MHCC Online Guide - January 2012 - (Page 46)

Psychological Health & Safety An action guide for employers | PH&S in Small Business PH&S in Small Business Is PH&S important for small businesses? Not surprisingly, we’re going to say yes (definitely, absolutely). We recognize that implementation of the strategies we’ve described will be challenging in a small business context. Unlike larger organizations, small businesses often lack the resources, supports or infrastructure to offer benefits, create policies or provide programs that would enhance employee psychological health and mitigate risk. References to the role of human resources departments in implementing initiatives will elicit only a wry chuckle from small business owners who are the human resources department, occupational health office and RTW coordinator, all rolled into one. But small organizations are not exempt from the human and financial costs of a psychologically unhealthy work environment. In fact, smaller organizations have been found to have higher rates of health-related problems amongst employees.4 And the impact of losing even one worker through absence or reduced productivity can be substantial – especially if it’s the owner! How can small businesses realistically address PH&S? Small organizations have some characteristics that actually make it easier to improve PH&S. First and foremost, people working within a small business usually know one another. There aren’t the administrative or physical barriers characteristic of larger organizations to impede communication and cover up issues. Second, small businesses are more nimble. They are not bound by hierarchies, structures or labour agreements that can impede change. An owner/manager of a small organization wanting to make change is in a good position to make it happen. Third, small businesses are typically more integrated into their immediate community, fostering awareness and utilization of local resources. Here are specific strategies likely to be helpful in a small business context: • Look to your immediate community for resources. For example, community colleges, mental health associations, recreation centres or service organizations often provide information, services and education on topics such as stress, lifestyle change and eldercare or childcare. • Engage in discussions about psychologically healthy workplaces with other business owners. This can take place through your local chamber of commerce or professional/trade association. Many businesses have developed innovative practices that can be applied across settings. It may also be possible to join with other small businesses to provide training or services to employees. • Incorporate your efforts to enhance PH&S into marketing and customer relations. Consumers understandably prefer to patronize businesses that clearly demonstrate their commitment to their employees. And employees who feel supported at work demonstrate this in positive relationships with colleagues and customers as well as a greater willingness to make that extra effort. 4 Eakin, J., Cava, M., & Smith, T. (2001). From theory to practice: A determinants approach to workplace health promotion in small businesses. Health Promotion Practice, 2, 172-181. 46 

Table of Contents for the Digital Edition of MHCC Online Guide - January 2012

MHCC Online Guide - January 2012
Table of Contents
Preface
Introduction
About the Guide
The P6 Framework and ISO Format
Policy
Planning
Promotion
Prevention
Process
Persistence
PH&S in Small Business
Psychological Health and Safety of Managers: A Critical Issue
Integrating Mental Health Care and the Workplace
Closing Comments

MHCC Online Guide - January 2012

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