About this episode
In Episode 11: Workplace Mental Health of A Way Forward Podcast | Presented by Beem Credit Union, host Jessica Samuels is joined by Candace Giesbrecht, Director of People, Culture & Engagement at CMHA Kelowna, to explore what it means to have a mentally healthy workplace—and why it's a shared responsibility across the entire organization. They discuss how measuring psychological safety, addressing burnout, and making evidence-informed decisions can drive long-term culture change in the workplace.Key Topics Discussed:1. What Is a Mentally Healthy Workplace?Why it’s more than just a CEO or HR declaration.The role of shared responsibility and leadership buy-in.Importance of aligning actual work with job descriptions and expectations.2. Measuring Psychological SafetyIntroduction to Guarding Minds at Work, a free, evidence-based assessment tool.Explanation of the 13 psychosocial factors that influence workplace mental health.How asking staff for input—and acting on it—can improve trust and engagement.3. CMHA Kelowna’s Journey to Address BurnoutUsing data to identify burnout risk as a key area for improvement.Shifting onboarding practices and job clarity to reduce staff overwhelm.Why meaningful change took two years—and how it led to better hiring, reduced turnover, and deeper organizational insight.4. From Insight to ActionThe importance of going beyond surveys to follow through with transparent communication and real change.The impact of getting senior leaders involved in front-line observations.How even small, focused actions can spark broader transformation.5. Starting the Conversation as a LeaderTips for senior leaders to break the stigma and foster openness about mental health.The power of vulnerability in leadership: "I’m not feeling like myself—anyone else?"Using relevant stats or research to spark meaningful workplace conversations.Key Takeaways:A mentally healthy workplace requires more than intention—it needs measurement, leadership, follow-up, and time.Burnout can be addressed by tackling root causes like onboarding, job clarity, and realistic expectations.Just asking how staff are doing can start a ripple effect—but only if it's followed by action.Leaders set the tone. Courageous conversations from the top can help break stigma and shift culture.Resources:What is MH in the Workplacehttps://www.canada.ca/en/public-health/services/mental-health-workplace.html
