Dentists would benefit from programs that recognize the financial stressors associated with seeking care (e.g., costs for treatment and monitoring) and returning to work. Financial counselling services would be helpful, and perhaps long-term disability plans could have an overrider for addiction so that funds are coming in when the dentist is undergoing treatment and not at their practice. (p.6)

In the “Enhancing the Wellness of Canadian Dentists" report, it was suggested that a program similar to the Canadian Armed Forces mental health program would help improve dentists' resilience. “Road to Mental Readiness Program” helps Canadian Forces (CAF) members and their families recognize mental illness earlier and seek help.

Management policies and procedures that support work-life balance (e.g. voluntary reduced hours, voluntary part-time work, phased in retirement, telecommuting, job sharing, paid and unpaid leaves, dependent care initiatives, etc.).(p.43)

Keep in mind that leadership can tip an organization towards resilience. Incorporate discussions about wellness into team meetings, and delegate related activities to team members (Highlights from breakout groups, p.11).

A confidential program that involves 11 dentists who act as first line responders refers dentists and their family members to registered psychologists.

Dentists returning to work after treatment for mental health or addiction issues would ideally be supported by a network of mentors, through a process that uses benchmarks drawn from existing successful programs (p1). A life-long support system that could be provided through associations would ensure that a dentist returning to work would not feel alone and can always turn to a “kindred spirit” for help. (p.7)

A policy is needed to address and protect the future insurability of the practitioner for short- or long-term disability once they have undergone rehabilitation for an addiction or mental health problem (p.7).

Dentists who must withdraw from practice to undergo treatment for mental health or addiction reasons face the challenge of keeping their practice viable in their absence and covering costs associated with treatment and income loss. B.C. dentists, for example, are supported in these challenges through the BCDA (locum placements). (p.1).

Through various discissions, Canadian Dental Association raises awareness of mental health issues among dentists and how they should be more open about discussing them. (e.g., IS IT TIME TO REACH OUT? , an article on these issues published in CDA Essentials magazine).

This document, developed by the Government of Alberta, includes information for employers about control strategies for commonly occurring psychological hazards, including ways to reduce the impact of increased workloads (e.g., allow workers to say “no” to overtime without repercussions) (p. 48).

A University of British Columbia Faculty of Dentistry module designed to address stress management and suicide prevention. The pedagogies include standardized patients, invited guest lectures, in-class activities, video presentation, and self-reflections.

This brief intervention, focused on helping dental students at University of Chile to cope with symptoms of stress, anxiety, and depression has reduced their stress level and improved their coping skills.

There is a need for the establishment of student mentors and counsellors combined with a faculty advising system, in addition to student-oriented programmes. Signs and symptoms of stress should be detected early to refer for proper intervention. (p.648)