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)

  • Productivity and labor impact: Chronic self-esteem stress can impair concentration and decision-making, increasing presenteeism and absenteeism and lowering unit labor productivity.

  • Talent retention and costs: Stress related to self-worth may drive burnout and turnover, raising recruitment, training, and lost-productivity costs for employers.

  • Health care and social costs: Higher use of mental health services, disability claims, and employer health-benefit costs can strain public and private finances.

  • 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

  • Normalize mental health support, align workload with capacity, and set realistic performance expectations.

  • Promote help-seeking, reduce stigma, and provide accessible employee assistance programs (EAPs).

  • 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?

  • Normalize self-worth and reduce stigma across society (public campaigns, education, and media guidelines to lessen social comparison and promote self-compassion).

  • 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).

  • Build resilience in youth and workplaces (school-based mental health literacy and coping skills, anti-bullying programs, and manager training plus supportive workplace policies).

  • 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?

  • 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.
  • Align roles, expectations, and growth opportunities

    • Provide clear job goals, onboarding buddies, and development plans; show a concrete path for skill-building and advancement.
  • Normalize recognition and reduce comparison

    • Celebrate effort, learning milestones, and progress, not only outcomes; implement peer recognition to counteract constant benchmarking.
  • 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.
  • 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.