May 9, 2013

1. Corporate Pioneers—Creating Cultures of Caring: Enhancing Health and Safety in the Workplace and the Larger Community May 9, 2013 http://www.promoteacceptance.samhsa.gov/

2. Archive This training teleconference will be recorded. The PowerPoint presentation, PDF version, audio recording of the teleconference, and written transcript will be posted to the Substance Abuse and Mental Health Services Administration (SAMHSA) ADS Center Web site athttp://www.promoteacceptance.samhsa.gov/teleconferences/archive/default.aspx. http://www.promoteacceptance.samhsa.gov/

3. Disclaimer The views expressed in this training event do not necessarily represent the views, policies, and positions of the Center for Mental Health Services, SAMHSA, or the U.S. Department of Health and Human Services. http://www.promoteacceptance.samhsa.gov/

4. Questions At the end of the speaker presentations, you will be able to ask questions. You may submit your question by pressing “*1” on your telephone keypad. You will enter a queue and be allowed to ask your question in the order in which it is received. On hearing the conference operator announce your first name, you may proceed with your question. http://www.promoteacceptance.samhsa.gov/

5. Peer-Based Strategies for Promoting Emotional Health & Well-Being: ICU/I See You Program Paul Heck, M.Ed., LPC Global Manager, Employee Assistance & WorkLife Services DuPont http://www.promoteacceptance.samhsa.gov/

6. Overview of DuPont 70,000 employees in 70+ countries $38 billion annual sales Core values are key drivers of culture Established first corporate substance abuse program in the world in 1942 http://www.promoteacceptance.samhsa.gov/

7. DuPont Core Values Two of DuPont’s core values are the foundation for the ICU Program: Health and Safety Respect for People Highest Ethical Standards Environmental Stewardship http://www.promoteacceptance.samhsa.gov/

8. Motivation for This Campaign—Business Drivers Recognition of increasing stress in global organization Increase in core value violations Focus on emotional health and wellness by senior leaders conceptualized by the term “emotional ergonomics,” i.e., measuring and managing the emotional environment at work Global challenges, e.g., Arab Spring, European financial crisis, Hurricane Sandy, Sandy Hook, etc. http://www.promoteacceptance.samhsa.gov/

9. Motivation for This Campaign—Human Resource Drivers Supporting culture change (shift to interdependency) Fostering supportive workplace relationships Destigmatizing emotional distress Avoiding “pathologizing” of normal emotions The campaign connects to Health and Safety and Respect for People core values. http://www.promoteacceptance.samhsa.gov/

10. I.C.U. CampaignAn awareness campaign encouraging employees to support one another http://www.promoteacceptance.samhsa.gov/

11. Program Design Simple message—care for others: “ICU = I See You” ICU/I See You presentation format: 5-minute automated PowerPoint Also available in Speakers Guide with manual PowerPoint deck Translated into seven languages (92 percent coverage of DuPont employees) Compatible as a Core Value Contact (meeting opener) http://www.promoteacceptance.samhsa.gov/

12. Promotion Plan Launched by Integrated Health Services in all regions Partners Safety, Health, Environment Respect for People coordinators Human Resources leaders Operations Employee assistance program (EAP) vendors (EAP operates in 68 countries.) Campaign style in large sites E-mail/Web campaigns in smaller sites http://www.promoteacceptance.samhsa.gov/

13. Support for Program Replication Provided by the Partnership for Workplace Mental Health DuPont has made available the ICU Campaign to the Partnership for Workplace Mental Health, a program of the American Psychiatric Foundation. The Partnership will be making a more universal version of what DuPont created available for other organizations to adopt to build their own supportive work environments. http://www.promoteacceptance.samhsa.gov/

14. Keys to Success Keep it simple. Connect to critical business issues and core values. Know the key constituencies and gain early support for the concept. Reach out to all potential partners for inclusion and input (no turf battles). Make cultural adaptations as needed to maximize positive impact. http://www.promoteacceptance.samhsa.gov/

15. Benefits/Positive Outcomes Concrete example of the company’s concern for people—“walks the talk” A sense of “permission” reported by employees to support colleagues Sustainable message that emphasizes the destigmatization of emotional ill health Significant increase in the promotion of our EAP globally—lots of “buzz” http://www.promoteacceptance.samhsa.gov/

16. Resources • American Psychiatric Foundation, Partnership for Workplace Mental Health, http://www.WorkplaceMentalHealth.orgThis Web site for employers offers the following resources: • Business case: Information on the business case associated with investing in mental health, including access to calculator tools, literature reviews, etc. • Searchable database of employer examples • Mental Health Works, a quarterly publication that features employer case examples and is distributed to 50,000 • Coming mid-May: Worksite educational materials on depression (turnkey materials to encourage people who need care to seek it) • Information on new materials: E-mail the Partnership for Workplace Mental Health at mhw@psych.org with the subject line “ICU Campaign” to be kept informed of the availability of the new ICU Campaign materials. http://www.promoteacceptance.samhsa.gov/

17. Resources • Enos, G. (2012, October 25). DuPont earns national accolades for basic MH awareness training. Mental Health Weekly. Retrieved from http://www.mentalhealthweeklynews.com/Article-Detail/dupont-earns-national-accolades-for-basic-mh-awareness-training.aspx • JPL Integrated Communications, Inc. (Producer). (2011, December) Improving emotional health [Video]. Available at http://www.esi-bethesda.com/ADSmediafiles/_video/ImprovingEmotionalHealth/player.html • Screening for Mental Health, http://www.mentalhealthscreening.orgThis Web site features various screening tools. http://www.promoteacceptance.samhsa.gov/

18. Your Life Matters:  A Corporate Focus on Emotional Well-Being in the Workplace Colleen Dame, M.B.A. Wellness Director Chesapeake Energy Corporation http://www.promoteacceptance.samhsa.gov/

19. Who We Are Chesapeake Energy Corporation (NYSE:CHK) is the second-largest producer of natural gas, a Top 15 producer of oil and natural gas liquids, and the most active driller of new wells in the U.S. Headquartered in Oklahoma City, the company's operations are focused on discovering and developing unconventional natural gas and oil fields onshore in the U.S. Chesapeake Energy has won recognition and awards: Ranking of #26 on FORTUNE magazine’s 2013 100 Best Companies to Work For® list (ranked for 6 consecutive years) Benny Award for Benefits Leadership in Health—Your Life Matters Campaign 2010 National Alliance on Mental Illness—”Eliminate the Stigma” Award 2010 “Champions of Fighting Addiction Through Education (FATE)” Award 2012 http://www.promoteacceptance.samhsa.gov/

20. A Little About Us Close to 12,000 employees in 18 States and the District of Columbia More than 4,300 employees (36 percent) at corporate headquarters in Oklahoma City Nearly 64 percent NOT working on or near the Oklahoma City campus http://www.promoteacceptance.samhsa.gov/

21. Environment 2009 • Wellness was already a priority at CHK, with significant support from management. • Base of trust had been established. • Community was seeing increases in suicide rates. • CEO asked: If our community and Nation are having difficulty, what are our employees going through? http://www.promoteacceptance.samhsa.gov/

22. First Steps • Met with community leaders for direction • Reviewed current mental health benefits, with an eye toward mental health parity • Recognized we needed to strengthen our employee assistance program (EAP) and communicate the benefit more http://www.promoteacceptance.samhsa.gov/

23. EAP as a Partner • New EAP selected • EAP expanded—from three visits per person per year to six visits per person, per issue per year • Additional EAP services added • Legal • Financial • Family services (e.g., child care/elder care location) • Traditional EAP services broadened to include outreach http://www.promoteacceptance.samhsa.gov/

24. Your Life Matters • A campaign was crafted to educate employees and reduce stigma. • The campaign was launched in January 2010. • CEO video • Video vignettes offered “just like me” testimonials alongside experts providing information on important mental health topics. • The call to action encourages EAP use. http://www.promoteacceptance.samhsa.gov/

25. Video Library Available http://www.promoteacceptance.samhsa.gov/

26. Your Life Matters (YLM) Field Kit • CHK has 3,000+ employees with no regular computer access. • New employees receive within 60 days of hire. • Your Life Matters box sent to home address includes the following: • Letter from management about the program • DVD compilation of video segments • Brochure explaining EAP services • Fact sheets on mental health topics • YLM bracelets http://www.promoteacceptance.samhsa.gov/

27. Physician Symposium Every 2 Years • Brings together 300–400 primary care physicians and counseling professionals • Reduces barriers between the two professional groups • Provides education on mental health topics and increases understanding of the tools available for use in daily practice 2010 • Featured Dr. Drew Pinsky and Dr. Daniel Carlat • Had joint sponsorship by three key community leaders (CHK and two hospitals) 2012 • Featured actress/performer Marie Osmond and Dr. Jeffrey Borenstein (PBS’s Healthy Minds) • Added third hospital sponsor http://www.promoteacceptance.samhsa.gov/

28. Employee Town Halls • Dr. Drew Pinsky • Close to 600 employees attended • Open forum on substance abuse and relationship issues • Questions inspired pilot programs in recovery support • Rob Lowe • 750+ employees attended • Conversational interview about his personal struggles with addiction and self-defeating behavior • Video segment taped for the 2012 YLM topic on resilience • Marie Osmond • 400+ employees attended • Spoke on struggles with postpartum depression • Video segment taped for the 2012 YLM topic titled “Behind the Smile: Recognizing Depression” http://www.promoteacceptance.samhsa.gov/

29. IS IT WORKING? http://www.promoteacceptance.samhsa.gov/

30. Resources • Chesapeake Energy Corporation. (2010). Your Life Matters: Dealing with depression [Video]. Available at http://www.esi-bethesda.com/ADSmediafiles/_video/Dealing_With_Depression_Final.wmv • Levin, A. (2012, May). Company makes big investment in employees’ mental health. Psychiatric News, 47(9), 11–32. Retrieved from http://psychnews.psychiatryonline.org/newsarticle.aspx?articleid=1130390 • Spangler, N. (2011, third quarter). “Your Life Matters” at Chesapeake Energy: Benefits enhancements and communication campaign reaches out to employees and managers. Mental Health Works. Retrieved from http://www.nxtbook.com/nxtbooks/apf/mentalhealthworks_2011q3/#/22 http://www.promoteacceptance.samhsa.gov/

31. Hennepin County,Minnesota’s Emotional Wellness Initiative Jim Ramnaraine, M.A. Americans with Disabilities Act (ADA) Coordinator, Leave & Accommodation Management Office http://www.promoteacceptance.samhsa.gov/

32. Hennepin County: Who We Are The county is the second largest government sector employer in Minnesota. It has approximately 7,200 employees. It is 65 percent female. Functions include general government, human services, public health, law enforcement, transportation, public works, tax collection, and libraries. http://www.promoteacceptance.samhsa.gov/

33. Emotional Wellness Defined Being emotionally well is more than handling stress. Emotional wellness involves paying attention to work/life balance, health behaviors, personal resiliency, healthy stress management, expressing emotion appropriately, and adapting to change. http://www.promoteacceptance.samhsa.gov/

34. 2009—Concerns Identified Prior to Initiative Higher depression prevalence than comparable government jurisdictions (healthcare claims data). Indication by 50 percent of health assessment participants of “emotional concerns.” Three antidepressants in top ten drug costs $917,171. Total for all antidepressants = $1.45 million (healthcare/prescription data). Higher numbers of depression-related disability claims. Increases in depression-related workplace accommodation requests. Increase in requests from supervisors for training in emotional health topics. http://www.promoteacceptance.samhsa.gov/

35. Emotional Wellness Committee Established Cross-functional group includes representatives from HR, Benefits, and Health/Wellness. The group identifies deficiencies: no return-to-work (RTW) program, no early screening beyond employee assistance program (EAP), poor integration of benefits. There are top management presentations to secure “buy-in.” The Committee negotiates “fixes” with EAP, health, and disability insurance. http://www.promoteacceptance.samhsa.gov/

36. Scope of Program The committee developed and implemented the following proactive approaches: Online screening with referral option to EAP Training and education for supervisors and staff Onsite case manager for stay at work/RTW Family and Medical Leave Act, ADA, disability claims go to one unit Emotional Wellness expert panel and resource fair http://www.promoteacceptance.samhsa.gov/

37. Management Training Teaches managers HOW to intervene as well as WHEN Tells them what resources are available Teaches them to describe behavior and maintain focus on work and what their role is and is not Trains them to intervene early and often http://www.promoteacceptance.samhsa.gov/

38. Training Results A survey administered 90 days after the training revealed that the training was used. In the survey, 96 percent said tools and resources improved their confidence when meeting with employees. They identified the following topics as most useful: Supervisor role—do’s & don’ts Boundaries between work/personal subjects General information about depression treatment http://www.promoteacceptance.samhsa.gov/

39. “Stay at Work/Return to Work”Program Overview The program helps employees in these situations: When a medical/emotional condition is affecting their ability to stay at work When an employee on medical leave returns to work There are onsite case managers—both a registered nurse and a licensed psychologist. Service is confidential, voluntary, and free for short-term disability and long-term disability participants. Cost is covered by disability insurance. http://www.promoteacceptance.samhsa.gov/

40. “Stay at Work/Return to Work” Program Overview (cont.) Offers case manager services Coordinates efforts with ADA, Work Return Assistance, and Workers’ Compensation claims Who benefits? A variety of employees who might be able to avoid filing a disability claim, or return to work sooner. http://www.promoteacceptance.samhsa.gov/

41. “Stay at Work/Return to Work” Program Results The program promotes early intervention. Employees receive optimal care and referral to preferred providers. Disability duration guidelines are used as target for treatment duration and return to work. The program improves communication with M.D./ therapist. The program has a return on investment of 2.9:1. http://www.promoteacceptance.samhsa.gov/

42. Other Initiatives Web-based training “Emotional Barriers to Productivity” based upon classroom training Continued emotional wellness programs, education, and services Conversation starter tip sheets Online resources for supervisors, managers, and employees http://www.promoteacceptance.samhsa.gov/

43. Resources • American Psychiatric Foundation, Partnership for Workplace Mental Health, http://www.workplacementalhealth.org • American Psychological Association Center for Organizational Excellence Psychologically Healthy Workplace Program, http://www.phwa.org • BC Mental Health & Addiction Services, http://www.bcmhas.ca • Bilsker, D., Gilbert, M., & Samra, J. (2007). Antidepressant skills at work: Dealing with mood problems in the workplace. Retrieved from http://www.bcmhas.ca/Research/ASW/default.htm • National Institute of Mental Health, http://www.nimh.nih.gov • Spangler, N. (2011, third quarter). Hennepin County’s Emotional Health Team: Combining awareness and early detection. Mental Health Works. Retrieved from http://www.nxtbook.com/nxtbooks/apf/mentalhealthworks_2011q3/#/2 • Stress vs. Depression—Hennepin County, Minnesota,http://www.hennepin.us/portal/site/HennepinUS/menuitem.b1ab75471750e40fa01dfb47ccf06498/?vgnextoid=8fa2838b5a8e3210VgnVCM20000048114689RCRD • Your company’s EAP http://www.promoteacceptance.samhsa.gov/

44. What is Your Vision? http://www.promoteacceptance.samhsa.gov/

45. Paul’s Vision Let everyone be heard. http://www.promoteacceptance.samhsa.gov/

46. Colleen’s Vision It’s okay to get help. http://www.promoteacceptance.samhsa.gov/

47. Jim’s Vision ParityA culture that treats psychiatric conditions and substance addiction like other serious diagnoses. Greater treatment access and research consistent with the importance of these social and medical challenges. http://www.promoteacceptance.samhsa.gov/

48. Additional Resources • Boston University Center for Psychiatric Rehabilitation • Information for Employees, http://www.bu.edu/cpr/jobschool/working.htmland http://www.bu.edu/cpr/employment/home1.html • Information for Employers, http://www.bu.edu/cpr/reasaccom/employ.html • Job Accommodation Network, http://askjan.org/index.html • SAMHSA ADS Center (Producer), & Selleck, V., Mathai, C., & Diamata, D. (Presenters). (2012, August 14). The role of employment in recovery and social inclusion: An integrated approach [Webinar]. Available from http://promoteacceptance.samhsa.gov/teleconferences/archive/training/teleconference08142012.aspx • U.S. Department of Labor, Office of Disability Employment Policy, http://www.dol.gov/odep/about http://www.promoteacceptance.samhsa.gov/

49. Additional Resources (cont.) Resources for Employers • Academy of Organizational and Occupational Psychiatry, http://www.aoop.org • American Psychiatric Foundation, Partnership for Workplace Mental Health. (2006). A mentally healthy workforce—it’s good for business. Retrieved from http://www.workplacementalhealth.org/business-case/the-business-case-brochure.aspx?ft=.pdf • Cornell University, School of Industrial and Labor Relations, Employment and Disability Institute • Employer Assistance and Resource Network (EARN) Technical Assistance (TA) Center: A Service of the National Employer TA Center, http://askearn.org and http://askearn.org/a-about.cfm#about • Making Work Happen Toolkit, http://www.makingworkhappen.com/Employers/index.cfm#main • Strategic Advantage of Diversity, http://askearn.org/refdesk/Workplace_Culture/Diversity_Inclusion http://www.promoteacceptance.samhsa.gov/

50. Additional Resources (cont.) Resources for Employers (cont.) • Disability Management Employer Coalition, http://dmecdev.org • Employee Assistance Professionals Association, http://www.eapassn.org • Hastings, R. R. (2011, March 17). EEOC: Myths, fears of mental disabilities a barrier.Discipline Articles. Society for Human Resource Management. Retrieved from http://www.shrm.org/hrdisciplines/diversity/articles/pages/mythsfearsofmentaldisabilities.aspx • National Business Coalition on Health, http://nbch.org • National Business Group on Health (NBGH): Resources—Mental and Behavioral Health/Depression, http://www.businessgrouphealth.org/resources/topics/mental_health_2.cfm • U.S. Business Leadership Network, http://www.usbln.org http://www.promoteacceptance.samhsa.gov/