Smiling people with text Employee Mental Health Strategy

Employee Mental Health Strategy Updates

Latest Updates

As part of The EMHS Implementation Working Group's commitment to transparency and accountability, implementation updates will be posted 2 times per year on this page.

View/download the July 2024 update

Faculty and staff Ambassadors will help us enhance communication and engagement at the faculty/department level as we implement the Employee Mental Health Strategy.

Learn more here.

Read the article in the Daily News here.

Strategy Development

The Vice-President, People, Equity, and Inclusion is accountable for the implementation of the strategy, and as a first step in that process, an accountability structure has been established to lead the implementation of the strategy.

An implementation plan and measurement framework will be established in Winter 2024 to turn the strategy into action and to measure success as we continue to build a safe and thriving workplace at the University of Windsor.

To this end, the Employee Mental Health Strategy Implementation Working Group was established in September 2023.

The Employee Mental Health Strategy Steering Committee was established in the Fall of 2022 to lead the strategy development process. The Committee then engaged the Centre for Addiction and Mental Health (CAMH) as an external subject-matter expert.

The following provides a high-level overview of the strategy development process:

Chevrons with text 1 take stock of current situation 2 identify gaps, needs, and opportunities 3 formulate areas of priority and key actions

1. Take stock of current situation

The development of the strategy was guided by the Campus Mental Health Purpose, Vision and Guiding Principles and grounded on the 13 psychosocial factors that are part of the National Standard of Canada for Psychological Health & Safety in the Workplace (Mental Health Commission of Canada in partnership with CSA and the Bureau de Normalisation du Quebec, 2013).

A comprehensive assessment tool comprised of key indicators associated with the 13 psychosocial factors was designed to take stock of our current situation through data gathered through the Employee Engagement Survey (2022), the Aspire Strategic Planning consultations as well as the review of policies and websites.

2. Identify gaps, needs, & opportunities

The information gathered through the assessment tool was reviewed to identify areas of strength, gaps, needs, and opportunities.

3. Formulate areas of priority & key actions

To address the opportunities for improvement emerging from the organizational assessment, an integrated approach to psychological health and safety was adopted by the Steering Committee. Five (5) areas of priority for the Employee Mental Health Strategy and a total of 22 key actions emerged from this process. Combined, these 5 priorities and associated actions will be impactful to promote mental health, minimize workplace risks to mental health, support employees throughout the mental health continuum and build a psychologically healthy and safe workplace culture.