'We have KPIs that show that the work we do through Bell Let's Talk day is having a positive impact,' says Bell Let's Talk chair
While some have been led to believe the annual Bell Let’s Talk Day is simply a marketing tactic from one of Canada’s biggest telecoms companies, the Bell Let’s Talk chair assures the initiative is doing its job. In fact, she says there’s key performance indicators to prove it.
“We have KPIs that show the work we do through Bell Let’s Talk is having a positive impact in raising awareness, reducing stigma and making it easier for people to talk about mental health,” says Mary Deacon, chair of Bell Let’s Talk, Bell’s mental health initiative.
“We track a number of factors, including EAP usage, use of the benefits, the psychological counselling benefits, short- and long-term disability rates, and mandatory leader training around mental health for all of our leaders, so they're better equipped to support their employees in a holistic fashion. These programs are working, and we do have indicators and data that shows programs like this do have a positive impact on employees’ mental health and wellbeing.”
Deacon emphasizes how Bell has been at forefront of challenging the mental health stigma, outlining the organization’s broader commitment to workplace mental health. “We felt it was imperative that we lead by example,” she says, pointing to Bell’s adoption of the voluntary National Standard of Canada for Psychological Health and Safety in the Workplace (or the Standard) in 2013. The company offers what Deacon describes as “best-in-class” mental health programs, including unlimited psychological counselling benefits for employees and their families, a rarity, she claims, among Canadian employers.
Now in its 15th year, Bell Let’s Talk has been a part of the mental health conversation since 2010. What started out as a simple public awareness and acceptance campaign has now evolved into promoting action while supporting employers and plan sponsors with their mental health benefits. Deacon asserts investing the right dollars in mental health programs “is one of the most important thing employers can do.”
“Employers need to take the time to look at the resources available on what can be done simply to improve the mental health and wellbeing of their employees,” she says, pointing to psychological counselling benefits as an overlooked mental health benefit, asserting this should also be covered by provincial healthcare.
She explains that while there's a range of dollars in benefits plans that are available for psychological counselling, “it's often very little or none. In others, it's quite a bit.”
“Psychological counselling is expensive. It’s almost impossible to see a psychiatrist. Many people with mental health issues do not need to see a psychiatrist, but would benefit from seeing a psychotherapist, but therapy is not covered under our provincial healthcare plans,” notes Deacon, highlighting the ripple effect it could have on the employee.
“Not only is it going to help you get better and bring your best self to work, it's going to have an impact both on your family and on your community. The healthier you are, the more you can be present and the more you can contribute to your community,” she adds.
As for whether employers should bear the responsibility to look after mental health in the workplace, Deacon affirmatively believes employers should be responsible for mental health benefits coverage, likening mental health to physical or chronic health.
“If somebody on your team develops cancer, they may need to take a leave of absence and there's responsibility of the employer to accommodate and support that person with cancer coming back to work. Just replace the word ‘cancer’ with ‘mental health’. It is a health issue,” she asserts. Meanwhile, if employers support their “high functioning” employees with the help they need, they come back and can contribute even more to their employers,” Deacon adds.
Deacon emphasizes that the mental health initiative shouldn’t be confined to a single day, asserting that employers should commit to year-round efforts, like offering psychological health and safety programs, leader training and “the provision of dollars for mental health benefits” to make a positive impact.
“When employers invest, it creates a positive ROI. It’s good for people and it’s good for business,” she says. “There’s no reason not to.”
