Making mental health matter

Focusing on mental health and wellness can be a competitive edge for manufacturers

By Tiffany Robbins

In a busy manufacturing environment, prioritizing mental wellness is not just a human imperative – it’s a business essential. According to the Mental Health Commission of Canada, 30% of short- and long-term disability claims in Canada are attributed to mental health problems and illnesses. The fast pace, high pressure, and physical demands of manufacturing can contribute to burnout, fatigue, and chronic stress.

A workplace that promotes mental well-being improves employee engagement, morale, retention, and recruitment while reducing absenteeism, grievances, health costs, and workplace injuries.

As companies look to build competitive, future-ready operations, mental wellness and mindful manufacturing practices must go hand in hand. It is time to recognize that investing in mental health is a strategic move toward productivity, employee retention, and long-term success.

The changing mental health landscape

Today’s mental wellness programs must evolve to meet the diverse needs of a multigenerational workforce. As employees of all ages navigate new workplace demands, shifting economic pressures, and personal well-being challenges, mental health support is more critical than ever.

According to Manulife’s 2022 Wellness Report, the average number of days lost to absences and presenteeism increased by seven days compared to 2021, signalling a growing strain on overall workforce health and productivity. The report also highlighted that workers aged 18 to 24, face particular challenges, reporting lower scores across mental, physical, and financial health indicators, as well as higher productivity loss compared to their older colleagues. The 2023 Wellness Report, identified the top three barriers to improved health as lack of time, lack of motivation to change existing behaviours, and mental fatigue. 

However, wellness challenges are not exclusive to any one generation. Effective mental health programs must reflect the varied life stages, pressures, and expectations of employees—from early-career professionals to seasoned tradespeople. By designing inclusive, flexible, and proactive approaches, organizations can support the well-being and performance of their entire team.

A survey of Canadian employers showed that the competition for talent, rising mental health issues, and inclusion and diversity were top factors affecting their benefits strategy. However, 70 per cent of businesses in Canada do not have a workplace mental health strategy in place.

Investing in employee mental health pays off for employers

Research analysis from Deloitte Canada revealed that companies with mental health and wellness programs in place for one year had a median annual return on investment (ROI) of $1.62 for every dollar invested. For companies with programs in place for three or more years, the median annual ROI was more than double—valued at $2.18 for every dollar spent. These findings make one thing clear: prioritizing mental health isn’t just the right thing to do—it is a smart, strategic investment in a more resilient and productive workforce.

Tailoring programs for the manufacturing environment

In addition to general workplace mental wellness issues, the manufacturing sector has unique factors that can affect mental health:

– High-stress production environments

– Shift work and irregular schedules

– Physical demands and ergonomic concerns

– Safety risks 

To address the specific needs of workers in a manufacturing environment, a mental wellness program needs to be tailored to the sector, including strategies such as the following:

Open Communication: Encouraging employees to talk about mental health reduces stigma and creates a supportive environment. 

Training Programs: Ensuring that workers are properly trained can greatly reduce stress and safety risks.

Ergonomic Assessments: Implementing proper workplace setups prevents physical strain that can contribute to stress and injury.

Flexible Scheduling: When possible, offering flexible work hours can help employees balance personal and professional responsibilities. 

Employee Assistance Programs (EAPs): Providing access to confidential counseling and support services can be a valuable benefit for employees facing challenges. 

Wellness Initiatives and Coaching: Implementing programs focused on physical health, nutrition, financial health, and stress management contributes to overall well-being. 

Developing an inclusive mental wellness program

The Conference Board of Canada’s Report on Future-Proofing Investments in Workplace Mental Health recommends learning about the diverse needs and cultural values of employees who are new immigrants, Indigenous people, and others from equity-deserving groups.

By implementing a comprehensive program that addresses various aspects of mental wellness, manufacturers can create a supportive work environment that promotes employee well-being, reduces stigma around mental health conditions and contributes to a more productive and engaged workforce. 

Tiffany Robbins is the Manager of Marketing and Communications at Excellence in Manufacturing Consortium (EMC), where she leads strategic initiatives that elevate brand presence, stakeholder engagement, and national impact across Canada’s manufacturing sector.