health news. We also encourage you to
review our case studies. We now offer a
searchable database, more than 60 is what it says, but it’s actually more than 70
case studies that we now have. We also share issue
briefs, guides and more, and we, again,
encourage you to explore. So what I’ll do now
is it’s always helpful when you can connect and understand what
other companies are doing, again, going back to
that peer-to-peer learning. So I’ll share three
case studies with you, and these are all employers
who are doing innovative work around mental health, and they have all
made a commitment to ensure that
their work is ongoing so it’s not a one-time deal. They are also making
sure that their employees are getting the
help and access to care when they need it. The first one that
I’ll share is Sprint where they have been
more impact and data driven. The last two that
I’ll share prove that no matter what
stage an employer is in as far as implementation,
they have the tools and they have the
resources to do something that will be effective. So a little bit about Sprint. They’re headquartered
in Overland Park, Kansas. They have 31,000
employees approximately, and they’re categorized under
the industry of information. So Sprint created a
very robust wellness program called Sprint Alive, and Sprint
Alive was meant to address each employee as a
whole, physically, emotionally, spiritually, mentally,
socially and even financially. One of our
advisory council members led the effort in
establishing Sprint Alive and also created real effort
around mental health conditions mainly depression. Their big question was
if depression is so common, how is it impacting us,
and with this impact, are our employees getting care and access to
mental health services? In our database, we actually
have two stories on Sprint. The two stories truly
highlight the evolution behind their efforts,
first in 2005, and then again a little
bit around 10 years later. So what they did is
they quantified the cost using the depression calculator. They surveyed their employees to
find out what they knew about mental health conditions,
what they were accessing. They also created brochures
about benefits and details. They asked what
are you experiencing and why does
mental health matter. They sent postcards to
employees, to their homes and depression stats, and also they
included contact information to help their employees. They held a series
of lunch and learns. They even held a company-wide
webcast on depression led by a psychiatrist. They also discussed
other mental health topics. Again, this is
over a period of time, so their
depression initiative began with just
information and education, and then they moved
to mental health data and information
about how employees were getting the access. As a result, just
in 2012 to 2013, their behavioral
health engagement went from 103 in
2012 to 159 in 2013. Their combined savings
for right care support, meaning that those who
needed mental health services were being matched properly, that went from $32,000
to $41,000 in savings. Their referrals to EAP
behavioral health specialists increased, and this
was a big one – it increased from 257
to 604 just in one year. So now I’ll talk a
little bit about RK. They’re headquartered
in Denver, Colorado, they have 1,100 employees, and
their industry is manufacturing. RK is a construction
company, as I said before, and they did something
as a result of a tragedy and that’s unfortunate. An employee died by suicide. When this employee’s
co-workers began to process the tragic event, many
said we should have known when he stated that he was
giving away all his tools, and many of them felt
guilt because they said that they didn’t recognize
the signs, and in retrospect, they said the
signs seemed so obvious. The leadership at RK then made a
commitment to share their story and do something to help
prevent this from happening to their own company again. But then they also
wanted to help other companies to prevent this from happening. The CEO created a
resource in collaboration with the National
Alliance for Suicide Prevention and the Spencer Foundation called Construction
Industry Blueprint. They also looked into
programs that already existed and they truly
leveraged those programs within their own workplace. So they looked at toolbox talks, suicide preventing
training for managers, in-house
counseling, man therapy. The biggest thing is
that they also gave back to the Spencer Foundation because they knew that
that would also help to expand programming and research. And lastly, I just want to share
a little bit about DuPont. They’re headquartered
in Wilmington, Delaware. They have about
70,000 employees, and they fall under management
of companies and enterprises. So DuPont has been around for
a very long time, since 1802. They have been the
first to establish an onsite Alcoholics
Anonymous program at work. They were one of the
first companies to develop a corporate support program
which is now known as EAP. They already
had a robust EAP, but just like many
other companies, they began to
see low utilization but high cases of disability in an increasingly high
performance environment, and sometimes that high
performance environment is code word for high
stress provoking environment. They confirmed that their
initial thought in maintaining and seeing what the results
were for their employees were by actually including
mental health questions and PHQ-2s into HRAs. They also confirmed
what they were seeing by assessing work
environment stressors through Work
Environment Scan tool, and then they also looked at focusing on
emotional ergonomics. As a result, they created
what we now know as ICU. We detailed that a
little bit earlier. The program was rolled out
to their over 70,000 employees. With the program
and high commitment to addressing
mental health conditions, their EAP
utilization went up and it doubled
the national average. And so recognizing its success
and wanting to give back just the same as RK did, they asked the
Center to make it available to all employees
across the nation. So the Center created
a version that, again, could fit within your
own branding structure. So that’s just a few examples
of some success in companies addressing mental
health in the workplace. And our advice for employers
is really keep it simple. Don’t reinvent the wheel. There’s resources and
information out there for you that you can use. Know your key constituents. Everybody’s buy in is needed
and is really encouraged. Connect to your
organization’s core values. And finally, you want
to identify partners. There are organizations
that are available like the Center for
Workplace Mental Health and also the Centers for Disease Control
Workplace Health Resource Center that are here to help you create
a mentally healthy workforce. And I said finally, but
actually there’s one more – leverage free resources. So here are some
of the organizations that have reported
tremendous success in using some of our resources. And for those of you listening,
we want to hear from you. We want to know
what your needs are, what you’re experiencing or whether if you
want to share your story or you want to have a
greater connection to the topic or whether you want to
use some of our resources, we really want to hear from you. And so here’s my
contact information, and I also work with my distinguished
colleague Darcy Gruttadaro who’s also the Director
for Workplace Mental Health, and we say keep in touch. Thank you so much, Jason, and
thank you all for listening. Jason: Thank you, Ewuria.
That was a great presentation. I appreciate you sharing some
great data, tools, resources, case studies, turnkey
programs, practical information that really any
employer of any size can use. So in a moment we’ll
open it up for questions. I see some have already
come into the question pane. Great. Keep them coming. While I give you a moment or
two to type in those questions, just as a reminder, submit
them using the question pane at the bottom of your
webinar control panel. And while you do that, I do want
to tell you a few things about the CDC Workplace
Health Resource Center if you are not already familiar. CDC created the Workplace
Health Resource Center to give employers free access
to the tools and information they need to launch or expand workplace health
promotion programs that could of course
include a mental health focus. It’s a one stop shop for evidence-based
credible resources, and the resources it contains touch all aspects
of workplace health. So there’s really
something for everyone here. Currently, CDC’s Workplace
Health Resource Center contains more than 500 resources and that list continues to
grow each and every month. Resources include case
studies and real life examples from organizations
from all over the country and of different sizes,
resources on emerging issues such as mental health strategies to address health and
safety at the worksite, materials to help
small business in designing workplace health
promotion programs, evidence-based summaries,
issue briefs, webinars, videos,
infographics and so much more. For example, this
slide shows a screenshot of the Workplace
Health Resource Center with search results using
the keyword mental health. If you simply click
on one of the titles, the first one says
Depression in the Workplace, you are directed
to the resource; in this case, an article on
depression in the workplace. You can even use a
five-star rating system to give your feedback
about each of the resources to help not only
yourself but others who use the resource
center to quickly find things that are very
helpful to practitioners. We update the website regularly, so check back often for new
resources on various topics, again, including mental health. You can browse
mental health resources from different organizations. In addition to the ones that
Ewuria shared with all of us in her presentation,
this slide shows four mental health
resources currently available in the Workplace
Health Resource Center. One is from the
Kentucky Chamber of Commerce which is a mental
health assessment. There’s a PowerPoint
presentation from CDC discussing mental
health and chronic disease in the workplace. The CDC Foundation Business
Pulse has an infographic on stress and mental health, and there’s a how to manual featuring actionable mental
health practices by help guide. The CDC has resources and
tools to help individuals who are seeking
help or treatment and the Workplace
Health Resource Center is just one of
the many resources that CDC has
developed in this regard. We invite you to stay connected
by visiting the Resource Center to learn about new product
updates and upcoming events. This spring we will continue our
conversation about mental health in the workplace by offering
two recorded expert interviews. The first expert
interview will cover depression in the workplace featuring one of
Ewuria’s colleagues and the Director of the Center
for Workplace Mental Health, Darcy Gruttadaro and Marcas
Miles from Employers Health. And the second
interview will feature Deborah Galvin from SAMHSA
and Dr. Laurie Cluff from RTI to discuss substance
misuse in the workplace, including the current discussion
on the opioid crisis. Lastly, please
follow us on social media to get the
latest news and updates via Facebook,
Twitter and LinkedIn. If you’d like to
receive more information about upcoming events or
have follow up questions, you can email
[email protected] and we will respond to you. Okay, so Ewuria, now it’s
time for questions and answers. Let me address one that
was posted by several folks which is access
to today’s webinar. We will be archiving this and
adding it as one more resource in the Workplace
Health Resource Center, so that will be up shortly for
all of you to have access to. Our first question,
Ewuria, is are there – or what are the resources
out there to train leaders, managers and
employees to recognize the early warning signs
and what to do if you see them for folks with
mental health issues. I assume that would be
some of the turnkey programs you talked about like
ICU and Right Direction, but if you want to expand on
those for leaders and managers or if you know of
others, we’d love to hear. Ewuria: Sure. Well, I did
mention ICU and Right Direction, they’re materials to
inform and educate leaders on recognizing the signs. And there are also
several commercial entities that offer training, of
course, for additional cost. But the Center for Workplace
Mental Health does recognize additional
leadership and manager training as a concern for employers, but I would say
definitely start with the ICU and Right
Direction materials because it really shows signs
of recognizing warning signs for those who
may be in distress. We are also working
to understand the needs and the levels of
employers to fill that gap. And should there be – so that’s actually the
answer to that question. I’m not going
to go on because I’m sure you have
other questions too. Jason: Yeah, just a
follow up from me on that, so the signs for a co-worker
to recognize and engage one of the other co-workers, would those be the
same as what a manager or a supervisor
would be looking out for? And if they’re different, could
you point out the differences, and if they’re the same, do you have any words
of wisdom on guidance for having those conversations between an employee
and their supervisor, which would
probably be very different from a co-worker to
co-worker kind of conversation. Ewuria: Right, that is true, but what we’ve seen in
many of our employers that we’ve heard
from is the first step is really educating everyone
about recognizing those signs. And you’re right, there may
be some different interaction between peer-to-peer interaction and a manager
and their employee, but what I will say
is that the ICU program actually offers those
slides and those trainings that really speak to
what employers or managers, leaders may need to hear in
order to recognize those signs. And I would say there are a
lot of information out there even tied to performance in terms of
employers being compassionate, being respectful
of confidentiality. That’s really important when you’re in the
leadership position. But ultimately, it’s about
awareness and education as well. Jason: Great. Thank you. Next question is how do you
think the focus of employers and worksite wellness
practitioners can be shifted from one on mental
health conditions and treatment to one that focuses on creating
organizations and workplaces that promote and
create the conditions for employee mental well
being thriving and flourishing? So I kind of
interpret this one to be how do we shift it from illness and disease to positive
attributes of mental health? Ewuria: Okay, I think
it’s really more about – like when you’re
talking about well being, more about
resiliency and teaching – of course we’re
going to have stress and we have to be
able to recognize stress and be able to deal with it,
but how do you get past that and not stay in a current
state of stress and a place where you’re constantly
having to deal with issues that are kind of
bogging you down. Also, the importance of moving
from mental health conditions to a state of well being
requires a culture of people not feeling lonely. The topic of loneliness has come
up a lot in our discussions and what we’re trying
to do is let people know that you have to
build that culture where people can
communicate with one another and not feel isolated. So it’s really
constant communication and expressing that
importance of resiliency and stress management and then making sure
people are not isolated. Jason: Great. Thank you. Next one I have here
is during your discussion of the RK case study, one of the behavior
engagements listed on the slide was something
called man therapy. Can you describe what that is? Ewuria: So we talk
about those stories and we also have the
contact information on those case studies where you can get more
detail for each of the programs and each of the organizations and get information from the
contact person that’s listed. What we can do – man
therapy is obviously, you know, because of the industry and
it’s the construction industry which is male dominated, it’s
more focused on helping men to talk about their
mental health conditions or what they may be
experiencing in the workplace. And so to get more information about the ins and
outs of the program, I would definitely say
look at that case study and then if you’re
needing more information, contact us so we can connect
you with that contact at RK. Jason: Okay. The
next one I have here is can you recommend or know
of a needs assessment tool to understand mental health and
an organization and a worksite that can be conducted
by a wellness committee? Ewuria: So, that is something – there are tools out there,
and that is something that – area that I don’t
necessarily focus on, but we recognize that
there are gaps, again, that we have to fill. I would say that
that is a question that I can get the
answer for you later maybe talking to my
colleague Darcy Gruttadaro who is very well versed
in this type of information and knows about these
resources that are available. So if you can, Jason, we can address that
question in more depth and maybe I can give a
list of the assessment tools that are available and make sure
that I’m giving the right one. Jason: Great. And again, there’s at least one of
them in the resource center now from the Kentucky
Chamber of Commerce, so I don’t know if that will
meet the questioner’s needs in whole or in part, but we are looking
for those types of tools to be able to
add to our database and make available to
practitioners across the country to help with
these kind of issues. Ewuria, are you – do you know if any companies
have measured the impact of the ICU program? Ewuria: So there’s actually
an assessment tool with ICU that is the
supplemental material outside of the actual video
where we encourage employers if they’re going to
use it to use that tool to measure the impact. It establishes baseline and then
maybe after a few months later they can measure again and have
employers complete that survey so you really understand how
it’s impacting your workplace. We have had organizations
and companies that have used it and have followed the
whole implementation guide, and so one being NextEra. They have really talked about
the success of the program, and again, they
established that baseline and then they were able to measure the success
after implementation and they continue
to use it to this day. Jason: Great. Continuing on
with some of the case studies, you showed that EAP resources
increased significantly in several of those examples. Do you have any
more specific strategies that those employers
used or used in conjunction with a third party like a vendor to help
accomplish that increase? Ewuria: Yeah,
well that’s a huge – EAP and like the health
plans help tremendously in boosting EAP utilization, and that’s really about the
employers staying connected and making sure they
communicate with their vendor. But I will say aside from the
programs that we have available, many of them have
utilized different methods to see progress and see a
boost in their EAP utilization. But what I will say is
that it’s really important, again, for you to
understand your culture. One organization in
particular that I can think of, they used the program
but then they also knew that it was important for them
to do face to face communication with their employees and in
doing that they start to see, along with the
program implementation, they really saw a boost
in their EAP utilization. So it could be
many different methods, but I would say
that using the programs and resources that are available but then also it’s important
to work with your health plans. It’s important to
work with your EAP vendor. Jason: Great, thanks. And as usually is the case, the
case studies are really popular in terms of both
helping practitioners and also the questions
that we’re getting today, so one more I’ve got here
related to the case study. Is there any
additional write-up – I guess I’m
meaning this to be scientific
manuscripts or papers, peer review journal
stuff related to the outcomes for these case study employers, whether it’s health
outcomes or ROI analysis or other kind of things or
is the main information found in the case
study document itself that you guys have available? Ewuria: So I would say we
don’t have that currently but that is something
that we’re working on through our communication
and coordination with KSU, Kent State University. They have seen
tremendous success with the Right
Direction program. In fact, we’re going to be
putting out a case study on them very shortly and they
actually have a case study on the Right Direction website. But they have seen
tremendous success, I mean EAP
utilization of over 55 percent, which is
astounding and unheard of. So because they’ve been
able to establish that baseline and really follow the numbers
and really look at the numbers, we are working
jointly with the APA, American Psychiatric
Association Foundation, and the research team
are working jointly with them to make sure we get
that information out there and really have a
scientific base for the success and the progress of it. Jason:
Great, and will you just remind
folks on the webinar today how they can get
access to your toolkit, these case studies,
your cost calculators, all of the different
things you talked about today? What’s the best place for them
to go and access this stuff? Ewuria: So the best place to
go is just to our main website and you’ll see
all of the resources and information listed, but it’s
workplacementalhealth.org. It’s that simple, that easy, and
you’ll find the case studies, you’ll find the
Working Well toolkit, you’ll find the case studies, all the information and tools
you need, the calculators. And the depression
calculator, like I said, it’s a really big one because it
helps you to really understand how your employees
are being affected. So we say use it
all and use it freely and if you have any questions
or need more information we encourage
you to reach out to us. Jason: Great, and I will
echo the sentiment of sending in your feedback and comments. We gave you our
program email address, [email protected] and I see some comments in the
question pane about some ideas for future topics
either extending beyond or digging deeper into
the mental health issue with persons with
disabilities as an example or any other topic. I’d love to hear
from folks out there on what you want to hear about and we can use our platform and
forum here to help share that. So we’ve got just a
minute or two left. Might be able to entertain one
more question if folks have it. I think I got through most of
them in the question pane here. So give folks
another few seconds. The last one,
Ewuria, for you today is when it comes to
mentally healthy workplaces, what does success look like? How would you sum it up for
us all today in 30 seconds? Ewuria: Well, I
would say it depends. Again, we’re going back to that
toolkit, knowing the impact, breaking the silence, delivering
affordable access to care and building a
culture of well being. So whatever that looks
like to you and your workplace in following all of those steps it’s really important for
employers to understand that doing
nothing has a high cost and so doing something
will make a huge difference. So success is just
taking that step forward, reaching out when you need help. There’s a network. There are people available, there are resources
available for employers to make sure that employers
are successful in this work. And then also, success is
about building your trust and changing your culture,
and again, that takes a lot, but that trust
factor is so important, and it’s first and
foremost in my opinion. So I would say any
movement forward is success and you just have to
see within your workplace whether or not you want
to continue to move forward which I encourage
every employer to do. Jason: Great, thank
you, Ewuria. Well said. And thank you to
everyone on the line today. That’s unfortunately
all the time we have. Ewuria, again, I want to thank
you for your presentation today and sharing all your
expertise and insights on this very important topic. Ewuria: Thank you. Jason:
On behalf of the CDC Workplace
Health Resource Center, I will close us out for today. Thank you all and don’t forget
to make wellness your business. Have a good rest of your day.