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Mary Ann Baynton

Mary Ann Baynton

Workplace Relations Specialist
Country: Canada

Mary Ann Baynton is a consultant with vast experience improving workplace well-being. She is a chair in the technical committee that developed the first standard guidelines in Canada for employers to establish a management system that prevents psychological harm to employees.

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Mary Ann Baynton is passionate about improving the work life of employees in the workplace. For over a decade, Mary Ann has been program director of Great-West Life Centre for Mental Health in the Workplace which provides free, practical ideas, tools and resources to help with the prevention, intervention and management of workplace mental health issues. She is the founder and executive director of Mindful Employer Canada, a not-for-profit social enterprise which promotes awareness of the impact employers have on the mental health of others in the workplace. In addition, she is principal at Mary Ann Baynton and Associates, where she provides interventions, consulting, and training with clients such as governments, organizations and unions that wish to improve or address issues related to workplace mental health.

Mary Ann has achieved much in her career, for example she is a chair in technical committee that developed the National Standard of Canada on Psychological Health and Safety in the Workplace, which guides employers nationwide in how to establish a management system that prevents psychological harm to employees.

Mary Ann is also the accomplished author of “Resolving Workplace Issues”, “Keeping Well at Work” and “Mindful Manager”. She is also co-author with Dr. Martin Shain of Preventing Workplace Meltdown: An employer’s guide to providing a psychologically safe workplace and co-author with Leanne Fournier on The Evolution of Workplace Mental Health in Canada: Toward psychological health and safety.

    Keynote Topics

     

    • Workplace mental health

      Identifying those who may be struggling and having a conversation that focuses on the work while supporting them to reach out for other resources

    • Accommodation of mental disabilities

      Helping someone to remain a productive and contributing team member in spite of a mental illness

    • Return to work and productivity planning when mental health is a factor

      Thinking about the reaction of co-workers and addressing any behavioural or performance issues

    • Supportive performance management, even when mental health is a factor 

      Understanding how important it is to support good performance when someone is living with depression or anxiety related disorders

    • A unique approach to conflict resolution

      This approach reduces the humiliation and shame associated with traditional approaches and actually results in changed behaviours of both parties. It also includes a next steps to resolve any future issues effectively.

    • Building stronger teams

      Practical and work-focused team meeting discussions that are based on practice and evidence that builds resilience and cohesion among members. These discussions are 15 to 30 minutes each and are meant to be added to existing team meetings on an ongoing basis. In the session we talk about how and why they work and try out a few. A free resource is provided for participants.

    • Resolving team dysfunction

      A unique approach that engages the team in developing their own set of guidelines for how they choose to interact and how they will hold each other accountable.

    • Psychological health and safety in the workplace

      Explaining what this is, why it is beneficial for the bottom line, and how to get your organization started towards improving it in your workplace.

    • The evolution of workplace mental health in Canada

      Based on the book of the same name, the session tracks the “perfect storm” of government, clinicians, advocacy groups, corporations and people living and working with mental illness coming together. The “winds of change” led to a different way of looking at mental health, mental illness and the responsibility of employers to do no harm to psychological safety of employees.

    • Resilience

      Preventing burnout and traumatic stress – understanding what resilience is and how to develop it.

    • Preventing suicide

      Rather than waiting to intervene when someone is already suicidal there are now ways to build skills that would actually make it less likely that someone would choose suicide as an option.

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