Background
- Improving wellness in the workplace is one of the key priorities of the public service as established by the Clerk of the Privy Council. Originally, this priority was based on mental health.
- In 2016, each organization was required to develop a mental health action plan that met the objectives of the three pillars of the Federal Public Service Workplace Mental Health Strategy: (1) changing the culture; (2) building capacity with tools and resources; and (3) taking action and reporting on it.
- In August 2018, the Clerk published the report entitled Safe Workspaces: Starting a Dialogue and Taking Action on Harassment in the Public Service. It outlines measures for improving the ways in which we prevent harassment in the workplace and on how to handle it.
- In 2019–20, this priority includes not only mental health, but also wellness in the workplace. Organizations must continue to build and sustain a safe workplace and, specifically, to demonstrate further progress on all three pillars of the Federal Public Service Workplace Mental Health Strategy. They must also take meaningful action on harassment and discrimination.
- LAC’s Workplace Wellness Strategy, established in 2017, will be reviewed this year.
- LAC has governance in place for health, safety and wellness in the workplace. LAC also has a risk prevention program (physical and psychological), as well as policy instruments, tools, resources (Informal Conflict Management, Employee Assistance Program, etc.) and training (The Working Mind, etc.) that encourage a healthy and safe work environment.
- In 2019–20, the performance agreements for each executive and manager include the objective of establishing a healthy workplace. Also, key leadership competencies will be evaluated for all managers and supervisors at LAC.
Considerations
- Bill C-65 amending the Canada Labour Code (harassment and violence) received Royal Assent in 2018. To support the amended Act, regulations intended to prevent harassment and violence in the workplace have been tabled and will come into force in 2019. Accordingly, we will have to review our policy instruments, procedures, training and tools.
Key messages
- In 2019–20, it is essential to continue to build and sustain a healthy workplace and, specifically, to demonstrate further progress on all three pillars of the Federal Public Service Workplace Mental Health Strategy. Concrete measures to fight harassment and discrimination are also necessary.
- The review of LAC’s Workplace Wellness Strategy and the implementation of the Hazard Prevention Program are components of LAC’s Strategic Plan for People Management 2019–2022.
Contact:
Sylvie Houle, Director, Wellness, Learning and Labour Relations
Email: sylvie.houle@canada.ca
Tel.: 613-808-5874