A recent Statistics Canada survey has reported; 1 in 4 Canadians over the age of 18 suffer from a mental illness - an increase of approximately 21% since Fall of 2020. Supporting mental health in the workplace is no longer a nice-to-have but a necessity. Positive mental health at work helps us cope with changing roles and responsibilities, manage stress, and boost resilience. It allows us to reach our highest potential.

To learn more about mental health in the workplace, our Founder and President, Luisa De Jesus, interviewed Clovis Grant. Clovis is the Executive Director and CEO of 360° Kids. He has been in leadership for over 25 years, supporting the organization in many areas. At 360° Kids, Clovis’ focus is supporting youth who are homeless, looking for housing, providing educational programs and support for youth transitioning to employment.

What are some of the considerations that an employer needs to make when they are thinking about mental health in the workplace?

Every day we are dealing with a vulnerable population. Employers need to anticipate that your staff will always need to be supported. It is important for employers to be aware of what their staff is going through, and to respond accordingly. Outside of work, staff have personal lives that they are experiencing. As an employer, you have to be aware of the internal as well as external environment that your staff are in.

What are some of the factors that employers should consider when engaging talent - keeping mental health in mind?

We are in a unique time right now in Canada. The population is aging and it is an employee market. As an employer, retaining staff is a challenge. 

You need to ask yourself: How do we ensure the work environment is engaging?  We conduct a staff engagement survey to understand what staff want from us. It covers health and safety, anti-oppression, pays, and how they feel about management. You cannot shy away from knowing because once you know, you can respond. 

You need to remember, if you do not engage them, they will go somewhere else. You must be flexible, hear what they’re saying and respond accordingly. If you do not, you will not be their employer of choice.

How should employers tailor or implement mental wellness strategies?  

I think it goes back to anticipating and knowing that this is a reality for people. Flexibility is crucial. There are things that people expect of you as an employer; figure out how to make them applicable. 

We have an employee assistance program, like many other employers. It’s important to be reminding people that it exists, it's free, and everybody has access to it.  Sometimes people don't think about what they have access to, and they struggle in silence. Sometimes people need somebody to say, “It’s okay, you're not alone, here are some things that are out there.” It breaks down the shame and alleviates the pressure people put on themselves. 

It's about the availability of these resources, talking openly about mental health and creating opportunities for people to connect. 

What can we encourage or motivate other employers to do?

I would boil it down to one word, care. 

Employers can write policies to say they care about employees, but doing something to demonstrate that is what matters. Creating spaces, opportunities, and providing resources to have everyone come together is something we’ve implemented. When people come together and talk with each other, it can be therapeutic. 

Showing people that you care makes a huge difference in how they receive these things you are providing to them. The saying goes “If you build it, they’ll come,”- just do it, and do it consistently. Then they know you care, and that’s what is important.

To learn more about Clovis Grant and what he does and his work at 360° Kids visit their website at

www.360kids.ca or connect on their social media platforms @360kids_york