This article was provided by Co-operators.
Social media consumption, job insecurity, geo-political risks, and climate events are challenging the mental health of Canadians. With the increased prevalence of mental health challenges, companies can no longer afford to treat mental health as an afterthought.
Mental health is no longer just an individual concern. It’s a workplace one too. Joan Ganas (pictured), vice president of group benefits operations at Co-operators, explains, companies cannot afford to silo mental health support from the rest of the business, “Mental health must be woven into the very fabric of an organization, from HR and leadership to the overall business model.”
One in five Canadians experience mental health difficulties each year, and without fulsome mental health support those difficulties can translate into challenges for employers and businesses.
“A decline in employee mental health is bad for business,” says Ganas, “There is an impact on the individual’s productivity of course, the team, the culture, and can even lead to losing key members of your workforce. Nearly one-third of all the disability claims we handle are related to mental health, and what's even more astounding is that this doesn’t account for multiple disabilities where mental health might be a secondary diagnosis.”
Mental health is a complex issue because each experience is so unique. “The broader cultural elements at play can mean there are different triggers, different warnings signs, and different appetites for help.” Ganas explains. “Addressing mental health must involve equity – the first step of which is removing barriers.”
According to recent statistics, 40% of individuals do not seek treatment for mental health issues, often out of fear of stigma, job loss, or simply because they don’t know how to access available resources. This hesitation can lead to a worsening of their condition, eventually resulting in time away from work and, in some cases, long-term disability. Employers can help by reviewing their communications and processes.
A candid, proactive, communication strategy can affect both resource awareness and help employees feel comfortable accessing resources without fear of repercussions.
Ganas urges employers to keep access to support open and effortless – mental distress is not a good time to carefully work through complex process and decision making. When presented with a variety of options, employees can struggle to determine what’s available to them, how to access mental health resources, and what steps they need to take. Streamlined processes and clear direction ensures those that have needs are able to access help before mental health issues escalate.
Ganas emphasizes, “Navigating an employee benefits package can be overwhelming. Often, employees don’t know where to go or how to access care, and that’s where proactive initiatives come in.”
When integrating mental health support there is a misconception that it’s too costly or doesn’t offer an immediate return on investment. This mindset overlooks the long-term benefits of a mentally healthy workforce. Ganas notes, “This is an investment in resilience—it’s about retaining talent and building a resilient culture that supports mental well-being over the long term.”
Ganas points out that early intervention in mental health is key to preventing long-term disability claims. Proactive mental health programs that address issues early can make a significant difference in the duration and severity of mental health-related disability claims. “The longer an issue goes unaddressed, the more it impacts an employee’s ability to function and stay at work. By intervening early, we can reduce the number and duration of disability claims, helping employees return to work healthier and faster.”
At Co-operators, the corporate focus on mental health resiliency is particularly evident in their efforts to support younger generations, who are increasingly at risk for mental health issues. “We know that young people are at risk,” Ganas notes. “We’re aiming to create mental health resiliency by connecting them to tools, education, and support.”
One example of this commitment is the company’s ongoing partnership with Enactus Canada, through which they launched the Mental Health Ambassador program in 2023. This initiative recruits one champion per team to promote positive mental health actions and connect peers to mental health resources.
This program builds on five years of collaboration with Enactus Canada, where Co-operators has provided mental health, first aid training and education to post-secondary students at business competitions, leadership summits, and online forums. By equipping young leaders with the tools they need to support mental health in their communities, Co-operators is actively working to build resiliency among younger generations, ensuring they have access to the resources they need to thrive.
Early intervention and proactivity are not just about supporting the individual but about protecting the long-term health of the organization. “We’re deeply invested in helping both our own employees, and those of our clients, access the support they need before it results in a decline in their performance or progresses into something that takes them away from work for an extended period.” Ganas says. “This an opportunity to show your employees that you are invested in their career and in their future, that you want them to succeed.”
Discover how Co-operators’ group benefits solutions meet the needs of today’s workforce here.
