The critical role of mental health in building organizational resilience and sustainability

The critical role of mental health in building organizational resilience and sustainability | Insurance Business Canada

Life & Health

The critical role of mental health in building organizational resilience and sustainability

How early intervention and comprehensive mental health programs at Co-operators benefit both employees and employers

Life & Health

By
Manal Ali

Social media consumption, job insecurity, geo-political risks, and climate events are challenging the mental health of Canadians. With these global pressures mounting, companies can no longer afford to treat mental health as an afterthought. Instead, as Joan Ganas, head of group benefits operations at Co-operators, explains, mental health support cannot be siloed from the rest of the business, “Mental health must be woven into the very fabric of an organization, from HR and leadership to the overall business model.”

Co-operators, a leading financial services co-operative, insures over 250,000 working Canadians and their dependents as a group benefits provider.

In her decades-long career at Co-operators, Ganas has seen the company’s approach to mental health evolve into a more holistic, inclusive strategy. But she’s quick to point out that it’s about more than just offering employee assistance programs (EAPs) or checking off a list of benefits.

A call for comprehensive workplace support

Workplace mental health is no longer just an individual concern—it has become a significant factor in overall organizational success. With one in five Canadians experiencing mental health difficulties each year, the need for robust mental health support within organizations is more urgent than ever.

Ganas highlights, “Nearly one-third of all our disability claims are related to mental health in some way, and what’s even more astounding is that this doesn’t account for multiple disabilities where mental health might be a secondary diagnosis.”

To create a truly supportive environment, organizations must go beyond generic mental health benefits and ensure these resources are accessible to everyone. A critical part of this effort is ensuring that mental health support is accessible to all employees, regardless of their background or circumstances.

The connection between mental health and other aspects of the business, like inclusion, diversity, equity, and accessibility (IDEA), is central to this approach. Ganas believes organizations are now beginning to understand that addressing mental health as a standalone issue isn’t enough—it must be linked to broader cultural elements. “Addressing mental health must involve equity,” Ganas explains. “Removing barriers for marginalized groups and ensuring equitable opportunities for all employees is crucial.”

Ganas’ perspective is rooted in the belief that mental health challenges can’t be properly addressed without considering the unique experiences of different employees. Marginalized groups often face additional hurdles when accessing mental health support, whether due to systemic inequality, lack of access to resources, or the stigma still attached to seeking help. That’s why Co-operators embedded IDEA principles into their group benefits products, so organizations can offer mental health care solutions that are tailored to meet the diverse needs of their workforce.

“Mental health isn’t one-size-fits-all,” Ganas says. “Previously, mental health was seen as a separate program, isolated from other business strategies. But now, integrating it with organizational cultural elements such as inclusion and diversity creates a more successful, inclusive workforce, and that leads to better business outcomes.”

Addressing stigma and access to mental health resources

While fear of stigma often prevents employees from seeking care, employers can help by developing proactive communication strategies that break down these barriers and simplify the process of accessing mental health resources. According to recent statistics, 60% of individuals with a mental health problem or illness will not seek treatment. This is often out of fear of stigma, job loss, or simply because they don’t know how to access available resources. This hesitation can lead to a worsening of their condition, eventually resulting in time away from work and, in many cases, long-term disability.

Employers need to develop robust communication strategies to ensure that employees not only know about their mental health benefits but also feel comfortable accessing them without fear of repercussions. Ganas emphasizes, “Navigating an employee benefits package can be overwhelming. Often, employees don’t know where to go or how to access care, and that’s where proactive initiatives, such as strong benefits communication plans, come in.”

When presented with a variety of options, employees can struggle to determine what’s available to them, how to access mental health resources, and what steps they need to take. Employers must simplify this process and provide clear guidance on how and when to use mental health support. By developing communication plans that remove confusion and stigma, companies can make a meaningful difference in encouraging employees to seek help early, before mental health issues escalate.

When integrating mental health support there is a misconception that it’s too costly or doesn’t offer an immediate return on investment. This mindset overlooks the long-term benefits of a mentally healthy workforce. Ganas notes, “It’s not something you’ll see a quick return on—it’s about building a resilient culture that supports mental well-being over the long term.”

Ganas points out that early intervention in mental health is key to preventing long-term disability claims. Proactive mental health programs that address issues early can make a significant difference in the duration and severity of mental health-related disability claims. “The longer an issue goes unaddressed, the more it impacts an employee’s ability to function and stay at work. By intervening early, we can reduce the number and duration of disability claims, helping employees return to work healthier and faster.”

Investing in early intervention: Building resiliency and reducing long-term disability claims

At Co-operators the corporate focus on mental health resiliency is particularly evident in their efforts to support younger generations, who are increasingly at risk for mental health issues. “We know that young people are at risk,” Ganas notes. “We’re aiming to create mental health resiliency by connecting them to tools, education, and support.”

One example of this commitment is the company’s ongoing partnership with Enactus Canada, through which they launched the Mental Health Ambassador program in 2023. This initiative recruits one champion per Enactus team to promote positive mental health actions and connect peers to mental health resources.

This program builds on five years of collaboration with Enactus Canada, where Co-operators has provided mental health first aid training and education to post-secondary students at business competitions, leadership summits, and online forums. By equipping young leaders with the tools they need to support mental health in their communities, Co-operators is actively working to build resiliency among younger generations, ensuring they have access to the resources they need to thrive.

Beyond partnerships, Co-operators offers a wide array of mental health products and services aimed at supporting the well-being of their plan members. Their Wellness Now online platform provides a comprehensive library of wellness resources, including social, mental, physical, and financial well-being tools. The platform features health-related articles, personal development videos, podcasts, and interactive programs such as gratitude journals and fitness routines, ensuring that employees can access these supports whenever and wherever they need them.

Ganas highlights, “It’s all about giving employees meaningful tools along their well-being journey. By providing easy access to resources that meet them where they are, we’re helping employees take control of their mental health.”

The platform also offers a variety of well-being toolkits that address critical issues such as grief and loss, caregiving, divorce, addiction recovery, burnout, menopause, and even identity theft. Recognizing that each individual’s mental health journey is unique, these toolkits are designed to address a broad range of life challenges, providing practical support to employees dealing with personal and professional stressors.

Early intervention and proactivity are not just about supporting the individual but about protecting the long-term health of the organization. “Co-operators is deeply invested in helping both our own employees, and those of our clients, access the support they need before it results in a decline in their performance or progresses into something that takes them away from work for an extended period.” Ganas says. “This an opportunity to show your employees that you are invested in their career and in their future, that you want them to succeed.”

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