Saskatchewan Minister of Mental Health and Addictions, Seniors, and Rural and Remote Health Tim McLeod was in the hot seat at Friday’s medical association conference when delegates began asking questions about the province’s pronoun policy.

The policy, passed by the use of the notwithstanding clause, prevents school authorities from using the preferred names or pronouns of students under the age of 16 without parental consent.

On Friday, delegates and members of Saskatchewan’s medical community turned the minister’s attention to the mental health crisis predicted to escalate as a result of the bill.

Delegate Dr. Anna Redekop, who offers gender-affirming care in Meadow Lake, said that while the topic seems fitting for an education conference, it has a place in health as well.

“This isn’t something that just affects the education system,” Redekop said. “It also affects mental health significantly and even physical health.”

She noted that mental health is generally worse in the queer community.

“There are higher rates of suicide, especially in youth without supports.”

Reddekop asked the province what it is doing to address the effects of the pronoun policy on youth mental health. Her question was answered by cheers from the audience.

McLeod claimed that transphobia in Saskatchewan is no more acceptable than racism.

“The policy is an inclusive policy. It’s not transphobic. It is intended to provide assistance and support to families to ensure that the individuals that you are talking about who are at risk because of low levels of support with their parents, the parental bill of rights ensures that the school system is providing supports that are necessary for those children who may be at high risk.”

He said that the province will be expanding the rapid access counselling to 13 communities with the goal of reaching 24 communities where adults’ rapid access counselling is already being offered.

The mental health capacity building will be expanded to 15 schools by the end of the current year and the remainder of divisions in the future.

“The intent is to involve parents and make sure that if there is a relationship there, there is peace there that needs to be built up, that it has the appropriate supports for children to remain safe and that the family unit is protected,” McLeod said.

Several questions later, Moose Jaw family physician Dr. Karissa Brabant called McLeod’s answer unacceptable.

“The parental rights bill is transphobic,” she said. “It is requiring (youth) to come out to their parents before any other system and this is not safe.”

Brabant noted there are many trans youths living in unsupportive home environments.

“This is what is forcing transgender youth to live in the closet,” Brabant said.

She claimed the government knew before enacting the bill that the policy jeopardizes human rights.

“This bill was deemed to be non-constitutional and was advised to be stayed by the Court of King’s Bench and the notwithstanding clause was used to put this bill through legislation, meaning the government acknowledges and admits fully that this bill jeopardizes human rights of our youth in our province.”

She told the minister that he does not have support from the gender-affirming care physicians in the province.

McLeod gave no response to her comments other than opening the door for a conversation at a different time.

“Thanks for your comments. Perhaps when we return to Moose Jaw, I’m more than happy to sit down and we can have a more detailed conversation about this, but I thank you for raising it today,” McLeod said.

Source : Global News

The post Saskatchewan Minister Drilled Over Pronoun Policy at Saskatoon Medical Conference appeared first on Policy Print.

On World Mental Health Day, October 10^th, the American Heart Association, a global force for healthier lives for all, shares new survey findings that may help employers reduce burnout and improve workforce well-being by up to 40%.

The World Health Organization defines burnout as a workplace mental health phenomenon resulting from chronic, unmanaged workplace stress that is characterized by feelings of exhaustion, disengagement and negativity related to one’s job, and reduced professional performance.^[1]

“Chronic exposure to stress can increase your lifetime risk of conditions like heart disease and stroke and is also linked to anxiety disorders and major depression. With burnout rates continuing to rise, we must acknowledge that this is not a passing problem, but a serious and ongoing workforce mental health challenge,” shared Eduardo J. Sanchez, M.D., M.P.H., FAHA, chief medical officer for prevention at the American Heart Association. “This survey gives a reassuring glance at how employers can make a positive impact on the mental health and well-being of their workforce with a few intentional changes.”

Employees are not the only ones paying the price for burnout. Excessive workplace stress can result in up to an estimated $190 billion in health care costs each year and is linked with higher absenteeism and job dissatisfaction.^[2], ^[3] Research shows that employers can help mitigate these costs and support better business outcomes by championing employee well-being. A 2019 study found that the stock prices of organizations that prioritized employee health and safety appreciated by 115% over four years, outperforming the S&P 500 (+69%) and companies with lower reported internal health support (+44%).^[4]

The survey of 5,055 U.S. working adults was conducted by The Harris Poll on behalf of the American Heart Association, with the aim of understanding how employees are impacted by nine evidence-based best practices to combat burnout and promote employee mental health. Despite positive measures of workforce well-being, more than three quarters (82%) of respondents reported experiencing burnout at least sometimes, with parents, frontline or essential workers, women, younger workers (Generation Z and millennials) and LGBTQIA+ workers particularly likely to report feeling burned out often or always.

What can employers do to help?

All nine policies analyzed in the survey were found to be associated with increased workplace well-being as reported by employees, and seven were also associated with decreased burnout:

• Assess alignment between skillset and job tasks
• Establish clear roles and responsibilities
• Regularly assess workloads
• Design job roles with employee input
• Establish a training path to develop employee skills
• Assess if employees feel supported to lead a healthy life
• Promote overall employee well-being
• Discourage work-related technology use after hours
• Promote employee support (resource) groups

In companies with none of these policies in place, only 51% of employees reported positive workplace well-being, as compared to 91% of employees in companies with all nine policies in place. Notably, even the implementation of one of these policies made employees more likely to be satisfied with their benefits, have positive feelings about their current role and job responsibilities, and report feeling supported by their manager.

The American Heart Association’s Workforce Well-being Scorecard offers employers a comprehensive assessment of their culture of health and well-being based on leading best practices, including policies to support mental health and combat burnout. Visit heart.org/workforce to view the full survey report and complete the Scorecard.

Survey Methodology

The research was conducted online in the United States by The Harris Poll on behalf of the American Heart Association among 5,055 US adults aged 18+ who are employed full time or part time. The survey was conducted between April 13 and May 10, 2023. Data are weighted separately by race/ethnicity and where necessary by education, age by sex, region, household income, size of household, marital status, work status, and propensity to be online to bring them in line with their actual proportions in the population. The groups were then combined into a proportional total by race/ethnicity.

Respondents for this survey were selected from among those who have agreed to participate in our surveys. The sampling precision of Harris online polls is measured by using a Bayesian credible interval. For this study, the sample data is accurate to within + 1.9 percentage points using a 95% confidence level. This credible interval will be wider among subsets of the surveyed population of interest. All sample surveys and polls, whether or not they use probability sampling, are subject to other multiple sources of error which are most often not possible to quantify or estimate, including, but not limited to coverage error, error associated with nonresponse, error associated with question wording and response options, and post-survey weighting and adjustments.

Source : News Room

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