Navigating health conversations in the workplace

The issue

As a staff member in the university community, there will be times where you have the opportunity to have a supportive conversation with a team member or colleague. Supportive conversations are truly that, they come from a genuine place of concern, empathy and support. These conversations may occur on topics such as mental health, illness, addictions, domestic violence and sexual violence to name only a few. Despite our best intentions, these are not always easy conversations. 

The culture of the work environment plays a significant role in laying the groundwork for these conversations. We all have a responsibility for positively impacting our culture through empathy, collegiality, care and concern for one another. There may be times where staff members do not feel safe or supported to discuss an injury or illness. In cases such as these, ensuring the individual is aware of the behaviours you are observing and the supports that are available is important. Depending on the individual’s needs, there may be an opportunity to find modifications that will support the staff member to remain at work and engaged. Often, the support provided by colleagues and coworkers can be instrumental in recovery. While a medically supported leave is an option in severe cases, there are other options available as a leave might not always be the best option for the individual. It is important that the individual be made aware of the range of support options.

Planning and preparing for these conversations is crucial to having a successful outcome, however, of all the tools available, empathy, consideration and a willingness to listen are of utmost importance. Other important considerations for these conversations include your relationship with the individual, available supports and services, policies, procedures and collective agreements. 

The responsibilities

Psychologically healthy and safe workplaces are places where trust, creativity and engagement thrive. As a staff member who may be struggling, you are encouraged to discuss the challenges and the need for support with your supervisor. Proactive conversations can lead to a workable solution, the potential of a temporary accommodation and ultimately, an enhanced relationship with supervisors. If you need support with that conversation, reach out to our Employee and Family Assistance Program (EFAP) or your association for assistance.

Managers play an integral role in setting the conditions that allow for openness, empathy and resiliency. Healthy and safe workplaces look for opportunities to support colleagues and team members and are willing to modify work in order to support an ill or injured coworker. Providing a psychologically healthy and safe workplace is supported through Alberta’s Occupational Health and Safety Act.  

Depending on the situation, it may also be advisable to speak with the human resource service partner or faculty relations officer for your area in advance of the conversation.  

The tools 

Employees

University of Alberta Employee and Family Assistance Program - counseling and other supportive services.

E-Courses - register with the university’s EFAP and gain access to self-paced, self-directed e-learning opportunities of stress, resilience, workplace change, mood and more.
Psychological Health and Safety - staff and faculty page which contains information, resources and an e-learning opportunity. 

Wellbeing Through Change - access resources to help faculty and staff maintain their wellbeing through ongoing change.
Facing Facts - read about the university’s campaign to address mental health/illness stigma in the workplace.

Managers

University of Alberta Employee and Family Assistance Program - counseling and other supportive services.

Workplace Advice Line - knowing how or when to address concerns in the workplace can be daunting. The university’s EFAP can support leaders in initiating these discussions with empathy and compassion. 

Guide for Assisting a Colleague in Distress - helps leaders determine how best to support someone in distress. 
Duty to Accommodate Policy

Creating Psychologically Safe Workplaces - information and resources.  

Facing Facts - read about the university’s campaign to address mental health/illness stigma in the workplace with leaders specific information sheets.

Our next article will be on Medically supported leaves.