Category: Top Stories

As a proud member of the Union of National Employees (UNE), Public Service Alliance of Canada (PSAC), I want to emphasize the significance of Mental Illness Awareness Week, which takes place from October 6-12, 2024. This year’s theme, “Access For All: Time For Action, Time For Change,” calls for urgent, equitable mental health care and challenges everyone—employers, policymakers, and communities—to take action now.

Mental Illness Awareness Week is a crucial time to reflect on the struggles millions of people face in accessing care. Public sector employees, particularly Indigenous peoples, disproportionately experience mental health challenges due to historical trauma, systemic inequities, high-pressure work environments, tight deadlines, and the ongoing transition to post-COVID workplaces. When compounded with inflation and global crises, the toll on workers becomes even more significant.

The Union has taken proactive steps by advocating for flexible work environments, enhanced mental health resources, and protections against burnout and harassment. Despite increased awareness, barriers to mental health care remain—long wait times, geographical limitations, and financial constraints continue to hinder access, especially for marginalized communities.

However, talk alone isn’t enough. We need actionable solutions. Access to care is not a privilege—it’s a right. Many workers still hesitate to seek help due to fears of career repercussions. As a Union, we are committed to reshaping this narrative, ensuring that mental health discussions are normalized in the workplace. Open conversations help create more supportive and inclusive environments for everyone. Employers must be equipped with the resources and training to support employees facing mental health challenges. This collective effort is essential to ensuring that no one is left behind in accessing care, regardless of socioeconomic status, race, or location.

Continued activism plays a vital role in fostering a workplace culture that prioritizes mental health. This week emphasizes that mental health care is not solely about individual self-care—it’s about building an environment where employees feel safe sharing their mental health struggles without fear of judgment.

There is a deep well of resilience rooted in Indigenous traditions, cultural practices, and community bonds. When addressing mental health in the context of Indigenous relationships, it is crucial to acknowledge the unique challenges faced by Indigenous communities. This includes addressing systemic barriers and promoting access to care that respects Indigenous autonomy, identity, and self-determination. Strengthening relationships with Indigenous peoples requires not only improving mental health access but also fostering trust and collaboration in healing and wellness initiatives.

A fitting quote from Indian monk Swami Vivekananda, which aligns with mental health awareness, is:
“Talk to yourself at least once in a day, otherwise you may miss meeting an excellent person in this world.”

Swami Vivekananda’s philosophy offers a holistic approach to mental health, blending spirituality, self-awareness, and positivity as the foundation for mental resilience and peace. His message remains relevant today, highlighting the importance of mental and spiritual harmony in the pursuit of a fulfilled life.

I am optimistic that by raising awareness during Mental Illness Awareness Week, we can foster a workplace environment where mental health discussions are normalized, stigma is reduced, and employees feel safe seeking help. The focus on action and inclusion will drive long-term changes in workplace mental health culture, ensuring that mental health care becomes a universal right, accessible to all workers, regardless of race, socioeconomic status, or geographic location. Strengthening relationships with Indigenous communities, in particular, will help address systemic barriers and promote collaboration in healing and wellness initiatives.

Prabir Roy
UNE National Equity Representative for Persons with Disabilities

In recognition of the National Day for Truth and Reconciliation, PSAC is proud to introduce a new online course – Walking In Our Truth Together. This foundational truth-seeking online education program has been created for members to help support the pursuit of justice and reconciliation.

As a union committed to reconciliation, we aim to foster inclusive workplaces that reflect the unique lived experiences of Indigenous peoples. This course was inspired in part by several Calls to Action from the Truth and Reconciliation Commission, which urge governments and organizations to provide education on the history of Indigenous peoples. These include the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Indigenous rights, Indigenous law, and Indigenous–Crown relations. These crucial topics are all covered in the 10 modules planned for the course.

Sign up for the course today.

We invite you to sign up for the course and begin your learning journey today. The first module is available now, with additional modules to follow monthly. Each module can be completed at your own pace.

This virtual course is more than just an educational tool; it is a vital step towards understanding and addressing the injustices that have impacted – and continue to affect – Indigenous communities across Canada.

Every step we take together brings us closer to a more just and inclusive society. We all have a responsibility and a role to play on the path to reconciliation, whether it’s through education, training, advocacy, or simply listening with an open heart.  

Let us move forward with open minds, reaffirm our commitment to reconciliation, and carry these lessons into our workplaces and daily lives.

Sign up for the course today.

Miigwitch,

Sharon DeSousa, PSAC National President, the PSAC National Indigenous People’s Circle.

Header image is from “Wisdom of the Universe,” a beautiful painting from award-winning Métis artist Christi Belcourt. 

Source: Walking In Our Truth Together: a new online course to support Truth and Reconciliation | Public Service Alliance of Canada (psacunion.ca)

On September 30, we will be observing Orange Shirt Day and the National Day for Truth and Reconciliation. This is a new federal statutory holiday. This is the day everyone wears orange to remember the First Nations children who were sent to residential schools and never returned, and to honour the Survivors, their families, and their communities.

The Truth and Reconciliation Commission of Canada (TRC) was created between Residential Schools Survivors, the Assembly of First Nations, Inuit representatives and the parties responsible for the creation and operation of the schools: the federal government and the church bodies. The TRC was also advised by a ten-member Indian Residential Schools Survivor Committee, made up of residential school Survivors from across Canada.

When the TRC released its final report in 2015, it came with ninety-four calls to action demanding action by governments across Canada on a wide range of reconciliation initiatives.

The TRC hosted national events in different regions across Canada to promote awareness and public education about the residential school system and its impacts. They also supported community events designed by individual communities to meet their unique needs.

Of the ninety-four recommendations made by the Truth and Reconciliation Commission of Canada Calls to Action, only a few have been implemented. The TRC call to action is making progress — but not quickly enough for many Survivors, their families, and Indigenous communities. One of the calls to action has to do with Child welfare. Native children are on average the most apprehended by Child Welfare systems. You could say the cultural genocide is still occurring. 53.8% of children in foster care under fourteen are Indigenous.

The Survivors’ Secretariat was established in 2021 to organize and support efforts to uncover, document and share the truth about what happened at the Mohawk Institute during its 140 years of operation. After the closing of the Mohawk Institute its name was changed to the Woodland Cultural Centre.

The Centre serves to preserve, promote and strengthen Indigenous language, culture, art, and history of the Rotinahshonni people through innovative exhibitions and programs.

The TRC provides a platform for survivors to tell their stories and the TRCs acknowledge their suffering and loss. The TRC has led to major changes in how Canadians understand history, especially regarding Indigenous treatment. However, the term “reconciliation” remains controversial among Indigenous communities due to the lack of accompanying action.

Lenora Maracle
UNE National Equity Representative for Indigenous Members

In the modern workplace, the line between diligent supervision and micromanagement is often blurred, leading to significant impacts on employee mental health. Even more concerning is the emerging discussion on whether these practices might constitute a breach of human rights within the work environment.

The excessive control over the employees’ duties can have profound psychological effects. Employees under constant surveillance and criticism may experience heightened levels of stress and anxiety, feeling as though they are perpetually walking on eggshells. This relentless pressure not only dampens morale but can also lead to more serious mental health issues such as depression, burnout, and decreased self-esteem. The psychological safety of the workplace is compromised when employees no longer feel they are trusted to perform tasks without overbearing management oversight.

Research highlights the importance of autonomy in the workplace for employee mental well-being. Autonomy is linked to higher job satisfaction, increased motivation, and better overall mental health. On the other hand, the lack of autonomy, a characteristic of micromanaged work environments, strips employees of the opportunity to engage meaningfully with their work, potentially leading to hostility and a sense of irrelevance.

The discussion of micromanagement as a human rights issue revolves around the principle of dignity in the workplace. Human rights principles, while broad, enshrine the right to fair and respectful treatment within all aspects of life, including employment. Persistent micromanagement violates this principle by undermining an individual’s dignity, suggesting that they are not competent to manage their responsibilities. This may be seen as a form of psychological harassment or bullying.

The International Labour Organization (ILO) is devoted to promoting social justice and internationally recognized human and labour rights. They have set forth guidelines suggesting that a work environment should not only be free from physical hazards but also psychological ones. Therefore, practices that harm an employee’s mental well-being could be in violation of broader human rights norms.

Recognizing the negative impacts of micromanagement and its potential human rights implications calls for a significant shift in management practices. Employers must foster environments where autonomy is encouraged, and employees feel valued and trusted. Training for managers should emphasize the importance of leadership styles that support autonomy and recognize the detrimental effects of micromanagement.

Moreover, discussion around workplace practices and mental health must include considerations of dignity and human rights, ensuring that employment laws evolve to protect these aspects rigorously.

The conversation about micromanagement, its effects on mental health, and the potential for it to be recognized as a human rights issue is evolving. As awareness grows, it is imperative for employers to re-evaluate workplace practices, ensuring they uphold the principles of dignity, respect, and autonomy in the workplace. Only through bold action can we hope to create workplace environments that not only mitigate the risks associated with micromanagement but also promote a culture of health, well-being, and human dignity.

If you believe that you are a victim of Micromanagement, speak to your Union Representative.

Sam Padayachee

Human Rights Advocate

You are invited to participate in an online survey lasting 15-20 minutes, which focuses on workplace racial discrimination and health. If you meet the following criteria, this survey is for you:

To participate, you must be :

• Aged between 25 and 65 years

• Speak French or English

• Currently employed or unemployed for one year or less

• Canadian or living in Canada.

Please note that self-employed are not eligible.

This study has received approval from the University of Ottawa Research Ethics Board.

Click here to access the survey:

https://uottawapsy.az1.qualtrics.com/jfe/form/SV_9EvbribSMbLG0tw

If you have any questions or if you have difficulty completing the questionnaire, please contact Rose D. Dalexis at rdale075@uottawa.ca