Welcome to the Academia Toolkit
The Academia Worker Toolkit was developed using a two-pronged approach: 1) information about existing interventions from the academic literature and internet searches and 2) what we heard and learned from research participants in our worker surveys, worker interviews, and stakeholder interviews.
Review of Existing Interventions
Our research team reviewed existing academic literature and conducted internet searches for 1) interventions that were developed specifically for academia and 2) generic interventions from reputable sources that could potentially be tailored for use in academia.
HPW Worker Surveys
As part of a larger study of Canadian professional workers, 379 academics completed a survey about their experiences with mental health, leaves of absences, and return to work between November 2020 and May 2021.
60% (n = 226) reported having experienced a mental health issue over the course of their career or training.
Of these 226 academics, many made changes to their work and considered taking a leave of absence, but only 23% (n = 53) actually took a leave of absence.
HPW Worker and Stakeholder Interviews
Our research team conducted in-depth interviews with workers and stakeholders, in French or English between January and July 2021, addressing mental health, leaves of absence, and return to work pathways in academia. We conducted 34 interviews with academic workers with a range of characteristics and 18 interviews with a range of stakeholders, representing interests of unions, professional associations, supervisors/managers, universities, insurers, and those representing cross-cutting expertise.
Evidence-Informed Interventions
Our research team curated information on existing interventions and generated ideas from our own research for academic-specific interventions that take into consideration the unique environment and challenges in the academic profession and culture. These ideas for not (yet) existing interventions are intended to spur further discussion and empirical research aimed at developing interventions focusing on structural rather than individual-level change.
HPW Featured Resources
Not Myself Today
CMHA’s Not Myself Today workplace mental health programs, to build greater awareness about mental health, reduce stigma and to foster safe working cultures. This program is not intended to provide mental services directly to employees but instead geared towards the university administration or department to provide "turn key activities, and printed materials" and access to a members portal to create prorams that benefit the workplace at large.
Knowing Your Rights
It is important for all employees, including academics, to know the rights that they are entitled to and the standards that their employer must adhere to as set out by collective agreements, provincial and territorial employment standards (e.g., Ontario's Employment Standards Act), and federal legislation such as the Canadian Human Rights Act. As an employee with a mental health problem, knowing your rights can help you access support (e.g., job accommodations, sick days, leave of absences), protect you from discrimination, and ensure your privacy. Unionized employees can get support understanding their rights by contacting union representatives who are well versed in employment legislation and collective agreements with the employer.
The 4 R’s Approach to Supporting a Colleague
A step by step guide outlining how to recognize, engage and support a colleague who is struggling with mental health issues. Also provides urgent and non urgent phone numbers to call for assistance and help.
Workplace Mental Health Hub
A dedicated workplace mental health hub on Carleton's website, providing guidance on how to support colleagues, and provides mental health online support resources links, both what is available at Carleton and general mental health resources.
Universities depend on the people they employ in order to function, and it is unavoidable that people will experience illness whether for physical or mental health reasons. Salary paid to employees who are away from work needs to be factored into university budgets such that funds are available to pay replacement staff.