-
06 Dec 2024Other industriesCahier 4: a benchmark for sampling atmospheric emissions from stationary sources in Québec
-
Peter Wanga
Atmospheric Modelling Specialist, Environmental Engineering
-
-
05 Dec 2024All industriesDecarbonizing Canada’s path to 2050
-
Stéphane Charest, P.Eng.
Vice-president, Energy and Chemicals Market
-
-
26 Nov 2024Mining and MetalsEnergy and Mines conference: key takeaways from Susan Campbell and Isabelle Leblanc
-
-
26 Nov 2024Other industriesHurricanes are becoming increasingly violent, but industrial companies can calm the trend
-
Hugo Careau, P.Eng.
Principal Engineer, Decarbonization
-
May 21, 2024
Psychological health and safety: working toward a culture of support, trust and openness
Émile Jacques, Director – Health, Safety and Environment at BBA, raises a pertinent question: “In health and safety, it's often said that you need to focus fully on your task to reduce risks. Yet, how do you do that when personal or professional challenges are overtaking your thoughts?” Companies are becoming more and more involved in psychological health and safety, but this requires big changes because it’s been assumed for so long that personal problems should stay at home.
To wrap up Mental Health Week and Safety and Health Week, let's take this opportunity to reflect on workplaces that support and nurture people through life's ups and downs.
-
Breaking the stigma
“Talking about these issues raises employee awareness, fosters empathetic understanding and prompts important introspection,” explains Julia Gartley, Vice-President – Health, Safety and Sustainability at BBA. “It’s also crucial to encourage people to seek help when they need it.”
Corporate leaders can play a key role here. When managers bravely share their own vulnerabilities, they lead by example, foster discussions on the topic and show their organization’s willingness to address these issues. -
Builing a culture of trust and inclusion
Each person must feel secure in seeking support, without fear of judgement or repercussions. Talking openly about mental health is a great place to start, but actions can often speak louder than words. Employees will trust employers that back up their assertions with corporate policies and benefits. True inclusion means building a compassionate culture and ensuring that all staff members have accessible ways to take care of themselves through colleagues, supervisors, group insurance, health and wellness policies, and support resources.
People do their best work when they feel their best. Adapting work to fit employees, rather than the other way around, promotes an environment where team members feel valued and supported. This can reduce stress, enhance well-being and further support a strong culture of trust and inclusion. -
This content is for general information purposes only. All rights reserved ©BBA
