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Category: mental health

Navigating Self-Advocacy With ADHD in the Workplace

Posted on by Katie Brenneman
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Katie Brenneman

Living with neurodiversity can be a daily challenge. If you are one of the millions of Americans who has been diagnosed with Attention Deficit Hyperactivity Disorder (ADHD), for example, you know all too well the impact your condition can have on your relationships and your home life. 

However, it’s not only your personal life that is likely to be impacted by ADHD. The odds are that you have felt its effects in your professional life as well. Indeed, nearly half of working adults with ADHD report that they feel as if their condition has negatively impacted their work life, with a significant majority reporting that they must work harder and longer than their neurotypical colleagues. 

What findings such as these illuminate above all is the critical importance of self-advocacy in the workplace. To be sure, fighting for the opportunities and rights to which you are entitled is not easy but, in the end, it is a necessary and worthwhile endeavor. 

What Is Self-Advocacy and Why Does It Matter?

Self-advocacy, simply put, is the process of defending your rights, of understanding your own needs, and taking proactive steps to ensure those needs are both respected and accommodated. The ultimate goal is to ensure that you are treated equitably and fairly, and that you do not experience discrimination or bias, whether conscious or unconscious, from those around you.

Self-advocacy is particularly critical for neurodivergent persons in the workplace because there is still so much misinformation and stigmatization surrounding these conditions. Unless your peers and managers become educated on what neurodiversity is and how it manifests in conditions such as ADHD, workers who are neurodiverse will continue to be misunderstood and marginalized in the workplace. 

Such marginalization can have devastating consequences not only for one’s career but also for one’s social, psychological, and financial well-being.

Know Your Rights–and Your Value

One of the first and most important steps you can take when you begin to advocate for yourself in the workplace is to understand both your rights and your value. You cannot hope to fight for your rights if you don’t first appreciate what it is, exactly, that you bring to the organization. 

When you clearly define the value you contribute, the more confidence you will have when asserting your needs and expectations. Plus, you will have the evidence you need to better make your case. You will be able to clearly articulate why it is in the company’s best interest to do what is needed to retain and support you in your work.

In addition to understanding the unique value you bring to the company, you also need to understand the rights you enjoy as an employee with a legitimate medical need. Under the terms of the Americans with Disabilities Act (ADA), for example, employers are legally obligated to provide reasonable accommodations for employees with disabilities if those accommodations are needed to help the employee do their work successfully. If your employer refuses to provide those reasonable accommodations or subjects you to harassment or discrimination due to your diagnosis, you have the right to take legal action.

Navigating Difficult Conversations in the Workplace

Talking with your employer or colleagues about your condition may not be easy, but confronting the challenge can yield immense rewards. After all, how can you expect to experience a supportive and productive work environment if your supervisors and colleagues don’t understand your needs? 

If, for example, you find that your ADHD significantly affects your memory, you might discuss your challenges with your coworkers, requesting that they write important information down and provide timely reminders. Writing notes to yourself can also be an ideal way to help you keep track of important details. Best of all, if your coworkers understand that this is something you need to perform at your best, they can encourage and support you in the process.

Honoring Your Own Boundaries

No matter how well-educated you may be in regard to your legal rights and no matter how much data you collect to quantify the contributions you’ve made to your company, sometimes it’s just not going to be enough. There is, unfortunately, such a thing as a villainous work environment due to bad corporate culture and if you find yourself in one of those, there’s not much you can do. When the corporate culture is bad, sometimes the best solution is simply to move on.

The Wide-Ranging Benefits of Self-Advocacy

Despite what the name implies, self-advocacy isn’t really only about helping yourself. The benefits of self-advocacy extend far beyond the person doing it by creating a culture that is more inclusive, diverse, and supportive overall. The end result is a team environment in which everyone benefits by supporting, encouraging, and being supported and encouraged by one another. 

The Takeaway

When you have ADHD, self-advocacy in the workplace isn’t a choice, it’s a necessity if you want to enjoy the long, successful, and fulfilling career you deserve. Though it’s not easy, when you have a plan, when you understand your rights and your value, and when you recognize the benefits that your advocacy will bring to the corporate culture as a whole, you can muster the strength and courage you need to be your own best advocate.


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How to Ease Return-to-Office Anxiety

Posted on by Dan Matthews
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Dan Matthews

Businesses have been returning to their offices post-pandemic for some time now, albeit to a ‘new normal.’ With such significant ongoing change and unprecedented concerns, returning to the office is understandably evoking some anxieties for both staff and employers. 

As an employer, it can be challenging to navigate these transitions while keeping staff anxieties down and productivity high. Here are some strategies to help manage employee anxiety when returning to office life.

Take the time to understand their anxieties

We can’t fix what we don’t acknowledge. So, before you attempt to support returning employees’ anxieties, it’s important to first understand what exactly they are feeling anxious about.

There can be a number of reasons why an employee may feel anxious about returning to the office environment; it could be a social anxiety after so long working from home, concerns about adapting back to the faster pace of office life, fear of feeling unsafe – the list goes on.

It can also sometimes be difficult for the employee themselves to pinpoint what they are feeling concerned about, so it’s essential to take the time to talk it through with them in an understanding way. In some instances, it can be helpful to create an anonymous form of reporting their worries, allowing them to feel more comfortable to share what they are feeling, and giving you a deeper insight as to what needs to be addressed. 

Provide tools and strategies to manage anxiety

It’s important to take a proactive approach to supporting your employees through this transition (as opposed to simply talking it out). 

Invest some time and resources into educating your staff on subjects such as stress and panic attacks, and provide them with a variety of coping strategy information. Encourage a judgment-free environment in which employees can feel comfortable practicing breathing exercises or other relaxation techniques at their desk, or request for some time-out to get some fresh air. 

This is also a great time to implement some general, ongoing wellness-related resources, such as wellbeing check-in apps and perks such as discounts on local yoga classes. It is important to also implement security technology that not only secures your employees in a physical and cyber space but also conveniently.

A type of technology that can help reduce anxiety about forgetting employee badges to gain access to buildings are keyless commercial access control systems, which leverage mobile phones as credentials instead of physical cards and fobs.

Stay open and flexible

When the pandemic hit, businesses (and everyone) had to adapt to being far more mentally flexible – virtually everything about our daily lives had to be recalibrated to fit into the chaos as best as possible.

This level of ongoing disruption brought about some changes that have not disappeared alongside the gradual quieting of Covid. Remote working might have been hard for some to adapt to, but once it became the norm, many workers have experienced the advantages and don’t want to return to the former working model.

According to a 2021 survey by FlexJobs, 98% of those who became remote workers during the pandemic either want to remain so (65%), or at least wish for ongoing flexible, hybrid work options (33%) post-Covid. Even more telling, is that 60% of respondents reported that they would seek new employment if their current position refused to allow ongoing remote working options. 

Unless your business will experience significant negative impacts from facilitating ongoing flexible work options, it’s in your best interests to remain flexible with your staff and be willing to reimagine how this new normal could look. 

Prioritize clear and meaningful communication

Staff resistant to returning to ‘normal’ office life may feel agitated and even confused as to why it’s necessary to do so. Left unaddressed, these feelings of confusion can lead to resentment, inevitably impacting working relations and productivity.

If returning to the physical office, either full or part-time, is unavoidable, then make sure you communicate clearly and openly with your staff. Make sure they understand the reasons behind your decision and why it’s so important to the running of the business.

Be willing to answer any questions or concerns, and also be open to hearing their opinion and ideas regarding how best to move forward; if you don’t agree, that’s fine, but at least you have heard them out and demonstrated your willingness to consider their point of view.

Outline all Covid-related protocols clearly 

As we know, the Covid-19 vaccination doesn’t fully protect us from contracting the virus, or passing it on to others. Some workers may be understandably concerned about the elevated risks of returning to the office, especially if they live with or care for vulnerable people. 

Make sure you adhere to all necessary Covid-19 protocols and keep your staff fully informed of all policies and requirements. Giving your staff the reassurance that all appropriate measures are being taken can help them to feel more comfortable about the return to office – some may be more concerned than others, and you will have to take this on a case-by-case basis, ensuring that you provide adequate consideration and understanding to their position. 

Meet your employees where they are at

Ultimately, your employees are all individuals with their own unique feelings, needs and concerns, and treating them as such will help to address any return-to-office anxieties. Investing in your employees should always be a priority, but all the more when there are so many changes afoot.

In many cases, people just need a little reassurance and a sense that their concerns are validated, so meet them where they are at and do what you can to meet their needs.

This blog was contributed to Workplace Fairness by Dan Matthews.


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Promoting Sobriety in the Workplace

Posted on by Dan Matthews
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Dan Matthews

Although its effects can be hidden, substance abuse is one of the most common social issues affecting the modern workforce. According to research, more than 20 million American adults are in recovery from some type of substance use disorder. What’s more, the bulk of those individuals are part of the national labor force. Individuals in recovery often find that their otherwise dynamic workplace serves as a trigger of sorts, especially during networking sessions and similar events. 

The issue is so prevalent that top-tier companies and regional governments alike have taken notice. Connecticut’s Department of Labor, for example, offers employers a comprehensive online toolkit for promoting a workplace that’s recovery-friendly. 

For starters, employers should remain flexible and be willing to step in at a moment’s notice to assist employees in recovery who may be struggling. Consider providing mental health days to struggling workers who need a breather. You may also want to take a hard look at your workplace culture and the ways that alcohol is part of it, addressing any glaring issues.

Whatever route you take to promote sobriety, here’s what employers and managers across industries need to know about building a workplace culture that’s inclusive and safe for people in recovery: 

Photo licensed by Unsplash and provided by Dan Matthews.

How to Build a Strong (but Dry) Workplace Culture

Your employees in every stage of recovery have the right to feel safe in the workplace rather than burdened by their addiction. The unfortunate reality is that addiction often carries a negative stigma. Recovering workers are thus likely to hide their previous substance abuse from their coworkers and managers alike.  

As such, it’s your duty as a compassionate employer to build a strong workplace culture that’s free from alcohol and other illicit substances – a “dry†environment. Start with your networking strategy. To better promote sobriety in the workplace, consider hosting dry networking events for your team, where the focus is truly on building work relationships rather than getting intoxicated. 

Further, make sure to maintain your healthy networking and workplace culture strategies over time, ensuring a continued safe environment for employees in recovery. You can’t completely take away workplace triggers, but dry networking events may help reduce stress among your employees.

Reducing Employee Stress via Workplace Wellness

Even for those of us who love what we do, the workplace can be stressful. For individuals in recovery, stressful situations at work – like a looming deadline or an unsatisfied customer – can be powerful triggers, and it’s easy to become overwhelmed. 

While you can’t mandate that your workers give up alcohol entirely, you can offer incentives and implement initiatives in the name of employee wellness. For the greatest benefit, workplace wellness programs should be tailored to the personal needs of your employees as well as their overall goals, including substance abuse recovery. Via wellness initiatives, workers can build healthy habits over the long term. 

To keep workplace anxiety low and cravings at bay, employers can also offer stress leave to those in recovery. Even just a few days off can make a huge difference for stressed-out workers on the brink of relapse. During periods of stress leave, whether paid or unpaid, employees are encouraged to prioritize self-care and get the professional support they need.

Key Takeaways

Recovering from substance abuse is a personal journey, and it’s often a difficult one. Triggers can come from everywhere, including the workplace. But that’s not the whole story. Employers can support workers in recovery by providing mental health days, implementing wellness programs, and offering other forms of assistance as appropriate.

This blog was printed with permission.

About the Author: Dan Matthews is a writer, content consultant, and conservationist. While Dan writes on a variety of topics, he loves to focus on the topics that look inward on mankind that help to make the surrounding world a better place to reside.


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The Importance of Providing Mental Health Days for Your Team

Posted on by Gemma Hart
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With nearly 1 in 5 American adults being diagnosed with a mental health condition each year, introducing Mental Health Days in the workplace could, in theory, benefit around 20% of your employees.  

Although most workplaces agree that employee wellbeing is essential, there is still some uncertainty around the concept of ‘Mental Health Days’; from employers granting and embracing them, to employees feeling ashamed or embarrassed to request them. 

For some, managers and assistants alike, bringing up the topic of mental health may seem like a difficult conversation to have at work. But, changing mindsets and reframing mental health days will begin to break down stigmas and overall create a more open dialogue and a more productive and healthy work environment. 

Providing, and even encouraging, regular Mental Health Days could decrease extended periods of leave for employees, in particular Executives and Senior Managers. “Executives face unique stressors,†says Kayla Gill, Content Director at LuxuryRehabs.com. “With so many people depending on you, […] many executives feel like they don’t have the time or freedom to step away from work in order to begin recovery.†

Granting regular Mental Health Day’s could alleviate some of the pressure that leads executives to seek recovery help from work-related stress. This can result in many serious problems, such as anxiety disorders and even substance abuse and addiction.

In this article, we will define what a Mental Health Day is, discuss why they are so important and how they can help to reduce work-based stress and anxiety, and ultimately help to reduce burnout.  

What is a Mental Health Day 

Much like a traditionally accepted ‘sick day’, a Mental Health Day is taking a day off to recover. Having a cold, sickness bug or another physical sickness may seem easier to ‘prove’ as there are obvious visible symptoms. But, struggling with mental health is often harder to explain as many of the side effects are invisible to others, though felt strongly by the sufferer. 

Mental Health Days could be scheduled in advance. For example, if employees are working towards a deadline, encouraging them to take a Mental Health Day after this has passed, to recuperate and de-stress following their hard work could see them returning refreshed. 

However, mental health isn’t always something that can be pre-planned or prepared for. Sometimes severe anxiety or other mental health disorders can come on suddenly, and employees may need to request a Mental Health Day in the morning for that day. 

Being accepting of all Mental Health Day requests is important to changing attitudes towards mental health in the workplace. Ensuring employees, of all levels, are aware of how to request them, in a safe space, will encourage uptake, contributing to employee wellbeing and overall company culture. 

Why Mental Health Days are Important

While having just one day off may not seem revolutionary, and it certainly won’t make stress or anxiety disappear, it is an important step in avoiding complete burnout. 

It encourages employees to recognize signs of stress before they become larger problems or contribute to developing anxiety disorders. But it is equally important for employers to look out for early signs of stress 

If multiple employees in the workplace and working remotely are requesting Mental Health Days, or there is a noticeable increase of them within a team or coinciding with a project, it could be a sign that workload is too much, deadlines are too tight, or overall stressors need to be addressed. 

How to reduce stress and anxiety in the workplace. 

Mental Health Days could be counterproductive for staff if met with negativity or suspicion. Staff could be hesitant to request Mental Health Days through fear of how they will be perceived or feelings of guilt for prioritizing their mental wellbeing. This leads to them not being able to fully relax and focus on self-care on their requested day. Here it is vital that there is a company-wide positive approach to Mental Health Days, and a united mission to reduce stress across the board. 

Although not all mental health days are impacted by work-related stress, it is still worth finding ways to reduce stressors for employees. Overwhelm and pressure are two key factors that contribute to stress and anxiety and could be a cause for staff to request mental health leave. 

Managing tasks, good communication and regular check-ins will help gauge team morale and present a space for issues to be aired in an accepting space.  

High performers and Executives are at a higher risk of burnout and more likely to experience workplace stress, finding it hard to say no at work and often having to manage multiple projects, teams and tasks. Noticing early signs of stress in these members, and all staff, will help to indicate where Mental Health Days could benefit, and where workload needs to be shifted. 

Final Thoughts 

With 40% of American workers finding their jobs stressful, implementing processes to alleviate stress in combination with scheduling Mental Health Days could have a huge impact on overall employee wellbeing and productivity. 

Recognizing signs of stress in staff, opening conversations about mental health, and encouraging scheduled Mental Health Days, especially after high-pressure projects can positively impact stress levels. 

This blog was printed with permission.

About the Author: Gemma Hart is a HR and Recruitment Specialist based in the South of England. Since graduating from Sussex University in 2016, Gemma has developed her skill set and knowledge around the future of recruitment and graduate education.


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3 Ways Employers Can Support Worker’s Mental Health When Working Remotely

Posted on by Madeline Gray
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As millions of people around the world have discovered in recent years, working remotely can pose all sorts of challenges in both our professional and personal lives. Not only have workers had to contend with a new schedule and environment, but also the mental health impacts that have arisen as a result of this alien approach to working. In fact, one guide revealed that 82% of remote employees suffered some symptoms of burnout whilst working remotely. 

While there are many things individuals can do to help keep on top of their mental wellbeing, employers can also play their part in supporting their workforce, even when that workforce is operating remotely. 

In general, companies are looking to do their bit to support the wellbeing of their employees. Research shows that 96% of employers have actively adapted HR policies in recent years to provide more mental health resources for their staff. But, only one in six people felt fully supported by these measures. 

So, what more can management do to better support their employees?

Establish effective communication channels 

With hallway meetings and water cooler catch-ups no longer a feature of day-to-day office life, it has become easier for employees to feel alienated from the company. Perhaps it’s unclear what is being expected of them, or maybe it’s just the lack of face-to-face interaction that causes this feeling. 

As an employer, it is important to establish and maintain healthy channels of communication. When working from home, this can be achieved through regular video calls and meetings, or simply through instant messaging apps. If possible, schedule in regular catch-ups which give employees the opportunity to talk about anything else but work, giving them a chance to switch off from professional duties with their peers. 

Keeping in touch with the wider team will help to create a feeling of inclusion and give employees a greater sense of purpose and direction when completing their daily tasks. 

Organize regular social events 

Spontaneous after-work drinks and  similar  activities were removed from our routines in the midst of the pandemic but with the leisure and hospitality sector up and running once more, scheduling regular out-of-work social events can be invaluable to not only individuals’ mental health, but also the team morale as a whole. 

If lots of your staff live close by to one another, why not suggest starting a walking group to get people out and about and mingling once again on a regular basis? Exercise-based incentives will not only help to reduce feelings of isolation, but it will also fight against other mental health issues, with exercise proven to boost your mood and alleviate feelings of depression. 

Consider individual’s needs when working from home  

When the entire workforce is operating from the office, everyone will stick to similar working routines and have similar needs throughout the day. However, when working from home, different factors and commitments will make it more difficult to enforce rigid policies which may not take into account every individual’s needs. 

It could be a case of allowing for flexible start and finish times for remote staff, or simply being mindful that homelife can get in the way during the work day. 

What’s more, when working in an office environment, all of the necessary equipment needed to carry out professional duties will likely be available within the office. This may not be the case for everybody when working from home, so it can be valuable to implement a work from home budget, which will help staff to feel more comfortable and also aid productivity in the process. 

All in all, it’s important to consider the needs and mindsets of workers during such an unprecedented time in history. With small changes like the ones mentioned above, your team could thrive more than ever before, while deepening their interest and commitment to their role and a company that has their back.

This blog is printed with permission.

About the Author: I am a freelance writer with a particular interest in employee welfare, and have created content for established companies based all around the world. I have a degree in creative writing, and am always eager to expand my knowledge around different subjects.


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Mental Health at Work and Appropriate Adjustments Managers Should Make

Posted on by Gemma Hart
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Mental health in the workplace has, in recent years, become a priority for employers. Many organizations are fighting the stigmas of mental health through training programs and reasonable adjustments in the workplace, ensuring those struggling with their mental health receive the required support. 

According to the Centers for Disease Control and Prevention, 1 in 5 adults in the United States struggle with their mental health. Symptoms of mental health and the numerous struggles people face as a result don’t just affect the lives of individuals; they can also impact the businesses they work for. 

Your Responsibility as an Employer 

As an employer, you cannot ignore the seriousness of mental health and the impact this can have in the workplace. It is a fact that there are people in your workforce struggling with mental health conditions. In fact, it is estimated that around half of the US workforce suffer from mental health issues. 

Just as you would make adjustments for an employee with a physical illness or disability, employers should make reasonable adjustments within the workplace for those with mental health struggles. Below are some of the adjustments you can make. 

Flexible Working Hours 

For someone struggling with mental health, sometimes the smallest changes can make all the difference for them in managing their symptoms. One of the best reasonable adjustments you can make as an employer is to provide opportunities for flexible working. Whether you allow for later start times, remote working, or part-time options, flexible work opportunities can relieve some of the pressure on struggling employees. 

So, whether they need to attend counseling sessions, take time off for medical appointments, book a holiday, or just need to feel more in control of their schedule, allowing for flexible working hours is a reasonable option for employers keen to support their workers. 

Create Support Systems 

Mental health can be extremely isolating. Most sufferers feel embarrassed to speak up about their struggles out of fear that others might judge them. As Adam Nesenoff, an expert working in mental health recovery at Tikvah Lake Recovery states, “one of the worst effects of suffering from any mental health problem is that it often leaves people feeling alone. This is frequently made worse because there is a tendency to start isolating.†Isolation often causes symptoms to worsen. 

Support systems (otherwise known as buddy systems) help employees create connections with their colleagues, find people they can talk to, and feel more comfortable in the workplace. These support systems can be created formally or informally but they are an excellent way to support someone dealing with mental health issues. 

Introduce a Phased Return to Work 

Sometimes, employees need to request an extended period of time off work so they can receive professional support. As an employer, you should support this as much as possible. Seeking support is a huge step out of a comfort zone for many people and it is something that should be commended. 

However, after an extended period of time away from work, many returning employees can feel anxious (whether they struggle with mental health problems or not). So, it can be helpful to introduce a phased return to work. This will help employees to return to their previous duties at a pace that works for them. 

You might consider asking them to come in for a few hours or days each week at first and then building up from there. If you are unsure what is best, just speak to the individual and ask them what they would like to do. 

Address Discrimination and Fight Stigmas 

Unfortunately, there are numerous stigmas surrounding mental health. Sufferers are often faced with questions like, “isn’t it all in your head?†or “things can’t be that bad?†These kinds of responses are unhelpful and, ultimately, damaging to individuals, regularly causing mental health symptoms to worsen.  

One of the critical challenges of tackling mental health in the workplace involves confronting the stigmas and the best way to do this is through addressing the discriminations and educating your workforce. 

Despite the fact you may feel powerless to support every employee in the way they need, one of the best steps you can take is fighting stigmas. Provide mental health training for your employees, address stigmas head-on and let perpetrators know that such behavior will not be tolerated. Creating an understanding and inclusive work culture can transform the health and happiness of your employees. 

As an employer, it is your responsibility to ensure all your employees are cared for and supported in the workplace.

This blog is printed with permission.

About the author: Gemma Hart is an independent HR professional working remotely from as many coffee shops as she can find. Gemma has gained experience in a number of HR roles but now turns her focus towards growing her brand and building relationships with leading experts.


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5 Tips to Make Video Meetings Fairer to Anxious Employees

Posted on by Amy Deacon
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Video calls may have taken over as the meeting method of choice during the pandemic, and the surge in remote work means that they won’t be going away any time soon. Many people appreciate the convenience and flexibility of being able to show up on time no matter where they are physically. Still, it would be wrong to assume that everyone is entirely comfortable with this new working method.

It’s not always easy to tell who might be struggling with the new meeting schedule. For example, some employees that are more than comfortable meeting in person may be anxious about appearing on camera. On the other hand, people more than happy to chat for hours on the phone may still be coming to terms with the concept of online meetings.

Managers who are already comfortable with online meetings may be surprised to learn that one study suggests that 73% of people suffered from Zoom anxiety in 2020. A further study indicated that worries over backgrounds, appearance, and speaking over someone all play a part and virtually equally between males and females.

Essentially, the majority of people still have concerns about meeting online. Nevertheless, it’s a crucial component of adjusting to remote work, so what can you do about it? Here are five ways that you, as a manager, can promote a comfortable video calling experience for everyone involved.

1. Make Being on Screen Optional

Many employee concerns around video calls stem from the thought of being on screen. While comfortable in the office, their webcam acts as a window into their home. One of the quickest ways to make everyone more comfortable is to consider appearing on camera optional.

Some people like to be able to see who they’re talking to. Others want to ensure they have the full attention of the room. However, it’s time to accept that employees are often responsible and eager to do as their employer requires, and appearing on a screen shouldn’t make or break their efforts.

It may require additional trust from some managers, but the benefits are clear. Body language can be overrated on video calls, too – in some cases, it’s easily misinterpreted. Some employees might be concerned about this happening to them, but accepting that cameras aren’t essential to productivity can eliminate much of the anxiety associated with these calls.

2. Encourage Flexibility

Try not to get into the habit of scheduling video calls at short notice. This can cultivate an opinion among employees that they are expected to be at their desks at all times. That in itself can be a significant cause of anxiety, especially for those that have struggled to adapt to remote work and have altered their routines as a result.

It might make sense to implement an official policy on video meetings, such as providing at least 24 hours’ notice or potentially even banning them on specific days. There’s also evidence to suggest that it may be time to make all meetings optional, although this won’t work for every organization, especially those with just a handful of key people.

Giving people time to prepare for an upcoming meeting can ensure their schedule is free and that they’ve taken whatever steps work for them to make them feel more comfortable on screen.

3. Make it Your Job to Promote Social Interaction

There’s always a risk that anyone that misses out on video calls through anxiety may exacerbate their issues by reducing overall social contact. Like any competence, it is possible to lose social skills over time when left unused.

Video calls can replace face-to-face meetings, but they’re also a great way to keep up at least some of the more sociable interactions from the workplace. It may sound counterintuitive to arrange additional calls for those suffering from anxiety, but many people perform better under social circumstances than professional ones.

These meetings really should be optional, but someone needs to take the lead in ensuring they’re available for people that wish to attend. As a leader, there is no better candidate than you.

4. Make a Point of Mentioning Mental Health

Mental health is not a workplace taboo. On the contrary, many managers consider it part of their job to ensure that people feel good as issues can lead to a reduction in performance.

Most employees would rather not discuss their personal mental health, especially in front of groups. However, some are even anxious about broaching the subject at all. Make it clear on video calls that you’re aware of how remote work can affect people and that you’re more than happy to arrange for assistance.

If you’re comfortable providing that assistance yourself on a one-to-one basis, then do so. If not, ensure that you have someone you can send employees to for help. Such a seismic change in working habits affects everyone differently. Even if they merely need reassurance that their camera and microphone setup works, it can significantly improve their confidence levels.

5. Support Employees at their Own Pace

Some employees will never forget the first day they didn’t even have to get out of their pajamas for work. Others may still struggle to find a routine that works for them months after commencing remote work.

It’s simply impossible to support a team based on a timetable. There’s every chance that no two employees will be at an identical stage of adaptation. This does require flexibility on a manager’s part, but it should be viewed as an opportunity.

Every instance of providing customized support to an employee is a learning experience, and the more involved you become, the easier it will be going forward.

For example, if an employee who has never appeared on video decides to switch their camera on, don’t immediately view it as cause to make a big deal out of it – that may be the last thing they want. Instead, follow-up with them to ask how they felt and understand if there’s anything else you can do to make them comfortable in the future.

Wrapping Up

While people are becoming more comfortable with Zoom, Teams, and other video meeting apps every day, their usage represents a colossal shakeup in work patterns. The key takeaways involve acceptance, support, and enabling people to progress at their own pace. Some people may never be truly comfortable with the concept, but it is only fair to do all you can to encourage them to reach their potential, just as you would do with any other aspect of their working life.

About the Author: Amy Deacon is a business coach and speaker who creates solutions for businesses seeking to change attitudes and routines to boost productivity throughout the workplace.

This blog is printed with permission.


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Addressing Mental Health in the Workforce

Posted on by Johanna Zelman
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Johanna G. Zelman

May is Mental Health Awareness Month. After fifteen months of the COVID-19 pandemic – which has placed unprecedented stress on Americans dealing with isolation and fear, while juggling closed schools and businesses, homeschooling children, working from home, and economic uncertainty, including ensuring basic necessities – Americans are struggling to recover. One study published by the Centers for Disease Control (CDC) reported a finding that almost 41 percent of adults reported a mental health issue or increased substance use. Other studies published more recently in 2021 reflect similar results. For employers, who rely on a healthy workforce to be successful, this has direct repercussions on productivity, work quality and, in some cases, legal liability.

Despite this, mental health remains highly stigmatized, and employees are often uncomfortable speaking about their troubles at work. But there are things employers can do to encourage their employees to ask for help.

  • Talk to Your Employees. Have your managers and supervisors check in on your employees and ask them how they are doing or if they need anything. Make sure they communicate to employees that as their employer, you are there for them. Employees feel more comfortable speaking to their employers when they know that the subject of mental health is not taboo.
  • Let Employees Know that is Okay Not to be Okay. Many employees believe that they must always put on their best face while at work. This leads to the illusion that they are always happy and that their lives are perfect, discouraging others from coming forward with concerns. Tell employees that they don’t have to always be okay, and encourage them to talk about their concerns. It is okay to not be okay.
  • Make EAP Available and Accessible. Having an Employee Assistance Plan available and easily accessible is a great way to bring mental health care to your employees. Send an email to your employees identifying your EAP provider and providing instructions on how to access it. Put these instructions on your company intranet. Consider giving your employees a few free sessions per year as part of their benefits. Make sure employees understand that the use of EAP services generally will be anonymous unless they are told otherwise.
  • Publish a List of Resources. Every community has mental health and substance abuse resources available. Put together a list of these resources and provide it to your employees, either through email or by making it available on your company intranet, or both.
  • Make Sure Mental Health Care is Covered by Your Health Plan. Many health insurers still do not cover treatment for mental health care. Make sure that the health insurance plan you choose for your employees covers mental health treatment.
  • Encourage Employees to Take Time for Themselves. Rest and relaxation increase productivity. During COVID, many employees gave up their vacations because travel was not possible. Now that it is, encourage your employees to take vacation time, even if it means taking a staycation.
  • Create Opportunities for Employees to Socialize. Bring in donuts on Fridays, and encourage employees to socialize (with or without masks) in the breakroom for a few minutes. Hold a happy hour once a month. Sponsor a cookie competition during the holidays. Social events tend to make for a happier workforce, increasing employee productivity and decreasing the sense of isolation and other factors that lead to mental health issues.
  • Train Your Employees. Providing training to employees about mental health and ways to manage it will let your employees know you are open to hearing their concerns.
  • Ensure All Employees Understand How to Request an Accommodation. Federal law, most state laws, and some local laws require that an employer provide reasonable accommodations to its disabled employees. A mental health condition may qualify as a disability under these laws. A “reasonable accommodation†is any adjustment that can be made to working conditions that allows an employee to perform the essential functions of his or her job, although essential functions need not be eliminated, and the employee’s requested accommodation need not be granted so long as the accommodation provided is reasonable. Tell your employees how to make such a request, and make sure they understand that there will be no retaliation if they do need an accommodation. In some instances, a leave of absence may even be necessary. Again, make sure your employees know it is okay.

Mental illness is often labeled a “silent†disability because, in most cases, it is not apparent. It is, however, no less serious than any physical disability, and, left untreated, can be more harmful. One of the leading causes of employer losses is due to mental health conditions. Employers, therefore, benefit by ensuring that they have a workforce that is healthy, both physically and mentally. Encouraging employees to come forward and seek help for mental health concerns or illness will create loyalty and an overall happier and more satisfying work environment.

This blog originally appeared at FordHarrison on May 26, 2021. Reprinted with permission.

About this Author: Johanna Zelman has represented a wide variety of employers from various industries, but Johanna has a specific strength in matters arising in the municipal employment setting and in public schools and universities.


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Mental Health at the Workplace – What You Need to

Posted on by Sarah Kaminski
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The stigma that has once surrounded mental health issues is slowly beginning to lift. Fortunately, celebrities and online influencers continue to step out and speak up about their experiences with depression, anxiety, PTSD, and other mental health challenges.

But what of the people who are working at jobs that are not exposed to the media? What do they need to know about mental health at their workplace?

Let’s look at some important facts and statistics.

Mental Health Issues Significantly Affect Businesses

Mental health challenges and issues, as well as heightened stress, can lead to poor job performance and a drop in productivity, less engagement at work, and communication issues between employees and employers. They will inevitably impact a business’s bottom line.

As little as one night of poor sleep can significantly impact performance – and considering how mental health challenges affect sleep patterns, the downward spiral is easy to spot.

Employees Have Mental Health Rights

According to the US Equal Employment Opportunity Commission, an employee cannot be fired or forced to stop working based on a mental health issue, and the employer must provide a reasonable accommodation for any mental health condition.

Some employers provide employee assistance programs, too. These are completely confidential and provide assistance to an employee without disclosing any information to the company.

Employees are also allowed up to 12 weeks of unpaid leave to deal with a mental health crisis.

Mental Health Issues Are More Common Than You Think

Unless it’s happening to us, we are mostly unaware of how widely spread mental health issues are. Most people still don’t talk about their own challenges with their mental health.

But the fact of the matter is that one in five Americans will experience a mental health illness every year. This means that there is most likely at least one person in every office suffering from some kind of mental health challenge, be it mild or severe.

Mental Health Issues Are Most Often Treatable

Even when they seem incredibly frightening and isolating to the person affected by them, mental health issues are often treatable. In most cases, they can be solved with regular treatment – whether that be therapy, medication, or simply a specific daily practice someone exercises.

The sooner the person suffering from a mental illness seeks treatment, the greater their chances of solving the issue successfully.

What Can You Do to Promote Mental Health in the Workplace

The best way to battle mental health issues in the workplace is to advocate, speak up, and establish procedures for times of crisis. Here are some of the ways you can get involved and practices you can advocate for in your office:

  • De-stigmatization – One of the most challenging issues we face in the realm of mental health and mental health advocacy is ignorance and stigmatization. Educating coworkers, managers, and employees about mental health (their own as well as other people’s) is the first step to take.
  • A clear line of communication without repercussions – It’s vital to open a line of communication between employees and managers on the subject of mental health. An employee needs to be able to step forward and confide to their manager about their challenges and triggers. In exchange, solutions and processes need to be put in place to help them overcome these issues.
  • Personal mental health practices – We can all do a lot to take care of our own mental health. Getting enough sleep, eating a balanced diet, getting enough exercise, and spending time outdoors will significantly help our mental state. Furthermore, it’s crucial for our mental health that we find the time for friends, family, and hobbies. Even when an employer is unable to provide mental health support, the things we do for ourselves can help significantly.
  • Watching out for each other – When someone is suffering from a mental health disorder, they may not be able to see it clearly. Speaking up when you notice someone’s odd behavior or irritability and offering support can be the spark they need to help them start getting better.

Final Thoughts

Mental health in the workplace will take more spotlight as the workplace itself evolves and shifts. For the time being, it’s up to the employees to advocate for this cause. They have to fight for the processes and procedures that can protect them. Hopefully, these facts can help open up that conversation.

About the author: Sarah Kaminski is a freelance writer and social media marketer. She works with a number of small businesses to build their brands through more engaging marketing and content.


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Why the Best Protectors for Workers Are Other Workers

Posted on by Robert Struckman
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As concertgoers fled the mass shooting at the country music festival outside the Mandalay Bay in Clark County, Nev., at the end of the Las Vegas strip, dozens of off-duty fire fighters attending the concert sprang into action. Twelve were among the wounded by gunfire.

At the same time, more than 150 fire fighters and paramedics from Clark County Local 1908 and surrounding locals rushed to the scene to save lives, treat the wounded and help the survivors.

“Our members–including those attending the concert off duty–reacted as they always do,” said IAFF General President Harold Schaitberger. “They put their training to work immediately, without hesitation and without regard for their own safety, making quick and difficult decisions on how best to save lives.”

As the news of the unfolding tragedy flashed across the nation, the International Association of Fire Fighters (IAFF) – the union representing more than 310,000 professional fire fighters and paramedics–also took action, reaching out to Clark County Local 1908 and other affiliates in the area to provide assistance.

On Monday morning after the shooting, Patrick Morrison–a retired Virginia fire fighter who heads the health and safety division at the IAFF, was on the phone with affiliates across the country to organize and mobilize experienced teams of peer support counselors and trauma specialists to help members involved in the response to the mass shooting. Within hours, he too was on a plane to Las Vegas.

“It’s easy to see a broken arm and treat it. It’s more difficult to see trauma to our brains or hearts,” Morrison said. “Everyday, work for fire fighters and paramedics can be traumatic. Mass-casualty events can be much worse. We want to make sure our members understand the signs and symptoms of traumatic stress injuries, so we can treat them.”

Many of the peer support counselors who arrived in Las Vegas have been through similar events. Some pulled bodies from the attack at the 2016 Pulse Nightclub in Orlando, Fla., where 49 people were killed and 59 wounded. Others got a crash course in trauma from the terrorist attacks on September 11, 2001, or from the Sandy Hook Elementary School shooting in 2012.

All of them brought their personal stories to Las Vegas to help their union brothers and sisters.

At the school shooting at Columbine High School in Littleton, Col., Ray Rahne was a fire fighter who had responded like everyone else in his department. Afterwards, the Vietnam veteran, who is also a husband and father, would find himself crying at times. And he was skittish and jumpy.

“I would go from happy to depressed at the snap of the fingers. People started asking, ‘What’s going on?’ This went on for over a year. Finally, I thought, I don’t know. I’ve got to go see somebody,” Rahne said.

Now retired from Littleton Fire and Rescue and a IAFF district vice president, Rahne got help and then joined his union’s growing movement to treat mental and emotional injuries to fire fighters, paramedics, and dispatchers.

Two years ago, the IAFF hired its first full-time and permanent behavior health specialist. This year, the union plans to hire a second. And, last March, the union opened the Center of Excellence for Behavioral Health Treatment and Recovery in Upper Marlboro, Md., exclusively for IAFF members.

“Health and safety is a big priority for us. We want to make sure all of our members are as safe as possible,” Morrison said.


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