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Examining the impact of the HUGR AUTHENTIC CONNECTIONS

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12 funding envelope to make the Hugr Authentic Connections app a reality. The process used to create the app was intentional and clear once the decision was made to invest in this mental health innovation. The goal was to support the WSPS client base to mitigate the risk of isolation and loneliness created by the pandemic. Dr. Howatt connected WSPS and Territorial who created the app. One member of the Territorial team had relevant lived experience with mental illness and had be working on an early version of a Hugr mental health app that had no focus on isolation or loneliness. This experience along with Dr. Howatt's subject matter expertise were leveraged to design and build the Hugr Authentic Connection app that would be used for the study. Dr. Dayna Lee-Baggley was hired to be an independent researcher to conduct the research study including submitting the proposed research through the institutional research ethics board (REB) at Saint Mary's University (SMU), where she is a faculty member. She was tasked to provide an independent evaluation of the app that met an academic standard. Prior to beginning this study WSPS, the Globe and Mail and Dr. Howatt had been working collaboratively studying the issue of loneliness and isolation in the workplace before the COVID-19 pandemic. This work was published in the CEO Health and Safety Leadership Network "Exploring the relationships between perceived isolation, loneliness and resiliency" [42]. This prior work served as the guiding evidence to move forward with this project because of the potential value for creating a scalable digital app that targeted the psychosocial risk factor of isolation to mitigate the risk the psychosocial hazard of loneliness. Dr. Howatt and the CEO of WSPS were concerned of the potential impact of remote work on worker well-being with respect to isolation and loneliness. Existing and emerging research supports this focus as the risk associated with isolation and loneliness in employees and the need to address it by employers continues to mount. For

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