Published in Human Resources Director 18th December 2019

The festive season can be a joyous time, full of gift giving and parties with friends and family.

However, for many people who rely on work for social connection, the season can be far from merry.

Marcela Slepica, Clinical Director, AccessEAP, said that while loneliness isn’t a mental health problem, it can contribute to mental health conditions such as anxiety or depression, which can be a significant risk factor to those who are struggling with suicidal thoughts.

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Hi Everyone,

Firstly, AccessEAP acknowledges the traditional custodians of the land we work on and their continuing connection to land, culture and community. We pay our respects to elders past, present and future.

This is our last quarterly newsletter for the year and as the temperature is soaring today it reminds me of how quickly the summer heat comes upon us. I was noticing this week how many people are telling me of their holiday and travel plans and the lunch preparations they have for the Christmas feast. As many of you have already told me of your work plans for December, this last part will not apply to you. If however, you haven’t let us know yet please keep an eye out for the email from our friendly customer service team.

It is a very happy time for some of us but I would like to formally acknowledge that everybody has a different circumstance. If this is a tough time for you please do look after yourself. As clinicians sometimes we just keep going and don’t take time to see what self care is for us–this is a gentle nudge to remember to practice self care, book in some supervision and set some boundaries. While we are on self care I’m really interested in what you all do to relax and so I would ask you to send in your best tip or trick that you have for unwinding at the end of the year.                         

It is important to remember that for those of us who are the heart of the family; a holiday feast at the end of the year can mean more work! One of my friends sends me this picture every year as to remind me to take a step back, relax and let the chores wait! If you are not the heart of the family, take a step forward and give that person a break.

As you may be aware on Monday the 9th of December there was a volcanic eruption on White Island, New Zealand. Our thoughts are with those who are impacted, as always we are here to support your people. Following a traumatic event, it is common to experience a range of intense emotions. It’s important to be aware that everyone responds differently and everyone’s needs will be different, initially and over time. 

Organisations play a vital and valuable role in assisting and supporting their employees and their families in the immediate aftermath and moving forward. Being prepared to provide initial and long term support for people will enhance and promote their own personal coping strategies and resilience.

To support those that may have been affected by the event we have included documents for individual strategies (download pdf here) and tips as well as information for managers and leaders (download pdf here).

Should your managers need additional support as they support your employees during this time, please call the Manager Support Hotline. To arrange the Manager Support call, an appointment or onsite support please contact us on 1800 818 728 or in New Zealand 0800 327 669.

With the recent closure and now new ownership of White Ribbon Australia announced, I wanted to reassure our customers that nothing has changed in terms of the support and training we provide. However, it seems an appropriate time to reflect on what the White Ribbon name has come to mean for domestic violence.

It’s important to note that White Ribbon (WR) started with men taking up the challenge to do something about men’s violence against women and has continued to specifically engage men in this cause. WR explores the underlying reasons that violence against women continues to be a major social and economic issue in Australia and around the world.

This movement has a history dating back to 1981 but came into being in response to the Dec 1989 Montreal Massacre of 14 female students. WR was founded and a white ribbon chosen to represent peace as well as being a neutral colour men would be comfortable wearing. In 1992, the movement was brought to Australia by the Men Against Sexual Assualt (MASA) group. This incredibly powerful history of men and women working together to eliminate men’s violence against women must continue without pause. As leaders, we are in a position to ensure this happens.

At AccessEAP we are undergoing the accreditation process and will continue the process as we recognise the important work of the international White Ribbon movement. Regardless of what the new WR will look like violence against women is a pressing and prevalent issue within our society and our commitment to continue with the accreditation process stands firm. 

As a White Ribbon approved training provider we will continue to provide Domestic and Family Violence Awareness Training. We have received positive feedback from organisations that we have supported in achieving their accreditation and raising awareness on this matter. For organisations that are considering the accreditation process or are in the process of doing so, AccessEAP encourages all organisations to continue addressing and raising awareness of such an important issue. 

Published in Human Resources Director 6th December 2019.

Sally Kirkright, CEO AccessEAP, said workplaces must take a stance against mental ill-health.

“Businesses need to be mindful of the impact they have on employees’ mental wellbeing through the job itself, workplace culture and organisational support including recognition, stigma and the physical environment,” added Kirkright.

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Published in INTHEBLACK 1st December 2019.

Marcela Slepica, director of clinical services at AccessEAP, says burnout is now occurring in a broader range of sectors. “There has always been burnout in certain industries, such as the caring professions or first responders – police or emergency medics – but I now see it moving into other industries, including professional services.”

Slepica says workload, constant change and workers feeling misunderstood by senior managers are common complaints.

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We are constantly faced with numerous distractions, but making a conscious effort to “be present” for your children has been identified as an important part of parenting. Our undivided attention is often at a premium but setting aside time to connect with your child is like anything; it gets easier with practice and improves on each occasion.

If you’re not sure where to start, see if our tips can help you out.  

1. Slow down.

Rushing often leads to miscommunication. Slowing down helps to allow time to think things through and react less. Children thrive when parents are consistent in the messages they give around discipline, values and the child’s important place in the family. Dedicating time together, without a particular plan or agenda allows for the things that your children want or need to tell you, surface. 

2. Smell the roses.

Stopping to smell the roses is one way of slowing down and appreciating the little things. Mindfulness practice takes this concept and runs with it. Notice the aroma of your coffee in the morning or the kid’s warm chocolate milk, the laughter or singing of children and the silly things they say, the texture of a pet’s fur under your touch. Noticing sensory experiences can help to keep you in the present moment. It can also help to recognise and acknowledge happy moments by saying them out loud, kids will feel it but when it is said out loud it is powerfully reinforced.

3. Single-task.

Despite popular thinking, none of us are made for multi-tasking [1]. Undivided attention is just that and it can be incredibly rewarding to be single-minded in your approach to time with your children. It allows the subtle nuances of a situation to be recognised and celebrated and curiosity and creativity to flourish.

As we approach the December period and prepare for the festivities, it’s easy to become distracted with long ‘to-do’ lists; calendars booked up with extra social events and perhaps finalising work in preparation for a well-earned break. These distractions can impact on our relationships with the people we care about most, so here are some tips for maintaining positive relationships during the festive season.

1. Take Time to be Present

2. Give Hugs

3. Acknowledge Feelings First

4. Give Compliments

5. Re-connect

6. Find Common Ground

7. Be Inclusive

8. Respond don’t React

9. Connect to Values

10. Add Humour

For the full tips, download our Postcard: 10 Tips for Staying Calm & Connected

AccessEAP wishes you all the best for the Festive Season. We appreciate the opportunity to work with you and look forward to another great year creating mentally healthy workplaces in 2020.

Please be assured our counselling and onsite services are available 24/7, 365 days a year however our other business functions observe the Australian public holidays and a short break from 25th December to 2nd January 2020.

Humans are naturally social creatures, and contact is necessary for wellbeing. While the holiday season is painted as a joyous, busy time with gift-giving, parties and holidays, for some people the festive season can be a time of sadness and loneliness.

There is pressure to have fun, spend time with family and loved ones but for many people, this time of the year reminds them of those they may have lost or who are ill and struggling. Often the message we receive is that everyone is happy but it’s the time of the year where sad feelings become magnified.

December is usually a month for an increase in the number of people seeking professional counselling services for depression and suicidal ideation. Lifeline is expecting more than 28,000 Australians to reach out to Lifeline’s helpline over the Christmas period.

If you are heading into the holiday season feeling lonely, recognise that many of us suffer from loneliness, especially if we have been through a bereavement, a relationship breakdown, are estranged from family or suffer from physical or mental health challenges. It’s easy for our minds to get caught up in what we do not have as opposed to what we do.

Try to avoid the hype, acknowledge that it’s a hard time of the year. Think about activities and things you can do to help you get through this time.

Teenage years are characterised by rapid learning, risk-taking, building relationships and establishing a sense of self. Parents are often bombarded with news articles on the very real dangers of alcohol-fuelled accidents and violence, party drug experimentation and risky behaviours. Particularly at this time as teenagers come to the end of their schooling and participate in “schoolies” and Summer music festivals, parents worry about risky behaviours becoming dangerous.

As parents, it is important to keep the communication open, to talk through choices and consequences, to show understanding about risk-taking and partying. We want our kids to make choices, to not be afraid to say “no” and to call us, as parents, if they are in trouble or scared. It is important to talk to them about looking out for each other, not to leave their friends alone or with strangers.  

This stage of development is intense for our teens as they experience significant brain and hormonal changes whilst navigating external demands and influences from peers, teachers, parents, carers and of course, ever-present and unforgiving social media. We are witnessing an exponential increase in mental health issues among teens. So how can we support teens to proactively manage stress through these tumultuous times?

Good sleep

Poor sleep often accompanies stressful times. Teenagers experiencing stress might lie awake worrying at night and be too tired to function well the next day. This can set up a poor sleep pattern. The Sleep Health Foundation recommends these tips to help your child establish healthy sleeping patterns: avoid screen time an hour before bed and encourage reading or listening to relaxing music instead to help wind down; support your teen to establish and stick to a routine around bed and wake-up times; encourage them to get around 7.5 hours of sleep per night, which is the optimum amount of time for teenagers. Read more here.

According to research, 2.2 million Australians have experienced physical and/or sexual violence from a partner, whilst 3.6 million have experienced emotional abuse from a partner[1]. As a national welfare issue, domestic and family violence not only affects the victim in their personal lives but in their professional life too.

Employers have an important role to play and need to take the issue seriously, the cost of domestic violence to the Australian workplace could rise to $9.9 billion annually by 2021/2[2]. AccessEAP acknowledges the role employers and work play in supporting women dealing with this issue. Domestic violence has very real impacts on employees and the workplace. For the victim, health and economic costs can increase and mental health can deteriorate. For organisations, this can lead to lower productivity, efficiency, staff retention rates and motivation, as well as higher absenteeism.

What’s more, some of these employees’ suffering doesn’t end once they leave the house. Victims of abuse can still be subject to unbelievable pressures when they reach the office, such as email and phone harassment, with partners trying to force them to resign or get fired. In extreme cases, they may even be targeted by their abuser at their place of work. This type of behaviour then affects the workforce as a whole, with staff exposed to the abuse in person.

Many organisations recognise it is important and relevant to have a Domestic Violence policy in place to support employees and to provide training to managers and their staff about how to respond and how to offer support. Victims should always feel that there is someone they can confidentially talk to in the workplace, yet only 20 per cent of employees feel comfortable helping a colleague who is experiencing domestic abuse[3]. Work can often become a sanctuary away from abuse and as an employer, it’s important to encourage a working environment that is safe for employees. By creating a non-judgmental space where victims feel confident to talk about their experiences, it can help raise awareness and make sure that someone is getting the help they deserve.

AccessEAP is committed to creating safe workplaces and encouraging workplace wellbeing to the forefront. We can assist organisations in developing domestic violence policies with training based on three elements; Recognise, Respond, Refer.

Published in Wellness Daily 15th November 2019.

Published in Human Resources Director NZ 8th November 2019.

In November we highlight the very important topic of Domestic and Family Violence. We were disappointed to hear that White Ribbon Australia have made the difficult decision to close their doors, and at AccessEAP we are committed to continuing to stand against this pressing and prevalent issue in society. The 25th of November marks International Day for the Elimination of Violence against Women and we will continue to speak out against violence in our society. We will continue to raise awareness and support you, our customers, via training and organisational consultancy.

Domestic & Family Violence is often referred to as the “hidden crime”. The statistics indicate that women are the main victims of Domestic Violence in 70% of the cases. One in three women experiences physical violence and almost one in five experience sexual violence in their lifetime, most often from an intimate partner. One woman in Australia is killed per week as a result of Domestic Violence. We do acknowledge same-sex violence and other forms of family violence and we encourage all workplaces to join us in focusing on this important social issue.  

Violence against women results in major health, social and economic consequences for individual women, their families, organisations and society. It has significant effects on women’s physical and mental health as well as their material and financial stability. There are also considerable economic costs to individuals affected, employers and society.

While these statistics are sobering and deeply concerning, you may be wondering why this is a workplace issue. The statistics tell us that a significant number of women experience violence in their workplace from known colleagues and peers; more than 60 per cent of women report experiencing some form of violence at work and 75 per cent report experiencing unwanted or unwelcome sexual behaviour at work. However, the actual prevalence may be higher because there is evidence that many women do not seek help or report violence when it occurs. 

Domestic & Family Violence does have implications for organisations, including an increase in staff turnover, absenteeism (an employee’s time away from work due to illness) and presenteeism (an employee who is physically at work but not extremely productive).  It also often decreases work performance due to its impact on mental health and wellbeing and may extend to staff morale if it occurs in the form of sexual harassment. This can extend to an organisation’s reputation.

Following on from our CEO Feature, Domestic Violence, A Workplace Issue.

A key component of creating a zero-tolerance to violence in the workplace is to develop and/or review workplace policies and procedures that address gender equity and violence against women. The next step is to develop strategies to promote a more inclusive, respectful workplace that explicitly values staff experiences, such as a code of conduct, training on communication and decision making, and democratic conflict resolution processes.

In addition, training and raising awareness can go a long way to create the kind of culture that is required. Investing in this sends a powerful message to employees and other organisations, that you care and take this seriously.

It can be confronting when someone tells you they’ve experienced harassment and violence. You’ll probably have feelings of your own to deal with and might not think there’s much you can do to help. The good news is that your colleague/employee trusts you enough to talk about their experience, and there are many things you can do to support them. The most important ones would be to:

Listen: Hear what they say and try not to interrupt. Let them talk at their own pace. Show them you are listening by making eye contact and nodding. Don’t worry if they stop talking for a while – silences are OK.

There are many things which can get in the way of prioritising ourselves and our own wellbeing on a daily basis. Whether it be dependent family members, a demanding job, or both, at the end of the working day it may seem that there is little time or energy for looking after ourselves. Eventually however the costs of not prioritising our own wellbeing can be significant.

Here are some tips for creating and maintaining a self-care routine:

1.  Recognise that not prioritising self care is a common reaction during times of stress or in emotionally demanding jobs, and learn from your peers about different ways of building resilience.

2.  Look for the good in people and situations.

3.  Allow time for healthy distractions away from work e.g. a “feel good” movie, listening to comedy, hobbies, sports, and social outings.

This November it's time to talk about Men's Health. The Movember Foundation is taking a stand to Tackle Prostate Cancer, Testicular Cancer, Mental Health And Suicide Prevention. To challenge the stigma of Mental Health they encourage everyone to Talk, Ask, Listen, Encourage Action and Check In.

We often hear from men that they feel pressure to be seen as invulnerable, stoic, and fearless. This can lead to unrealistic expectations that as a man you should be able to cope no matter what, and “get on with it”. Emotions become synonymous with weakness and powerlessness. Men may also dismiss their feelings as unimportant and worry about burdening other people with their concerns.

Men experience emotions just as much as women do, however the pressure not to show emotion or vulnerability means that emotions will build-up and result in what appear to be random and unexpected behaviour. Reluctance to talk about or acknowledge emotion can manifest in all sorts of unhelpful ways including:

• Excessive alcohol use
• Addiction to gambling or betting
• Ending relationships prematurely
• Resigning suddenly from their job
• Stopping activities of interest e.g. sports
• Neglecting friends and family
• Working longer hours
• Communication only via emails or text messages
• Aggression or violence
• Excessive time watching fantasy, films, or gaming

Click here for more information about Movember and how to get involved.

For more information or to book an appointment, call us on 1800 818 728 or visit our website, www.accesseap.com.au

Employees with mental health issues report that that they are unlikely to tell their managers about their issues for fear of being judged. There is still a stigma around mental health is some workplaces. This fear and not speaking out creates more stress for employees and possibly impacts on absenteeism and presenteeism. While many companies are making an effort to move mental health and wellbeing to the top of the agenda, a lack of time and resources are often used as excuses for not following through.

The 10th October is World Mental Health Day and encourages us to unite in efforts to improve the mental health of people around the word and challenge the misconceptions about those experiencing mental illness.

According to research, 45% of Australians have experienced mental health issues in their lifetime[1], and while the workplace is not the main reason for people developing a mental health issue, it is definitely a contributing factor. Long hours, stressful workloads, job insecurity and lack of engagement are sometimes normalised within companies, yet they affect the mental wellbeing of employees and can lead to issues such as anxiety or depression.

“As a manager, you are in a unique position to promote positive mental health at work, explains Marcela Slepica, Clinical Director here at AccessEAP. “Given the prevalence of mental health issues in Australia, it is likely that at any given time someone in your team will either be experiencing symptoms or will be vulnerable to developing symptoms.

“There are so many ways in which you can actively challenge stigma and help a person in your team remain connected, stay productive and feel valued at work, whilst they experience mental health concerns. One simple action that organisations can take is to nominate a mental health or wellbeing ambassador, someone within the team who can have peer-to-peer conversations with colleagues about mental health issues and encourage them to seek help.”

Natural disasters: How can HR help? Published in Human Resources Director 28th September, 2019.

Natural disasters such as the recent Queensland and Northern NSW bushfires impact entire communities, including organisations, their employees and their families. 

Marcela Slepica Clinical Director at AccessEAP says a tragic disaster such as a bushfire can have a damaging effect on people, and it is common to experience a range of intense emotions following a traumatic event like a natural disaster. 

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