Playback: Resetting Mental Health Culture at Work - a Panel Discussion

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We're living in a new era for mental health at work

The ways we interact with our work as employees and employers has changed. Structural changes like flex-scheduling and work-from-home are now common. But there's also been a shift in the mentality around how we value work in the broader context of our lives.

People are asking more out of their work-life relationships. And more of their employers. Dividing our time between work, family, and social lives in a way that feels "sustainable" is not enough.

The Mental Health Commission of Canada has identified 13 factors of Psychologically Safe & Healthy Workplaces. Organizations who put them into effect can empower their workers to develop true work-life balance - leading to increased productivity, motivation, and engagement at work.

  • Culture
  • Psychological & Social Support
  • Civility & Respect
  • Clear Leadership & Expectations
  • Psychological Demands
  • Growth & Development
  • Recognition & Reward
  • Involvement & Influence
  • Workload Management
  • Engagement
  • Balance
  • Psychological Protection
  • Protection of Physical Safety

What We Talked About

Part 1

The current state of mental health in the workplace. Workers are needing - and demanding - more than support and resources. They want to see shifts in the openness of company culture around mental health.

Part 2

Connecting mental health, relationships, conflict, and safety & violence. None of these elements exist in a vacuum - to have truly healthy and productive teams, they all need to be handled and addressed as a system.

Part 3

How the elements in part 2 are affecting work and company culture. Culture is not set and dictated from the top down. Rather, it's created through the behaviours of everyone in the organization - from the CEO to entry-level employees.

Part 4

The Mental Health Commission of Canada has identified 13 factors of a psychologically safe and healthy workplace. These factors will help leaders and workers create a culture where people are productive, engaged, motivated, and supported.

Part 5

Commonly overlooked red & yellow flags. What happens when companies don’t attend to these personal issues, or when key indicators that something needs to be attended to are missed. Steps to address issues quickly and effectively.

Part 6

Getting teams - and company culture - back on track. The greatest opportunities to develop trust can come from the most difficult situations. If we get it right when times are tough, the payoff will be more cohesive teams.

Our Panel

The Expert Talk Co-Founder

Dr. Erin Watson

Conflict Resolution Expert

Charmaine Hammond

Health & Safety Expert

Mike Russo


CEO, The Expert Talk

Jennifer Prendergast

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