The Centre for Addiction and Mental Health (CAMH) has been recognized by Mediacorp Canada as one of Canada’s Best Diversity Employers several times. Today, it’s in hot water over the opposite — allegations of a toxic workplace culture. Recent findings from internal reviews and employee feedback reveal widespread issues of harassment, bullying, and discrimination that have left many staff members feeling unsupported and mentally unwell.
In 2021 and again in 2023, close to half of CAMH’s workforce—over 2,000 employees—took part in concurrent workplace reviews. Those reviews uncovered horrifying data points. Nearly one in eight staff respondents said that they had experienced discrimination in the workplace because of their religion, while a third – 34% – had suffered age-related discrimination. A 2020 survey found that 29 percent of employees in three Ontario psychiatric hospitals reached the clinical screening cutoff for PTSD. Even worse, a large number of these same individuals were impacted with depression or anxiety as well.
The gravity of these concerns was highlighted by a working group in 2021 that conducted in-depth interviews with 50 staff members from various positions. This collaborative mapped out widespread claims of retaliation and a culture that many felt was hostile and largely focused on punishment and shaming. One current employee recounted the emotional toll of the workplace: “I would throw up before work,” expressing the fear and anxiety that permeated their daily routine.
CAMH released data in February 2021 that underscored these same disparities in treatment outcomes for Black patients, which is deeply troubling. These patients were 44 percent more likely to experience restraints than their white peers. This inconsistency has led to concerns about the institution’s commitment toward equity. It further exacerbates an already dire mental health crisis for patients as well staff.
Our staff are burned out and suffering from mental health issues. These problems are inextricably tied to the culture of their workplace. As one survey respondent put it, “They drive you crazy. This is a jarring contrast from CAMH’s stated purpose—promoting mental wellness right at the heart of its mission—and the reality that CAMH employees are experiencing.
Despite these troubling disclosures, CAMH has launched numerous equity efforts in recent years focused on remedying these problems. We’re implementing employee resource groups with an emphasis on anti-harassment and anti-discrimination curriculums. Furthermore, we are improving our collection of qualitative context data. In January 2024, CAMH further increased mental health coverage for unionized and management staff, introducing unlimited coverage for members of the Ontario Nurses Association.
Kwame McKenzie, CAMH’s equity director, acknowledged the challenges within the organization but emphasized their commitment to improvement. “We’re not perfect, but we’re giving it a bloody good try.” Despite this investment, employee distrust in organizations’ diversity and inclusion initiatives still runs deep. One nurse remarked on the irony of an organization dedicated to mental health being so disconnected from the wellbeing of its staff: “It is ironic that an organization that provides mental health support is so disconnected from the mental health of its staff.”
Adding to the confusion are internal employee accounts describing an atmosphere of intimidation and retaliation for those who would dare blow the whistle on toxic labor practices. Jacqueline Boyce, a nurse at CAMH, stated, “If you speak up, they can come after your job,” highlighting the risks associated with voicing concerns. She added that many employees feel compelled to remain silent, saying, “People, they take whatever’s handed out to them and shut up, right? Their safety is in being quiet.”
The increase in engagement is evidenced as 45% of the hospital’s staff took the survey. This survey aimed to collect concrete data to guide further improvements within the workplace. However, even with persistent efforts toward reform, many staff still report being unhappy with the current culture.
