Le 28, 29 et 30 octobre, 2009 octobre, Le 28, 29 et 30 Harbour The Westin Castle Square 1 Harbour Ontario, Canada Toronto, www.wwrepcamh.org mme Work and Well-being and Well-being Work Program and Evaluation Research – de recherche et d’évaluation Programme Bien-être au travail

Nous pouvons y arriver! ra Hosting Sponsor

Des interventions éprouvées pour améliorer la santété menmentale au travail hôte Commanditaire Le 4ième congrès canadien annuel pour la recherche sur la santé mentalela toxicom etg la toxicomanie en milieu de travail rrog P Platinum Sponsor Commanditaire platine Commanditaire October 28, 29 and 30, 2009 Harbour The Westin Castle Square 1 Harbour Ontario, Canada Toronto, www.wwrepcamh.org

We Can Do It! Evidence and Interventionss for for Transforming Mental Health in the Workplace 4th Annual Canadian Congress for ResResearch on Mental Health and Addiction in the Workplace Founding Sponsor Founding

Commanditaire fondateur Commanditaire

ProgramProgr Congress Description Description du congrès

The 4th Annual Canadian Congress Le 4ième congrès canadien annuel for Research on Mental Health pour la recherche sur la santé mentale and Addiction in the Workplace et la toxicomanie en milieu de travail is the leading Canadian forum dedicated to est le principal forum scientifi que canadien exchanging scientifi c evidence to improve dédié à améliorer l’environnement de travail et the working environment and the mental la santé mentale des travailleurs. Durant les deux health of workers. During this two and a half journées et demie du congrès, des centaines de day Congress, hundreds of researchers, business chercheurs, gens d’aff aires, décideurs, fournisseurs leaders, policy-makers, service providers and de services et travailleurs vont se réunir pour workers will gather to share information on partager l’information sur les plus récents travaux the latest research and practical, evidence-based de recherche et sur des politiques, programmes policies, programs and tools focusing on fi ve et outils pratiques et fondés sur des preuves main areas: scientifi ques autour de cinq champs:

(1) Workplace Prevention (1) Prévention et promotion and Promotion, dans le milieu de travail,

(2) Disability Management (2) Gestion de l’incapacité and Return to Work, et retour au travail,

(3) Diagnosis and Treatment, (3) Diagnostic et traitement,

(4) Stigma/Discrimination, and (4) Stigmatisation et discrimination, et

(5) Policies for Workplace Mental Health (5) Politiques à l’égard de la santé mentale and Addiction. et des toxicomanies en milieu de travail.

Join us to help make connections that will Rejoignez-nous pour aider à établir des liens transform mental health in the workplace. qui aideront à transformer la façon de traiter By focusing on best practices and best advice de la santé mentale en milieu de travail. En se on helping people remain engaged and concentrant sur les meilleures pratiques et les supported at work and when they return meilleurs conseils sur comment aider les gens à to work, we can do it! rester engagé et soutenu au travail et lorsqu’ils retournent au travail, nous pouvons y arriver! Welcome… Bienvenue…

Welcome to the 4th Annual Canadian Congress Bienvenue au 4ième congrès canadien annuel pour for Research on Mental Health and Addiction la recherche sur la santé mentale et la toxicomanie in the Workplace! The Centre for Addiction and en milieu de travail! Cette année, le Programme de Mental Health’s Work and Well-being Research and recherche et d’évaluation – Bien-être au travail au Centre Evaluation Program is hosting this year’s Congress de toxicomanie et de santé mentale est l’hôte du congrès à at the invitation of the Canadian Institutes of Health l’invitation des Instituts de recherche en santé du Canada et Research and its Institutes of Gender and Health, leurs Instituts de la santé des femmes et des hommes, des Neurosciences, Mental Health and Addiction and neurosciences, de la santé mentale et des toxicomanies, et Population and Public Health. This is the fi rst time it is de la santé publique et des populations. C’est la première being held in Toronto and we hope you have time to fois que le congrès se tient dans la ville de Toronto et nous experience our wonderful city. espérons que vous profi terez pleinement de l’occasion As with the previous Congresses, our goal d’explorer notre merveilleuse ville. Comme les congrès précédents, notre objectif est de is to provide delegates an opportunity to share fournir aux délégués l’occasion de partager l’information information on the latest research and evidence- sur les plus récents travaux de recherche et sur les based interventions focusing on fi ve main areas: interventions fondées sur des preuves scientifi ques autour (1) Workplace Prevention and Promotion, de cinq champs: (1) Prévention et promotion dans le (2) Disability Management and Return to Work, milieu de travail, (2) Gestion de l’incapacité et retour au (3) Diagnosis and Treatment, (4) Stigma/ travail, (3) Diagnostic et traitement, (4) Stigmatisation Discrimination and (5) Workplace Mental Health et discrimination et (5) Politiques à l’égard de la santé and Addiction Policies. mentale et des toxicomanies en milieu de travail. This Congress is unique in a number of ways. Ce congrès est unique à bien des égards. D’abord, For one thing, the organization committee les membres du comité organisateur représentent une members represent a variety of stakeholders variété de parties prenantes, y compris des employeurs, including employers, unions, clinicians, disability syndicats, cliniciens, spécialistes de gestion de l’incapacité, management specialists, researchers, human chercheurs, professionnels en gestion des ressources resource professionals and workers. We have worked humaines, et travailleurs. Nous avons travaillé fort hard to make the Congress program refl ect this pour faire révéler cette diversité de perspectives dans diversity of perspectives and to demonstrate how le programme et pour démontrer comment chaque each contributes to promoting mental health in perspective contribue à la promotion de la santé mentale the workplace. en milieu de travail. This Congress also introduces a broader public Ce congrès présente aussi une perspective plus large health perspective to research in this area. We de la santé publique sur la recherche dans ce champ. hope to facilitate discussions about the roles of Nous espérons faciliter des discussions au sujet des rôles the physical environment, policy, law as well as de l’environnement physique, la politique, le droit, et au biological and psychosocial risk factors to mental sujet des facteurs de risque psychosociaux et biologiques health with the goal of breaking down disciplinary à la santé mentale avec l’objectif d’échapper aux silos silos. The media, labour unions, employers, research disciplinaires. Les médias, syndicats, employeurs, bailleurs funders and policy makers also have forums to offer de fonds de la recherche et décideurs ont également des

We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 1 their perspectives about their contributions to mental forums pour offrir leurs perspectives au sujet de leurs health for workers. contributions à la santé mentale des travailleurs. To foster exchange and networking, all sessions Pour encourager l’échange et le réseautage, chaque are scheduled to allow adequate time for discussions session a été planifi ée pour assurer assez de temps pour and the moderators will be facilitating exchange la discussion et les animateurs vont faciliter l’échange between you and the presenters. We have asked them entre vous et les présentateurs. Nous avons demandé to raise discussion questions about how the research aux animateurs de soulever des questions de discussion fi ndings can be applied and to encourage delegates sur comment les travaux de recherche peuvent être to share their observations and experience related to appliqués et pour encourager les délégués à partager des the fi ndings. If you hear something that particularly observations et expériences liées aux résultats. Si vous resonates with your experiences or observations, entendez quelque chose qui résonne particulièrement please be sure to talk about them during the session. avec vos expériences ou observations, veuillez le discuter pendant la session. We also are preparing a special issue of Nous préparons aussi une édition spéciale de HealthcarePapers to appear in Spring 2010 that HealthcarePapers qui se concentre sur plusieurs focuses on some of the topics discussed at the sujets discutés au congrès, à paraître en printemps Congress. This will increase the opportunity for other 2010. Ceci créera l’occasion pour les autres personnes people to learn from the discussions that take place d’apprendre des discussions qui auront lieu ici. Nous here. We worked with HealthcarePapers in 2004 to avons collaboré avec HealthcarePapers en 2004 pour produce a special issue on the same topic that can be publier une édition spéciale sur le même sujet qui peut accessed at: < http://www.longwoods.com/product. être accédée à: < http://www.longwoods.com/product. php?productid=16801 >; that issue had 20,000 php?productid=16801 >; l’édition a eu 20,000 visites hits in the fi rst year. It has served as an important au cours de la première année. Cette édition a été une resource for policy makers and researchers. Together, ressource importante pour les décideurs et chercheurs. we can make this another issue that resonates with Ensemble, nous pouvons faire une autre édition qui résonne the stakeholder community. dans la communauté de parties prenantes. But, the most unique aspect of the Congress Mais, l’aspect le plus unique du congrès est vous – is you – the experiences and perspectives that les expériences et les perspectives que vous apportez. you bring. Your attendance demonstrates your Votre présence montre votre engagement à la commitment to promoting and improving mental promotion et l’amélioration de la santé mentale en health in the workplace. Our collective energy as milieu de travail. Notre énergie collective lorsqu’on we work together to learn, teach and share can travaille ensemble à apprendre, enseigner et partager transform mental health in the workplace. peut transformer la santé mentale en milieu de travail. Together, we can do it! Ensemble, nous pouvons y arriver!

Carolyn S. Dewa, MPH, PhD Carolyn S. Dewa, MPH, PhD Congress Chair Chaire du congrès Program Head, Work and Well-being Research and Evaluation Program Directrice, Programme de recherche et d’évaluation – Bien-être au travail Senior Scientist, Health Systems Research and Consulting Unit Scientifi que principale, Unité de recherche et de consultation Centre for Addiction and Mental Health sur les systèmes de santé CIHR/PHAC Applied Public Health Chair Centre de toxicomanie et de santé mentale Associate Professor, Department of Psychiatry, University of Toronto IRSC/ASPC Chaire en santé publique appliquée Professeure associée, Department of Psychiatry, University of Toronto

2 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Program at a Glance Programme en aperçu

Wednesday 28 October 2009 Mercredi le 28 octobre 2009

07:00 – 09:00 07:00 – 09:00 Breakfast / Registration (Harbour Foyer) Déjeuner / Inscription (Harbour Foyer)

09:00 – 10:15 09:00 – 10:15 Opening & Keynote Speaker – Rick Green Ouverture et discours d’ouverture – Rick Green (Harbour A/B) (Harbour A/B)

10:15 – 10:30 10:15 – 10:30 Break Pause

10:30 – 12:00 10:30 – 12:00 1.1 Concurrent Sessions 1.1 Sessions simultanées

1.1A Psychological Trauma & Work (Harbour C) 1.1A Traumatisme psychologique et travail (Harbour C) 1.1B Work, Life & Mental Health Promotion 1.1B Travail, vie et promotion de la santé mentale (Pier 5) (Pier 5) 1.1C Return to Work: What We Can Learn from 1.1C Retour au travail: ce qu’on peut apprendre Supported Employment (Harbour A/B) de l’emploi supporté (Harbour A/B)

12:00 – 13:00 12:00 – 13:00 Lunch (Harbour Foyer) Dîner (Harbour Foyer)

13:00 – 14:00 13:00 – 14:00 1.2 Poster Session (Harbour Foyer) 1.2 Session d’affi ches (Harbour Foyer)

14:00 – 15:30 14:00 – 15:30 1.3 Research Plenary 1.3 Panel avec invités spéciaux - La recherche (Harbour A/B) (Harbour A/B) Integrating Psychosocial and Biological Intégration des facteurs psychosociaux et biologiques Factors into Research on Mental Health dans la recherche sur la santé mentale et le milieu and the Workplace de travail

15:30 – 16:00 15:30 – 16:00 Break Pause

16:00 – 18:00 16:00 – 18:00 1.4 Concurrent Sessions 1.4 Sessions simultanées

1.4A Reintegration into the Workforce (Harbour C) 1.4A Réintégration dans la main d’œuvre (Harbour C) 1.4B Perspectives on Disability Management (Pier 5) 1.4B Perspectives sur la gestion de l’incapacité (Pier 5) 1.4C Burden of Mental Illness & Workplace Factors 1.4C Impact de la maladie mentale et facteurs en Associated with Mental Health milieu de travail associés à la santé mentale (Harbour A/B) (Harbour A/B)

Program at a Glance Programme en aperçu 5 Thursday 29 October 2009 Jeudi le 29 octobre 2009

07:00 – 09:00 07:00 – 09:00 Breakfast / Registration (Harbour Foyer) Déjeuner / Inscription (Harbour Foyer)

09:00 – 10:30 09:00 – 10:30 2.1 Media Plenary 2.1 Panel avec invités spéciaux – Médias (Harbour A/B) (Harbour A/B) Public Perceptions of Mental Health and the Perceptions du public sur la santé mentale et le milieu Workplace: What is the Media’s Role? de travail : Quel est le rôle des médias?

10:30 – 11:00 10:30 – 11:00 Break Pause

11:00 – 12:30 11:00 – 12:30 2.2 Concurrent Sessions 2.2 Sessions simultanées

2.2A Responding to Critical Incidents at Work 2.2A Gestion des incidents critiques au travail (Harbour C) (Harbour C) 2.2B Work Factors and Work Outcomes (Pier 5) 2.2B Facteurs et résultats du travail (Pier 5) 2.2C Disability Management & Return to Work 2.2C Gestion de l’incapacité et retour au travail (Harbour A/B) (Harbour A/B)

12:30 – 13:30 12:30 – 13:30 Lunch (Harbour Foyer) Dîner (Harbour Foyer)

13:30 – 15:00 13:30 – 15:00 2.3 Research Plenary 2.3 Panel avec invités spéciaux - La recherche (Harbour A/B) (Harbour A/B) Is Context more than Background? Est-ce que le contexte est plus que l’arrière-plan ? The Contribution of Law, Policy and La contribution du droit, de la politique et de la Workplace Design to Workplace conception du lieu de travail à la santé mentale Mental Health en lieu de travail

15:00 – 15:30 15:00 – 15:30 Break Pause

15:30 – 17:30 15:30 – 17:30 2.4 Concurrent Sessions 2.4 Sessions simultanées

2.4A Stigma & Discrimination in the Workplace 2.4A Stigmatisation et discrimination en milieu (Harbour C) de travail (Harbour C) 2.4B Research Methods for Workplace Research 2.4B Méthodes de recherche pour la recherche (Harbour A/B) en milieu de travail (Harbour A/B) 2.4C Return to Work Interventions and Outcomes 2.4C Interventions et résultats du retour au travail (Pier 5) (Pier 5)

18:00 – 19:30 18:00 – 19:30 Congress Reception (Harbour Foyer) Réception (Harbour Foyer)

6 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Friday 30 October 2009 Vendredi le 30 octobre 2009

07:00 – 08:00 07:00 – 08:00 Breakfast / Registration (Harbour Foyer) Déjeuner / Inscription (Harbour Foyer)

08:00 – 09:00 08:00 – 09:00 3.1 In Conversation with the CIHR Institute Directors 3.1 Conversation avec les directeurs de l’IRSC : Plenary: Workplace Mental Health Research La recherche sur la santé mentale en milieu (Harbour A/B) de travail (Harbour A/B)

09:00 – 10:30 09:00 – 10:30 3.2 Mental Health Commission Panel Plenary 3.2 Panel avec la Commission de la santé mentale (Harbour A/B) (Harbour A/B) The Mental Health Commission of Canada: Commission de la santé mentale du Canada : Focusing National Attention on Workplace Focalisation de l’attention nationale sur les questions Mental Health Issues de la santé mentale en milieu de travail

10:30 – 10:45 10:30 – 10:45 Break Pause

10:45 – 12:00 10:45 – 12:00 3.3 Business Plenary 3.3 Panel avec invités spéciaux d’aff aires (Harbour A/B) (Harbour A/B) Promising Practices Addressing Mental Health Pratiques prometteuses abordant la santé mentale and Addictions in the Workplace: Leadership et les toxicomanies en milieu de travail : Direction from the Field dans le champ

12:00 – 12:15 12:00 – 12:15 Closing (Harbour A/B) Clôture (Harbour A/B)

12:15 – 13:00 12:15 – 13:00 Lunch (Harbour Foyer) Dîner (Harbour Foyer)

Program at a Glance Programme en aperçu 7 8 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Wednesday Mercredi 28 October 2009 le 28 octobre 2009

07:00 – 09:00 07:00 – 09:00 Breakfast / Registration (Harbour Foyer) Déjeuner / Inscription (Harbour Foyer)

09:00 – 10:15 09:00 – 10:15 Opening & Keynote Speaker Ouverture et discours d’ouverture (Harbour A/B) (Harbour A/B)

Keynote Speaker Premier conférencier Rick Green Rick Green

Presentation Summary Présentation Writer/producer/director/comedian Rick Green will be Auteur/producteur/réalisateur/comique Rick Green discutera talking about his documentary on Adult Attention Defi cit de son documentaire au sujet du trouble défi citaire de l’attention, Hyperactivity Disorder (ADHD). Titled ADD & Loving It?!, ADD & Loving It?!. Ce documentaire a attiré un grand public the documentary scored huge ratings when it ran coast-to- pour sa diff usion d’un océan à l’autre sur la chaîne Global le coast on Global, this September 18th. Rick will talk about 18 septembre. Rick discutera de ses entrevues avec des experts interviewing some of the top experts in the fi eld, and the dans le domaine, de son parcours personnel, et du parcours de personal journey of both himself, and the documentary’s l’animateur/sujet du documentaire, son collègue, comique host/subject, fellow comedian Patrick McKenna. Drawing Patrick McKenna. En s’appuyant sur les réactions au fi lm des upon responses to the fi lm from people who have, or live personnes qui ont ou qui vivent avec un trouble défi citaire de with, ADHD, he will talk about the costs, the solutions, and l’attention, il discutera des coûts, des solutions, et de l’espoir qui the hope that comes with diagnosis and treatment. He vient du diagnostic et du traitement. Il partagera aussi comment will also share how his own ADHD dramatically aff ected son propre trouble défi citaire de l’attention a infl ué sa carrière his career, in very diff erent ways, before and after it was de plusieurs façons, avant et après le diagnostic. Le message: diagnosed. The message: “Acceptance ends the suff ering. l’acceptation met fi n à la souff rance. L’éducation est la clef Education is key to succeeding.” du succès.

Biography Biographie Recently the University of Waterloo named Rick as one Récemment, l’University of Waterloo a nommé Rick parmi ses of its top 50 Science Graduates of all time. He is the only « Top 50 Science Graduates ». Il est le seul comique sur la liste. comedian so honoured. So far. Pour l’instant. Born in Toronto, Rick began his career as a teacher at the Né à Toronto, Rick a commencé sa carrière en tant que Ontario Science Centre, developing programs and plays for professeur au Centre des sciences de l’Ontario, où il développait the general public and school groups. In 1979 he left that des programmes et des pièces pour le grand public et des groupes safe Public Service job to become a full time comedian. scolaires. En 1979 il a quitté cet emploi stable de service public For 8 seasons Rick has produced and hosted the pour devenir un comique à plein temps. comedy series History Bites (History Television). His agent Pendant huit saisons, Rick a produit et animé la série comique said he should mention he won a Gemini Award for History Bites (History Television). Son agent lui a dit qu’il devrait faire directing the show. The Sun recently hailed History Bites as mention du prix Gemini qu’il a gagné pour la réalisation de la série. ‘the cleverest Canadian comedy of all time.’ Le Toronto Sun a récemment appelé History Bites ‘the cleverest On September 4th History Television aired the latest Canadian comedy of all time.’ special, History Bites Sex & Power and the following Friday ran Le 4 septembre, History Television a diff usé l’épisode intitulé another special, History Bites The Filthy Stinking Rich. They History Bites Sex & Power et le vendredi suivant, cette chaîne a were a scream. diff usé History Bites The Filthy Stinking Rich.

Wednesday 28 October 2009 Mercredi le 28 octobre 2009 11 Then on Friday September 18th, Global Television Le 18 septembre, Global Television a diff usé son projet le plus aired Rick’s latest project, a fi lm about Adult Attention récent, un fi lm au sujet du trouble défi citaire de l’attention, intitulé Defi cit Disorder, entitled ADD & Loving It?! The fi lm follows ADD & Loving It?! Ce fi lm raconte l’histoire de Patrick McKenna, the story of fellow The Red Green Show performer Patrick collègue et acteur sur The Red Green Show, lorsqu’il est diagnostiqué McKenna as he gets a formal diagnosis and decides to offi ciellement et il décide d’apprendre ce que le trouble défi citaire educate himself about what this is, and isn’t. The fi lm won de l’attention c’est, et ce que ce n’est pas. Rick a gagné un prix Rick the CAMH 2009 Celebrity Transforming Lives Award « Transformer des vies » de CAMH en 2009 pour ce fi lm même avant before it had even aired. As the nomination form noted, sa diff usion. Le formulaire de sélection notait que « In one hour “In one hour this program will transform how Canadians this program will transform how Canadians view this disorder. » view this disorder.” Rick était aussi co-créateur, co-auteur, et pendant plusieurs Rick was also co-creator, co-writer and for several saisons le réalisateur de The Red Green Show au cours des 15 saisons seasons the director of The Red Green Show, which ran 15 (CBC). Il utilisait son talent pour la comédie physique pour jouer un seasons (CBC). Here he showcased his physical comedy skills sportif malheureux sur « Adventures With Bill ». as a hapless outdoorsman on ‘Adventures With Bill’. En même temps qu’il jouait ‘Commander Rick’, il était l’auteur At the same time he portrayed ‘Commander Rick’, writer et l’animateur de la série de science-fi ction Prisoners of Gravity de la and host of TVO’s long-running S.F. series Prisoners of Gravity. chaîne TVO. Rick’s earliest success was with The Frantics comedy Sa première réussite était avec la troupe comique The Frantics, troupe—producing 150 radio shows, dozens of stage qui a produit 150 émissions de radio, des dizaines de mises en productions, and the landmark TV series, Four On The Floor. scène, et la série Four On The Floor. Il a gagné des prix Gemini, His projects have won Gemini Awards, ACTRA Awards, New ACTRA, et New York Festival, et plusieurs prix pédagogiques pour York Festival Awards, and various educational awards. ses projets. Rick is married to his business partner, Ava Green, and Rick a épousé son partenaire commercial, Ava Green, et ils ont has two children who are all grown up and in university and deux enfants qui ont grandi, qui étudient à l’université et qui sont far more mature than he is. beaucoup plus adultes que leur père.

10:15 – 10:30 10:15 – 10:30 Break Pause

10:30 – 12:00 10:30 – 12:00 1.1 Concurrent Sessions 1.1 Sessions simultanées

Session 1.1A Session 1.1A 10:30 – 12:00 10:30 – 12:00 Psychological Trauma & Work Traumatisme psychologique et travail (Harbour C) (Harbour C)

10:30 10:30 Care for the Care Giver: Vicarious Trauma Assessment Care for the Care Giver: Vicarious Trauma Assessment and Management and Management Cindy Rose Cindy Rose

10:50 10:50 Client Characteristics at a Workers’ Compensation Board Client Characteristics at a Workers’ Compensation Board Psychological Trauma Program Psychological Trauma Program Jennifer M. Hensel Jennifer M. Hensel

11:10 11:10 CREW: Enhancing Mental Health through Workplace Civility CREW: Enhancing Mental Health through Workplace Civility Michael P. Leiter Michael P. Leiter

11:30 11:30 Discussion Discussion Moderator/Facilitator: JianLi Wang Animateur: JianLi Wang

12 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Session 1.1B Session 1.1B 10:30 – 12:00 10:30 – 12:00 Work, Life & Mental Health Promotion Travail, vie et promotion de la santé mentale (Pier 5) (Pier 5)

10:30 10:30 Children’s Mental Health Information at Work Children’s Mental Health Information at Work Don Buchanan Don Buchanan

10:50 10:50 Experience and Needs of Organizations Providing Workplace Experience and Needs of Organizations Providing Workplace Health Promotion Programs Health Promotion Programs Kendal Bradley Kendal Bradley

11:10 11:10 Sharing Research on Work/Life, Mental Health, and Sharing Research on Work/Life, Mental Health, and Addictions with Employers Addictions with Employers Mark Attridge Mark Attridge

11:30 11:30 Discussion Discussion Moderator/Facilitator: Margaret Shim Animatrice: Margaret Shim

Session 1.1C Session 1.1C 10:30 – 12:00 10:30 – 12:00 Return to Work: What We Can Learn Retour au travail: ce qu’on peut apprendre from Supported Employment de l’emploi supporté (Harbour A/B) (Harbour A/B)

10:30 10:30 Psychological Distress Evaluation of Canadian Government Psychological Distress Evaluation of Canadian Government Employees: Implementation of Recommendations Employees: Implementation of Recommendations Marie-France Coutu Marie-France Coutu

10:50 10:50 The Implementation of Supported Employment Programs The Implementation of Supported Employment Programs in Canada in Canada Marc Corbière Marc Corbière

11:10 11:10 Therapeutic Return-to-Work Program: Can it be Adapted Therapeutic Return-to-Work Program: Can it be Adapted for Common Mental Disorders? for Common Mental Disorders? Marie-Jose Durand Marie-Jose Durand

11:30 11:30 Discussion Discussion Moderator/Facilitator: Diana Capponi Animatrice: Diana Capponi

12:00 – 13:00 12:00 – 13:00 Lunch (Harbour Foyer) Dîner (Harbour Foyer)

Wednesday 28 October 2009 Mercredi le 28 octobre 2009 13 13:00 – 14:00 13:00 – 14:00 1.2 Poster Session 1.2 Session d’affi ches (Harbour Foyer) (Harbour Foyer)

Poster 1 Affi che 1 Personality and Work-Family Confl ict: Personality and Work-Family Confl ict: Looking Beyond Work and Nonwork Factors Looking Beyond Work and Nonwork Factors Victor Y. Haines III, Alain Marchand, Pierre Durand, Steve Harvey Victor Y. Haines III, Alain Marchand, Pierre Durand, Steve Harvey Poster 2 Affi che 2 What Goes Around Comes Around: What Goes Around Comes Around: The Benefi t of Workplace Social Capital The Benefi t of Workplace Social Capital Nicole Aitken, F. Elgar, J. Mantler, B. Campbell Nicole Aitken, F. Elgar, J. Mantler, B. Campbell Poster 3 Affi che 3 Engage with Employee Led Change Engage with Employee Led Change Elizabeth Smailes Elizabeth Smailes Poster 4 Affi che 4 Sex and Gender-Roles Divergently Predict Physical Symptoms Sex and Gender-Roles Divergently Predict Physical Symptoms and Allostatic Load and Allostatic Load Robert-Paul Juster, Andrea Perna, Alireza Hashemi, Shireen Sindi, Robert-Paul Juster, Andrea Perna, Alireza Hashemi, Shireen Sindi, Marie-France Marin, Sonia Lupien Marie-France Marin, Sonia Lupien Poster 5 Affi che 5 Worker Allostatic Load Eff ects on Diurnal and Reactive Worker Allostatic Load Eff ects on Diurnal and Reactive Stress Measures Stress Measures Robert-Paul Juster, Andrea Perna, Alireza Hashemi, Shireen Sindi, Robert-Paul Juster, Andrea Perna, Alireza Hashemi, Shireen Sindi, Marie-France Marin, Sonia Lupien Marie-France Marin, Sonia Lupien Poster 6 Affi che 6 Examination of Factors Associated with the Mental Health Examination of Factors Associated with the Mental Health Status of Principals Status of Principals Carolyn S. Dewa, Stanley W. Dermer, Nancy Chau, Scott Lowrey, Carolyn S. Dewa, Stanley W. Dermer, Nancy Chau, Scott Lowrey, Susan Mawson, Judith Bell Susan Mawson, Judith Bell Poster 7 Affi che 7 Walking for Wellness: Using Pedometers to Decrease Sedentary Walking for Wellness: Using Pedometers to Decrease Sedentary Behaviour and Promote Mental Health Behaviour and Promote Mental Health Carolyn S. Dewa, Wayne deRuiter, Nancy Chau, Kim Karioja Carolyn S. Dewa, Wayne deRuiter, Nancy Chau, Kim Karioja Poster 8 Affi che 8 Moving From Full-Time Healing Work to Paid Employment: Moving From Full-Time Healing Work to Paid Employment: Challenges and Celebrations Challenges and Celebrations Yvonne Bergmans, Anne Carruthers, Elizabeth Ewanchuk, Judy James, Yvonne Bergmans, Anne Carruthers, Elizabeth Ewanchuk, Judy James, Kate Wren, Christina Yager Kate Wren, Christina Yager Poster 9 Affi che 9 Promising Predictors of Work Outcomes for Adults Promising Predictors of Work Outcomes for Adults with Schizophrenia with Schizophrenia Julie Haslam Julie Haslam Poster 10 Affi che 10 A Pilot Study of Telephone CBT in an Employee Assistance Program A Pilot Study of Telephone CBT in an Employee Assistance Program Raymond W. Lam, Kevin Lutz, Melady Preece, Anne Bowen Walker, Raymond W. Lam, Kevin Lutz, Melady Preece, Anne Bowen Walker, Paula M. Cayley Paula M. Cayley Poster 11 Affi che 11 Prevention and Treatment of Acute Psychological Trauma: Prevention and Treatment of Acute Psychological Trauma: A Case Study in Public Transit A Case Study in Public Transit Ash Bender, Paul Links Ash Bender, Paul Links Poster 12 Affi che 12 Uptake of Research on Education and Employment Uptake of Research on Education and Employment for Consumer/Survivors for Consumer/Survivors Angela Yip, Heather Bullock, Heather Soberman, Nandini Saxena Angela Yip, Heather Bullock, Heather Soberman, Nandini Saxena Poster 13 Affi che 13 Working in Mental Health While Living Working in Mental Health While Living with a Mental Health Problem with a Mental Health Problem Mariel Mainville, Bonnie Kirsh, Greg Kim Mariel Mainville, Bonnie Kirsh, Greg Kim 14 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Poster 14 Affi che 14 Design and Outcome of a Novel Internet Mental Health Care Design and Outcome of a Novel Internet Mental Health Care Management System in the Workplace Management System in the Workplace Sagar Parikh, Sam Ozersky Sagar Parikh, Sam Ozersky

14:00 – 15:30 14:00 – 15:30 1.3 Research Plenary 1.3 Panel avec invités spéciaux - La recherche (Harbour A/B) (Harbour A/B)

Integrating Psychosocial and Biological Factors Intégration des facteurs psychosociaux et biologiques into Research on Mental Health and the dans la recherche sur la santé mentale et le milieu Workplace de travail

In the research plenary sessions, we will have moderators/ Pendant cette session sur la recherche, des animateurs facilitators who are familiar with the occupational health qui connaissent la littérature sur la santé au travail vont aider literature and who can help people draw the connections les participants à voir que les diff érentes perspectives sont about how diff erent perspectives are pieces of a larger des morceaux d’une plus grande image, et que ces picture that contribute to improving mental health in the perspectives aident à améliorer la santé mentale en lieu workplace. de travail.

Each plenary speaker will touch upon: Chaque participant examinera: (1) The state of knowledge in the area, (1) L’état de la connaissance dans le domaine, (2) Major trends in research, (2) Les tendances dans la recherche, (3) Signifi cant gaps in knowledge, (3) Les lacunes dans la connaissance, (4) The links between the speaker’s research perspective (4) Les liens entre la perspective de recherche du conférencier and the Congress’ fi ve topic areas, and et les cinq thèmes du congrès, et (5) How the researcher has integrated or addressed business (5) Comment le chercheur a incorporé ou a discuté des questions and/or frontline issues in their research. d’aff aires ou de première ligne dans leurs recherches.

Moderators-Facilitators: John Frank, Peter Smith Animateurs: John Frank, Peter Smith

Presentations Présentations

Psychosocial and Biological Indicators in the Evaluation Les indicateurs psychosociaux et biologiques d’évaluation of Mental Health Problems in the Workplace and Their des problèmes de santé mentale au travail et leur utilisation Use for Intervention lors de l’intervention • Pierre Durand, MSc, MBA, PhD • Pierre Durand, MSc, MBA, PhD Université de Montréal Université de Montréal • Alain Marchand, MSc, PhD • Alain Marchand, MSc, PhD Université de Montréal Université de Montréal Mental health problems have become the most frequent Les problèmes de santé mentale constituent la cause la plus cause of absenteeism in the workplace and moreover fréquente et la plus couteuse d’absentéisme en milieu de travail. the costliest one. However, they are diffi cult to diagnose Cependant, ils sont diffi ciles à diagnostiquer et sont quelquefois and sometimes are intermittent in nature. Researchers intermittents. Les chercheurs utilisent plusieurs outils pour use many tools to identify and measure them, but they les identifi er et les évaluer, mais les outils de mesure objectifs lack objective tools that would provide a clear picture sont rares, de sorte que les résultats ne sont pas clairs et nous of the problems, as well as their causes. In this renseignent peu sur les causes de ces problèmes. Au cours de presentation, we will discuss how biological and notre présentation, nous décrirons comment les perspectives psychosocial perspectives may integrate into a unifi ed biologiques et psychosociales peuvent être intégrées de façon framework explaining the production of mental health à obtenir un cadre unifi é permettant d’expliquer la genèse des problems at work. problèmes de santé mentale en milieu de travail. We will fi rst present the most valid tools available Nous présenterons d’abord les outils de mesure les plus to occupational health specialists in the fi eld. These valides disponibles pour les spécialistes de la santé au travail. tools are all psychosocial questionnaires aimed at Ces outils font tous appel à des questionnaires visant à mesurer reporting symptoms of mental health problems and la fréquence et l’ampleur des symptômes de santé mentale ou encore des facteurs hors travail, professionnels et individuels

Wednesday 28 October 2009 Mercredi le 28 octobre 2009 15 other work, non-work, and individual associated associés. Ces questionnaires ne mesurent pas de façon objective factors. They do not objectively measure the level le degré de stress auquel sont soumis les travailleurs et la réaction of stress experienced by workers and the ensuing à celui-ci. Deuxièmement, nous examinerons comment les reaction to it. Secondly, we will examine how indicateurs biologiques disponibles nous off rent de nouvelles biological indicators available to us provide new opportunités de mesure en milieu de travail. Nous examinerons opportunities that facilitate their measurement in the en particulier sur la mesure du cortisol et nous expliquerons workplace. We will especially emphasize the cortisol comment nous le mesurons en milieu de travail. Finalement, nous measurements and expose how we plan to measure décrirons comment nous utilisons ces mesures en combinaison them in the work settings. Finally, we will describe avec les questionnaires psychosociaux à des fi ns confi rmatoires how we use them in conjunction with questionnaires en milieu de travail. Nous décrirons aussi comment nous utilisons as confi rmatory sources of information in groups of ces mesures biologiques à des fi ns de suivi post-intervention chez workers. We will also describe how we plan to use des groupes de travailleurs en milieu de travail. Nous conclurons them as follow-up measurements post intervention avec une brève revue des avantages de cette démarche et des in the workplace. We will conclude with a brief review écueils reliés à l’éthique que nous devons éviter. En terminant, of advantages they provide and the ethical pitfalls nous expliquerons comment notre démarche pourra permettre de we have to face. At the end, we will discuss how our planifi er de meilleures stratégies de prévention et de promotion approach will help in designing better workplace en santé mentale en milieu de travail, d’améliorer les méthodes de prevention and promotion strategies, diagnosis and diagnostic et de traitement et les programmes de retour au travail, treatment methods, return to work programs, lower et de mettre en place de meilleures politiques de santé mentale au stigma and discrimination, and better policies for travail qui auront comme conséquence possible une réduction des mental health in the workplace. phénomènes d’étiquetage et de discrimination.

Organizational Interventions and Their Eff ects Interventions organisationnelles et ses eff ets on Mental Health sur la santé mentale • Michel Vézina, MD, MPH, FRCP • Michel Vézina, MD, MPH, FRCP Université Laval Université Laval The objective of this abstract is to present the results of a Peu d’intervention visant l’amélioration des contraintes long-term research study conducted over a period of seven psychosociales de travail ont été entreprise et rigoureusement years and involving 1 700 employees of the public sector évaluée. L’objectif de cette communication est de présenter les aiming to reduce psychological distress and blood pressure résultats d’une recherche prospective réalisée sur un période de through interventions in the psychosocial constraints of 7 ans et visant à réduire la détresse psychologique et la tension work. Between 2001 and 2007, the prevalence of high artérielle par des interventions sur des contraintes psychosociales psychological demand improved by 10%, low social support de travail. from colleagues by 9%, and low recognition by 14%. Also, • Méthodes the prevalence of psychological distress decreased by 18% La recherche a été réalisée dans une entreprise du secteur and the prevalence of high blood pressure decreased from public de l’assurance employant 1 700 personnes. Pour chacune 12.5% to 9.5%. The analysis of these interventions led to a des unités de l’entreprise, une évaluation a priori a été réalisée des document supporting strategic orientations to improve the contraintes psychosociales au travail (demande psychologique health of work personnel. élevée, faible latitude décisionnelle, faible soutien social, faible reconnaissance) et des indicateurs de santé (détresse psychologique et tension artérielle ambulatoire). Les résultats en excès comparativement à deux populations de référence ont permis de cibler des unités où ont été réalisées plusieurs interventions identifi és dans un registre tenu par un représentant de la direction. • Résultats De 2001 à 2007, la prévalence de la demande psychologique élevée s’est améliorée de 10%, celle du faible soutien social des collègues de 9% et celle de la faible reconnaissance de 14%. Parallèlement, la prévalence de la détresse psychologique a diminué de 18% et la prévalence de l’hypertension artérielle est passée de 12.5 à 9.5 %, alors que la moyenne de la tension artérielle diastolique est passée de 125.8 à 123.9 mmHg. • Conclusion et perspective L’analyse des interventions identifi ées au registre a permis de produire un document pour appuyer la mise en œuvre des orientations stratégiques de l’entreprise afi n d’améliorer la santé de l’ensemble de son personnel.

16 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Building a Research Agenda for Working Conditions Construire un programme de recherche pour les conditions and Mental Health: What do We Know, What do We Need de travail et la santé mentale: que sait-on, que doit-on savoir to Know and How Should We Get There et comment y arriver • John Frank, MD, CCFP, MSc, FRCP(C) • John Frank, MD, CCFP, MSc, FRCP(C) The Scottish Collaboration for Public Health Research The Scottish Collaboration for Public Health Research and Policy and Policy • Peter Smith, PhD • Peter Smith, PhD Institute for Work & Health Institute for Work & Health This session will consist of two 15 - 20 minute presentations. Cette session comportera deux présentations de 15 - 20 minutes. The fi rst presentation will review available data in Canada La première présentation analysera les données disponibles which can be used to examine the impact of working au Canada que pourront être utilisées pour examiner l’impact conditions on mental health status in the Canadian des conditions de travail sur le statut de la santé mentale dans population. It will then review the available evidence, la population canadienne. Ensuite, on analysera les données both Canadian and international, that working conditions disponibles, canadiennes ainsi qu’internationales, que les are related to mental health status. Building on the fi rst conditions de travail sont reliées au statut de la santé mentale. presentation, the second presentation will review the Mettant à profi t la première présentation, la deuxième présentation research evidence, identify research gaps and suggest analysera les données de recherche, identifi era les lacunes dans la priority areas for future research and data collection that recherche et suggérera des priorités pour la recherche et le recueil are needed to encourage workplaces and policy makers to de données à l’avenir pour encourager les lieux de travail et les intervene in working conditions as part of a mental health décideurs à intervenir dans les conditions de travail dans le cadre prevention agenda. d’un programme préventif de la santé mentale.

Speaker Biographies Biographies des conférenciers

Pierre Durand, MSc, MBA, PhD Pierre Durand, MSc, MBA, PhD Université de Montréal Université de Montréal Pierre Durand holds a PhD in Occupational Pierre Durand est titulaire d’un doctorat en épidémiologie Epidemiology from McGill University and an EMBA from de l’école de santé au travail du département d’épidémiologie the Université de Sherbrooke. He is a professor at the de l’Université McGill et d’un MBA pour cadres de l’Université de School of Industrial Relations and also the co-director Sherbrooke. Il est professeur à l’École de relations industrielles de of the Health and Prevention Social Research Group at l’Université de Montréal et co-directeur du Groupe de recherche Université de Montréal. His research work has included sur les aspects sociaux de la santé et de la prévention (GRASP) à research partnerships with Alcan and the Quebec mining l’Université de Montréal. Ses travaux de recherche comprennent and textile industries on issues such as musculoskeletal des partenariats de recherche avec des sociétés telles qu’ALCAN pains, respiratory problems, psychological distress, EAPs and et des sociétés des industries minières et textiles. Ces recherches Worksite HPPs. He has authored many scientifi c articles and ont porté sur les problèmes musculosquelettiques et respiratoires, his current research interests are aimed at understanding la détresse psychologique et les programmes de promotion how workplace factors may aff ect mental health problems. de la santé et d’aide aux employés. Il a publié plusieurs articles Along with Alain Marchand, Pierre Durand is the main scientifi ques et ses travaux actuels portent sur l’infl uence des co-researcher and coordinator of a major research project facteurs professionnels sur la santé mentale. on mental health in the workplace. The project is funded Avec Alain Marchand il est co-chercheur principal et by the Canadian Institutes of Health Research and is led coordonnateur d’un projet de recherche subventionné in conjunction with a team of researchers from several par les IRSC, lequel implique la participation de chercheurs universities—Université de Montréal, Université Laval and des universités de Montréal, Laval et Bishop’s. La société Bishop’s University. Standard Life is participating in this Standard Life agit comme partenaire des milieux de travail project as a workplace partner. dans ce projet.

Alain Marchand, MSc, PhD Alain Marchand, MSc, PhD Université de Montréal Université de Montréal Alain Marchand is associate professor in the School of Alain Marchand détient un PhD en sociologie. Il est professeur Industrial Relations at the Université de Montréal, Canada, agrégé à l’École de relations industrielles de l’Université de and a research associate at the Public Health Research Montréal, et chercheur à l’Institut de recherche en santé publique Institute, Université de Montréal (IRSPUM). His research de l’Université de Montréal (IRSPUM). Ces travaux portent sur interests focused on the understanding of the role of l’intervention et l’analyse du rôle de la profession et des conditions occupation and pathogenic work organizations on the pathogènes de l’organisation du travail sur l’occurrence de occurrence of mental health problems, alcohol abuse and problèmes de santé mentale, d’abus d’alcool et de consommation the taking of psychotropic drugs. de médicaments psychotropes.

Wednesday 28 October 2009 Mercredi le 28 octobre 2009 17 Michel Vézina, MD, MPH, FRCP Michel Vézina, MD, MPH, FRCP Université Laval Université Laval Michel Vézina has a specialty in community health Médecin spécialiste en santé communautaire, Michel and has been a tenured professor at Université Laval in Vézina est professeur titulaire au Département de médecine the Département de médecine sociale et préventive since sociale et préventive de l’Université Laval depuis 1983 et 1983, and a consultant in workplace health at the Institut conseiller en santé au travail à l’Institut national de santé national de santé publique du Québec since 2000. He holds publique du Québec depuis 2000. Il détient une maîtrise a Master’s degree in public health from Harvard University. en santé publique de l’Université Harvard. Il a été directeur He was the directeur de la santé publique de Québec de la santé publique de Québec de 1992 à 2000, après from 1992 to 2000, after holding the position of chef du avoir occupé le poste de chef du département de santé département de santé communautaire du centre hospitalier communautaire du centre hospitalier de l’université Laval de l’université Laval à Québec from 1984 to 1992. He has à Québec de 1984 à 1992. Il a réalisé de nombreuses conducted copious research and has released numerous recherches et publications scientifi ques portant sur les scientifi c publications on the eff ects of the organization eff ets de l’organisation du travail sur la santé mentale et of work on mental and cardiovascular health, and on cardiovasculaire et sur le harcèlement psychologique au psychological harassment at work. His expertise mainly travail. Son expertise porte principalement sur les impacts concerns the social and psychological impacts of work and sociaux et psychologiques du travail et sur les stratégies à strategies that can be implemented to prevent them. mettre en place pour les prévenir.

Facilitator Biographies Biographies des animateurs

John Frank, MD, CCFP, MSc, FRCP(C) John Frank, MD, CCFP, MSc, FRCP(C) The Scottish Collaboration for Public Health Research and Policy The Scottish Collaboration for Public Health Research and Policy Professor John Frank trained in Medicine and Community Le Professeur John Frank a étudié la médecine et la médecine Medicine at the University of Toronto, in Family Medicine at communautaire à l’University of Toronto, la médecine familiale McMaster University, and in Epidemiology at the London à McMaster University, et l’épidémiologie au London School of School of Hygiene and Tropical Medicine. He has been Hygiene and Tropical Medicine. Il est professeur à l’University of Professor at the University of Toronto, in the Department Toronto au Department of Public Health Sciences depuis 1983. of Public Health Sciences, since 1983. He was the founding Il était le Director of Research fondateur à l’Institute for Work & Director of Research at the Institute for Work & Health in Health à Toronto de 1991 à 1997. En 2000, Professeur Frank a été Toronto from 1991 to 1997. In 2000, Professor Frank was nommé directeur scientifi que inaugural des Instituts de recherche appointed inaugural Scientifi c Director of the Canadian en santé du Canada - Institut de la santé publique et des Institutes of Health Research - Institute of Population and populations. En juillet 2008, il est devenu directeur d’une nouvelle Public Health. In July 2008, he became Director of a new unité basée à Edinburgh, fi nancée par le Medical Research Council Edinburgh-based Unit, funded by the Medical Research et le Scottish Chief Scientist Offi ce: the Scottish Collaboration for Council and the Scottish Chief Scientist Offi ce: the Scottish Public Health Research and Policy. La Collaboration cherche à Collaboration for Public Health Research and Policy. The développer et à évaluer solidement des politiques et programmes Collaboration seeks to develop and robustly test novel public novateurs dans la santé publique pour améliorer équitablement health policies and programs to equitably improve health l’état de santé en Écosse, à travers la convocation et le soutien status in Scotland, through the convening and ongoing continu des consortiums entre les chercheurs et les utilisateurs support of researcher/research-user consortia. Prof. Frank also des recherches. Le Professeur Frank est titulaire d’une Chaire en holds a Chair at the University of Edinburgh in Public Health Public Health Research and Policy à l’University of Edinburgh. Research and Policy. His broad research and professional Ses recherches diverses et ses intérêts professionnels traitent des interests concern the determinants of population and déterminants de l’état de santé des populations et des individus, individual health status, and especially the causes, remediation en particulier les causes, la remédiation et la prévention des and prevention of socio-economic gradients in health. gradients de santé socio-économiques.

Peter Smith, PhD Peter Smith, PhD Institute for Work & Health Institute for Work & Health Peter Smith is a Scientist at the Institute for Work & Peter Smith est chercheur à l’Institute for Work & Health, Health, Assistant Professor at the Dalla Lana School at the professeur adjoint au Dalla Lana School à l’University of Toronto, et University of Toronto, and a New Investigator with the nouveau chercheur aux Instituts de recherche en santé du Canada. Canadian Institutes of Health Research. He has research Ses recherches portent principalement sur les domaines des interests in the areas of labour market experiences and their expériences dans le marché du travail et leurs conséquences sur la health consequences among sub-groups of labour market santé parmi des sous-groupes de participants au marché du travail, participants, work-injury prevention, survey methods, la prévention des blessures au travail, les méthodes d’enquête, longitudinal data analysis and the measurement of working l’analyse des données longitudinales, et la mesure des facteurs de exposures and health conditions. risques et les conditions de santé au travail.

18 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 15:30 – 16:00 15:30 – 16:00 Break Pause

16:00 – 18:00 16:00 – 18:00 1.4 Concurrent Sessions 1.4 Sessions simultanées

Session 1.4A Session 1.4A 16:00 – 18:00 16:00 – 18:00 Reintegration into the Workforce Réintégration dans la main d’œuvre (Harbour C) (Harbour C)

16:00 16:00 BUILT Network Skills Development Program BUILT Network Skills Development Program Dave Gallson Dave Gallson

16:20 16:20 Employment Works! Examining a Human Resource Employment Works! Examining a Human Resource Recruitment & Retention Strategy Targeting People Recruitment & Retention Strategy Targeting People with Mental Health and Addiction Challenges with Mental Health and Addiction Challenges Diana Capponi Diana Capponi

16:40 16:40 Work Stress and Alcohol Use: The Last Decade’s Research Work Stress and Alcohol Use: The Last Decade’s Research Richard L. Leavy Richard L. Leavy

17:00 17:00 Workplace Reintegration of Veterans with Mental Disorders Workplace Reintegration of Veterans with Mental Disorders Dave Pedlar Dave Pedlar

17:20 17:20 Discussion Discussion Moderator/Facilitator: Erica Di Ruggiero Animatrice: Erica Di Ruggiero

Session 1.4B Session 1.4B 16:00 – 18:00 16:00 – 18:00 Perspectives on Disability Management Perspectives sur la gestion de l’incapacité (Pier 5) (Pier 5)

16:00 16:00 Re-Thinking “Us” Versus “Them”: Mental Illness Among Re-Thinking “Us” Versus “Them”: Mental Illness Among Healthcare Employees Healthcare Employees Sandra Moll Sandra Moll

16:20 16:20 Retour au travail et santé mentale dans l’entreprise privé Retour au travail et santé mentale dans l’entreprise privé Marisol Moore Marisol Moore

16:40 16:40 Supervising Individuals with Lived Experience Supervising Individuals with Lived Experience of Mental Illness: Employer’s Perspective of Mental Illness: Employer’s Perspective Ashley Jewett Ashley Jewett

Wednesday 28 October 2009 Mercredi le 28 octobre 2009 19 (WITHDRAWN) (RETIRÉE) Stigma in the Hiring Process: Employer Perceptions Stigma in the Hiring Process: Employer Perceptions of Mental Illness and Substance Abuse of Mental Illness and Substance Abuse Beth Angell Beth Angell

17:00 17:00 Discussion Discussion Moderator/Facilitator: Wendy Nailer Animatrice: Wendy Nailer

Session 1.4C Session 1.4C 16:00 – 18:00 16:00 – 18:00 Burden of Mental Illness & Workplace Factors Associated Impact de la maladie mentale et facteurs en milieu with Mental Health de travail associés à la santé mentale (Harbour A/B) (Harbour A/B)

16:00 16:00 Economic Implications of Workplace Substance Use, Economic Implications of Workplace Substance Use, Gambling, and Mental Health in Alberta, Canada Gambling, and Mental Health in Alberta, Canada Angus Thompson Angus Thompson

16:20 16:20 Guarding Minds @ Work (GM@W): A Workplace Guide Guarding Minds @ Work (GM@W): A Workplace Guide to Psychological Safety and Health to Psychological Safety and Health Joti Samra Joti Samra

16.40 16.40 Inequalities in Major Depression and the Impacts Inequalities in Major Depression and the Impacts of Perceived Changes in Job Strain on Depression of Perceived Changes in Job Strain on Depression JianLi Wang JianLi Wang

17:00 17:00 Les résultats d’une intervention participative visant agir Les résultats d’une intervention participative visant agir sur l’environnement de travail sur l’environnement de travail Nathalie Jauvin Nathalie Jauvin

17:20 17:20 Discussion Discussion Moderator/Facilitator: Roger Bland Animateur: Roger Bland

20 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Thursday Jeudi 29 October 2009 le 29 octobre 2009

07:00 – 09:00 07:00 – 09:00 Breakfast / Registration (Harbour Foyer) Déjeuner / Inscription (Harbour Foyer)

09:00 – 10:30 09:00 – 10:30 2.1 Media Plenary 2.1 Panel avec invités spéciaux – Médias (Harbour A/B) (Harbour A/B)

Public Perceptions of Mental Health and the Perceptions du public sur la santé mentale et le Workplace: What is the Media’s Role? milieu de travail : Quel est le rôle des médias?

In this Media Plenary session, leading public health Pendant cette session du panel avec invités spéciaux, des journalistes journalists will share their insights about public perceptions spécialisés en santé publique vont partager leurs aperçus sur la of mental health and the workplace. In this session, these perception du public sur la santé mentale en milieu de travail. media leaders will discuss: Pendant cette session, ces membres des médias vont discuter:

(1) What the public is interested in knowing about mental (1) Ce que le public est intéressé de savoir à propos de la santé health and the workplace, mentale en milieu de travail, (2) Barriers to sharing mental health and the workplace (2) Les obstacles devant le partage des questions de la santé issues with the public through the media, mentale et du milieu de travail avec le public à travers les médias, (3) The kind of information they look for when putting (3) Quelles informations ils recherchent lorsqu’ils rédigent les together stories on mental health and the workplace, and nouvelles à propos de la santé mentale en milieu de travail, et (4) How the media has shaped public perceptions of mental (4) Comment les médias ont infl uencé les perceptions du public health in the workplace. sur la santé mentale en milieu de travail.

To bring this together, we will have a moderator/facilitator Pour rapprocher ces idées, il y aura un animateur qui aidera who can help people draw the connections about how the les participants à voir que les diff érentes perspectives sont des diff erent perspectives are pieces of a larger picture. morceaux d’une plus grande image.

Moderator/Facilitator: Brian Goldman Animateur: Brian Goldman

Presentations Présentations

Does Mental Health Get its Due in the Est-ce que la santé mentale est bien représentée Canadian Media? dans les médias canadiens? • André Picard • André Picard The Globe and Mail The Globe and Mail A veteran health reporter examines if mental health issues – Un journaliste expérimenté spécialisé en santé publique examine from research to recovery – are covered enough and well si les problèmes de santé mentale – de la recherche à la guérison – enough compared to physical health issues like cancer and sont discutés suffi samment et bien assez auprès des problèmes de heart disease. santé physique tels que le cancer et les maladies du cœur.

Understanding the Media: What Infl uences Reporting on Comprendre les médias: Qu’est-ce qui infl uence le reportage Stories about Mental Health and Employment Issues? sur la santé mentale et le travail? • Pauline Dakin • Pauline Dakin CBC Radio National News CBC Radio National News Why don’t important mental health and addiction and Pourquoi est-ce que la santé mentale et les toxicomanies en milieu workplace topics get the same kind of media attention as de travail ne retiennent pas l’attention des médias de la même stories about heart disease or cancer? Pauline Dakin will façon que les nouvelles au sujet des maladies du cœur ou du address the “mental health and workplace” topic from the cancer? Pauline Dakin discutera de « la santé mentale en milieu perspective of a broadcast news and features reporter who de travail » du point de vue d’une journaliste qui se concentre sur focuses on health issues. She will talk about barriers that les questions de santé. Elle discutera des obstacles qui empêchent prevent good coverage of mental health and addiction le bon reportage de nouvelles au sujet de la santé mentale et les stories, and off er ideas for making those stories more toxicomanies, et suggérera des façons de rendre ces nouvelles plus attractive to the mainstream media. attrayantes aux médias.

Thursday 29 October 2009 Jeudi le 29 octobre 2009 23 Mental Illness: Not Just a Health Issue La maladie mentale: pas seulement un problème de santé • Carol Goar • Carol Goar The Toronto Star The Toronto Star As costly and underreported as mental disorders are Non seulement les problèmes de santé mentale en milieu de travail in the workplace, they have wider implications that sont coûteux et insuffi samment documentés, mais ils ont aussi des are not well understood. Carol Goar, a columnist for implications étendues qu’on ne comprend pas bien. Carol Goar, The Toronto Star, will trace the way mental illness shows une journaliste pour The Toronto Star, examinera la façon dont la up in unemployment, family breakdown, poverty and maladie mentale se voit dans le chômage, l’éclatement des familles, homelessness. la pauvreté et l’itinérance.

Speaker Biographies Biographies des conférenciers

André Picard André Picard The Globe and Mail The Globe and Mail André Picard is the public health reporter at The André Picard est journaliste spécialisé en santé publique pour Globe and Mail and the author of three bestselling books. The Globe and Mail et l’auteur de trois livres à succès. Cette année, Earlier this year, he received the prestigious Kaiser Award il a gagné le prestigieux Kaiser Award of Excellence for Media of Excellence for Media Reporting on Mental Health and Reporting on Mental Health and Addiction. André a été cinq fois un Addiction. André is also a fi ve-time fi nalist for the National fi naliste pour le Concours canadien de journalisme, l’éminent prix Newspaper Awards, Canada’s top journalism prize. canadien en journalisme.

Pauline Dakin Pauline Dakin CBC Radio National News CBC Radio National News Pauline Dakin is the national health/medical reporter for Pauline Dakin est la journaliste nationale de santé pour CBC Radio National News. She has won numerous awards for CBC Radio National News. Elle a gagné de nombreux prix pour her medical reporting, including a Michener citation, awards son reportage médical, y compris un prix Michener, des prix du from the National Science Writers Association, The Canadian National Science Writers Association, de l’Association médicale Medical Association / Canadian Nurses Association, the canadienne / l’Association des infi rmières et infi rmiers du Canada, Registered Nurses Association of Ontario, an Investigative de l’Association des infi rmières et infi rmiers autorisés de l’Ontario, Reporters and Editors prize, and multiple awards from the un prix des Investigative Reporters and Editors, et plusieurs prix de Canadian Association of Journalists. l’Association Canadienne des Journalistes. Born in North Vancouver, B.C. she has lived from coast to Pauline est née à Vancouver et elle a vécu à Winnipeg et à coast with stops in Winnipeg, and Saint John, N.B. She Saint John, Nouveau-Brunswick. Elle a travaillé comme journaliste has reported for newspaper, television and radio. She is de radio, télévision et journal. Elle est actuellement basée à Halifax, now based in Halifax, Nova Scotia, where she has been with Nouvelle-Écosse, où elle travaille pour CBC Radio depuis 1993 et CBC Radio since 1993, working at various times as a reporter, où elle a travaillé en tant que journaliste, rédactrice, productrice editor, producer and host. et animatrice.

Carol Goar Carol Goar The Toronto Star The Toronto Star Carol Goar is a columnist for The Toronto Star, writing Carol Goar est journaliste pour The Toronto Star. Elle écrit au on employment issues, corporate responsibility, and sujet des problèmes d’emploi, la responsabilité des entreprises, et other socio-political topics. She previously served as the d’autres sujets sociopolitiques. Auparavant, elle était la rédactrice newspaper’s editorial page editor, Washington bureau chief, de tribunes, la correspondante principale à Washington, et une and national aff airs columnist based in Ottawa. Ms. Goar journaliste d’aff aires nationales basée à Ottawa. Mme Goar est sits on the Board of Trustees at the Atkinson Charitable membre du conseil d’administration de l’Atkinson Charitable Foundation. Foundation.

Facilitator Biography Biographie de l’animateur

Brian Goldman, MD, CFPC, FRCP Brian Goldman, MD, CFPC, FRCP CBC Radio CBC Radio Dr. Brian Goldman has had success in more than one Le Dr Brian Goldman a eu du succès dans plusieurs domaines high-pressure fi eld. For more than twenty years, he has been à forte pression. Depuis plus de 20 ans, il est un médecin urgentiste a highly regarded emergency physician at Toronto’s Mount hautement estimé qui travaille à Mount Sinai Hospital à Toronto. Sinai Hospital. He has also parlayed his medical expertise Il a aussi transféré son expertise médicale dans une carrière into an award-winning career in medical journalism. récompensée en journalisme médical.

24 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Dr. Goldman was health reporter for The National, Le Dr Goldman était le journaliste de santé pour The National, CBC Television’s fl agship news program, and for un programme de nouvelles sur CBC, et The Health Show sur la CBC-TV’s The Health Show. He served as Senior Production chaîne CBC-TV. Il était aussi le Senior Production Executive pendant Executive during the launch year of Discovery Health l’année inaugurale de Discovery Health Channel, la seule chaîne au Channel, Canada’s only 24-hour channel devoted to health Canada dévouée aux programmes de santé en continu. programming. Des millions de Canadiens connaissent le Dr Goldman Millions of Canadians know Dr. Goldman as CBC Radio comme le médecin sur CBC Radio One qui donne des conseils One’s ‘house doctor,’ serving up information and advice et l’information sur les problèmes médicaux sur vingt émissions on matters medical to twenty afternoon shows across the de l’après-midi à travers le pays. De plus, il a créé et il anime le country. In addition, he created and hosts the radio program, programme radio White Coat, Black Art qui sera diff usé sur White Coat, Black Art which airs on CBC Radio. CBC Radio.

10:30 – 11:00 10:30 – 11:00 Break Pause

11:00 – 12:30 11:00 – 12:30 2.2 Concurrent Sessions 2.2 Sessions simultanées

Session 2.2A Session 2.2A 11:00 – 12:30 11:00 – 12:30 Responding to Critical Incidents at Work Gestion des incidents critiques au travail (Harbour C) (Harbour C)

11:00 11:00 Critical Incident Stress Management (CISM): Entrepreneurial Critical Incident Stress Management (CISM): Entrepreneurial Shamanism or Health Promotion? Shamanism or Health Promotion? Leigh Blaney Leigh Blaney

11:20 11:20 Downtime After Critical Incidents and Emotional Sequelae in Downtime After Critical Incidents and Emotional Sequelae in Paramedics Paramedics Janice Halpern Janice Halpern

11:40 11:40 Responding to the Creation of Trauma During Social Work Responding to the Creation of Trauma During Social Work Internships Internships Rick Csiernik Rick Csiernik

12:00 12:00 Discussion Discussion Moderator/Facilitator: Myra Lefkowitz Animatrice: Myra Lefkowitz

Session 2.2B: Session 2.2B: 11:00 – 12:30 11:00 – 12:30 Work Factors and Work Outcomes Facteurs et résultats du travail (Pier 5) (Pier 5)

11:00 11:00 Improving Sleep and Waking in Shift Workers by Improving Sleep and Waking in Shift Workers by Circadian-Based Interventions Circadian-Based Interventions Diane B. Boivin Diane B. Boivin

11:20 11:20 Nurses’ Mental Health Risks: A Report of Ongoing Research Nurses’ Mental Health Risks: A Report of Ongoing Research Jacqueline Choiniere Jacqueline Choiniere

11:40 11:40 Discussion Discussion Moderator/Facilitator: Marc Corbière Animateur: Marc Corbière

Thursday 29 October 2009 Jeudi le 29 octobre 2009 25 Session 2.2C Session 2.2C 11:00 – 12:30 11:00 – 12:30 Disability Management & Return to Work Gestion de l’incapacité et retour au travail (Harbour A/B) (Harbour A/B)

11:00 11:00 Can Early Return to Work Produce Medication Overuse Can Early Return to Work Produce Medication Overuse Problems? Problems? Ellen MacEachen Ellen MacEachen

11:20 11:20 Early Intervention to Manage the Mental Disability Early Intervention to Manage the Mental Disability of Disabled Workers of Disabled Workers William Gnam William Gnam

11:40 11:40 Les cibles du harcèlement psychologique : Les cibles du harcèlement psychologique : trajectoires et pistes d’intervention trajectoires et pistes d’intervention Nathalie Jauvin Nathalie Jauvin

12:00 12:00 Discussion Discussion Moderator/Facilitator: Glenn Carmen Animateur: Glenn Carmen

12:30 – 13:30 12:30 – 13:30 Lunch (Harbour Foyer) Dîner (Harbour Foyer)

13:30 – 15:00 13:30 – 15:30 2.3 Research Plenary 2.3 Panel avec invités spéciaux – La recherche (Harbour A/B) (Harbour A/B)

Is Context More than Background? Est-ce que le contexte est plus que l’arrière-plan ? The Contribution of Law, Policy and Workplace La contribution du droit, de la politique et de la conception Design to Workplace Mental Health du lieu de travail à la santé mentale en lieu de travail

In the research plenary sessions, we will have moderators/ Pendant cette session sur la recherche, des animateurs facilitators who are familiar with the occupational health qui connaissent la littérature sur la santé au travail vont literature and who can help people draw the connections aider les participants à voir que les diff érentes perspectives about how diff erent perspectives are pieces of a larger sont des morceaux d’une plus grande image, et que ces picture that contribute to improving mental health in the perspectives aident à améliorer la santé mentale en lieu workplace. de travail.

Each plenary speaker will touch upon: Chaque participant examinera:

(1) The state of knowledge in the area, (1) L’état de la connaissance dans le domaine, (2) Major trends in research, (2) Les tendances dans la recherche, (3) Signifi cant gaps in knowledge, (3) Les lacunes dans la connaissance, (4) The links between the speaker’s research perspective (4) Les liens entre la perspective de recherche du conférencier and the Congress’ fi ve topic areas, and et les cinq thèmes du congrès, et (5) How the researcher has integrated or addressed business (5) Comment le chercheur a incorporé ou a discuté des questions and/or frontline issues in their research. d’aff aires ou de première ligne dans leurs recherches.

Moderator/Facilitator: John Frank, Peter Smith Animateurs: John Frank, Peter Smith

26 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Presentations Présentations

Law, Policy and Workplace Mental Health in Canada Le droit, les politiques publiques et la santé mentale au travail • Katherine Lippel, LLM • Katherine Lippel, LLM University of Ottawa Université d’Ottawa This presentation will provide an overview of policy issues Cette présentation abordera diff érents enjeux juridico-politiques relating to 1. the prevention of workplace mental health associés à 1. la prévention des problèmes de santé mentale au problems, 2. compensation for the consequences of those travail, 2. le droit à l’indemnisation pour les atteintes à la santé health problems and 3. prevention of work disability mentale reliées au travail et 3. la prévention des incapacités au for those suff ering from mental health problems in the travail pour les personnes souff rant de problèmes de santé mentale Canadian context. Relying on regulatory illustrations drawn dans le contexte canadien. from diff erent Canadian jurisdictions, the presentation will En s’appuyant sur des illustrations juridiques empruntées examine law and policy designed to improve outcomes for du contexte canadien, la présentation examinera le droit et les the protection of worker health and return to work after politiques conçus pour mieux protéger la santé mentale des illness. It will also examine ways in which law and policy can travailleuses et travailleurs et pour assurer un meilleur succès actually contribute directly or indirectly to behaviours that de la (ré)intégration et du maintien en emploi des personnes may lead to increasing illness and disability. Specifi c themes souff rant de problèmes de santé mentale. Elle examinera to be addressed include the role of labour inspectorates également comment les lois et les politiques peuvent parfois in the prevention of psycho-social risk factors, access inciter, directement ou indirectement, divers acteurs à adopter to workers’ compensation for disability associated with des comportements pathogènes qui contribuent à leur tour au mental health problems, prevention and compensation for développement ou à l’aggravation de la maladie. workplace violence, including psychological harassment, Parmi les questions particulières qui seront touchées, disability prevention strategies and the role of policy soulignons le rôle des inspecteurs du travail dans la prévention in facilitation of return to work for those suff ering from des risques psycho-sociaux, l’accès à l’indemnisation pour les mental health problems. The presentation will conclude by incapacités attribuables aux problèmes de santé mentale reliés identifying some of the challenges that policy issues may au travail, la prévention de la violence au travail/harcèlement present for various stakeholders with an invitation to work psychologique et l’indemnisation pour ses conséquences, la towards prevention strategies that can eff ectively contribute prévention des incapacités et le rôle des politiques publiques to a healthier workplace and that may be facilitated by dans l’expérience de retour au travail des personnes souff rant de policy mechanisms. problèmes de santé mentale. En conclusion, après avoir identifi é certains défi s particuliers que présentent les questions juridico-politiques, nous inviterons les participants à œuvrer pour identifi er les stratégies de prévention de problèmes de santé mentale des travailleuses et travailleurs et à promouvoir les politiques pouvant faciliter ces stratégies.

Workplace Design Contributions to Mental Health Contributions de la conception du lieu de travail and Well-being à la santé mentale et au bien-être • Jennifer Veitch, PhD • Jennifer Veitch, PhD National Research Council of Canada Conseil national de recherches Canada People spend much of their waking time in their Les gens passent aujourd’hui la majeure partie de leur temps éveillé workplaces (~ 33% on a weekly basis), which raises the sur leur lieu de travail (environ 33 %, par semaine), et il est permis de possibility that the conditions they experience there penser que les conditions qu’ils y rencontrent infl uent sur leur santé infl uence their health and well-being. The workplace et leur bien-être. Or, les recherches sur la conception du lieu de travail design literature has given scant attention to mental n’ont accordé jusqu’ici qu’une attention limitée à ses eff ets sur la santé health outcomes, instead focusing on healthy mentale et se sont surtout préoccupées d’étudier des populations en populations. Conversely, the mental health literature bonne santé. Réciproquement, les recherches sur la santé mentale gives scant attention to the potential contribution of n’ont accordé qu’une attention limitée à une éventuelle contribution workplace design in preventing mental health problems de la conception du lieu de travail à la prévention des problèmes or facilitating return to work. Taken together, de santé mentale et à la facilitation du retour au travail. Dans leur however, the literature does suggest both lines of ensemble, cependant, les publications existantes reconnaissent ces research and possible interventions. Existing knowledge deux axes de recherche et les interventions possibles qu’ils off rent. suggests that workplace design can infl uence mental Selon les connaissances actuelles, la conception du lieu de travail health via infl ue sur la santé mentale à travers : • Light exposure eff ects on circadian regulation, social • les eff ets de l’exposition à la lumière sur la régulation circadienne, behaviour, and aff ect; le comportement social et l’aff ect; • Aesthetic judgement eff ects on at-work mood and physical • les eff ets du jugement esthétique sur l’humeur et le bien-être well being and at-home sleep quality; physique au travail et sur la qualité du sommeil à la maison; • Access to nature and recovery from stressful experiences; • l’accès à la nature et la guérison du stress; • Privacy regulation and stimulus control. • la régulation de l’intimité et le contrôle du stimulus

Thursday 29 October 2009 Jeudi le 29 octobre 2009 27 This presentation will review the literature in this Dans sa présentation, la Dre Veitch passera en revue les area, propose new directions, and consider the recherches eff ectuées dans le domaine, proposera de nouvelles implications of this information on the design choices directions et discutera des répercussions de ces recherches sur les made by business owners, designers, and facility choix de conception des entrepreneurs, des concepteurs et des managers. Providing suitable working conditions gestionnaires d’immeubles. La fourniture de conditions de travail for all employees would avoid stigmatizing adéquates à tous les employés éviterait de stigmatiser les employés employees who have mental health problems, qui souff rent de problèmes de santé mentale, permettrait de while facilitating prevention and return to work prévenir ces problèmes et faciliterait le retour au travail des among those who do. employés aff ectés.

Speaker Biographies Biographies des conférencières

Katherine Lippel, LLM Katherine Lippel, LLM University of Ottawa Université d’Ottawa Katherine Lippel, LLM, is a full professor of law at the Titulaire de la Chaire de recherche du Canada en Faculty of Law (Civil Law Section) at the University of Ottawa droit de la santé et de la sécurité du travail, (http://www. and holds the Canada Research Chair in Occupational droitcivil.uottawa.ca/chaireendroitsst), Katherine Lippel Health and Safety Law (http://www.droitcivil.uottawa.ca/ s’est jointe à la Faculté de droit, section droit civil, de chairohslaw). She is also associate professor of law at the l’Université d’Ottawa, en 2006. Membre du Barreau du Université du Québec à Montréal, where she was a professor Québec depuis 1978, elle a été professeure de droit au from 1982-2006. She specializes in legal issues relating to Département des sciences juridiques de la Faculté de occupational health and safety and workers’ compensation science politique et de droit de l’Université du Québec and is the author of several articles and books in the fi eld. à Montréal de 1982 à 2008 et elle est depuis 2008 Her research interests include the following themes: Work professeure associée à l’UQAM. Elle est membre du and mental health; health eff ects of compensation systems; Centre de recherche interdisciplinaire sur la biologie, la policy, precarious employment and occupational health; santé, la société et l’environnement de l’Université du interactions between law and medicine in the fi eld of Québec à Montréal (CINBIOSE) depuis 1995. Chercheure occupational health and safety; disability prevention and spécialisée sur des questions relatives au droit de la santé compensation systems; women’s occupational health; et de la sécurité du travail, elle est l’auteure de nombreuses regulatory issues in occupational health and safety. In publications scientifi ques et de communications présentées 2005, she received a prize for academic excellence from lors de rencontres nationales et internationales et de the Canadian Association of Law Teachers (CALT), a prize plusieurs livres sur le droit de la santé et la sécurité du travail. awarded yearly to a Canadian law professor for excellence Elle a reçu le prix de la Fondation du Barreau du Québec in teaching and research. Recent publications include two pour la meilleure monographie en droit, 1991-1992 pour: books on workers’ compensation law and several articles on Le stress au travail: L’indemnisation des atteintes à la santé psychological harassment, therapeutic jurisprudence in the en droit québécois, canadien et américain, Éditions Yvon Blais, fi eld of workers’ compensation, precarious employment and Cowansville, 1992. En 2005, elle a reçu le prix de l’Association occupational health and safety regulation and gender based canadienne des professeurs de droit pour l’excellence analysis of compensation systems. universitaire.

Jennifer Veitch, PhD Jennifer Veitch, PhD National Research Council of Canada Conseil national de recherches Canada Dr. Veitch is a Senior Research Offi cer in the National La Dre Veitch est agente de recherche sénior à l’Institut de Research Council of Canada Institute for Research in recherche en construction du Conseil national de recherches Construction, where she leads research into the eff ects du Canada, où elle dirige les recherches sur les eff ets de of the built environment on health and behaviour. An l’environnement bâti sur la santé et le comportement. En tant environmental psychologist, she led the human factors que psychologue de l’environnement, on lui doit notamment aspect of the NRC-IRC project Cost-eff ective Open-Plan l’étude sur les facteurs humains du projet PRAO, un projet Environments, which was an interdisciplinary study of interdisciplinaire sur les eff ets de la conception du lieu de workplace design eff ects on the physical environment travail sur l’environnement physique et la satisfaction des and occupant satisfaction. Among her leadership roles in occupants. La Dre Veitch est également très active au sein professional organizations, she chaired the International de nombreuses organisations professionnelles. Fellow Commission on Illumination’s TC 6-11 ‘Systemic Eff ects de la Société canadienne de psychologie, de l’American of Optical Radiation on Humans’ to the fi rst consensus Psychological Association et de l’Illuminating Engineering report on the eff ects of ocular light on human physiology Society of North America, elle a présidé, entre autres, le Comité and behaviour, published in 2004. She is a Fellow of technique 6-11 de la Commission internationale de l’éclairage, the Canadian Psychological Association, the American à l’origine du premier rapport consensuel sur les eff ets de Psychological Association, and the Illuminating Engineering la lumière oculaire sur la physiologie et le comportement Society of North America. humains, publié en 2004.

28 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Facilitators Animateurs

John Frank, MD, CCFP, MSc, FRCP(C) John Frank, MD, CCFP, MSc, FRCP(C) The Scottish Collaboration for Public Health Research and Policy The Scottish Collaboration for Public Health Research and Policy Peter Smith, PhD Peter Smith, PhD Institute for Work & Health Institute for Work & Health (Biographies on page 18) (Biographies à la page 18)

15:00 – 15:30 15:00 – 15:30 Break Pause

15:30 – 17:30 15:30 – 17:30 2.4 Concurrent Sessions 2.4 Sessions simultanées

Session 2.4A Session 2.4A 15:30 – 17:30 15:30 – 17:30 Stigma & Discrimination in the Workplace Stigmatisation et discrimination en milieu de travail (Harbour C) (Harbour C)

15:30 15:30 Dévoilement identitaire en milieu de travail : Dévoilement identitaire en milieu de travail : une comparaison entre gais et lesbiennes une comparaison entre gais et lesbiennes Line Chamberland Line Chamberland

15:50 15:50 Dynamique sociale et harcèlement psychologique Dynamique sociale et harcèlement psychologique chez les agents correctionnels québécois chez les agents correctionnels québécois Julie Dussault Julie Dussault

16:10 16:10 Understanding and Addressing the Mental Health Issues Understanding and Addressing the Mental Health Issues of Visible Minority Nurses of Visible Minority Nurses Josephine Etowa Josephine Etowa

16:30 16:30 Workplace Commitment and Employee Well-Being Workplace Commitment and Employee Well-Being Elyse Maltin Elyse Maltin

16:50 16:50 Discussion Discussion Moderator/Facilitator: Donna Hardaker Animatrice: Donna Hardaker

Session 2.4B Session 2.4B 15:30 – 17:30 15:30 – 17:30 Research Methods for Workplace Research Méthodes de recherche pour la recherche en milieu de travail (Harbour A/B) (Harbour A/B)

15:30 15:30 Building Evidence of Mental Health Problems in the Building Evidence of Mental Health Problems in the Workplace Workplace Pierre Durand Pierre Durand

Thursday 29 October 2009 Jeudi le 29 octobre 2009 29 15:50 15:50 Comprehensive Psychosocial Work Environment Model Comprehensive Psychosocial Work Environment Model Elizabeth Smailes Elizabeth Smailes

16:10 16:10 Psychological Distress, Depression and Burnout: Psychological Distress, Depression and Burnout: What’s Correlating the Most? What’s Correlating the Most? Alain Marchand Alain Marchand

16:30 16:30 Work Functioning Measurement: Tools for Occupational Work Functioning Measurement: Tools for Occupational Mental Health Research Mental Health Research Karen Nieuwenhuijsen Karen Nieuwenhuijsen

16:50 16:50 Discussion Discussion Moderator/Facilitator: Elizabeth Lin Animatrice: Elizabeth Lin

Session 2.4C Session 2.4C 15:30 – 17:30 15:30 – 17:30 Return to Work Interventions and Outcomes Interventions et résultats du retour au travail (Pier 5) (Pier 5)

15:30 15:30 Cost, Eff ectiveness and Cost-eff ectiveness of a Collaborative Cost, Eff ectiveness and Cost-eff ectiveness of a Collaborative Mental Health Care Program for Individuals Receiving Mental Health Care Program for Individuals Receiving Short-Term Disability Benefi ts for Psychiatric Disorders Short-Term Disability Benefi ts for Psychiatric Disorders Carolyn S. Dewa Carolyn S. Dewa

15:50 15:50 Eff ective Biopsychosocial Treatment of Disability Associated Eff ective Biopsychosocial Treatment of Disability Associated with Chronic Psychiatric Conditions with Chronic Psychiatric Conditions Richard Marlin Richard Marlin

16:10 16:10 Eff ectiveness Exposure-Based Return-to-Work Programme Eff ectiveness Exposure-Based Return-to-Work Programme on Sick Leave Due to Common Mental Disorders on Sick Leave Due to Common Mental Disorders Erik Noordik Erik Noordik

16:30 16:30 Discussion Discussion Moderator/Facilitator: Ash Bender Animateur: Ash Bender

18:00 – 19:30 18:00 – 19:30 Congress Reception (Harbour Foyer) Réception (Harbour Foyer)

30 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Friday Vendredi 30 October 2009 le 30 octobre 2009

07:00 – 08:00 07:00 – 08:00 Breakfast / Registration (Harbour Foyer) Déjeuner / Inscription (Harbour Foyer)

08:00 – 09:00 08:00 – 09:00 3.1 In Conversation with the 3.1 Conversation avec les directeurs de l’IRSC : CIHR Institute Directors Plenary: La recherche sur la santé mentale en milieu Workplace Mental Health Research de travail (Harbour A/B) (Harbour A/B)

The focus of this interactive session with the Canadian Le thème central de cette séance interactive avec les directeurs Institutes of Health Scientifi c Directors will be on scientifi ques des lnstituts de recherche en santé du Canada sera la workplace mental health research as it relates to each recherche sur la santé mentale en milieu de travail et son rapport Institute’s strategic priorities. Attention will also be aux priorités stratégiques de chaque Institut. L’attention sera given to providing an overview of the history of CIHR’s accordée également à donner un exposé général de l’histoire du research agenda on mental health and workplace programme de recherche sur la santé mentale et le milieu de travail as well as its current status and the vision of where des IRSC ainsi que son statut courant et la vision de la direction it is headed. dans laquelle il se dirige.

Moderator/Facilitator: Rémi Quirion Animateur: Rémi Quirion

Panel Panel

Nancy Edwards, RN, PhD Nancy Edwards, RN, PhD Institute of Population and Public Health Institut de la santé publique et des populations Nancy Edwards is a Full Professor in the School of Nancy Edwards est professeure titulaire à l’École des sciences Nursing, with a cross-appointment to the Department of infi rmières et au Département d’épidémiologie et de médecine Epidemiology and Community Medicine, University of sociale de l’Université d’Ottawa. Elle est également scientifi que Ottawa; Principal Scientist, Institute of Population Health; principale à l’Institut de recherche sur la santé des populations, Senior Scientist, Élisabeth Bruyère Research Institute; chercheuse principale à l’Institut de recherche Élisabeth Bruyère and Academic Consultant, City of Ottawa (Public Health et consultante universitaire pour les Services de santé publique Services). Dr. Edwards obtained her undergraduate de la ville d’Ottawa. La Dre Edwards a obtenu son diplôme de nursing degree from the University of Windsor and premier cycle en sciences infi rmières à l’Université de Windsor completed graduate studies in epidemiology at et a fait des études supérieures en épidémiologie à l’Université McMaster University and McGill University. Dr. Edwards McMaster et à l’Université McGill. Elle a reçu une bourse de has held a career scientist award and was a Visiting carrière en recherche et a été professeure invitée à l’Université Professor at Tianjin Medical University, China; and at médicale de Tianjin, en Chine, de même qu’à l’Université de Guerrero University, Mexico. Currently, Nancy is the Guerrero, au Mexique. Elle est actuellement titulaire d’une chaire holder of a CHSRF/CIHR Chair Award in Nursing (2000- de recherche en sciences infi rmières accordée par la Fondation 2010). The focus of her award is “Multiple Interventions canadienne de la recherche sur les services de santé et les Instituts in Community Health Nursing Care”. Nancy’s clinical and de recherche en santé du Canada (2000 –2010). Les travaux de sa research interests are in the fi elds of public and chaire portent essentiellement sur des « interventions multiples population health. She has conducted health services, en santé communautaire ». Dans les domaines de la recherche policy and clinical research both nationally and et de la pratique clinique, la Dre Edwards s’intéresse à la santé internationally and was the inaugural Director of the publique et la population. Elle a eff ectué des recherches sur les Population Health PhD program at the University of services de santé et sur les politiques de même que des recherches Ottawa. She has contributed to over 115 peer-reviewed cliniques, et a été la directrice fondatrice du programme de and 100 technical publications and presented nearly doctorat en santé des populations de l’Université d’Ottawa. Elle 300 conference papers. Through her research in the a contribué à la rédaction de plus de 115 articles évalués par des fi elds of falls prevention, maternal and child health care, pairs et à 100 articles techniques, et compte à son actif près de tobacco control and HIV and AIDS, she has informed the 300 présentations à des conférences. Grâce à ses recherches sur la design and evaluation of complex multi-level and multi- prévention des chutes, la santé de la mère et de l’enfant, la lutte strategy community health programs. She has been au tabagisme et le VIH/sida, la Dre Nancy Edwards a également appointed to a variety of board positions; invited to sit participé à la conception et à l’évaluation de programmes de on regional, provincial and national advisory and expert santé communautaire complexes multiniveaux et à multiples panels; and consulted on community health program stratégies. Elle a fait partie de divers conseils, a été invitée à siéger design and research initiatives in Canada and à des comités d’experts et à des comités consultatifs régionaux,

Friday 30 October 2009 Vendredi le 30 octobre 2009 33 internationally. Her work in global health has spanned provinciaux et nationaux, et a été consultée au sujet de la four continents where she has led both development- conception de programmes de santé communautaire et de projets oriented and research-focused projects. de recherches au Canada et à l’étranger. Ses travaux s’étendent Dr. Edwards is the recipient of numerous honours. sur quatre continents, où elle a mené des projets centrés sur le In 1997, she received the Tianjin Hai He award from the développement et sur la recherche. Tianjin Municipal Government, China, for outstanding La Dre Edwards a reçu un grand nombre de distinctions. En contributions by a foreign professor. She was awarded 1997, elle a reçu le prix Tianjin Hai He du gouvernement municipal an honorary lifetime membership by the Canadian de Tianjin en Chine, pour ses contributions exceptionnelles en Public Health Association in 2000 and an honorary tant que professeur étranger. Elle a été élue membre honoraire à lifetime membership from the Registered Nurses vie de l’Association canadienne de santé publique en 2000 et de Association of Ontario in 2008, and received the l’Association des infi rmières et infi rmiers autorisés de l’Ontario Canadian Association of Schools of Nursing national en 2008. En 2004, elle a reçu le prix national en recherche de research award in 2004. In honour of her contributions l’Association canadienne des écoles de sciences infi rmières. En to “long-term changes in policy and practice” the reconnaissance de sa contribution à « des changements durables Mayor, City of Ottawa proclaimed “Nancy Edwards” Day aux politiques et aux pratiques », le maire d’Ottawa a offi ciellement in 2006. In 2007 she received the University of Ottawa désigné une journée en son honneur en 2006. En 2007, elle a reçu Research Excellence Award; a YMCA-YWCA Women le Prix d’excellence en recherche de l’Université d’Ottawa, un Prix of Distinction Award (Science, Research and Femmes de mérite du YMCA YWCA (dans la catégorie Science, Technology category), an Honorary Doctor of recherche et technologie) et un doctorat honorifi que en lettres Letters from Thompson Rivers University in de la Thompson Rivers University, à Kamloops, en Colombie- Kamloops, B.C, and became a Fellow of the Canadian Britannique. Elle a également été nommée membre de l’Académie Academy of Health Sciences. In 2008, she received canadienne des sciences de la santé au cours de cette année. a Centennial award from the Canadian Nurses En 2008, elle a reçu un Prix du centenaire de l’Association des Association and was named a distinguished professor infi rmières et infi rmiers du Canada et a été nommée professeure of the University of Ottawa. émérite par l’Université d’Ottawa.

Colleen M. Flood, SJD, LLM Colleen M. Flood, SJD, LLM Institute for Health Services and Policy Research Institut des services et des politiques de la santé Dr. Flood is a Canada Research Chair in Health Law La Dre Flood occupe actuellement le poste de professeure and Policy and an Associate Professor in the Faculty of agrégée à la Faculté de droit de l’Université de Toronto et détient Law at the University of Toronto. She completed her une chaire de recherche du Canada en droit et en politique de la Master of Laws (LLM) in 1994 and her Doctor of Juridical santé au même établissement. Elle a obtenu une maîtrise en droit Science (SJD) in 1998 at the University of Toronto. Her (LLM) en 1994 et un doctorat en sciences juridiques (SJD) en 1998 areas of research interest include comparative health à l’Université de Toronto. Ses recherches portent notamment sur care policy, public/private fi nancing of health care l’étude comparative des politiques de santé, le fi nancement public systems, health care reform, and accountability and et privé des systèmes de santé, la réforme de la santé et les enjeux governance issues. She was the 1999 Labelle Lecturer relatifs à la responsabilisation et à la gouvernance. Elle a été choisie in Health Services Research and was appointed a en 1999 comme conférencière sur la recherche en matière de services Senior Fellow of Massey College in 2004 and in 2006 de santé dans le cadre de la série de conférences « Labelle » . Elle a par on to the Corporation of Massey College. ailleurs reçu le titre d’agrégée supérieure de recherches du Massey Dr. Flood is also the author of numerous health College en 2004 et de la Corporation du Massey College en 2006. law articles in prestigious journals such as the Canadian La Dre Flood a également rédigé nombre d’articles sur le droit Medical Association Journal; the Alberta Health Law de la santé qui ont été publiés dans des revues prestigieuses telles Journal; the Journal of Law, Medicine and Ethics; the que le Canadian Medical Association Journal; le Health Law Journal Journal of Health Politics Policy and Law; the Canadian (Alberta); le Journal of Law, Medicine and Ethics; le Journal of Health Business Law Journal; the Health Law Review; and Politics Policy and Law; le Canadian Business Law Journal; le Health Policy Matters. She has also been a special guest editor Law Review; et la publication Enjeux publics. Elle a également agi à on two separate editions of the Journal of Law, Medicine titre de rédactrice en chef invitée à deux occasions pour le Journal and Ethics. of Law, Medicine and Ethics.

Joy Johnson, PhD Joy Johnson, PhD Institute of Gender and Health Institut de la santé des femmes et des hommes Dr. Johnson is a Professor in the School of Nursing at La Dre Johnson est professeure à la Faculté des sciences infi r- the University of British Columbia where she serves as the mières de l’Université de la Colombie-Britannique, où elle assume co-director of two research units: NEXUS (a multidisciplinary également la codirection de deux unités de recherche : NEXUS (unité research unit focused on the social context of health de recherche multidisciplinaire sur le contexte social des compor- behaviour) and NAHBR (Nursing and Health Behaviour tements de santé) et l’Unité de sciences infi rmières et de recherche sur Research Unit). She holds an investigator award from the les comportements de santé (NAHBR). Elle est déten trice d’une bourse Canadian Institutes of Health Research. de recherche des Instituts de recherche en santé du Canada.

34 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! She has a long standing interest in women’s health La Dre Johnson s’intéresse depuis longtemps à la recherche research. She served on the inaugural steering committee sur la santé des femmes. Elle a fait partie des membres fondateurs for the BC Centre of Excellence for Women’s Health and as a du comité de direction du BC Centre of Excellence for Women’s co-leader on the BC Network for Women’s Health Research. Health Research. Elle a codirigé le BC Network for Women’s Health She served as the Chair of the Research Advisory Committee Research, en plus d’avoir présidé le comité de la recherche de of Michael Smith Foundation for Health Research. She la Fondation Michael Smith pour la recherche en santé. Elle a has served on and chaired research review panels for the également été membre et présidente de comités d’examen par les Canadian Institutes of Health Research and the National pairs pour les Instituts de recherche en santé du Canada et l’Institut Cancer Institute of Canada. national du cancer du Canada. Dr. Johnson has a highly productive program of La Dre Johnson mène un programme de recherche très research. She has obtained millions of dollars in research productif. Elle a reçu des millions de dollars d’organismes funding from national funding and has published over 90 nationaux de fi nancement de la recherche, et a publié plus de 90 papers in peer-reviewed journals. Her research focuses on articles dans des revues à comité de pairs. Sa recherche est axée health promotion and health behaviour change. Drawing on sur la promotion de la santé et la modifi cation des comportements a broad array of theoretical perspectives her work explores de santé. Se basant sur diverses perspectives théoriques, elle the social, structural and individual factors that infl uence explore les facteurs sociaux, structuraux et individuels associés aux the health behaviour of individuals. A major thrust of her comportements de santé. L’étude de la toxicomanie sous l’angle work focuses on sex and gender issues in substance use. des diff érences hommes-femmes constitue un volet majeur de She has a particular research interest in the development ses travaux. Elle s’intéresse particulièrement à la recherche sur le and treatment of tobacco dependence and other drug use. traitement de la dépendance à la nicotine et à d’autres drogues. Her worked has been recognized with numerous awards Ses travaux ont été récompensés par de nombreux prix, dont le Prix including the UBC Killam Research Prize. de recherche Killam de l’Université de la Colombie-Britannique.

Anthony Phillips, PhD Anthony Phillips, PhD Institute of Neurosciences, Mental Health and Addiction Institut des neurosciences, de la santé mentale et des toxicomanies Founding Director, UBC Institute of Mental Health, Directeur fondateur de l’Institut de la santé mentale de Professor of Psychiatry and Senior Scientist in the University l’Université de la Colombie-Britannique (UBC), professeur de of British Columbia / Vancouver Coastal Health Brain psychiatrie et chercheur principal au Vancouver Coastal Health Research Centre. Professor Phillips received his PhD in Brain Research Centre de l’UBC. Psychology from the University of Western Ontario, under Le professeur Phillips a obtenu son doctorat en psychologie the mentorship of Gordon Mogenson and subsequently de l’Université Western Ontario, sous la supervision de Gordon spent time in the laboratories of Elliot Valenstein and James Mogenson. Il a ensuite passé du temps aux laboratoires d’Elliot Olds at the Fels Research Institute and Division of Biology, Valenstein et de James Olds, au Fels Research Institute et à California Institute of Technology, respectively. He joined la Division de biologie du California Institute of Technology, the Department of Psychology at the University of British respectivement. Il s’est joint au Département de psychologie Columbia in 1970, was appointed Full Professor in 1980 and de l’UBC en 1970, a été nommé professeur titulaire en 1980 et served as Head from 1994-1999. He subsequently joined the en a assumé la direction de 1994 à 1999. Il s’est ensuite joint Department of Psychiatry, Faculty of Medicine UBC in 2000 au Département de psychiatrie de la Faculté de médecine de and became Founding Director of the UBC Institute of Mental l’UBC en 2000 avant d’être directeur fondateur de l’Institut de Health in 2005. Dr. Phillips served for two terms (2001- la santé mentale de l’UBC, en 2005. Le Dr Phillips a rempli deux 2007) as the inaugural Chair of Advisory Board for the CIHR mandats (2001-2007) à titre de premier président du conseil Institute of Neurosciences, Mental Health and Addiction. consultatif de l’Institut des neurosciences, de la santé mentale Distinguished awards include: Canada Council Killam Senior et des toxicomanies (INSMT) des IRSC. Parmi les distinctions qu’il Research Scholar, 1978-80; E.W.R. Steacie Fellow (NSERC), a obtenues, mentionnons les suivantes : bourse de recherche 1980-82. In 1986 he was elected a Fellow of the Royal Killam du Conseil des arts du Canada, 1978-1980 et bourse E.W.R. Society of Canada and was also the recipient of an inaugural Steacie (CRSNG), 1980-1982. En 1986, il a été élu Membre de UBC Killam Research Prize. The Canadian Psychological la Société royale du Canada et a aussi reçu le premier prix de Association honored him in 1995 with the Donald O. Hebb recherche Killam de l’UBC. La Société canadienne de psychologie Award for ‘Distinguished Contributions to Psychology as l’a honoré en 1995 en lui décernant le Prix Donald O. Hebb pour a Science’. In 1996 he was awarded the inaugural prize for contributions remarquables à la psychologie en tant que science. ‘Innovations in Neuropsychopharmacology’ by the Canadian En 1996, le Collège canadien de neuropsychopharmacologie College of Neuropsychopharmacology (with H.C. Fibiger). a décerné au Dr Phillips le premier prix des innovations en The Canadian College of Neuropsychopharmacology has just neuropsychopharmacologie (avec H.C. Fibiger). Ce même collège awarded Dr. Phillips with the Heinz Lehmann Award for 2009. vient d’ailleurs de lui décerner le prix Heinz Lehmann de 2009. Dr. Phillips’ research interests are broadly based within Le Dr Phillips s’intéresse surtout aux domaines de la the fi eld of preclinical neuropsychopharmacology and neuropsychopharmacologie préclinique et de la neuroscience des systems neuroscience and he has published over 300 systèmes. Il a publié plus de 300 articles évalués par des pairs et peer-reviewed articles and book chapters. His pioneering chapitres de livres. Sa recherche d’avant-garde, menée avec H.C. research, with H.C. Fibiger, laid the foundation for the role of Fibiger, a jeté les bases du rôle de la dopamine dans le contrôle

Friday 30 October 2009 Vendredi le 30 octobre 2009 35 dopamine in the neural control of motivation and memory, neural de la motivation et de la mémoire et de ses incidences with its clinical implications for understanding biological cliniques sur la compréhension des corrélations biologiques correlates of addiction. He has a long-standing interest in de la toxicomanie. Le Dr Phillips s’intéresse depuis longtemps à applying knowledge concerning normal brain-behavior l’application des connaissances relatives à la fonction cérébrale- function to understanding the neural bases of mental illness comportementale normale pour comprendre les bases neurales and addiction. Dr. Phillips also played an important role de la maladie mentale et de la toxicomanie. Il a aussi joué un rôle in the evolution of the biotechnology industry in Canada, important dans l’évolution de l’industrie de la biotechnologie au having been a Founding Director of QLT and serving as Canada, ayant été directeur fondateur de QLT Inc. et secrétaire- Secretary / Treasurer to its Board from 1982-92, and currently trésorier de son conseil de 1982 à 1992. Il est en outre fondateur as a Founder and Member of the Board of Allon Therapeutics et membre actuel du conseil de la société Allon Therapeutics Inc. As a founding member of Neuroscience Canada, a Inc. En tant que membre fondateur de NeuroScience Canada, un not for profi t foundation, he is seeking ways to augment organisme à but non lucratif, le Dr Phillips cherche des moyens private support for neuroscience research. He also serves d’augmenter le soutien du secteur privé à la recherche en on the Board of the Kaiser Foundation and is an advisor to neurosciences. Il siège aussi au conseil de la Fondation Kaiser et the Graham Boeck Foundation. Recently he was elected est conseiller pour la Fondation Graham Boeck. Il a récemment as a Councilor (2008-12) for the Society for Neuroscience été élu conseiller (2008-2012) pour la Society for Neuroscience et and also as Vice-President (2008-12) of the Collegium vice-président (2008-2012) du Collegium Internationale Neuro- Internationale Neuro-Psychopharamacologicum (CINP). Psychopharmacologicum (CINP).

Facilitator Biography Biographie de l’animateur

Rémi Quirion, OC, PhD, CQ, FRSC Rémi Quirion, OC, PhD, CQ, FRSC Scientifi c Director, Research Centre, Douglas Institute Directeur scientifi que, Centre de recherche, Institut Douglas Professor, Department of Psychiatry, McGill University Professeur, Département de psychiatrie, Université McGill Executive Director, International Collaborative Research Directeur exécutif, Stratégie internationale de recherche concertée Strategy for Alzheimer’s Disease sur la maladie d’Alzheimer Since the beginning of his tenure at the Douglas Depuis son entrée en fonction au Centre de recherche de Hospital Research Centre in 1983, Rémi Quirion, PhD, l’Hôpital Douglas (CRHD) en 1983, Rémi Quirion, PhD, a développé has cultivated a diverse laboratory and trained over 70 des laboratoires et formé plus de 70 étudiants et stagiaires post- students and fellows, from all over the world, dedicated doctoraux de diverses nationalités d’à travers le monde qui se to the study of brain peptides (e.g. neuropeptide Y, CGRP), consacrent à l’étude des neuropeptides (i.e. neuropeptide Y, CGRP), growth factors (e.g. nerve growth factor and insulin-like des facteurs de croissance (i.e. facteur de croissance nerveux et growth factor-1), and the role of programmed cell death facteur de croissance insulinique de type 1), et du rôle de la mort in the pathogenesis of Alzheimer Disease and other cellulaire programmée (apoptose) dans la pathologie de la maladie neurodegenerative diseases. d’Alzheimer et autres désordres neurodégénératifs. In addition to being professor of psychiatry at En plus d’être professeur titulaire de psychiatrie à l’Université McGill and scientifi c director of the Douglas Hospital McGill et directeur scientifi que du Centre de recherche de l’Hôpital Research Centre, Dr. Quirion was the Inaugural Scientifi c Douglas, le Dr Quirion est le premier directeur scientifi que Director of the Institute of Neurosciences, Mental Health de l’Institut des neurosciences, de la santé mentale et des and Addiction, one of the thirteen Canadian Institutes toxicomanies, un des treize Instituts de recherche en santé du of Health Research (CIHR). Canada (IRSC). Work from Dr. Quirion’s lab has helped to characterize Les travaux menés dans les laboratoires du Dr Quirion ont aidé the roles of cholinergic synapses in Alzheimer Disease, à mieux comprendre l’implication du système cholinergique dans neuropeptide Y in depression and learning, and calcitonin la maladie d’Alzheimer, du neuropeptide Y dans la dépression et la gene-related peptide (CGRP) in pain and opioid tolerance. mémoire, et du peptide relié au gène de la calcitonine (CGRP) dans In 2009, Dr. Quirion became the Canadian Institutes la douleur et la tolérance aux opiacés. of Health Research (CIHR) Executive Director of the En 2009, le Dr Quirion a joint les rangs des Instituts de International Collaborative Research Strategy for recherche en santé du Canada (IRSC) en tant que directeur exécutif Alzheimer’s Disease. de la Stratégie internationale de recherche concertée sur la maladie d’Alzheimer.

36 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 09:00 – 10:30 09:00 – 10:30 3.2 Mental Health Commission Panel Plenary 3.2 Panel avec la Commission de la santé mentale (Harbour A/B) (Harbour A/B)

The Mental Health Commission of Canada: Commission de la santé mentale du Canada : Focusing National Attention on Workplace Focalisation de l’attention nationale sur les Mental Health Issues questions de la santé mentale en milieu de travail

Moderator/Facilitator: Alain Lesage Animateur: Alain Lesage

Presentations Présentations

Toward Recovery and Well-being in the Workplace Vers le rétablissement et le bien-être en milieu de travail • Gillian Mulvale, PhD • Gillian Mulvale, PhD Mental Health Commission of Canada Commission de la santé mentale du Canada The Mental Health Strategy Team at the Mental Health L’équipe responsable de la Stratégie en matière de santé mentale Commission of Canada is in the process of developing de la Commission de la santé mentale du Canada est en train de the fi rst-ever Mental Health Strategy for Canada. The développer la première Stratégie en matière de santé mentale au fi rst phase of strategy development sets out WHAT the Canada. La première phase de développement a établi à QUOI goals of the mental health strategy will be. A draft set of devraient ressembler les objectifs de la stratégie. Une version goals for the strategy was set out in the document, préliminaire des buts a été exposée dans le document, « Vers le Toward Recovery and Well-being: A Framework for a Rétablissement et le bien-être: Cadre pour une stratégie en matière Mental Health Strategy for Canada. This document is de santé mentale au Canada ». Ce document est actuellement en currently being fi nalized to refl ect extensive input from train d’être fi nalisé pour inclure les amples commentaires d’une série a series of national consultations held in the spring of de consultations nationales en printemps 2009. Les objectifs révisés 2009. The revised set of goals will serve as a framework seront un cadre pour guider la deuxième phase de développement to guide the second phase of strategy development, which de la stratégie, qui se concentrera sur COMMENT atteindre les will focus on HOW to achieve the goals in various settings objectifs en plusieurs cadres (par exemple, milieux de travail, écoles, (e.g. workplaces, schools, community, health care, social communautés, soins de santé, services sociaux et ainsi de suite) et service, and so on) and for various population groups pour plusieurs groupes de population (par exemple, les enfants et les (e.g. children and youth, adult, seniors, First Nations, Inuit jeunes, les adultes, les adultes plus âgés, les peuples des Premières and Métis, new immigrant, ethno-cultural, racialized and nations, les Inuits, les Métis, les nouveaux immigrants, les groupes other diverse groups). ethnoculturels et racialisés et ainsi de suite). The presentation will provide an overview of the work La présentation fournira un résumé du travail de la Commission of the Commission in developing a Mental Health Strategy dans son développement de la Stratégie en matière de santé for Canada, with a particular focus on workplaces. What mentale au Canada, avec un accent particulier sur les milieux de we heard during the consultations will be discussed, along travail. Ce qu’on a entendu pendant les consultations sera discuté, with the revised framework goals. This will be followed by ainsi que les objectifs révisés du cadre. Ensuite, il y aura une an interactive discussion with participants about HOW to discussion interactive avec les participants sur COMMENT atteindre achieve these goals across workplace settings for both the les objectifs dans les milieux de travail pour la main-d’œuvre active and the aspiring workforce, as input to the second courante et en développement, pour fournir des commentaires phase of Mental Health Strategy development. à la deuxième phase de développement de la stratégie.

Workplaces, Workforces, and Mental Health Le milieu de travail, l’eff ectif, et la santé mentale • Ian M.F. Arnold, • Ian M.F. Arnold, MD, MSc, CSPQ, FCBOM, FRCPC, DOHS, CEA, CRSP MD, MSc, CSPQ, FCBOM, FRCPC, DOHS, CEA, CRSP Workforce Advisory Committee, Mental Health Comité consultatif sur l’eff ectif, Commission de la santé Commission of Canada mentale du Canada By the end of the presentation, participants should: Avant la fi n de la présentation, les participants devront: • Understand the role of the Worksite Advisory Committee • Comprendre le rôle du Comité consultatif sur l’eff ectif dans le (WAC) within the context of the MHCC; contexte du CSMC; • Acquire knowledge on the four projects underway as part • Acquérir la connaissance sur les quatre projets en cours dans le of the WAC’s eff orts to improve mental health in Canadian cadre des eff orts du Comité consultatif sur l’eff ectif pour améliorer workplaces; la santé mentale dans les milieux de travail canadiens; • Have insight into the changing legal climate surrounding • Avoir un aperçu du climat juridique changeant entourant la santé mental health in the workplace; mentale en milieu de travail; • Understand the Leadership program and the framework • Comprendre le programme de direction et l’approche cadre à la approach to managing mental health in the workplace. gestion de la santé mentale en milieu de travail.

Friday 30 October 2009 Vendredi le 30 octobre 2009 37 Institute of Health Economics and Mental Health Conférence de consensus sur la dépression de l’Institute Commission of Canada Depression Consensus of Health Economics et la Commission de la santé mentale Conference Recommends Action in the Workplace recommande l’action dans le milieu de travail • Roger Bland, MB, ChB, FRCPC, FRCPsych • Roger Bland, MB, ChB, FRCPC, FRCPsych University of Alberta University of Alberta Health disciplines use a conference format as part of their Les disciplines de santé utilisent un format de conférence dans information dissemination and learning strategy, yet le cadre de leur stratégie de la diff usion et l’apprentissage de policy-makers and members of the public report that such l’information. Pourtant, les décideurs et le public affi rment que meetings provide little agreed direction about what needs de telles réunions fournissent peu de direction sur ce qu’il faut to be done. The objective of this presentation will be to faire. L’objectif de cette présentation sera de décrire un processus describe a process for group decision-making to infl uence décisionnel en groupe pour infl uencer les politiques en matière de health policy and provide some recommendations for santé et fournir des recommandations sur la dépression en milieu depression in the workplace. de travail. The consensus conference format was developed to try Le format de la conférence de consensus a été développé and overcome this problem by addressing complex health pour essayer de surmonter ce problème en abordant les problèmes issues and producing clear and timely recommendations complexes de santé et en produisant des recommandations for policy-makers and the public. The format was developed claires et dans les meilleurs délais pour les décideurs et le public. by the US National Institutes of Health and adopted by the Le format a été développé par les US National Institutes of Health Institute of Health Economics whose latest conference was et adopté par l’Institute of Health Economics, dont la dernière on depression. conférence portait sur la dépression. A number of recommendations were of particular Plusieurs recommandations étaient particulièrement relevance to the workplace. These included reducing pertinentes au milieu de travail, y compris réduire les préjugés, stigma, improving access to appropriate services, creation améliorer l’accès aux services appropriés, créer des milieux of mentally healthy workplaces and support for aff ected de travail mentalement sains et appuyer les travailleurs employees, and involving employers and insurers to build aff ectés, et impliquer les employeurs et les assureurs dans supports and services. There has been rapid uptake of the le développement des services. Les recommandations ont recommendations in the media and by some government été rapidement adoptées par les médias et par plusieurs agencies. organismes gouvernementaux. More eff ective management of health problems La gestion effi cace des problèmes de santé exige l’action requires coordinated action by patients, families, health care coordonnée entre les patients, familles, fournisseurs de soins providers, employers, insurers, policymakers and the public. de santé, employeurs, assureurs, décideurs et le public. Une A method for building consensus will be described. méthode pour obtenir un consensus sera décrite.

Speaker Biographies Biographies des conférenciers

Gillian Mulvale, PhD Gillian Mulvale, PhD Mental Health Commission of Canada Commission de la santé mentale du Canada Dr. Mulvale is a member of the team that is responsible La Dre Mulvale est un membre de l’équipe responsable for developing the Mental Health Commission’s Mental du développement de la Stratégie en matière de santé mentale Health Strategy for Canada. Dr. Mulvale contributes to de la Commission de la santé mentale au Canada. Elle contribue developing the public and stakeholder engagement au développement du processus de l’implication du public process, the development of the strategy itself, and the et des parties prenantes, au développement de la stratégie même, development of research to support the strategy. et au développement de la recherche qui soutient la stratégie. Dr. Mulvale interfaces with members of the MHCC’s La Dre Mulvale travaille avec les membres des huit comités eight advisory committees and governments and consultatifs du CSMC et avec des gouvernements et des parties stakeholders across the country. prenantes partout au Canada. Dr. Mulvale holds a PhD in Health Research Methods La Dre Mulvale détient un PhD en Méthodes de recherche from McMaster University. Her studies focused on sur la santé de McMaster University. Ses études concernaient les methods in health economics and policy analysis as méthodes en économie de la santé et en analyse de politiques applied to the mental health sector. Prior to her appliquées au domaine de la santé mentale. Avant ses études doctoral studies Dr. Mulvale worked as an economist doctorales, elle travaillait comme économiste pour Ontario Hydro, with Ontario Hydro, General Motors of Canada and General Motors du Canada et le Ministère des Finances Canada. Finance Canada. Dr. Mulvale is also a mental health La Dre Mulvale est aussi une consommatrice de services en consumer. santé mentale.

38 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Ian M.F. Arnold, Ian M.F. Arnold, MD, MSc, CSPQ, FCBOM, FRCPC, DOHS, CEA, CRSP MD, MSc, CSPQ, FCBOM, FRCPC, DOHS, CEA, CRSP Workforce Advisory Committee, Mental Health Comité consultatif sur l’eff ectif, Commission de la santé mentale Commission of Canada du Canada Dr. Arnold completed his MD at Queen’s University at Le Dr Arnold a complété son MD à Queen’s University à Kingston in 1968, his Masters Degree (MSc) at McGill in 1971, Kingston en 1968, son MSc à McGill en 1971, et son Diploma in and his Diploma in Occupational Health and Safety (DOHS) Occupational Health and Safety (DOHS) à McMaster en 1981. at McMaster in 1981. He also holds specialist certifi cations in Il détient aussi des spécialisations médicales en Chirurgie General Surgery (CSPQ), Occupational Medicine (FCBOM and générale (CSPQ), Médecine du travail (FCCMT et FRCPC), FRCPC), Safety (CRSP) and Environmental Auditing (CEA). Sécurité (CRSP) et Vérifi cation environnementale (CEA). Dr. Arnold’s work experience includes several years of L’expérience professionnelle du Dr Arnold comprend general surgical practice followed by work with government plusieurs années de chirurgie générale suivies du travail avec and industry in the fi elds of health, safety, & environment le gouvernement et avec l’industrie dans les domaines de (HSE). Now living in Ottawa and working as a consultant santé, sécurité et environnement (SSE). Le Dr Arnold habite in HSE, Dr. Arnold has lived (and worked) in Labrador West actuellement à Ottawa et travaille comme consultant en SSE. (private surgical practice and occupational health with Il a vécu (et a travaillé) dans l’ouest du Labrador (cabinet privé the Quebec Cartier Mining and the Iron Ore Company of de chirurgie, et médecine du travail pour la Compagnie minière Canada), Edmonton (Alberta Government), Sarnia (Dow Québec Cartier et l’Iron Ore Company of Canada), à Edmonton Chemical), and Toronto (Noranda). Prior to “retiring” in (gouvernement d’Alberta), à Sarnia (Dow Chemical), et à 2002, Dr. Arnold was the Director of Health, Safety and Toronto (Noranda). Avant sa « retraite » en 2002, le Dr Arnold Environment for Alcan and Vice-President, of Alcan Inc. était le directeur de santé, sécurité et environnement pour During his career he has also taught at several Canadian Alcan et vice-président d’Alcan Inc. Au cours de sa carrière universities and is currently on the teaching staff of the il a enseigné à plusieurs universités canadiennes et il fait Faculty of Medicine at McGill University. actuellement partie du personnel enseignant de la Faculté de In the industrial setting, Dr. Arnold has developed médecine de l’Université McGill. and implemented new employee and family assistance Dans le cadre de l’industrie, le Dr Arnold a développé et programs (EFAPs) and strived for the continual improvement mis en pratique de nouveaux programmes d’aide aux employés of existing EFAPs. He has also worked with employees and et familles et a visé l’amélioration continuelle des programmes employers to encourage more emphasis on health and existants. Il a aussi travaillé avec les employés et les employeurs lifestyle improvement programs designed to enhance the pour mettre l’accent sur les programmes de l’amélioration de la focus on prevention of all forms of illness. santé et le mode de vie conçus pour prévenir la maladie. Dr. Arnold is a Board Member of the Canadian Le Dr Arnold est un membre du conseil d’administration Psychiatric Research Foundation, the Mach – Gaensslen de la Fondation canadienne de la recherche en psychiatrie, le Foundation (a charitable foundation funding medical Mach–Gaensslen Foundation (une fondation charitable qui research and education in psychiatry, cardiology, and fi nance les recherches médicales et l’éducation en psychiatrie, oncology) and OurTownEarth – a new Nova Scotia based cardiologie et oncologie) et OurTownEarth – un nouveau site web-site now under development for the those with internet en cours de réalisation basé en Nouvelle Écosse pour disabilities, their friends, and their families. Dr. Arnold has les personnes avec des incapacités, leurs amis et leurs familles. also had for many years, an ongoing personal interest in the Depuis de nombreuses années le Dr Arnold a un intérêt dans les problems of the mentally challenged. problèmes des personnes handicapées mentales. Dr. Arnold was appointed to the Workforce Advisory Le Dr Arnold a été nommé au Comité consultatif sur Committee (WAC) of the Mental Health Commission of l’eff ectif de la Commission de la santé mentale du Canada Canada (MHCC) by the Honourable Michael Kirby in the (CSMC) par l’honorable Michael Kirby en automne 2007. fall of 2007. He was then named as the WAC chairperson in Ensuite il a été nommé le président de ce comité en mai 2008, May of 2008, replacing Bill Wilkerson who retired from the remplaçant Bill Wilkerson, qui a pris sa retraite du rôle du chairperson’s role to actively pursue other activities in the président pour poursuivre d’autres activités dans le domaine fi eld of Mental Health in the workplace. de la santé mentale en milieu de travail. Dr. Arnold’s personal interests include his family Les intérêts du Dr Arnold comprennent sa famille (his wife Suzanne, their 2 children and respective (sa femme Suzanne, leurs deux enfants et leurs époux spouses, and 3 grandchildren) and numerous recreational respectifs, et trois petits-enfants) et de nombreux pursuits including skiing, renovation and maintenance, passe-temps récréatifs y compris faire du ski, la rénovation and traveling. et l’entretien, et le voyage.

Friday 30 October 2009 Vendredi le 30 octobre 2009 39 Roger Bland. MB, ChB, FRCPC, FRCPsych Roger Bland, MB, ChB, FRCPC, FRCPsych University of Alberta University of Alberta Dr. Roger Bland is Professor Emeritus at the University of Le Dr Roger Bland est professeur émérite à l’University Alberta, Department of Psychiatry. of Alberta dans le Département de psychiatrie. He obtained his medical degree from Liverpool Il a obtenu son diplôme médical de Liverpool University University and after a period in general practice, trained in et après une période de médecine générale, a fait ses études psychiatry at the University of Alberta. He has held academic en psychiatrie à l’University of Alberta. Il a détenu des postes appointments in the University of Alberta, Department académiques à l’University of Alberta dans le Département of Psychiatry for over thirty years and was Chair of the de psychiatrie pendant plus de 30 ans et il était le titulaire Department of Psychiatry from 1990 to 2000. Dr. Bland was de la Chaire du Département de psychiatrie de 1990 à 2000. a former Director and Assistant Deputy Minister for Mental Le Dr Bland était le directeur et le sous-ministre adjoint de la Health for Alberta. santé mentale en Alberta. He has been involved in psychiatry epidemiology Depuis nombre d’années, il est impliqué dans la recherche research for many years. He has received the Alberta Medical sur l’épidémiologie psychiatrique. Il a gagné le Medal of Association’s Medal of Distinguished Service, the Alexander Distinguished Service du Alberta Medical Association, le Prix Leighton Award from the Canadian Academy of Psychiatric Alexander Leighton de l’Académie canadienne de l’épidémiologie Epidemiology and Canadian Psychiatric Association, and psychiatrique et l’Association des psychiatres du Canada, et the Michael Smith Award from the Schizophrenia Society in le Michael Smith Award de la Société de la Schizophrénie en 2000. He was awarded Honourary Life Membership of the 2000. On lui a décerné Honourary Life Membership dans le Schizophrenia Society of Alberta, and received the Canadian Schizophrenia Society of Alberta, et le Senior Member Award de Medical Association’s Senior Member Award. Dr. Bland also l’Association médicale canadienne. Le Dr Bland a aussi gagné le received the Canadian Association of Suicide Prevention Prix de recherche de l’Association canadienne pour la prévention Award for Research in 2007. du suicide en 2007.

Facilitator Biography Biographie de l’animateur

Alain Lesage, MD, FRCP(C), MPhil Alain Lesage, MD, FRCP(C), MPhil Université de Montréal Université de Montréal Dr. Alain Lesage is a Professor in the Department of Le Dr Alain Lesage est professeur titulaire dans le Psychiatry at the Université de Montréal. He has also been département de psychiatrie de l’Université de Montréal. Il est a researcher at the Centre de recherche Fernand-Seguin également chercheur au Centre de recherche Fernand-Seguin of Hôpital Louis-H. Lafontaine in Montréal since 1987. de l’Hôpital Louis-H. Lafontaine à Montréal depuis 1987. Dr. Lesage graduated in medicine from the Université de Le Dr Lesage est diplômé en médecine de l’Université de Sherbrooke (Québec) and did his training in psychiatry Sherbrooke (au Québec) et a fait sa résidence en psychiatrie in the hospital network affi liated with the Université de dans le réseau des hôpitaux affi liés à l’Université de Montréal. Montréal. He completed his training in research with a three- Il a par la suite eff ectué un stage de recherche postdoctoral year postdoctoral internship in the Institute of Psychiatry de trois ans à l’Institute of Psychiatry du Maudsley Hospital at Maudsley Hospital in London, England, and one year à Londres, en Angleterre, et un stage d’un an à l’Istituto di in the Istituto di Psichiatria in Verona, Italy. His primary Psichiatria à Vérone, en Italie. Ses travaux de recherche portent research focus is an epidemiological and evaluative look at principalement sur les aspects épidémiologiques et évaluatifs the care and service needs of people with serious mental des besoins en soins et services des gens atteints de troubles disorders. He also directs an evaluative support module for mentaux graves. Par ailleurs, le Dr Lesage dirige un module the development of psychiatric services at Hôpital Louis-H. de soutien évaluatif relativement aux services psychiatriques Lafontaine. Dr. Lesage is the assistant director of the Quebec à l’Hôpital Louis-H. Lafontaine. Le Dr Lesage est le directeur suicide research network funded by the FRSQ. He is also adjoint du Réseau québécois de recherche sur le suicide past President of the Canadian Academy of Psychiatric fi nancé par le FRSQ. Il était également président de l’Académie Epidemiology. He served as Editor-in-Chief of the journal canadienne d’épidémiologie psychiatrique. Il était rédacteur Santé mentale au Québec, and is also an associate editor with en chef de la revue Santé mentale au Québec, et il est rédacteur the Canadian Journal of Psychiatry. adjoint de la Revue canadienne de psychiatrie.

10:30 – 10:45 10:30 – 10:45 Break Pause

40 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! 10:45 – 12:00 10:45 – 12:00 3.3 Business Plenary 3.3 Panel avec invités spéciaux d’aff aires (Harbour A/B) (Harbour A/B)

Promising Practices Addressing Mental Health Pratiques prometteuses abordant la santé mentale and Addictions in the Workplace: et les toxicomanies en milieu de travail : Leadership from the Field Direction dans le champ

The Business Plenary sessions will explore questions from Pendant les sessions du panel avec invités spéciaux d’aff aires, nous a business perspective, particularly on the role of mental allons explorer des questions d’une perspective d’aff aires, en parti- health and addictions in the workplace. Business leaders will culier à propos de la santé mentale et les toxicomanies dans le milieu share their experiences around: de travail. Les gens d’aff aires vont partager leurs expériences dans: (1) How their organizations addressed mental health in their (1) Comment leurs organisations ont abordé la santé mentale dans workplaces, leur lieu de travail, (2) What has worked for their organization and the evidence (2) Ce qui a marché pour leurs organisations et les preuves for the eff ectiveness of the work and mental health de l’effi cacité des programmes du travail et de la santé programs, mentale, (3) What impact these programs have had on their company (3) Quel impact ces programmes ont eu sur leurs compagnies and at what cost, et à quel prix, (4) What struggles they faced trying to introduce the (4) Les diffi cultés auxquelles ils ont fait face en essayent d’introduire programs and how they overcame them, and les programmes et comment ils les ont surmontées, et (5) What business case they used to support the (5) Quelle étude de cas ils ont utilisé pour soutenir l’application implementation of the programs. des programmes. To bring this together, we have a moderator/facilitator Pour rapprocher ces idées, il y aura un animateur qui aidera who can help people draw the connections about how the les participants à voir que les diff érentes perspectives sont des diff erent perspectives are pieces of a larger picture. morceaux d’une plus grande image.

Moderator/Facilitator: Doug Smeall Animateur: Doug Smeall

Presentations Présentations

The CAW Way L’approche des CAW • Sari Sairanen • Sari Sairanen Canadian Auto Workers Canadian Auto Workers The CAW has and continues to focus on developing new Les CAW se concentrent sur le développement des stratégies and innovative strategies for creating a healthy supportive nouvelles et innovatrices pour soutenir une culture saine en workplace culture. One of the ongoing challenges in this milieu de travail. Un défi continu à cet égard est le niveau de stress regard is the amount of stress that members fi nd themselves éprouvé par nos membres. En l’état actuel de l’économie plus under. In the present state of the economy more so than que jamais, les travailleurs, les retraités et les familles ressentent ever, tremendous stress is being put on workers, retirees and un stress énorme en ce qui concerne la sécurité de travail, la families concerning job security, productivity and pensions. productivité et les pensions. Ce stress est à part du stress qui est This stress is on top of that which is normally associated with normalement associé à la vie journalière. day to day living. Tandis que ceux avec de bonnes habiletés d’accommodation While those with good coping skills can manage sont capables de gérer le stress, pour beaucoup de gens, la some of this stress, for many the additional pressure can pression supplémentaire peut être trop. La pression et la tension be too much. Pressure and mental strain mount over time mentale augmentent avec le temps, ce qui peut avoir pour often resulting in burnout or illness. Even those who could conséquence le surmenage ou la maladie. Même ceux qui peuvent normally deal with increased amounts and sources of stress généralement supporter de quantités et de sources accrues de can fi nd themselves experiencing some of the social and stress peuvent éprouver des problèmes sociaux et des problèmes health problems associated with unmanaged stress. de santé associés au stress non géré. The CAW has always believed that preventing a problem Les CAW ont toujours cru que la prévention des problèmes in the fi rst place is the best strategy. We also believe that it est la meilleure stratégie. Nous croyons aussi qu’il est important de is important to provide our members and their families with fournir les outils et les ressources personnelles à nos membres et the tools and personal resources in their workplace and their leurs familles en milieu de travail et dans leurs communautés pour communities to assist them in dealing with challenges. les assister à s’occuper des problèmes.

Friday 30 October 2009 Vendredi le 30 octobre 2009 41 When it comes to stress and overall mental health, En matière de stress et de santé mentale, les CAW se the CAW has been focused on activities such as awareness concentrent sur des activités telles que la sensibilisation; raising; education; skill building; early detection; and illness l’éducation; l’amélioration des habiletés; la détection précoce; management and integration strategies. Programs and et, les stratégies de la gestion et de l’intégration des maladies. services regarding stress and overall mental health have Des programmes et des services concernant le stress et la santé been developed and implemented in partnership with mentale ont été développés et exécutés en association avec les employers, wellness providers, service agencies and other employeurs, les fournisseurs de bien-être, les agences des services community partners. et d’autres partenaires de la communauté. During this presentation, the CAW will provide an Dans cette présentation, les CAW fourniront un résumé overview of some of the initiatives and activities they have de quelques initiatives et activités développées et soutenues developed and supported in recent years. This will include dans ces dernières années. Ceci inclura une vue d’ensemble du an overview of the CAW’s 40-hour Stress and Mental Health « 40-hour Stress and Mental Health education series » des CAW, education series, as well as a number of examples from ainsi que plusieurs exemples de projets qui ont été développés projects that have been developed in conjunction with conjointement avec les programmes de santé des constructeurs formal automotive company Wellness Programs. We will also automobiles. Nous allons aussi souligner la résolution d’urgence highlight the emergency resolution on Mental Health that was sur la santé mentale prononcée par le conseil des CAW pendant sa passed at the CAW council during its December 2008 meeting. réunion en décembre 2008.

Breaking the Cycle of Stigma through Rompre le cycle du stigmate en engageant Employee Engagement les employés • James Temple • James Temple Direct Energy Direct Energy This presentation will provide an overview of Direct Energy’s Cette présentation fournira un résumé du programme d’aide Employee Assistance Program (EAP). Mr. Temple will au personnel de Direct Energy. Monsieur Temple discutera de discuss how Direct Energy has used its community relations comment Direct Energy utilise son programme de relations program to create opportunities for volunteer experiences communautaires pour créer pour les employés l’occasion de that engage employees with charitable partners dealing faire du travail de bénévole avec des œuvres de bienfaisance with mental health issues and homelessness, and how qui s’occupent des problèmes de santé mentale et l’itinérance, everyone can play a role in positively supporting vulnerable et de comment tout le monde peut jouer un rôle dans l’appui populations. Mr. Temple will also discuss the company’s des populations vulnérables. Monsieur Temple discutera Employee Activities in support of Mental Illness Awareness également des activités des employés à l’appui de la Semaine de Week (October 4-10). sensibilisation aux maladies mentales (le 4-10 octobre).

Collaboration towards Productivity for Employees La collaboration envers la productivité pour les employés with Mental Health Issues avec des problèmes de santé mentale • Deanna Matzanke • Deanna Matzanke Scotiabank Banque Scotia As part of a federally-regulated industry, Scotiabank has En tant que membre d’une industrie sous réglementation fédérale, long been focused on issues of disability in the workplace la Banque Scotia a longtemps mis l’accent sur les problèmes de and the goal of providing a truly inclusive and accessible l’incapacité au travail et l’objectif de fournir un milieu de travail workplace for our employees. intégrateur et accessible à nos employés. In recent years, we have sought more innovative ways to Ces dernières années, nous avons recherché des façons address various sub-groups within the disability community innovantes de s’adresser aux divers sous-groupes à l’intérieur de la through our Wellness Strategy which includes Mental Health communauté de l’incapacité à travers notre stratégie de bien-être as one of the key priorities. qui comprend la santé mentale comme une priorité. Scotiabank has implemented a unique and award La Banque Scotia a mis en œuvre un programme unique winning program to assist employees at work, called et primé avec le but d’aider les employés au travail, nommé WorkAssist, as well as a training program for Managers RéIntégration, ainsi qu’un programme de formation pour les called Mental Health First Aid for Managers. Further, through gérants nommé Mental Health First Aid for Managers. De plus, à its employee resource group, Scotiabankers for Universal travers notre groupe-ressources d’employés, Scotiabankers for Access, we are sourcing mentors with mental health issues Universal Access, nous cherchons des mentors avec des problèmes who can mentor other employees who are struggling to de santé mentale qui peuvent épauler des employés qui s’eff orcent manage work and their health. de gérer leur travail et leur santé.

42 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Speaker Biographies Biographies des conférenciers

Sari Sairanen Sari Sairanen Canadian Auto Workers Canadian Auto Workers Sari Sairanen is National Health and Safety Director Sari Sairanen est la Directrice nationale de la santé et la at the CAW, responsible for the content of health and sécurité, CAW, responsable du contenu des programmes de safety training programs, submissions for better laws, formation en santé et sécurité, la proposition de meilleures lois, information on workplace substances, the establishment les informations sur les matières dangereuses en milieu de travail, of programs to eliminate hazardous workplace conditions la création de programmes visant à éliminer les conditions de and the publication of the Health and Safety & Environment travail dangereuses et la publication du Health and Safety & Newsletter. Sari comes to the National union from the Airline Environment Newsletter. Sari est venue au syndicat national de la division which represents members from coast to coast to division aérienne qui représente des membres d’un océan à l’autre coast in Canada. Sari began her union activism as a health & au Canada. Sari a commencé son activisme syndical comme une safety representative in a call center where she confronted représentante en santé et sécurité dans un centre d’appel où elle ergonomic and working condition issues such as computer a fait face à des problèmes avec les conditions de travail et des workstations, task design, stress and electronic monitoring. problèmes ergonomiques tels que les bureaux, la conception des In addition, she served on the Air Canada bargaining tâches, le stress et la surveillance électronique. De plus, elle a siégé committee as a regional representative and as President au comité de négociation d’Air Canada comme représentante of Local 2002 during the CCAA or Companies’ Creditors’ régionale et comme présidente de la section locale 2002 pendant Arrangement Act (bankruptcy) proceedings. Sari is on the les poursuites de la Loi sur les arrangements avec les créanciers des HRSDC’s Occupational Health & Safety Regulatory Review compagnies. Sari est membre de l’Occupational Health & Safety Committee, the CSA’s Strategic Steering Committee, the Regulatory Review Committee du RHDCC, du Strategic Steering Canadian Labour Congress’ Occupational Health & Safety Committee du CSA, de l’Occupational Health & Safety Committee Committee and sits on the WSIB’s Board of Directors. du Canadian Labour Congress, et du conseil d’administration Sari received her BA (economics and French) from the du CSPAAT. Sari détient un BA en économie et en français de University of Winnipeg. l’University of Winnipeg.

James Temple James Temple Direct Energy Direct Energy James Temple is Direct Energy’s Manager of Corporate James Temple est le directeur de dons corporatifs, Direct Donations and is responsible for the company’s charitable Energy, responsable des dons de charité et des programmes de giving and employee volunteer programs across North bénévolat des employés à travers l’Amérique du Nord. America. Spécialiste de l’engagement des parties prenantes, James A specialist in stakeholder engagement, James helps aide à faciliter le développement des partenariats corporatifs- to facilitate the development of meaningful corporate- communautaires qui rassemblent les intérêts philanthropiques, community partnerships that combine the philanthropic, stratégiques et commerciaux du secteur à but non lucratif, et strategic and commercial interests of both the business and du secteur des aff aires. the non-profi t sector. James fait des exposés à travers l’Amérique du Nord Speaking at conferences across North America, James et se concentre sur le volontariat fondé sur les habiletés, et focuses his discussions around skill-based volunteerism and récemment a conversé avec Canadian Business Online pour has most recently spoken with Canadian Business Online to souligner l’approche unique de Direct Energy envers le travail highlight Direct Energy’s unique approach to community communautaire. work. James a travaillé dans le secteur à but non lucratif et a James has worked within the non-profi t sector, having occupé des postes dans les organismes suivants: Conservation held positions at the Nature Conservancy of Canada, de la nature Canada, Ontario March of Dimes, et plus récemment, Ontario March of Dimes and most recently the Royal Bank la fondation de bienfaisance de RBC Banque. Il est membre du of Canada’s Charitable Foundation. He currently serves on conseil de direction de l’Association of Corporate Grant-makers the leadership council for the Association of Corporate et a été nommé parmi les inauguraux « Top 30 under 30 » anciens Grant-makers and was named as one of Ryerson University’s élèves de Ryerson University. inaugural ‘Top 30 under 30’ alumni. James détient un diplôme de premier cycle en analyse James received his undergraduate degree in Geographic géographique de Ryerson University, et il est inscrit dans Analysis from Ryerson University, and is working towards his le programme de Certifi cate in Corporate Citizenship de Certifi cate in Corporate Citizenship from Boston College. Boston College.

Friday 30 October 2009 Vendredi le 30 octobre 2009 43 Deanna Matzanke Deanna Matzanke Scotiabank Banque Scotia Deanna Matzanke was appointed in February 2007 to Deanna Matzanke a été nommée au poste de directrice, the position of Director, Global Employment Strategies in Stratégies d’engagement mondial, dans le Groupe Ressources the Global HR and Communications function at Scotiabank. humaines et Communications mondiales à la Banque Scotia en Prior to joining this Global HR group, she spent 6 years in février 2007. Avant de rejoindre ce groupe, elle a passé six années the Employment Law Group as in-house counsel at the dans le groupe de droit du travail en tant que conseil interne à Bank where she dealt with all aspects of the employment la Banque, où elle s’occupait de chaque aspect de la relation de relationship including termination, wrongful dismissal, travail, y compris la cessation d’emploi, le renvoi injustifi é, les droits human rights, discipline, and performance management. humains, la discipline et la gestion de la performance. Dans son In her current role, she guides two teams of employees rôle actuel, elle gère deux équipes d’employés qui se concentrent who focus on Diversity and Inclusion and HR Policy and sur la diversité et l’inclusion, et la politique de conformité des Compliance. Within these two areas, her group deals with ressources humaines. Son groupe s’occupe d’une variété de a wide range of employment strategies including privacy, stratégies d’emploi, y compris la vie privée, la santé et la sécurité occupational health and safety, employment equity, human du travail, l’accès à l’égalité en emploi, les droits humains, l’horaire rights, fl exible work options, accommodation, accessibility, variable, l’arrangement, l’accessibilité, ainsi que la mise en as well as fostering and integrating the Bank’s Global place de la stratégie d’inclusion globale et de la diversité Inclusion Strategy for addressing diversity. de la Banque Scotia.

Facilitator Biography Biographie de l’animateur

Doug Smeall Doug Smeall Sun Life Financial Financière Sun Life Doug spearheads the promotion of Sun Life Financial’s Doug dirige l’avancement de la stratégie de la gestion de Health Management strategy with clients and advisors santé de la Financière Sun Life avec des clients et conseillers à across Canada. This eff ort focuses on meeting Canadian travers le Canada. Cet eff ort vise à répondre aux besoins des Plan Sponsor’s needs for eff ective wellness initiatives, and promoteurs canadiens pour des initiatives de bien-être effi caces, for best practices in attendance support and disability et des meilleures pratiques dans le soutien de la gestion des management. présences et la gestion de l’incapacité. Over his 25 year career with Sun Life Financial Doug Pendant ses 25 ans de carrière avec la Financière Sun Life, has held senior positions in the Group Underwriting, Group Doug a tenu des postes supérieurs dans les secteurs de tarifi cation Sales, Group Life, Health and Disability Management and groupe, commercialisation groupe, assurance vie collective, gestion Retail Life Operations areas. de la santé et l’incapacité, et opérations. Prior to rejoining Sun Life, Doug worked as a Senior Doug a aussi travaillé en tant que conseiller principal Benefi ts Consultant with Watson Wyatt and as Vice- en avantages sociaux pour Watson Wyatt et vice-président, President, Sales and Marketing for a rehabilitation services ventes et marketing pour une société de services de réadaptation, company, ATF Canada. ATF Canada.

12:00 – 12:15 12:00 – 12:15 Closing (Harbour A/B) Clôture (Harbour A/B)

12:15 – 13:00 12:15 – 13:00 Lunch (Harbour Foyer) Dîner (Harbour Foyer)

44 We can do it! • CONGRESS PROGRAM PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Abstracts Abstracts are printed as they were submitted.

Résumés Les résumés sont imprimés tels qu’ils ont été soumis.

Wednesday 28 October 2009 Conclusion: Most workers have a diagnosis of PTSD. Event-related Mercredi le 28 octobre 2009 factors and occupation are important determinants of injury severity. Moreover, injury severity appears to be related to diagnosis. Future 10:30 – 12:00 research will investigate how these factors aff ect return-to-work 1.1 Concurrent Sessions / Sessions simultanées outcomes.

Session 1.1A: CREW: Enhancing Mental Health through Workplace Civility Psychological Trauma & Work Michael P. Leiter, Heather K.S. Laschinger, Arla Day, Mary Ellen Gurnham, Traumatisme psychologique et travail Margot Latimer Workplace hostility takes a huge toll on employees, deprives clients of quality service, and loses employers lots of money. In response to Care for the Care Giver: widespread breakdowns in workplace civility and with support from Vicarious Trauma Assessment and Management the Program in Health Services Improvement, university and hospital- Cindy Rose based researchers established CREW (Civility, Respect, and Engagement How can we manage workplace mental health promotion when staff are at Work) in hospitals in Nova Scotia and Ontario. This initiative addresses daily exposed to the traumas of clients? Vicarious Trauma is the natural the damaging impact of incivility on employees’ performance and well human consequence of knowing about (witnessing) and empathizing being. It has implications for mental health at work, stigmatization, and with a client’s traumatic experiences. In 2005 our organization created return to work initiatives as they all are aff ected by the social discourse a vicarious trauma committee with representation from management among colleagues. The CREW process develops the social environment and front line staff working with clients, many of whom are experiencing of work settings using a grassroots format. The research team trains on- mental health concerns related to past and present traumas. The goal of site facilitators to deliver the program, building an ongoing institutional this committee was to build the capacity of the organization to recognize resource. The research team conducts training events that they and prevent vicarious trauma while reducing its inevitable impact and follow up with mentoring sessions throughout the six-month CREW to establish our organization as one that recognizes and responds implementation. After six months the team hosts an event including to the occupational risk for vicarious trauma. In 2006 the committee hospital leadership, CREW facilitators, and researchers to review the conducted a survey which included 336 multidisciplinary staff in our program’s impact and to plan for the next phase. This presentation organization using the ProQOL measure of vicarious trauma. The survey describes the CREW process and its impact through the initial phase with revealed vicarious trauma amongst our staff is higher than average for eight hospital units employing over 400 people. The study contrasted helping professionals. The survey also looked at which client situations these units with 30 other units on a waiting list for a CREW intervention. are most vicariously traumatizing for our staff and in what contexts they The research evaluated participating units through institutional data receive support for their occupational stress. From the results of this on absences, turnover, and complaints. Also, participants completed a survey a comprehensive set of recommendations were developed for survey of social relationships, perceptions of worklife, and wellbeing, the organization. These recommendations were further added to after including burnout/work engagement, physical health, and mental completion of an extensive literature review on organizational strategies health. We will present the impact of CREW on these measures. for the management of risk for vicarious trauma. The presentation will incorporate the fi ndings from this survey, staff education sessions and literature review and how our organization has responded in terms of Session 1.1B: a position statement, education strategy and policy approaches with Work, Life & Mental Health Promotion a focus on peer support, refl ective practice and staff education. The Travail, vie et promotion de la santé mentale recommendations made and lessons learned by our vicarious trauma committee can be applied to all organizations that work with clients Children’s Mental Health Information at Work who present with a history of trauma. Don Buchanan, Charles E. Cunningham, Stan Kutcher, Ian Manion, Simon Davidson Client Characteristics at a Workers’ Compensation Board Description of the Problem: Mental health problems in children and Psychological Trauma Program young people may have secondary impacts on the workplace, as Jennifer M. Hensel, Ash Bender, Jason Bacchiochi, Carolyn S. Dewa working parents and caregivers struggle to fi nd help with their child or Description of the Problem: Workplace trauma can lead to disabling young person’s problems. Workplaces may also be excellent places to psychological sequelae which may impact an individuals’ ability to return distribute high-quality information about mental health problems in to work. The Psychological Trauma Program (PTP) in Toronto, Canada is children and youth, however little is known about how to deliver this a specialized provincial Workers’ Compensation Board assessment and information, or if employees want to receive such information at work. treatment program for workers who are experiencing psychological Objectives: This presentation will share the results of a choice-based symptoms after a traumatic workplace event. Characterizing these conjoint study conducted to examine employee’s preferences for workers will guide intervention development. information. Choice-based conjoint studies have been used extensively Objectives: This study will describe the PTP’s clients and the relationship in marketing to design products. More recently this methodology between traumatic event and diagnosis. has guided decisions in health care. Recently published studies have Methodology: Data from the PTP for all clients referred from 1999 to examined the information preferences of parents seeking help for their 2006 within one year of the traumatic event (n=593) were analyzed child or youth with mental health problems, as well as the preferences using descriptive statistics. Occupations were coded according to of mental health professionals in sharing information with parents. This the Canadian Classifi cation and Dictionary of Occupations (CCDO). project extends that work into a broader look at information preferences Diagnoses were determined using the Structured Clinical Interview for of employees. DSM Disorders (SCID-I). Methodology: Relevant attributes were selected based both on previous Results: The majority of clients were 25-55 years old (85.7%), male surveys with parents and on theoretical attributes posited by the Theory (75.7%), worked in construction (27.7%) or manufacturing (20.8%), of Planned Behavior (Ajzen 2002). Enrollment of participants is currently had been at their event employer more than 2 years (57.8%) and had underway, in a large multi-national corporation with employees in both experienced an accident (69.8%). Diagnoses were primarily PTSD (47.5%) the U.S, and Canada. and mood disorders (27.3%) and did not signifi cantly diff er across age, Results and Conclusions: Data collection will be fi nished by June sex or occupation. Injury severity was signifi cantly associated with 2009, with the analysis and conclusions available by September 2009. diagnosis (p<0.05), occupation (p<0.001), weeks with event employer This project will yield information about the relative infl uence of (p<0.05), event code (accident vs assault, p<0.001) and event type diff erent information transfer attributes on the information choices of (single vs repeated, p<0.01). diff erent segments and simulate an optimal information strategy for

Abstracts / Résumés 47 each segment. This project is a joint eff ort of the Provincial Centre of Session 1.1C: Excellence for Child and Youth Mental Health at CHEO, the Jack Laidlaw Return to Work: Chair in Patient-Centered Health Care at McMaster University, and the What We Can Learn from Supported Employment Sun Life Chair in Adolescent Mental Health at Dalhousie University. The project grew out of the 3rd meeting of the Global Business and Economic Retour au travail: Roundtable on Mental Health, held at Harvard University in May, 2008. ce qu’on peut apprendre de l’emploi supporté

Experience and Needs of Organizations Providing Workplace Symposium Introduction: Mental disabilities and their consequences Health Promotion Programs represent a large burden in both human and fi nancial terms since Kendal Bradley, Paula Bude Bingham approximately one-quarter of the world’s population will be directly Description of the problem: There is a lack of research describing aff ected by this problem at some stage in their lives. In most industrialized the mental health promotion programs, practices and policies that countries, vocational outcomes for people with mental disabilities champion organizations have implemented in their workplaces. represent the cornerstone of the recovery. However, people with Objectives: To analyze the context in which workplace health promotion severe mental disorders (e.g., schizophrenia) who obtain employment, programs currently exist. To investigate the resources and tools that job tenure is still brief: from 3-7 months. With respect to people with would aid organizations in planning, implementing and evaluating transitory mental disorders (e.g., adjustment disorders), work absences mental health promotion programs in the workplace. often represent more than 40% of all claims inherent to salary insurance Methodology: Interviews were conducted with ten leaders of regardless of the industrialized country. Several interventions/services workplace health promotion initiatives in organizations across Canada exist to help people with mental disorders to reintegrate the workplace that have been recognized publicly for excellence in health promotion or return to work. Also, there has been a growing interest in the research at work. After the interviews, the key informants completed an online community in developing preventive interventions for reducing mental questionnaire that asked them to describe the development and health problems in the workplace. This symposium aims at looking at implementation of their health promotion initiative. the array of these interventions as well as strategies put in place and Results: Preliminary fi ndings indicate that these organizations were barriers met for implementing preventive and RTW interventions as well looking to implement evidence-based, easy-to use programs. Some as vocational programs in diff erent Canadian contexts. of the identifi ed good practices were regular program evaluation, revision opportunities to make necessary changes, employee as well Psychological Distress Evaluation of Canadian Government as management involvement in the program, and the integration of Employees: Implementation of Recommendations new programs into existing medical, safety, employee assistance and/ Marie-France Coutu, Marie José Durand, Marc Corbière, Patrick Loisel, or benefi ts programs. Iuliana Nastasia Conclusions: Workplace champions are looking for well-researched, Problem: Mental disorders are among the main causes of short- and easy-to-use and inexpensive programs to implement. A toolkit needs to long-term disability. In order to address this issue, a better understanding be created that will “walk” organizations through the process of creating of the level of distress and associated factors is needed. a mentally healthy workplace and highlights good practices and high- Objectives: To describe the level of distress in employees working in a quality resources. Canadian governmental agency and identify the main work disability factors associated with the level of distress. Sharing Research on Work/Life, Mental Health, and Addictions Methodology: A web survey was conducted with all employees of the with Employers governmental agency. Variables assessed were based on the models Mark Attridge, Craig Thompson of imbalance eff ort-reward, job demand, self-determination and self- Description of the Problem: Employers and employees have a general esteem. The survey qualitative approaches using focus groups and an awareness of mental health, addiction and job stress issues. What is ergonomic analysis (diary) of the mental load after a working day were needed, however, is a more accurate and focused understanding of performed to document the main work disability factors. these issues and practical suggestions for how to respond to these Results: The level of distress found among respondents (n = 2368) was problems that employers can put into action in the workplace. signifi cantly higher, when compared with the Quebec population. Main Objectives: As a provider of employee assistance and organizational disability factors associated with distress included the relationship health services, we wanted to support our clients by creating with the supervisor, the need for acknowledgement, work motivation educational tools that distilled the key issues and fi ndings from research and work-family confl ict. Results from the 11 focus groups (n= 86) and and translated the information into useful reports for employers to read 193 diaries, factors explaining the results from the survey included: and share within their companies. Rapid and lack of control over organizational changes, perception of Methodology: Working with expert research consultants, we performed incoherences between performance criteria and the agency’s mission extensive literature reviews and also conducted a survey study of and lack of acknowledgement in the complexity of the job. employers and employees. Each topic was examined for areas of Conclusion: Based on these results preventive strategies and inter- understanding the nature of the problem, prevalence, consequences ventions on the individual and organizational level were suggested. and costs, treatment options and their eff ectiveness, employer action steps, resource organizations and reports, and references. The Implementation of Supported Employment Programs Results: We produced three reports that were each written in a business- in Canada friendly, non-academic editorial style that featured the use of quotes, Marc Corbière, N. Lanctôt, T. Lecomte, E. Latimer, P. Goering, B. Kirsh, lists of key messages, and simple graphs and summary tables. Report 1 – E. Goldner, D. Reinharz 2007 – Under Pressure: Implications for Work-Life Balance and Job Stress (28 Introduction and Objective: Supported employment (SE) is an pages). Report 2 – 2008 – A Quiet Crisis: The Business Case for Managing evidence-based practice that helps people with severe mental disorders Employee Mental Health (32 pages). Report 3 – 2009 – Hidden Hazards: obtain competitive employment. The implementation of SE programs The Business Response to Addictions in the Workplace (36 pages). These in diff erent contexts has led to adaptations of the SE components, reports were distributed to thousands of employers and workers across therefore impacting the fi delity/quality of these services. The objective Canada, featured in newsletters, and presented at several industry and of this study was to assess the implementation of SE services in three business conferences. Canadian provinces (BC, ON and QC) by assessing the fi delity and Conclusions: This project gathered current knowledge from the scientifi c describing components of SE services. literature on several topics in workplace mental health and addictions Method: A total of 23 SE programs participated in the study, nine in and translated it into a series of business-style summary reports that BC, seven in Ontario, and seven in Quebec. The Quality of Supported were shared with employers. Implications for improving the knowledge Employment Implementation Scale (QSEIS) is a semi-structured transfer of research to the business community are addressed. interview designed to assess the implementation of SE programs for 48 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! people with severe mental illness. The QSEIS consists of 33 items, each from 410 municipal employees in Quebec helped determine the rated on a 5-point behaviourally anchored response scale. infl uence of general (i.e., big fi ve) and specifi c (i.e., self-esteem, locus of Results: Cluster analyses revealed six profi les of SE programs that varied control) personality traits on both WFC and FWC relative to that of work from high to low level of fi delity with a focus on specifi c components, (i.e., psychological demands, abusive supervision), nonwork (i.e., marital and refl ected the reality of service delivery settings. We can also observe strain, social support), and demographic variables (i.e., sex, age, income, that fi ve out the six profi les of Canadian SE programs presented a high to spousal employment, number of children living at home). The signifi cant moderate fi delity of SE components’ implementation while one profi le associations suggest that individual and organizational actions might had a low level of implementation. be most eff ective when they give full consideration to the associations Conclusion: These SE profi les refl ect the reality of the provider orga- between personality variables and WFC and FWC. nization in which the SE programs are implemented. Future investigations considering other programmatic and contextual factors, are needed to Poster / Affi che 2 expand our understanding of the work integration of people with severe What Goes Around Comes Around: mental disorders. The Benefi t of Workplace Social Capital Nicole Aitken, F. Elgar, J. Mantler, B. Campbell Therapeutic Return-to-Work Program: Threat of imminent job loss can negatively aff ects employees’ mental and Can It Be Adapted for Common Mental Disorders? physical health, and organizational outcomes. We tested a transactional Marie-José Durand, Marie-France Coutu, Louise St-Arnaud, Marc Corbière stress model in an insecure work environment and explored whether Description of the problem: Common mental disorders are one of perceived stress accounted for the links between job insecurity and the main causes for work absenteeism with increase in the incidence mental health. We also investigated the eff ect of workplace social and cost related. Return-to-work (RTW) interventions off ered to this capital on mental health. Four potential moderators (gender, age, union clientele are scarce. Current evidence support the relevance of adopting membership, tenure) were tested to identify at-risk groups. Participants the disability paradigm and considering the RTW clinical activities were employed adults collected from two communities in Eastern Ontario conducted with workers with musculoskeletal disorders in the design of (N=228). Due to an economic downturn there has been signifi cant job RTW programs for workers with mental health problems. loss in the area, producing an insecure work environment. Objectives: The main objective of this study is to adapt and transfer Results indicated that the relation between perceived job insecurity the Therapeutic Return to Work (TRW) program, initially developed and and depression and anxiety was partially mediated by perceived stress, tested for musculoskeletal disorders, to workers with common mental as predicted from the stress model. No interaction was found between disorders referred by an insurer. More specifi cally, this study aim to 1) any of the moderators and workplace social capital, indicating that develop a service utilization plan of the TRW program and 2) test its collective support reduces stress regardless of the demographic. There feasibility. was one signifi cant moderator in the relationship between job insecurity Methodology: The service utilization plan was developed using a and stress: employees who were employed longer perceived less stress participatory approach where the main actors in the process (i.e. in the context of job insecurity compared to employees with less tenure. clinicians and insurer’s counselors) met with the researchers to defi ne In the current economic climate, job losses and job insecurity will practical details such as subjects’ recruitment and activities. A pilot study become more widespread, thus threatening the health and productivity was done to test the feasibility of the program. It consisted of a multiple of workers. This study indicated that increased feelings of community case study (n=10) in which a case comprised four actors: worker absent within the workplace may enhance mental health for employees. Future from work, supervisor, clinician and insurer’s counselor. analysis of the longitudinal data will confi rm these results. Results and conclusion: A service utilization plan was developed but its implementation was impeded by several obstacles. One of the Poster / Affi che 3 main obstacles was the involvement of partners belonging to diff erent Engage with Employee Led Change organizations, each with their own objectives and constraints. This Elizabeth Smailes presentation will mainly focus on the facilitators and obstacles related Introduction: The greatest challenge of change initiatives is often not with the program implementation. the development of initiatives but successfully engaging employees in change. Employee led change is one form of change that gives employees the opportunity to creatively engage in the improving their Wednesday 28 October 2009 work environment. The presentation will cover the following topics: Mercredi le 28 octobre 2009 1) the steps managers can take to facilitate employee led change, 2) examples of change that have taken place in BC healthcare, 3) options 13:00 – 14:00 for the evaluation of change, 4) pros and cons to employee led change 1.2 Poster Session / Session d’affi ches and 5) how attendees can apply the model to their work settings. These concepts will be presented using examples from a BC employee led Poster / Affi che 1 change initiative titled ‘Changing the workplace: Improving the mental Personality and Work-Family Confl ict: health of hospital workers.’ Looking Beyond Work and Nonwork Factors Method: Thirty six acute care units from three health authorities have Victor Y. Haines III, Alain Marchand, Pierre Durand, Steve Harvey been randomly selected and randomly assigned to intervention (18 Mental health and work-family confl ict have been related in several units) and control (18 units) groups. studies. While numerous studies have investigated the eff ects of work, Results: Healthcare workers in the 18 intervention units successfully nonwork, and individual factors on work-family confl ict, few studies implemented unit level change initiatives of their choosing. considered individual variables such as personality or skill level (Baron, Conclusion: Employee led change appears to be an eff ective way to 2005). Given the demonstrated infl uence of such individual variables on engage healthcare workers in change and develop change capacity. how people experience their work and nonwork roles, this would appear to be a major fl aw in work-family research. Moreover, given the inability Poster / Affi che 4 of substantially modifying many of the work and nonwork factors Sex and Gender-Roles Divergently Predict Physical Symptoms associated with work-family confl ict, individuals and organizations and Allostatic Load might need to pay more attention to the infl uence of personality or other Robert-Paul Juster, Andrea Perna, Alireza Hashemi, Shireen Sindi, individual variables. Our study seeks to advance this issue by including Marie-France Marin, Sonia Lupien personality variables in models of work-family (WFC) and family-work Sex diff erences in stress-related conditions are undoubtedly moderated confl ict (FWC). We argue that congruence is the linking mechanism or even mediated by socio-cultural pressures that shape individual between the work and family domains and hypothesize that personality personality traits. We assessed whether gender-roles diff ered from sex in is associated with both WFC and FWC. Analysis of questionnaire data their ability to predict physical symptoms and an allostatic load (AL) index Abstracts / Résumés 49 measure of physiological dysregulations. Nineteen female and eleven working conditions of principals and job satisfaction and their physical male full-time Montreal general workers ages 27 to 65 participated. and mental health status. Blood samples were assayed for cortisol, dehydroepiandrosterone- Method: This study uses secondary data from a quality improvement sulphate, c-reactive protein, fi brinogen, insulin, glycosylated haemo- survey conducted by the Healthy Workplace Committee of a large school globin, albumin, creatinine, pancreatic amylase, triglycerides total district in Ontario, Canada. Principals and vice-principals (n=108) were cholesterol and HDL-cholesterol. Participant`s waist-to-hip ratio, heart surveyed. The SF-12 Health Survey (version-1) was used to measure the rate, systolic and diastolic blood pressures were also recorded. Biomarker physical and mental health status of the sample. The Job Satisfaction levels falling within high-risk quartiles (high and low ranges) based on Survey, a 36-item scale was used to measure nine major aspects of job biomedical normative ranges were aggregated into an AL index. The satisfaction, specifi cally for human service, public, and nonprofi t sector Wahler Physical Symptoms Inventory measured physical symptoms organizations. Logistic regression models were used to explore factors and the Bem Sex Role Inventory assessed masculinity and femininity. associated with low mental health or physical health. Two linear regressions with sex, gender roles, and age entered as Results: Results of the logistic regression models indicated that factors coeffi cients were computed for both (1) physical symptoms and (2) associated with lower physical health status are dissatisfaction with fringe AL indices. Model 1 was statistically signifi cantly predicted by sex and benefi ts, with co-workers, with nature of work and age. Dissatisfaction gender role, whereby being male and/or having greater masculinity with contingent rewards, nature of the work and working in secondary related to increased ratings of physical symptoms. Model 2, however, schools were associated with lower mental health status. was signifi cantly predicted by gender role only, with higher masculinity Conclusion: This study highlights potential mental health problems ratings relating to higher AL levels. That higher masculinity was related among principals, a group of educators and middle managers that are to increased physical symptoms and physiological dysregulations often overlooked. The results provide evidence that their satisifaction with corroborates previous research suggestive of increased susceptibilities to their work characteristics is associated with their mental health status. hyper-arousal pathologies such as cardiovascular disease in masculine- typed individuals. We postulate that masculine gender-roles may render Poster / Affi che 7 individuals more vulnerable to physiological ailments via inadequacies Walking for Wellness: to cognitively and behaviourally adapt to chronic stress. Using Pedometers to Decrease Sedentary Behaviour and Promote Mental Health Poster / Affi che 5 Carolyn S. Dewa, Wayne deRuiter, Nancy Chau, Kim Karioja Worker Allostatic Load Eff ects on Diurnal Purpose: This pilot study examined the eff ects of a 4-week intervention and Reactive Stress Measures using a pedometer to increase physical activity and mental health status Robert-Paul Juster, Andrea Perna, Alireza Hashemi, Shireen Sindi, and decrease sedentary behaviour among working adults. Marie-France Marin, Sonia Lupien Design: A non-equivalent quasi-experimental control group design was The allostatic load (AL) model proposes that chronic stress contributes used. to physiological ‘wear and tear’ as dysregulated stress hormone levels Analyses: Descriptive analyses and nonparametric procedures were like cortisol (C) exact deleterious eff ects on multiple biological systems employed. and increase vulnerabilities to stress-related diseases like depression. Results: At baseline, there were no statistically signifi cant diff erences We investigated the eff ect of AL indices on diurnal C fl uctuations and with regard to average daily time spent sitting between the group that stress reactivity measures induced using the Trier Social Stress Test (TSST). used pedometeres and the one that did not. After 4-weeks, a statistically Thirty full-time Montreal general workers ages 27 to 65 participated. signifi cant decrease in the average daily time spent sitting as well as Blood samples were assayed for C, dehydroepiandrosterone-sulphate, an improvement in mental health was observed among pedometer c-reactive protein, fi brinogen, insulin, glycosylated haemoglobin, users. In contrast, there were no signifi cant changes with regard to this albumin, creatinine, amylase, triglycerides, total and HDL-cholesterol. outcome for non-users. Participant’s waist-to-hip ratio, systolic and diastolic blood pressures Conclusion: Our results highlight the potential benefi ts of a simple short- were also recorded. term intervention for workers that could decrease sedentary behaviour Biomarker levels within high-risk quartiles based upon biomedical and increase mental health status of working adults. normative ranges were aggregated into an AL index subsequently categorized into high and low groupings. Diurnal C was measured on Poster / Affi che 8 two days upon awakening, 30 minutes afterwards, 2:00PM, 4:00PM Moving From Full-Time Healing Work to Paid Employment: and before bedtime. Stress reactivity was assessed using 10 repeated Challenges and Celebrations measures of salivary C, alpha-amylase, recordings of blood pressure Yvonne Bergmans, Anne Carruthers, Elizabeth Ewanchuk, Judy James, and heart rate throughout the TSST protocol involving public speech Kate Wren, Christina Yager and mental arithmetic tasks. The Beck Depression Inventory (BDI) Description of problem: In response to societal stigma and negative was also administered. Repeated measures ANOVAs were employed stereotypes about mental illness, people often conceal symptoms to assess AL group eff ects on stress reactivity with BDI scores entered and fail to seek treatment. What we know of early identifi cation is that as a covariate. The high AL group had signifi cantly lower diurnal and when a person experiences a mental health problem and they obtain reactive C levels but signifi cantly higher concurrent blood pressure treatment in the fi rst few months of their illness, early recovery is more and heart rate throughout the TSST. Consistent with expectations, the likely; early detection and treatment also reduce the likelihood that the observed sluggishness of C activations and simultaneous elevations mental health problem will become chronic. When short-term disability in cardiovascular reactivity resembles PTSD profi les characterized by becomes long-term, there is a lesser chance that the person will be able blunted C and elevated catecholamine levels. to return to previous levels of profi ciency. These are important economic factors. Poster / Affi che 6 Objectives: Train managers how to identify and address mental health Examination of Factors Associated with the Mental Health Status issues, including emotional distress and burnout with employees. In of Principals training managers MHW equips them with the skills and knowledge Carolyn S. Dewa, Stanley W. Dermer, Nancy Chau, Scott Lowrey, to feel more comfortable addressing these often concealed and Susan Mawson, Judith Bell misunderstood issues. Problem: In an eff ort to better prepare future generations of workers for Methodology: Eff ective adult education strategies that are proven to the new labour market, new and increased demands have been placed on reduce stigma are used, such as videotaped interviews with people who the educational sector. There is mounting evidence these demands have live and work with mental health issues. The workshops have useful exposed principals to an increasing number of work-related stressors. information, resources and skill practice for eff ective performance Objective: This study examines the association between self-reported management when mental health or addiction is a concern.

50 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Results: Excellent! MHW has grown to 40 certifi ed trainers now delivering Poster / Affi che 11 training across Canada in both offi cial languages. We have solid qualitative Prevention and Treatment of Acute Psychological Trauma: and quantitative data ready to share. Mental Health Commission of A Case Study in Public Transit Canada has endorsed a workshop designed to reduce stigma. Ash Bender, Paul Links Conclusions: There is much more work to be done, but Mental Health The Acute Psychological Trauma (APT) study addresses treatment and Works is committed to reducing stigma in the workplace. return to work for workers suff ering psychological trauma. Many work settings, such as police, EMS and transit, involve traumatic exposures Poster / Affi che 9 and face issues related to acute and chronic traumatic stress disorders in Promising Predictors of Work Outcomes workers. The signifi cant costs of a trauma can include worker suff ering, for Adults with Schizophrenia time off work, and both compensable and non-compensable insurance Julie Haslam claims. The Toronto Transit Commission (TTC), in collaboration with CAMH An exhaustive literature review reported an urgent need for developing and SMH, is currently participating in a case study aimed at addressing evaluation tools with robust psychometric properties to evaluate and lost-time from work due to psychological trauma. The study examines predict work capacities of people with a severe mental illness like barriers for traumatized TTC employees to seeking help and returning to schizophrenia. It underlined the importance of functional evaluations work. Qualitative interviews have been conducted which explore what as a part of the process of the work capacity evaluation of this traumatized TTC employees perceive as obstacles in overcoming their population. Within that context, an exploratory study was conducted injury and returning to work. The fi nal phase involves implementing to investigate if the processes of task performance as measured by and evaluating a best-practice intervention (BPI) entailing education the Assessment of Motor and Process Skills (AMPS) may discriminate and training, screening and surveillance, selective specialty referral and the level of employment of this population. Twenty adults with return to work coordination – all of which aim to reduce the costs listed schizophrenia who were engaged either in competitive employment, above. A pre/post-intervention method will be employed to test the supported employment, prevocational training, or non vocational effi cacy of the BPI. The date of traumatic event to time to return to work activities, participated in this prospective study. They completed and costs would be compared between treatment as usual (TAU) and the AMPS, the Positive and Negative Syndrome Scale, the Addiction the BPI. The knowledge garnered from this research has the potential Severity Index, and the Worker Role Interview to gather data about to help reduce costs to employees, employers, and insuring agencies. their occupational performance, symptoms, drug and alcohol use, This presentation will present initial fi ndings regarding the TAU cohort psychosocial and environmental factors that might infl uence their work- as well as current implementation strategies for the BPI. related outcomes. Analysis revealed a moderate relation between the level of employment and the global scores of the process skills scale Poster / Affi che 12 in the AMPS. This should be seen as preliminary evidence that beyond Uptake of Research on Education and Employment the basic cognitive functions, processes of task performance may also for Consumer/Survivors be a predictor of work-related outcomes for this population. Results Angela Yip, Heather Bullock, Heather Soberman, Nandini Saxena highlighted the importance of considering one’s personal causation and Objective: This presentation will explore the strategy, activities and worker roles when assessing work capacities for this population. Finally, impact of the Ontario Mental Health and Knowledge Exchange Network fi ndings supported the four levels of employment used in this study as (OMHAKEN). OMHAKEN is a network through which researchers engage a continuum in terms of level of functioning and expectations related to with a variety of stakeholders to promote the uptake of mental health productivity and competitiveness. and addictions research in policy, planning, and program delivery, to improve services and support for people with mental health and Poster / Affi che 10 addictions challenges. A Pilot Study of Telephone CBT in an Employee Assistance Program Description of Problem: OMHAKEN is currently focused on employment Raymond W. Lam, Kevin Lutz, Melady Preece, Anne Bowen Walker, and education for people with serious mental illness as lack of access Paula M. Cayley to these areas has a signifi cant impact on a consumer/survivors, ability Description of the Problem: Employee and Family Assistance Programs to achieve recovery. The lack of research uptake poses a barrier to (EAPs) often act as the “fi rst line of defence” for stressed and depressed the adoption of evidence-based practices, programs and policies in employees by providing short-term counseling. Some barriers to employment and education. counseling include reluctance to take time off work, especially in rural Methodologies: OMHAKEN uses a ‘network of networks’ approach areas where there are greater travel distances. Counseling conducted to leverage already existing networks so that OMHAKEN’s impact is over the telephone may overcome some of these barriers. enhanced. The network is engaged in using other best practice methods Objective: To assess in a pilot study the clinical and work productivity of knowledge exchange, including: eff ects of a brief intervention using telephone-administered cognitive · Highlighting research, promising practices and developing an behavioural therapy (CBT) in an EAP setting. annotated bibliography relevant to education and employment for Methodology: Self-referred clients attending the Interlock EAP individuals with serious mental illness; with depressive symptoms at assessment were off ered an 8-session · Dissemination of plain language summaries of select journal articles; telephone-administered CBT program based on the Simon, Ludman · Convening of an employment and education working group with and Tutty model from the Seattle Group Health Cooperative. Outcomes stakeholders from diff erent sectors; and before and after intervention were assessed with the Personal Health · Hosting knowledge exchange events. Questionnaire (PHQ-9), Global Assessment of Functioning (GAF) and Results: We will present results of an evaluation of OMHAKEN’s work clinician ratings of work absence and performance impairment. with respect to the network’s overall purpose, structure and impact. Results: 39 clients participated in the pilot and 31 completed the telephone Conclusion: A network increases opportunities to expand the reach and CBT program. Those completing the program showed signifi cant uptake of research. Incorporating an evaluation helps to continuously improvement in both PHQ-9 and GAF scores. There was also signifi cant improve the quality and eff ectiveness of the network. reduction of performance impairment scores but not work absence. Anecdotally, participants reported high satisfaction with the program. Poster / Affi che 13 Conclusions: The results of this pilot study suggest that a brief telephone- Working in Mental Health While Living administered CBT program can improve depressive symptoms, work with a Mental Health Problem productivity, and general function in depressed clients attending an Mariel Mainville, Bonnie Kirsh, Greg Kim EAP. The limitations of this study include the lack of a comparison or Growing numbers of persons with lived experience of a mental health control group, so further controlled studies are needed to confi rm these problem are gaining paid employment within traditional mental health preliminary fi ndings. settings. Despite this growing trend, little research has examined

Abstracts / Résumés 51 the factors that promote successful work experiences for these Work with the business community and the public to address the issues individuals. The purpose of this research is to explore and describe of stigma in the community and workplace for persons with mental how organizational factors impact the work experiences of employees illness; As part of our project long-term sustainability we believe that with lived experience of a mental health issue working at a large urban that it is crucial that we present provincial and regional funders with mental health agency. A grounded theory approach will be used to an innovative project with results based outcomes which will facilitate analyze data collected through semi-structured interviews. Findings ongoing support of the project. Promote coordination between federal, regarding accommodations, workplace policies, organizational culture, provincial, and regional disability support programs to address barriers relationships and patterns of communication will be discussed in terms to employment for individuals with mental health issues. A unique of their implications for employees with lived experience of mental element of our project is that we incorporate the pilot project, bring in a health problems and their employers. local Board, and divest it to the community. Results: Over 750 persons with M/H issues returned to employment in Poster / Affi che 14 the last six years. (50 more went on to school). Design and Outcome of a Novel Internet Mental Health Care Conclusions: The BUILT Network project has become the most successful Management System in the Workplace employment project for persons with m/h issues in Canada. Sagar Parikh, Sam Ozersky Problem: Employers struggle to identify employees with mental health Employment Works! Examining a Human Resource Recruitment problems and link them to eff ective treatments. In response, a novel & Retention Strategy Targeting People with Mental Health and internet-based mental health screening and management system was Addiction Challenges developed, known as FEELINGBETTERNOW.COM (FBN). This system Diana Capponi has been provided as a free, anonymous employee benefi t through a Objectives: (1) To describe a Human Resources recruitment and retention number of Canadian corporations. FBN helps the employee and their strategy that targets people with mental health and/or addiction physician optimize diagnosis, treatment and compliance in the medical challenges. (2) To examine the eff ectiveness of the strategy care of common mental disorders. Background/Rationale: Recent research quotes an 85% rate of Objectives: To describe FBN in terms of participant involvement, and unemployment for those that have received mental health and/or describe one year outcomes in a large organization. addiction challenges. Although there are services which assist people Method: FBN will be demonstrated as how one individual would to access entry level jobs, there are few that eff ectively help people enter personal health information. Specifi c tools screen for potential back into the workforce at the level where they were once functioning. diagnoses of mood, anxiety, and substance abuse, while other tools Employers do not know how to eff ectively accommodate mental health, measure symptom severity, workplace disability, and provide evidence nor successfully return to work. based psychotherapy and medication treatment guidance. Methods: A logic model will be used to describe both the inputs and Results: In a large organization, utilization was expected to be 3-5% in outputs and resources of the program. Eff ectiveness of the strategy will one year. In actual performance, almost 20% utilization was noted, with be evaluated using recruitment & retention strategy outcomes. 75% of users meeting criteria for a likely DSM-IV diagnosis. Most were Results:Successes: Over 60 individuals employed at CAMH over fi ve untreated and received treatment suggestions derived from Canadian years. 30% of people who contact Employment Works! fi nd employment guidelines; of those in treatment, 20% had either diagnosis or treatment elsewhere. Anti-Stigma education incorporated into new employee changed as a result of FBN. In addition, qualitative data demonstrates orientation establishment of unusual suspects group. Monthly high satisfaction from users and family physicians. presentations to new staff orientation sessions about Employment Conclusion: FBN is an inexpensive and anonymous Web Based tool that Works! and the Unusual Suspects. Decrease in stigma in the workplace. has high uptake and acceptability for users, physicians, and employers. Challenges: Unionized workplace, two separate unions. Internally In addition, FBN identifi es many individuals with mental disorders and Stigma and discrimination still prevalent. Having other employers adopt provides the user and their family physician with relevant treatment this strategy, stigma very prevalent. Maintaining confi dentiality. advice derived from major treatment guidelines. Conclusions: People do recover and become productive workers with a strong commitment and appreciation for their employment. CAMH services improve as the number of people working here with Wednesday 28 October 2009 personal experience provide services. Healthy for employers to discuss Mercredi le 28 octobre 2009 mental health in the workplace, it increases mental health literacy. For those individuals who have decided to disclose their status, they are 16:00 – 18:00 committed to having these workplace discussions. Could be adopted 1.4 Concurrent Sessions / Sessions simultanées within any organization that has a Human Resources Department.

Session 1.4A: Work Stress and Alcohol Use: The Last Decade’s Research Reintegration into the Workforce Richard L. Leavy Problem: No literature review of research on work stress and drinking Réintégration dans la main d’œuvre has been published in the past ten years. Models of stress-related drinking have become more complex in the intervening years. A review BUILT Network Skills Development Program of the recent research was needed. Dave Gallson Objective: This paper reviews the relevant cross-sectional and Description of the problem: High level of Unemployed Persons with longitudinal studies published in the past decade to identify evidence Mental Health Issues for direct links between work stress and drinking and relationships that Objectives: To provide skills development, self-esteem, self-confi dence, are moderated and mediated by other variables. workplace habits and ethics, interview skills and positive employment Method: All English language quantitative research on work stress and traits for participants in order to assist them obtain and retain drinking published from 1999 to the present was identifi ed, evaluated, employment; thereby increasing their socio-economic health and and summarized. Fifty-four cross-sectional and 11 longitudinal studies wellbeing. were included in the review. Develop eff ective partnerships with the business Methodology: Results: Cross-sectional research indicated that drinking is more likely to community to become involved with the project through presentations, be aff ected by extreme forms of work stress such as sexual harassment, steering committee membership, and providing job opportunities for bullying, and critical incidents than expected forms such as heavy graduates; Increase the total number of persons with mental illness workload and low decision control. Longitudinal studies provided who fi nd jobs or pursue educational goals; Recognize and promote the additional evidence for a causal link between work stress and drinking. capacity of society to off er employment to people with mental illness;

52 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Conclusions: Work stress-drinking associations may be more likely une hausse des absences liées à des problèmes de santé mentale. Peu when work stress is extreme. This suggests focused interventions in d’études ont été réalisées auprès de travailleurs du secteur privé. the workplace that may prevent or diminish the impact of stress on Objectif : Cette étude s’inscrit dans le cadre d’un projet de recherche plus problematic drinking. large visant à documenter le processus de construction de l’incapacité de travail[1]. Ce travail cherche à comprendre comment le questionnement Workplace Reintegration of Veterans with Mental Disorders des valeurs, le maintien du lien d’emploi ou du métier marquent le Dave Pedlar, Linda Vantil, Deniz Fikretoglu processus de retour au travail des individus s’étant absentés. The impact of mental illness on the workplace has been examined in Méthode : La méthode s’appuie sur un devis qualitatif basée sur terms of its eff ect on decreased productivity. This corresponds to a l’analyse de 43 entretiens auprès de travailleurs salariés s’étant absentés continuum of work with most of the workforce well and at work, some du travail en raison d’un problème de santé mentale. Pour retracer leurs with symptoms that decrease productivity (presenteeism), some absent cheminements, nous avons mené une analyse thématique de contenu on sick leave, and small part of the workforce with prolonged disability. sur une sélection de 21 entrevues concernant les travailleurs ayant This presentation focuses on the far end of the continuum: workplace eff ectué un retour au travail. reintegration for those with a prolonged mental disability. The Veteran Résultats : Seulement 8 participants ont eff ectué un retour au travail population presents special challenges since they are leaving the military chez le meme employeur. Tous les autres ont entamé une démarche workforce and reintegrating to a new civilian workplace. Reintegration d’exploration vers de nouveaux types d’emplois ou on remit en doute la diffi culties are compounded for those with a mental disorder. pratique de leur profession initiale. Certains travailleurs oscillent entre The objective of the presentation is to present relevant fi ndings from un passé douloureux et un avenir incertain. a literature review used to develop a preliminary tertiary prevention Conclusion : Le retour au travail est marqué par la présence ou l’absence model for Veterans with mental disorders. Components of the model de diff érentes pratiques de soutien qui ne sont pas sans eff ets sur le include various organizational levels of the personal, health care, processus de rétablissement, de retour au travail et de maintien en workplace, and compensation systems. The inter-disciplinary model emploi. incorporates key concepts from psychology, psychiatry, epidemiology [1] Étude menée par St-Arnaud, L., Fournier, G., Saint-jean, M. et and rehabilitation. This provides a framework for understanding the Rhéaume, J. (2004-2007). Construction sociale de l’incapacité de travail. interplay of workplace, compensation, health care, and personal Subvention Conseil de la Recherche en Science Humaine du Canada. determinants of successful reintegration. This presentation provides an opportunity to expand knowledge Supervising Individuals with Lived Experience of Mental Illness: on the impact of mental health on workplace reintegration of Veterans. Employer’s Perspective Future research will examine interventions to increase successful Ashley Jewett, Bonnie Kirsh, Gregory Kim reintegration of Veterans into civilian life. Research into mental health and employment has largely focused on the needs and issues of consumers/employees. Little is known about Session 1.4B: the issues facing employers and how they perceive the challenges and Perspectives on Disability Management benefi ts of supervising employees with mental health problems. The Perspectives sur la gestion de l’incapacité purpose of this study is to examine the experiences of employers who supervise individuals with lived experience of mental illness. It addresses factors that help and hinder meaningful work experiences for these Re-Thinking “Us” Versus “Them”: supervisors, approaches to decision-making about accommodations Mental Illness Among Healthcare Employees at the workplace and the impact of organizational culture on the work Sandra Moll, J. Eakin, C. Strike, R. Franche experience, amongst other factors. This qualitative, grounded theory Employees in the mental health system are hired for their expertise study consists of semistructured interviews with employee managers at as service providers. If they personally experience mental health or a large urban mental health agency. Findings related to the dilemmas, addictions issues, however, traditional staff -client boundaries may be benefi ts and challenges of supervising someone with lived experience challenged. Stigma can be a signifi cant issue, leading to workplace of mental health as well as issues around resources, supports, and discrimination and delays in seeking treatment. Although we know accommodations will be presented. Implications for creating stigma is a problem, we know little about how it unfolds within the successful work experiences are discussed. context of work. The objective of this study was to explore the experiences of staff within a healthcare organization, and how the interactional, (WITHDRAWN) / (RETIRÉE) structural and discursive dimensions of the work environment shaped Stigma in the Hiring Process: their response to mental health and/or addictions issues. An institutional Employer Perceptions of Mental Illness and Substance Abuse ethnography approach was adopted which enables exploration of day- Beth Angell, Matthew Spitzmueller, Patrick Corrigan to-day experiences within the broader social relations of work. Low employment rates among persons with psychiatric disabilities The study was conducted at a large mental health and addictions have been linked to stigma, yet little is known about the process by organization. Sources of data included: in-depth interviews with 18 staff which such discrimination occurs. This qualitative study examines members who experienced mental health and/or addictions issues; employers’ assumptions about the capacities of potential workers with interviews with 11 workplace stakeholders who interact with ill staff mental illness vs. those with substance abuse problems and shows how members (eg. managers, unions, occupational health providers); and these attributions translate into negative expectations for workplace review of organizational texts related to health, illness and productivity. performance. Semi-structured interviews were conducted with a Qualitative analysis of the transcripts and texts explored institutional representative sample of 40 small business employers in a major U.S. city. practices that led to staff being defi ned as unwell, and in some cases, Interviews inquired about fi rm origins and development; description of problematic. Social positions within the institutional hierarchy created the hiring process, with focus on entry-level hiring; and experiences the diff erential expectations for performance and rules for disclosure. employers had with workers with mental illness with various behavioral Tensions were evident between clinical versus business approaches to health conditions as well as their perceptions about these persons as dealing with mental illness and addictions among staff . Study fi ndings potential hires. Employers characterized people with mental illness as inform our understanding of how to address contextual dimensions of exhibiting bizarre and confused thinking as well as erraticism, whereas stigma within a healthcare environment. they predicted that people who abuse substances would be unreliable and exhibit poor judgment in the workplace. Employers worried that Retour au travail et santé mentale dans l’entreprise privé both types of workers would compromise safety in the workplace and Marisol Moore, L. St-Arnaud, G. Fournier, M. Saint-Jean, J. Rhéaume that their interpersonal defi cits would harm the business; however, these Problème : Les pressions exercées par les transformations du travail concerns were manifest diff erently across mental illness vs. substance ont des eff ets sur la santé psychologique des travailleurs. On constate abuse. These attributed characteristics clashed with employers’ vision of Abstracts / Résumés 53 an idealized worker (fl exible, motivated, dependable) and were seen as Conclusion(s): GM@W is a comprehensive, evidence-based resource incompatible with the physically intimate and generalist nature of small that employers can utilize to accurately assess for psychosocial risks business environments. These results complicate the disclosure dilemma in their workplace and identify practical responses in order to create a and suggest that anti-stigma campaigns must go beyond training the psychologically safe and healthy workplace. public to become more empathic toward people with mental illness by targeting specifi c contextual concerns of employers. Inequalities in Major Depression and the Impacts of Perceived Changes in Job Strain on Depression Session 1.4C: JianLi Wang, N. Schmitz, Carolyn S. Dewa, S.A. Stansfeld Burden of Mental Illness & Workplace Factors Objectives: To (1) estimate the incidence of major depression by Associated with Mental Health levels of socioeconomic variables in the working population, and (2) investigate the impacts of perceived changes in job strain on the risk of Impact de la maladie mentale et facteurs major depression. en milieu de travail associés à la santé mentale Methods: For the objectives, data from the longitudinal cohort of the Canadian National Population Health Survey were used. Major Economic Implications of Workplace Substance Use, Gambling, depression was assessed by the Composite International Diagnostic and Mental Health in Alberta, Canada Interview – Short Form in the NPHS. Angus Thompson, Stephanie Phare, Philip Jacobs, Rita Yim, Results: Based on data from 2000/01 to 2006/07, low education level (odds Carolyn S. Dewa ratio = 1.86, 95% CI: 1.28, 2.69) and fi nancial strain (odds ratio = 1.65, 95% This study is the third in a series of surveys of workplace addictive CI: 1.19, 2.28) were associated with an increased risk of major depression. behaviours in Alberta, Canada. Waves I (1992) and II (2002) examined Working men who reported low household income (12.9%) had a higher employee and employer responses to items on use of alcohol, illicit incidence of MDE than others. The NPHS participants were classifi ed into drugs, medicines, and tobacco. Wave II also included items on problem four groups by changes in job strain status from 1994/95 to 2000/01 (no gambling. In Wave III (2009) core questions were held constant to allow change in low job strain, no change in high job strain, changing from high estimates of changes in incidence over time. Sections on mental health to low job strain and changing from low to high job strain). The incidence were added that allowed formulation of psychiatric diagnoses, and the proportion of major depressive episodes in each of the four groups was economics section was enhanced. The results over the fi rst two waves 4.0%, 8.0%, 4.4% and 6.9%, respectively. Participants who reported a show that most employees report being problem free. Nonetheless, there change from high to low job strain had similar risk of major depression as are signifi cant numbers whose level of use puts them at substantial risk those who were exposed to a persistently low job strain. of harm to themselves and their families, and to their work productivity. Conclusion: Socioeconomic inequalities in major depression exist. Alcohol use was the most common of the addictive behaviours among However, the inequalities may depend on measures of socioeconomic Alberta workers, with prevalence of consumption being relatively status, gender and employment status. Reducing job strain may have constant from 1992 to 2002 (81% & 80%), but with signifi cant variation positive impacts on the risk of depression. across industries. Costs due to alcohol use in the workplace outstripped all others at an estimated $51 million in 2002. The proportion of workers Les résultats d’une intervention participative who reported drug use rose from 6% to 10% (primarily cannabis). Wave visant agir sur l’environnement de travail III data will be analyzed in conjunction with data from Waves I and II to Nathalie Jauvin, Julie Dussault, Renée Bourbonnais, Michel Vézina examine trends across the three testing times. The new information Les diffi cultés liées à la santé mentale constituent un des types de on mental health, and more extensive economic analyses, will provide problèmes de santé les plus fréquents, coûteux et invalidants dans la a more comprehensive array of the major predictors of addictive population en âge de travailler. Plusieurs études ont documenté l’eff et behaviour, and provide additional important information to employers des contraintes psychosociales au travail sur la survenue des problèmes and employees. de santé mentale. Toutefois peu d’études rigoureuses évaluant des interventions visant à diminuer ces contraintes et leurs eff ets néfastes Guarding Minds @ Work (GM@W): sur la santé ont été réalisées et celles disponibles comportent des limites A Workplace Guide to Psychological Safety and Health méthodologiques importantes. Joti Samra, Merv Gilbert, Martin Shain, Dan Bilsker L’objectif principal de l’étude dont il sera question consistait à évaluer Description of Problem: Workplace prevention and promotion eff orts une intervention participative visant la réduction de quatre contraintes have typically focused on the physical aspect of human health. However, psychosociales précises de l’environnement de travail (demande evidence suggests a strong need for prevention and promotion eff orts psychologique élevée, latitude décisionnelle faible, faible soutien social focused on identifying and reducing the eff ects of organizational factors des collègues et des superviseurs, déséquilibre eff orts-reconnaissance) that impact employee mental health. The research question relates to et la réduction des problèmes de santé mentale et de la violence how we, as mental health investigators, can draw on current knowledge interpersonnelle dans trois centres de détention (CD) provinciaux du and evidence to create a practical resource that enables employers to Québec. establish a psychologically safe and healthy work environment. Les trois principaux objectifs de cette étude étaient (1) de produire des Objective(s): To develop an evidence-based and user-friendly resource connaissances permettant de développer des interventions appropriées that employers can use to (a) assess for psychosocial risks in the pour diminuer la prévalence de contraintes psychosociales au travail workplace; (b) respond to identifi ed risks; and (c) evaluate whether ciblées, (2) d’évaluer le processus d’implantation des interventions response strategies were eff ective. et (3) d’évaluer les eff ets de l’intervention sur les variables ciblées. Un Methodology: A comprehensive review of the empirical and applied questionnaire administré avant l’intervention (2004) puis à deux reprises literature on psychosocial risks in the workplace was conducted. Expert après (2007; 2009) a permis d’évaluer les impacts des interventions. stakeholder input was obtained from both international experts and L’intervention a produit des résultats intéressants, porteurs de a range of key workplace stakeholders across Canada. Twelve key répercussions positives non seulement pour les travailleurs et dirigeants psychosocial risk factors were identifi ed. Qualitative and quantitative des milieux correctionnels, mais également, pour ceux d’autres secteurs input on the content of these domains was obtained through a d’activités confrontés à des problèmes similaires. Nous dresserons un combination of focus groups and electronic surveys. bilan des interventions réalisées et des conditions qui ont favorisé leur Result(s): This research resulted in the development of Guarding Minds implantation. @ Work (GM@W): A Workplace Guide to Psychological Safety and Health, a comprehensive assessment, response and evaluation strategy that helps employers to assess for, respond to and evaluate psychosocial risks in the workplace.

54 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Thursday 29 October 2009 Conclusions: Most paramedics receive downtime after a critical incident Jeudi le 29 octobre 2009 and fi nd it helpful. Symptoms of depression are common in paramedics, and are inversely associated with downtime. Duration of arousal does 11:00 – 12:30 not appear to mediate this association. 2.2 Concurrent Sessions / Sessions simultanées Responding to the Creation of Trauma Session 2.2A: During Social Work Internships Responding to Critical Incidents at Work Rick Csiernik, L. Dromgole, S. Didham, M.L. Karley, D. Hurley Gestion des incidents critiques au travail Problem: What occurs to social work students during their pre- employment internships in terms of traumatic events and what impact does this have upon their academic and internship experiences? Critical Incident Stress Management (CISM): Objectives: 1. To assess the level of trauma social work internships Entrepreneurial Shamanism or Health Promotion? create. 2. To determine what mechanisms can be established to alleviate Leigh Blaney traumatic incidents that aff ect students when they enter the profession Description of problem: Workplace trauma has traditionally been as full-time employees. situated in a medical model that focuses on treating post-traumatic Methodology: Fifty-eight interns at one Canadian school of social work stress disorder. CISM, in particular debriefi ng, has been maligned by voluntarily completed a survey consisting of open and closed ended some as a shamanistic ritual, yet fully endorsed by many as a health questions to examine their exposure to trauma during the course of construct underpinning resilience and coping. their fi eld practice at the conclusion of their academic year. Objectives: This presentation focuses on the outcomes of two research Results: The majority of social work interns experienced at least one studies with Canadian and U.K. fi refi ghters which explored fi refi ghter incident that was emotionally or physically distressing. While most perceptions of stress and coping. The presentation describes how instances did not regularly occur, nor did they have an overwhelming CISM ‘works’ as a health promotion concept embedded in the culture impact, a small number of interns were exposed to traumatic incidents and coping of the fi re service. Health promotion philosophy & practice that were of signifi cance. This was the result of the actions and behaviours are reviewed; questions about the implications of a paradigm shift are of both clients and in a few instances of their fi eld instructor or faculty raised. consultant. Fifty-two signifi cant or severe events were reported by the 58 Methodology: The research used grounded theory methodology, participants. Changes in sleeping, eating, concentration, psychoactive survey/interview, and purposeful sampling. One thousand fi refi ghters substance use, confi dence, and academic performance all occurred as a participated in the two studies. result of attending practicum. Results: Both studies explicated social support, personal coping, and Conclusion: Formal mechanisms and curriculum including debriefi ng meaning-making as necessary components to fi refi ghter coping and opportunities should be in place to assist students respond to the stress to the mitigation of distress postincident. Both studies also explicated and trauma of internships and to help prepare them for the additional critical incident stress management (CISM) as a vehicle to support complexity of full-time social services employment and the associated fi refi ghter coping. Participants articulated an aversion to the traditional mental health stresses of the work. ‘medical model’ which focuses on screening and treatment of post- traumatic stress disorder, and endorsed a clear affi liation with a ‘health promotion’ approach to managing work-related stress. Session 2.2B: Conclusions: This presentation supports the call for a paradigm shift Work Factors and Work Outcomes in trauma & critical incident stress management from the traditional Facteurs et résultats du travail ‘medical model’ to one of health promotion. CISM programs support health and coping. The call for a trauma paradigm shift directly aff ects Improving Sleep and Waking in Shift Workers the workplace in three domains: theory, research, and practice. by Circadian-Based Interventions Diane B. Boivin, P. Boudreau, G. Tremblay Downtime After Critical Incidents and Emotional Sequelae Introduction: We hypothesized that circadian adaptation to a schedule in Paramedics of regular nights or rotating shifts is a determining factor for the Janice Halpern, R.G. Maunder, B. Schwartz, M. Gurevich duration of daytime sleep following night shifts. The results of two fi eld Description of the problem: First responders are routinely exposed to experiments are presented to address this issue. critical incidents and are at risk of developing emotional sequelae. The Methods: Experiment 1: 15 night shift nurses (mean age ±SD: 41.8 relationship of post-incident downtime to emotional sequelae requires ±7.9 years; 9 controls and 10 intervention) received an intervention further exploration. consisting of phototherapy at night, dark goggles in the morning, and Objectives: We examined the hypotheses that downtime is i. directly regular sleep/darkness in the day. Experiment 2: 15 police offi cers (mean associated with faster recovery from arousal after a critical incident, and age ± SD: 30.1 ± 5.2; 9 controls and 8 intervention) worked 7 consecutive ii. inversely associated with emotional sequelae. nights as part of a rotating schedule and were exposed to portable Methodology: 228 front-line and supervisory paramedics completed phototherapy lamps at night, orange-tinted goggles at sunrise, and questionnaires tied to a critical incident which measured whether maintained regular sleep/darkness during the day. Schedule. Diurnal and how they experienced downtime after the incident, duration of sleep was measured at home by wrist actigraphy in both experiments. posttraumatic arousal (beyond one night), as well as symptoms of Circadian phase was assessed based on salivary cortisol and melatonin depression, PTSD, somatization and burnout (with high scores defi ned and the urinary excretion of 6-sulfatoxy-melatonin. using accepted cut-off s). Results: Following night shifts, treatment group nurses had mean Results: High symptom scores were reported by 24% of the sample for diurnal TST (±SEM) of 7:20 ± 0:10 compared to 6:35 ± 0:08 in control depression, 8% for PTSD, 16% for somatization, and 29% for burnout. group nurses (Mann-Whitney, p=0.05) and greater circadian phase delay Of 217 subjects who provided complete information on downtime 74% (t-test, p=0.04 both parameters). No diff erence in sleep parameters or received downtime, 45% of whom had less than 2 hours. Of those who circadian phase shifts was observed between the two groups of police reported on its helpfulness (n = 150) 63% found it helpful or very helpful, offi cers. Following night shifts, treatment group offi cers had mean 14% found it unhelpful or very unhelpful, the remainder were neutral. diurnal TST (±SEM) of 6:33 ± 0:25 comparable to 6:21 ± 0:48 in control Receiving downtime was not associated with duration of post-incident group offi cers. arousal. It was associated with less depressive symptoms (mean CESD- Discussion: Circadian adaptation is a determinant factor of daytime 10 6.9, SD 4.3 with downtime vs 8.9, SD 5.1 without), but not with other sleep duration in shift workers. Methodological diff erences and outcomes. diff erent exposure to environmental synchronisers might contribute to diff erences between studies.

Abstracts / Résumés 55 Nurses’ Mental Health Risks: A Report of Ongoing Research an innovative voluntary nurse-based disability case management Jacqueline Choiniere, Judith Macdonnell, Tamara Daly, Hope Shamonda program introduced in 2006 by the Nova Scotia Public Service Long The problem: The National Survey on the Work and Health of Nurses Term Disability Trust Plan Fund (NSPS LTD Trust), the provider of (NSWHN) fi ndings indicate that a majority of nurses are experiencing integrated disability benefi ts to 12,500 employees of the Province of work-related illness, injury and/or violence, with serious implications for Nova Scotia and other public sector agencies. One dimension of the their mental health and well-being. A more comprehensive analysis of evaluation investigated whether rates of LTD claims decreased following these problems is urgently needed. introduction of the STI program. Objectives: The authors are part of a SSHRC-funded team conducting a Methodology: We analyzed data from a time series of LTD claims from multi-year investigation of how gender, race and other social locations the NSPS LTD Trust, spanning the years 1990 to 2008. We employed relate to the work and health of regulated nurses in Ontario. The paper an econometric time series approach that explicitly searched for a analyses nurses’ reports of mental health implications combined with structural break point in the time series, while remaining agnostic about reports of poor working conditions such as unequal access to safe work the precise location of the breakpoint, if it exists. environments, a lack of full-time positions, and poor administrative and Results: A structural break found in proximity to the date the STI clinical support or respect. program increases confi dence in the conclusion that the STI program Methodology: Using a feminist political economy analytical lens, the led to a decrease in LTD claims. paper is based on the NSWHN survey results, and qualitative analysis Conclusion: Evaluation of existing disability management programs can of key informant interviews and focus groups with Ontario regulated provide valuable insights for the design of new interventions. Structural nurses (RNs and RPNs) working in hospitals, nursing homes and home break time series methods are useful to evaluate a program’s impact care. when data on system performance is available before and after the Results: Nurses report that excessive workload, discrimination, bullying, program’s implementation date. inter-professional confl icts, lack of educational, clinical or administrative support aff ect their mental health and well-being. We discuss what this Les cibles du harcèlement psychologique : means for the individual nurse, the nursing profession, patients’ quality trajectoires et pistes d’intervention of care and the entire health-care system. Nathalie Jauvin, Louise St-Arnaud Conclusions: We discuss the inextricable connection between the L’intérêt pour le phénomène de harcèlement psychologique s’est accru eff ectiveness of care, the health of our providers and the sustainability de façon importante au cours de la dernière décennie. Le harcèlement of our health-care system. psychologique génère des consequences importantes sur la cible de ces comportements déviants mais aussi sur les organisations où se vit du Session 2.2C: harcèlement. Plusieurs des personnes ciblées devront d’ailleurs se retirer Disability Management & Return to Work du travail de façon temporaire, voire défi nitive, en raison des atteintes Gestion de l’incapacité et retour au travail provoquées par la situation. Les données disponibles sur l’utilisation des nouvelles dispositions législatives au Québec en matière de HP indiquent par exemple que près de 60% des personnes ayant porté plainte pour Can Early Return to Work Produce Medication Overuse Problems? HP sont, au moment du dépôt de la plainte, sans emploi (Brun et Kedl, Ellen MacEachen, Lori Chambers, Agnieszka Kosny 2006). La question du maintien en emploi et de la réadaptation de ces Disability management and return to work can mean a complex process travailleurs est donc particulièrement importante et pose des défi s that involves not only managing an injury but also additional issues majeurs, notamment en termes de prévention. Jusqu’ici, la question such as mental health and medication use problems. Although workers’ des trajectoires des cibles de harcèlement n’a été que très peu abordée compensation may not be technically liable for these additional health dans les écrits et celle du maintien en emploi ou de la réhabilitation problems, insurers are faced with the need to address them in order to des travailleurs après un épisode de harcèlement psychologique achieve successful return to work. This paper addresses health complexity encore moins. Pourtant, sur le terrain, la question des trajectoires des during return to work and focuses in particular on how policies of early plaignants et celle du maintien en emploi de ceux-ci préoccupe. C’est return to work can, in some circumstances, actually produce medication à partir d’expériences de recherche et de terrain que nous tenterons ici use problems among injured workers. de mieux saisir les trajectoires des personnes exposées au harcèlement This analysis is based on fi ndings from a larger study of injured psychologique et à dégager, à partir des ces expériences, des pistes pour workers with long-term and complex workers’ compensation claims. envisager des pratiques adaptées qui pourraient favoriser le maintien en In-depth interviews were conducted in Ontario over 2004-06 with 48 emploi des travailleurs touchés par ce phénomène. injured workers and 21 service providers about return to work processes and problems. A modifi ed grounded theory analysis process yielded consistent themes and concepts. Our analysis identifi es ways that worker medication use problems Thursday 29 October 2009 are not merely individual or social issues, but rather can be imbued in Jeudi le 29 octobre 2009 systemic processes that can create inviting conditions for these problems. 15:30 – 17:30 That is, early return to work policy that requires that employers to return 2.4 Concurrent Sessions / Sessions simultanées workers to the workplace before injury recovery can foster a focus on the timing of work return and not on the health needs of workers. In these circumstances, the consumption of excessive medication can be Session 2.4A: linked to worker’s needs to manage signifi cant pain while they attempt Stigma & Discrimination in the Workplace to comply with employer and insurer requirements about early work Stigmatisation et discrimination en milieu de travail return. Dévoilement identitaire en milieu de travail : Early Intervention to Manage the Mental Disability une comparaison entre gais et lesbiennes of Disabled Workers Line Chamberland, Michaël Bernier, Christelle Lebreton William Gnam, Benjamin Amick, Jason Busse, Sheilah Hogg-Johnson, 1) Pour les travailleurs gais et les travailleuses lesbiennes, les choix Amber Bielecky, Charles Bruce relativement au dévoilement ou à la dissimulation de leur orientation Description of the problem: Little is known about how to eff ectively sexuelle en milieu de travail constituent une importante source de manage and reduce the work disability caused by mental disorders. stress en tant que minoritaire (minority stress), car ils impliquent une Evaluating the impact of existing “real world” disability management évaluation constante des coûts et bénéfi ces contextuels, une attention programs may provide insights to improve current practices. à l’entourage dont il faut anticiper les réactions ainsi qu’une vigilance Objective: To evaluate the impact of the Short-Term Illness (STI) Program, continue pour contrôler leur mise en œuvre. Si la dissimulation off re une

56 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! certaine protection contre l’ostracisme et la discrimination, elle prive work life of visible minority nurses including racism, organizational des avantages psychologiques généralement associés au dévoilement culture and discrimination. It will discuss the impact that experiencing (expression des pensées et des émotions, extériorisation de la relation and witnessing racism have on the mental health of these nurses amoureuse, soutien social). and their responses to diff erential treatment. It will conclude with 2) Cette communication veut comparer les choix identitaires des hommes recommendations for fostering a healthy work environment for visible et des femmes et les motifs invoqués pour les justifi er. 3) L’analyse de minority nurses. base sur les résultats d’une étude à la fois quantitative (questionnaire, n=786) et qualitative (entrevues, n=200) menée au Québec en 2004- Workplace Commitment and Employee Well-Being 2005). Elyse R. Maltin, John P. Meyer 3) Les motifs évoqués pour légitimer les choix identitaires de même que Work commitment is increasingly being examined as an important factor les façons de les mettre en œuvre aff ecting employee well-being. According to Meyer and Allen’s (1991, sont similaires chez les hommes et chez les femmes. Cependant, ces 1997) Three-Component Model, commitment can be characterized by dernières optent plus souvent pour la prudence et la discrétion. a mindset of desire (aff ective commitment, AC), obligation (normative 4) En conclusion, nous proposons deux pistes d’explication, soit le commitment, NC), and/or cost awareness (continuance commitment, poids de la double discrimination, en particulier lorsque des lesbiennes CC). Recent research has begun to use a new approach to examining occupent des fonctions de supervision ou direction, et les exigences commitment “profi les” (i.e., combinations of the three mindsets) and their hétéronormatives spécifi ques aux secteurs d’emploi traditionnellement eff ects on employee well-being. In this study, elementary school teachers’ féminins où les fonctions professionnelles font appel à des qualités dites organizational commitment profi les were created by cluster analysis; féminines et les mettent en contact avec des clientèles these profi le groups were then compared on important stressor and vulnérables (enfants, adultes en diffi cultés, etc). well-being variables. Results indicated that teachers with AC-dominant, AC/NC-dominant, and high-commitment profi les experienced higher Dynamique sociale et harcèlement psychologique levels of life satisfaction and professional effi cacy, as well as lower levels chez les agents correctionnels québécois of emotional exhaustion and various stressors. Stressful work conditions Julie Dussault relate to workplace commitments, which in turn relate to employee Les dernières avancées en recherche en matière de violence entre well-being. Implications for managing commitment to improve well- membres d’une même organisation de travail indiquent que, pour being are discussed. mieux comprendre le phénomène, il importe de considérer la situation au-delà de la relation agresseur-victime. C’est dans cette optique que Session 2.4B: nous avons menée une étude qui suggère d’explorer le rôle joué à la fois Research Methods for Workplace Research par les exigences du travail et la solidarité des groupes de travailleurs Méthodes de recherche pour la recherche concernés dans l’émergence de comportements anti-sociaux au travail. Les résultats préliminaires de l’analyse comparative d’une trentaine en milieu de travail d’entrevues individuelles semi-dirigées menées auprès d’agents des services correctionnels québécois, provenant d’une population de Building Evidence of Mental Health Problems in the Workplace travailleurs qui se dit par ailleurs fortement exposée au harcèlement Pierre Durand, Alain Marchand, Anick Veillette psychologique au travail, seront présentés. L’hypothèse qui sera vérifi ée Building evidence to support useful interventions in the workplace stipule que les rituels sociaux dictés par des règles informelles qui aimed at the prevention and the reduction of mental health problems forment ce que les sociologues de l’entreprise appellent la régulation is still a challenge both for clinicians and human resource managers. autonome, aident les travailleurs à faire face aux exigences du travail, Questionnaires are proposed in the scientifi c literature as measurement mais que ceux qui refusent de s’y plier sont susceptibles d’être margi- tools for both workers mental health and work factors. However these nalisés et isolés du reste du groupe. Nous pensons par ailleurs que tools are based on the worker’s perception of the worksite situation. lorsque la pression au travail augmente, les groupes se désolidarisent Moreover, these questionnaires address diff erent mental health et les comportements anti-sociaux qui y sont adoptés se radicalisent. problems and practitioners are still longing for more objective ways of Les résultats de cette recherche permettront d’aborder la question du evaluation. Recent developments have enabled us to measure in a non- harcèlement psychologique en particulier, et des incivilités au travail invasive fashion some biological markers of stress, such as cortisol, which en général, dans une perspective dynamique tenant compte à la fois coupled with the fi rst type of information could improve the accuracy de l’environnement psychosocial de travail et des comportements des of diagnostic tools in the workplace. The objective of this study was to travailleurs face à celui-là. evaluate the pertinence and accuracy of cortisol measurements in order to evaluate stress experienced by workers in relation to the occurrence Understanding and Addressing the Mental Health Issues of mental health problems. A meta-analysis of 39 scientifi c studies of Visible Minority Nurses (2 on psychological distress, 9 on burnout and 28 on depression) was Josephine Etowa performed using the best-evidence synthesis method and a statistical Globalization and the changing demographics of contemporary society analysis based on the Fisher method (Schmid et al, 1991). Results show call for a diverse health professionals workforce to provide eff ective salivary, urinary and blood cortisol levels to be highly correlated and health care for all consumers. In the last several years, there has been cortisol levels are related to mental health problems. Because it is non- growing interest in issues of diversity, social inclusion, and racism within invasive, salivary cortisol might be a practical tool in measuring stress the nursing profession and programs are being developed to promote levels experienced by workers in the workplace. It might also be used diversity in the profession. This growing interest in understanding the to obtain better cutting points for the identifi cation by questionnaires importance of diversity and social inclusion, as well as the specifi c of mental health cases. experiences of minority health professionals, holds promise for health care. Therefore, sustained eff orts to create a healthy population should Comprehensive Psychosocial Work Environment Model include examining the work life experiences of minority nurses already Elizabeth Smailes, Catherine Kidd working in the system and creating a healthy work environment for all Introduction: Given the global infl uence of the slowing economy nurses irrespective their ethno-cultural backgrounds. and the population trends that have led to a shortage in healthcare This paper will present the fi ndings of a grounded theory study workers, many healthcare organizations are looking for ways to that investigated the work life of visible minority nurses in Atlantic improve productivity and retention. One avenue is to improve the work Canada. Theoretical sampling was used to enhance maximum variation environment. The extensive literature on stressful work conditions can within the sample. Constant comparative method was used for data make it challenging for healthcare leaders to know which conditions analysis and Atlas ti computer software facilitated data management. to address. We will present a comprehensive work environment model These include discussing a number of conditions that infl uence the developed by BC healthcare workers. Abstracts / Résumés 57 Method: 187 nurses, care aides and unit clerks participated in 28 focus of the used instruments, information on the psychometric properties groups from seven BC hospitals. Thematic coding was used to identify reliability (internal consistency and test-retest), validity (content and the top work conditions reported by participants. construct), responsiveness for change, criterion validity, case-fi nding Results: The model includes 11 themes. Leadership is seen as infl uencing ability, and the population in which these have been determined, was organizational and immediate work environments. Organizational assessed. environment includes 5 themes: culture of respect and empowerment, Conclusions: The evaluation of interventions can in part be accomplished organizational engagement and communication, job security, promotion with existing work functioning instruments. Nonetheless, departing and salary, and the transfer of work skills to home. The immediate work from our understanding of optimal work functioning, new instruments environment also includes 5 themes: work volume, ability to manage are needed for the integration of concepts such as the eff ort needed to work volume, critical incidents, physical environment, and work family remain productive and the quality of output. confl ict. Organizational and the immediate work environment are seen as having a direct impact on health and behavior outcomes. Session 2.4C: Discussion: The model that was specifi ed by healthcare workers is Return to Work Interventions and Outcomes actually an extension of the eff ort-reward balance model (Segrist, 2008). Interventions et résultats du retour au travail Seigrist has suggested that his model may not fully capture adversity in the work environment. We will lead a discussion on whether the Cost, Eff ectiveness and Cost-eff ectiveness of a Collaborative participants view the work environment model to be comprehensive. Mental Health Care Program for Individuals Receiving Short-Term Siegrist, J. (2008). Chronic psychological stress at work and risk of Disability Benefi ts for Psychiatric Disorders depression: Evidence from prospective studies. European Archives of Carolyn S. Dewa, Jeff rey S. Hoch, Glenn Carmen, Richard Guscott, Psychiatry and Clinical Neuroscience, 258, 115-119. Chris Anderson Objective: The purpose of this paper is to examine the cost, eff ectiveness Psychological Distress, Depression and Burnout: and cost-eff ectiveness of a collaborative mental health care pilot program What’s Correlating the Most? for individuals on short-term disability for psychiatric disorders. Alain Marchand, Pierre Durand, Anne-Marie Perreault Method: Using a quasi-experimental design, the analyses were con- When analysing workers’ mental health, choosing mental health ducted using two groups of subjects who received short-term disability instruments that best evaluate mental heath status and studying how benefi ts for psychiatric disorders. One group (n=75) was treated in workplace factors relate to the outcome are still a matter of debate. In a collaborative mental health care program during their disability this study, we report preliminary results obtained from a sample of 410 episode. The comparison group (n=51) received short-term disability municipal employees working in Quebec. Mental health was measured benefi ts related to psychiatric disorders in the prior year but did not with three instruments: The General Health Questionnaire short-form 12 receive collaborative mental health care during their disability episode. items (GHQ-12), the Beck Depression inventory (BDI-21) 21 items, and Individuals in both groups met screening criteria for the collaborative the three components of the Maslash Burnout Inventory General Survey mental health care program. Diff erences with respect to cost and days (MBI-16 items). The Karasek’s Job Content Questionnaire (JCQ) was used absent from work were tested using t-tests and confi rmed using non- to measure skill utilisation, decision authority, psychological demands parametric Wilcoxon rank-sum tests. Diff erences for return-to-work and and social support from colleagues and supervisor. Work schedule and transition to long-term disability were tested using chi-square tests. The the number of working hours were also used in the analysis. A correlation cost-eff ectiveness analysis used the net benefi t regression framework. analysis reveals small to moderate positive associations between mental Results: The results suggest that with collaborative mental health care, health instruments. Further analyses show stronger associations between for every 100 individuals on short-term disability for psychiatric disorders, the three components of MBI-16 and workplace factors. In separate there could be $50,000 in savings related to disability benefi ts along regression analysis adjusting for sex and age, JQC, work schedule and with 23 more people returning to work, 24 less people transitioning to the number of working explained 9% of the variance in the GHQ-12, long-term disability and 1,600 more work days. 20% in the BDI-21 and 22%-37% of the three of the MBI-16 components. Conclusions: Based on these Canadian data, collaborative mental health Emotional exhaustion was the most acutely predicted scale. Overall, care models of disability management may be a worthwhile investment, these preliminary results suggest that work may contribute diff erently helping individuals who are receiving short-term disability benefi ts for to workers’ mental health depending on the instrument used to evaluate psychiatric disorders to receive adequate treatment. what is going wrong in the worker’ psyche. If workplaces turn out to be a target for interventions, choosing one of the workers’ mental health Eff ective Biopsychosocial Treatment of Disability screening instruments must be carefully evaluated and tested. Associated with Chronic Psychiatric Conditions Richard Marlin, Susan Abbey Work Functioning Measurement: Description of the Problem: It is commonly believed that individuals off Tools for Occupational Mental Health Research work more than 2 years, especially with complex chronic problems, are Karen Nieuwenhuijsen, R.L. Franche, F.J.H. van Dijk unlikely to return to work. While much is written about the importance of Problem description: The measurement of work functioning is a a biopsychosocial model to address these cases, there are few examples critical component of the evaluation of interventions for workers with of the translation of research and conceptual writings into eff ective Common Mental Disorders (CMDs). However, the utility of various work approaches to return such individuals to gainful employment. functioning instruments in the evaluation of interventions for these Objective: To describe an interdisciplinary model of treatment for groups of workers has not yet been established. complex cases with longstanding disability associated with psychiatric Objectives: To discuss work functioning instruments currently used diagnoses, which emphasizes a biopsychosocial approach, and present in the evaluation of occupational mental health interventions for treatment outcome data. workers with CMDs and to provide recommendations for instrument Method: A clinical approach is presented from a biopsychosocial development. perspective utilizing community-based behavioural and cognitive- Methods: A sensitive literature search was conducted to identify behavioural interventions together with appropriate pharmacotherapy instruments currently used to evaluate the eff ect of interventions for and medical management. Retrospective outcome data are presented workers with CMDs on work functioning. This search was combined with from 124 patients assessed for this treatment. a literature search on the psychometric properties of work functioning Results: Of 124 patients assessed, 105 were recommended for treatment. instruments currently used for workers with CMDs and in other Of those 105, 10 did not enter treatment due to patient refusal (4) or populations. funding being refused (6). Of 95 patients who started treatment, 58 Results: Fifteen studies were identifi ed that evaluated the eff ect of completed treatment and were capable of returning to employment at interventions for workers with CMDS on work functioning. For each the end of treatment. These patients had been off work, in receipt of

58 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! disability benefi ts, for an average of 6.7 years. The remaining patients either failed to complete treatment (28) or completed treatment but remained unable to return to gainful employment (9). Conclusion: These fi ndings indicate that even complex patients, with multiple psychiatric diagnoses, in combination with other medical diagnoses, and lengthy absence from the workforce, can be successfully returned to a level of function that permits employment and that level of function maintained.

Eff ectiveness Exposure-Based Return-to-Work Programme on Sick Leave Due to Common Mental Disorders Erik Noordik, F.J. van Dijk, Karen Nieuwenhuijsen, J.J.L. van der Klink Problem: The working population prevalence rates of anxiety, depressive disorders, and stress-related disorders are high. Common mental disorders (CMDs) are associated with increased sick leave and loss of productivity. Objective: We developed a return-to-work programme to be provided by Occupational Physicians (OPs) based on the principles of exposure in vivo (RTW-E programme). The study evaluates whether the RTW-E programme is more eff ective in reducing the sick leave and lost productivity of employees with CMDs, compared to care as usual. Methods: This study is a cluster-randomized controlled trial with a one- year follow-up and randomization on the level of OPs. Patients in the intervention group received the RTW-E programme. In this programme patients gradually build up their working hours and gradually increase the level of emotion evoking tasks. Eligible patients had been on sick leave due to common mental disorders for at least two weeks and no longer than eight weeks. We used time until full return to work at 3, 6, 9, and 12 months’ follow-up as a primary and psychological symptoms as a secondary outcome measure. An intention-to-treat analysis will be performed by means of Cox’s regression analysis for time to return to work and multilevel regression analysis for the psychological symptoms. Results and conclusion: We found that 21 OPs included 77 patients in the intervention group and 14 OPs included 90 patients in the control group. We have received all followup data. Results of analyses will be available in May 2009. We will present the results of the RCT.

Abstracts / Résumés 59 60 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Organizing Committee / Comité organisateur

Scientifi c Committee / Comité scientifi que

Logistic Team / Équipe logistique

Acknowledgements / Remerciements

Committees • Team • Acknowledgements / Comités • Équipe • Remerciements 61

Organizing Committee / Comité organisateur

Carolyn S. Dewa, MPH, PhD (Chair) Kim Gaudreau CIHR/PHAC Applied Public Health Chair Associate, Strategic Initiatives Program Head, Work and Well-being Institute of Population and Public Health Research and Evaluation Program Canadian Institutes of Health Research Centre for Addiction and Mental Health Anton Hart Jim Beaudry Editor and CEO National Wellness Coordinator Longwoods Publishing Corporation Canadian Auto Workers Union Ford Leah Kirkpatrick Barbara Beckett, PhD Manager, Research Communications Assistant Director Centre for Addiction and Mental Health Institute of Neurosciences, Mental Health and Addiction Canadian Institutes of Health Research Alain Lesage, MD, FRCP(C), MPhil, DFAPA Professor Diana Capponi Département de psychiatrie, Université de Montréal Employment Works! Coordinator Centre for Addiction and Mental Health Elizabeth Lin, PhD Research Scientist Glenn Carmen, Msc, DPH Work and Well-being Research and Evaluation Program Senior Partner Centre for Addiction and Mental Health RxCritical Katherine Lippel, LLM Doug Crossman Canada Research Chair Senior Policy Advisor on Occupational Health and Safety Law Mental Health Promotion Unit, University of Ottawa Healthy Communities Division, Center for Health Promotion Wendy Nailer, MEd and Chronic Disease Prevention Manager, Employment Support and Development Public Health Agency of Canada Community Support and Research Unit Centre for Addiction and Mental Health Erica Di Ruggiero, MHSc, RD Associate Director Doug Smeall Institute of Population and Public Health AVP, Health Management Services Canadian Institutes of Health Research Sun Life Financial

Abigail Forson, MA Jennifer A. Veitch, PhD Assistant Director Senior Research Offi cer Institute of Gender and Health Indoor Environment Research Program Canadian Institutes of Health Research NRC Institute for Research in Construction (NRC-IRC)

Dianne Foster Kent Editorial Director Longwoods Publishing Corporation

Committees • Team • Acknowledgements / Comités • Équipe • Remerciements 63 Scientifi c Committee / Comité scientifi que

Carolyn S. Dewa, MPH, PhD (Chair) Alain Lesage, MD, FRCPC, MPhil, DFAPA CIHR/PHAC Applied Public Health Chair Professor Program Head, Work and Well-being Département de psychiatrie, Université de Montréal Research and Evaluation Program Assistant Scientifi c Director Senior Scientist, Health Systems Research Centre de recherche Fernand-Seguin and Consulting Unit Hôpital Louis-H. Lafontaine Centre for Addiction and Mental Health Associate Professor Elizabeth Lin, PhD Department of Psychiatry, University of Toronto Research Scientist Work and Well-being Research and Evaluation Program Roger C. Bland, FRCPC, FRC(Psych) Health Systems Research and Consulting Unit Professor Emeritus Centre for Addiction and Mental Health Department of Psychiatry, University of Alberta Ellen MacEachen, PhD Ute Bültmann, MSc, PhD Scientist Associate Professor, Department of Health Sciences Institute for Work and Health Section of Social Medicine, Work & Health Assistant Professor University Medical Center Groningen Dalla Lana School of Public Health, University of Toronto

Marc Corbière, PhD Alain Marchand, PhD Associate Professor Assistant Professor CAPRIT (Centre d’Action en Prévention et Réadaptation École de relations industrielles de l’Incapacité au Travail) Université de Montreal Département de réadaptation, Faculté de médecine Université de Sherbrooke David McDaid Research Fellow Marie-Jose Durand, PhD Personal Social Services Research Unit Professor The London School of Economics and Political Science CAPRIT (Centre d’Action en Prévention et Réadaptation Editor, Eurohealth de l’Incapacité au Travail) Département de réadaptation, Faculté de médecine Scott McDonald, PhD Université de Sherbrooke Assistant Director, Centre for Addictions Research of BC Associate Professor, School of Health Information Science, Merv Gilbert, PhD, RPsych University of Victoria Senior Consultant, Centre for Applied Research on Mental Health and Addiction Karen Nieuwenhuijsen, PhD Simon Fraser University Assistant professor Occupational Health Consultant, Gilbert Acton Ltd. Coronel Institute for Occupational Health Netherlands Center for Occupational Diseases Jeff rey Hoch, PhD Academic Medical Center Research Scientist, Keenan Research Centre of the Li Ka Shing Knowledge Institute and Centre Joti Samra, PhD, RPsych for Research on Inner City Health, St. Michael’s Hospital Adjunct Professor & Scientist Head, Pharmacoeconomics Unit, Cancer Care Ontario Centre for Applied Research in Mental Health & Addiction Associate Professor, Department of Health Policy, Faculty of Health Sciences, Simon Fraser University Management and Evaluation, University of Toronto Jennifer A. Veitch, PhD Sidney Kennedy, FRCPC, MBBS, MD Senior Research Offi cer, Psychiatrist-in-Chief Indoor Environment Research Program University Health Network NRC Institute for Research in Construction (NRC-IRC) Professor Department of Psychiatry, University of Toronto JianLi Wang, PhD Associate Professor Viviene Kovess, MD, PhD Departments of Psychiatry and Director of Community Health Sciences MGEN Foundation for Public Health Faculty of Medicine, University of Calgary

64 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Logistic Team / Équipe logistique

Nancy Chau, MSTAT

Wayne deRuiter, MSc

Denise Fong

Desmond Loong

Lucy Trojanowski

Angela Yip

Centre for Addiction and Mental Health (CAMH) Creative Services Public Aff airs Research Offi ce

Acknowledgements / Remerciements

We would like acknowledge the contribution of the University of Toronto, Department of Psychiatry, and Mensante Corporation in providing scholarships for Consumer/Survivors to attend the Congress.

Nous aimerions remercier l’University of Toronto, Department of Psychiatry, et Mensante Corporation pour des bourses qui ont permis aux consommateurs/survivants d’assister au congrès.

Committees • Team • Acknowledgements / Comités • Équipe • Remerciements 65 66 We can do it! • CONGRESS PROGRAM / PROGRAMME DU CONGRÈS • Nous pouvons y arriver! Congress Sponsors / Commanditaires du congrès

Platinum / Platine

Silver / Argent

HSRCU Health Systems Research and Consulting Unit Unité de recherche et de consultation sur les systèmes de santé

Bronze / Bronze 4062 / 10-2009