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Future-Proofing Investments in Workplace Mental Health: Meeting Employees’ Evolving Needs The Conference Board of Canada, 39 pages, November 10, 2022 Impact Paper

Future-Proofing Investments in Workplace Mental Health: Meeting Employees’ Evolving Needs

The Conference Board of Canada, 39 pages, November 10, 2022
Impact Paper

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Organizations have accelerated their efforts toward a more holistic and adaptive approach to employees’ health and well-being. Understanding the workforce profile is key to meeting their employees’ health needs. Document Highlights Organizations have accelerated their efforts toward a more holistic and adaptive approach to employees’ health and well-being and increased their suite of health and wellness initiatives for employees to better transition through the COVID-19 pandemic. Health benefits plans are the first line of defence in organizations’ health and wellness strategies. Many organizations are prioritizing awareness initiatives designed to increase low benefits usage, specifically Employee Assistance Programs. Understanding the workforce profile is key to meeting the mental health and wellness needs of employees. Organizations that regularly seek information relating to employee engagement could be at an advantage for measuring and determining how their investment in mental health initiatives is impacting their workers, giving them key insights into which programs may be the most effective. Although organizations understand the importance of embedding equity, diversity, and inclusion (EDI) into their mental health and wellness strategy, many are unaware of how their offerings connect to EDI initiatives.

Organizations have accelerated their efforts toward a more holistic and adaptive approach to employees’ health and well-being. Understanding the workforce profile is key to meeting their employees’ health needs.

Document Highlights

Organizations have accelerated their efforts toward a more holistic and adaptive approach to employees’ health and well-being and increased their suite of health and wellness initiatives for employees to better transition through the COVID-19 pandemic.
Health benefits plans are the first line of defence in organizations’ health and wellness strategies.
Many organizations are prioritizing awareness initiatives designed to increase low benefits usage, specifically Employee Assistance Programs.
Understanding the workforce profile is key to meeting the mental health and wellness needs of employees.
Organizations that regularly seek information relating to employee engagement could be at an advantage for measuring and determining how their investment in mental health initiatives is impacting their workers, giving them key insights into which programs may be the most effective.
Although organizations understand the importance of embedding equity, diversity, and inclusion (EDI) into their mental health and wellness strategy, many are unaware of how their offerings connect to EDI initiatives.