October Health – 2025 Report
Self-esteem in Canada 
There isn't a single leading cause of self-esteem stress in the Canadian population; multiple interrelated factors contribute. - Socioeconomic insecurity and work pressures: poverty, debt, housing affordability, unemployment, job insecurity, and perceived lack of recognition. - Discrimination and minority stress: racism, Indigenous impacts, immigration status, and stigma affecting 2SLGBTQ+ communities. - Body image and media pressure: unrealistic appearance ideals and dieting culture. - Social media and online comparison: curated feeds, constant comparison, and online harassment. For employers, consider using October's digital group sessions, assessments, and content to support employee self-esteem and resilience.
- Self-esteem Prevalence
- 25.51%
- Affected people
- 14,030,500
Impact on the people of Canada
Effects of High Self-Esteem Stress on Health and Personal Life
- Mental health: increased anxiety, rumination, perfectionism, fear of failure, and impostor feelings.
- Physical health: sleep disturbances, headaches or muscle tension, and higher stress-related bodily markers with prolonged exposure.
- Workplace impact: overworking to protect self-image, burnout, difficulty accepting feedback, and strained teamwork.
- Personal relationships: defensiveness or constant need for validation, withdrawal after setbacks, and conflicts from high self-standards.
- Coping and long-term risk: reliance on avoidance or unhealthy coping (e.g., substances), reduced resilience if unaddressed.
Quick strategies to cope
- Practice self-compassion and set realistic, values-aligned goals.
- Seek structured feedback and discuss expectations with your supervisor or team.
- Prioritize boundaries and sleep; maintain a healthier work-life balance.
- Consider professional support; in Canada you can use Employee Assistance Programs or digital programs like October for group sessions on self-esteem and stress management.
Impact on the Canada Economy
Effects of high self-esteem stress on an economy (Canada-focused)
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Productivity and labor impact: Chronic self-esteem stress can impair concentration and decision-making, increasing presenteeism and absenteeism and lowering unit labor productivity.
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Talent retention and costs: Stress related to self-worth may drive burnout and turnover, raising recruitment, training, and lost-productivity costs for employers.
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Health care and social costs: Higher use of mental health services, disability claims, and employer health-benefit costs can strain public and private finances.
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Consumer confidence and investment: Widespread stress about self-worth can dampen consumer spending and cautious investment, potentially slowing firm expansion and hiring.
Workplace strategies to mitigate
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Normalize mental health support, align workload with capacity, and set realistic performance expectations.
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Promote help-seeking, reduce stigma, and provide accessible employee assistance programs (EAPs).
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Build resilience through short interventions, flexible work options, and manager training.
How October/October can help
- Digital group sessions and assessments focused on self-esteem, stress management, and resilience; practical content for teams and managers.
What can government do to assist?
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Normalize self-worth and reduce stigma across society (public campaigns, education, and media guidelines to lessen social comparison and promote self-compassion).
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Improve access to mental health care (universal coverage for mental health services, faster access, integration into primary care, and expansion of digital options like tele-mental health and platforms such as October for group sessions and assessments).
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Build resilience in youth and workplaces (school-based mental health literacy and coping skills, anti-bullying programs, and manager training plus supportive workplace policies).
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Address social determinants and economic stressors (affordable housing, living wages, poverty reduction, and strong anti-discrimination protections for marginalized groups).
What can businesses do to assist their employees?
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Foster psychological safety and constructive feedback
- Create regular, private 1:1s with clear, action-oriented feedback; normalize mistakes as learning opportunities; avoid public shaming or harsh evaluations.
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Align roles, expectations, and growth opportunities
- Provide clear job goals, onboarding buddies, and development plans; show a concrete path for skill-building and advancement.
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Normalize recognition and reduce comparison
- Celebrate effort, learning milestones, and progress, not only outcomes; implement peer recognition to counteract constant benchmarking.
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Ensure accessible mental health resources and stigma reduction
- Offer easy access to EAP/counselling, paid mental health days, and bilingual support; run stigma-reduction campaigns and manager training.
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Use targeted interventions for self-esteem and impostor feelings
- Offer workshops/coaching on impostor syndrome; provide group sessions (e.g., October) and short assessments to tailor support.