At AccessEAP we are committed to developing cultural competency across our business. For us, that means providing the best possible experience for our Aboriginal and Torres Strait Islander customers. By increasing our cultural awareness and knowledge of historical events impacting the nature of trauma experienced by Aboriginal and Torres Strait Islander employees today, we offer the opportunity to develop more culturally appropriate EAP holistic support services. In order for us to authenticate our commitment, AccessEAP is investing in the ongoing development of cultural sensitivity within our workforce by offering online Cultural Competency Training for all employees and through consulting with people such as Justin to increase our knowledge and understanding.

Justin Rhys Grant is a Walrpiri/Jawoyn man, a highly acclaimed and awarded actor, writer, producer and film director. Justin was born in Katherine, in the Northern Territory, and grew up listening to his Elders sharing their Dream Time stories from a young age. They always taught that a story is gifted to you and you must honour it’s life and respect it as a gift to you in your life journey.
Through his own company, Witchenini Entertainment, Justin brings his role as a story teller to life in film and television. Witchenini Entertainment offers proper Indigenous protocol training for all staff in order to gather and collect traditional stories in the right way, following the laws of communities and community engagement. “We hold high the Cultural Protocols and respect for each and every Indigenous People treating them as individuals”, Justin confirms.

Justin is working with AccessEAP on a number of projects and offered to create this short video to put into practice the ideas behind this year’s NAIDOC Week theme: Healing Country! It is a very personal sharing of his grandfather’s storytelling regarding ‘respect for differences of each culture’. His message is to find ways to work “on” Country for healing together. Justin’s manner is quiet and peaceful as he shares his personal experience and encourages us all to see how we can connect.

Please take some quiet time to watch this video and feel free to connect with Esmé Holmes our Senior Clinician/Cultural Inclusion & Diversity Consultant. You may also like to learn more about the Aboriginal and Torres Strait Islander Peoples Dedicated Support Line.

At AccessEAP, our vision is for each person to be their best at life and work. It’s important to us, and we have developed a program of works to ensure we can support this vision by working with you and your people. This includes empowering our people, connecting with people and excellence in all we do. These strategic themes guide our pathway for innovation and bring innovation to life for us every day.

We partner with you to create mentally healthy and thriving workplaces and communities. Our latest wellbeing innovations directly support our vision and mission by allowing us to strengthen our partnership with you and connect directly to you and your people wherever they may be.

I am very excited to announce the launch of our new app AccessMyEAP, alongside our online Booking Portal and AccessChat instant messaging service.

This trio of online services put you and your people in control of your wellbeing journey.

AccessMyEAP app

Get to know your AccessMyEAP App

We’re making it easy for you to access your own EAP and wellbeing services with our intuitive and dynamic app. Download via Google Play and the App Store. 

• Put yourself in control of your mental health and wellbeing.
• Make a booking to speak with one of our counsellors.
• Read tips, strategies and new ways to support your mental health and wellbeing journey.
• Choose your own wellbeing tools and resources based on your preferences, goals and interests.
• Take your Wellbeing Check regularly. The questions are based on the positive psychology PERMAH model. 
• Monitor your results with your personal Wellbeing Tracker.

This free service is provided to you by your employer as part of your EAP services. 

We’re here to help you be your best at life and work. Get started today. 

It is an unfortunate part of the current economic situation that difficult decisions relating to redundancies may need to be made. Redundancies often cause anxiety and uncertainty. How your organisation handles redundancy can send a powerful message on how you value your people. At AccessEAP, we recognise the difficulties faced at this time and can support you to lead your people through change with respect and compassion.

Right now, those facing redundancy and job loss are particularly vulnerable as they may already be experiencing a household with reduced income and mental health issues related to the pandemic. Combine this with potentially restricted job opportunities, and people may need additional support to get them into a position where they feel more confident to prepare for a new job opportunity or search.

Our Career Transition and Redundancy Support services help people deal with change, position them to thrive in the future and offer practical support so that they feel more confident to enter the job market.

In the Employer Login Area of our website you will find details on our Career Transition and Redundancy services. Please feel free to contact your Realtionship Manager for more information or to discuss these services in greater detail concerning your specific needs.

Our journey towards cultural competency. At AccessEAP we are committed to developing cultural competency across our business. For us that means providing the best possible experience for our Aboriginal and Torres Strait Islander customers. By increasing our cultural awareness and knowledge of historical events impacting the nature of trauma experienced by Aboriginal and Torres Strait Islander employees today, we offer the opportunity to develop more culturally appropriate EAP holistic support services. In order for us to authenticate our commitment, AccessEAP is investing in the ongoing development of cultural sensitivity within our workforce by offering online Cultural Competency Training for all employees.

Arrilla Cultural Competency Training is the first step in this process aiming to empower all AccessEAP employees to gain knowledge, skills and confidence to work more effectively with Indigenous colleagues, customers, companies and communities, or while working on Indigenous projects or strategies. The training is also designed to improve understanding and the relationship between Aboriginal and Torres Strait Islander people and the wider, diverse Australian community. As we all move towards Indigenous cultural competency, so too will organisations. Although we have a dedicated Culturally Competent Team with a depth and breadth of experience and knowledge we don't purport to all be overnight experts - it will take time. Together, we’ll create a better environment to help Indigenous people thrive, and we’ll enable organisations to benefit from a more productive workforce.

The training is delivered by Ms Shelley Reys AO is an Indigenous woman of the Djiribul people and a respected Indigenous specialist, strategist and service provider. After 20 years in business, Shelley stands as one of the most respected operators working in the Indigenous cultural competency arena.

She is also known for her work with the government sector, the national apology to “the stolen generations” and to the broader national reconciliation movement. Shelley was awarded the Order of Australia (AO) in June 2012 for “distinguished service to the Indigenous community, to reconciliation and social inclusion, and as an advocate for improved educational, health and employment opportunities for Aboriginal and Torres Strait Islander people”.

I am very pleased that the majority of employees have completed Arrilla Cultural Competency Training as of August 2020. This the beginning of our collective journey and I look forward to providing updates on our ongoing progress.

Welcome to the Aboriginal and Torres Strait Islander Peoples Dedicated Support Line: part of your EAP, provided by your employer and delivered by AccessEAP.

Support when you need it: 24/7 365 days.

Our Client Services Team members are available to speak with you. Please call to make an appointment between EST 8am - 6pm Monday to Friday or outside these hours for urgent requests.

At AccessEAP our Cultural Wellbeing Team includes both Aboriginal and Torres Strait Islander Counsellors and Culturally Sensitive Counsellors. If appropriate our Cultural Co-Ordinator is able to assess and understand any individual circumstances and will work with you to identify the most culturally safe options for you or your organisation.

Together we find ways to provide culturally appropriate support that works for you, sharing knowledge in a respectful, confidential and safe space. Having a chat can help with the day to day challenges at home or in the workplace such as;

At AccessEAP we are committed to developing cultural competency across our business. For us, that means providing the best possible experience for our Aboriginal and Torres Strait Islander customers. By increasing our cultural awareness and knowledge of historical events impacting the nature of trauma experienced by Aboriginal and Torres Strait Islander employees today, we offer the opportunity to develop more culturally appropriate EAP holistic support services. In order for us to authenticate our commitment, AccessEAP is investing in the ongoing development of cultural sensitivity within our workforce by offering online Cultural Competency Training for all employees.

We recognise a need to offer the opportunity to speak with an Aboriginal or Torres Strait Islander Counsellor or a Culturally Sensitive Counsellor who has experience with individual, families and community and who understand the challenges.  By working together we aim to find the most appropriate support for you. Referral to other Aboriginal and Torres Strait Islander services can also be arranged.

At AccessEAP our Cultural Wellbeing Team includes both Culturally Sensitive Counsellors and Aboriginal and Torres Strait Islander Counsellors. If appropriate our Cultural Co-Ordinator is able to assess and understand any individual circumstances and will work with you to identify the most culturally safe options for you or your organisation

Together we find ways to provide culturally appropriate support that works for you sharing knowledge in a respectful, confidential and safe space. Having a chat can help with the day to day challenges at home or in the workplace such as;

• Stress
• Anxiety
• Trauma
• Grief and Loss
• Addiction Issues
• Diet
• Financial

Our new Aboriginal and Torres Strait Islander Peoples Dedicated Support Line is now live. Whatever the nature of your concern please feel free to call the Aboriginal and Torres Strait Islander Peoples Dedicated Support Line on:1800 861 085.

Boosting your overall health during the pandemic

Last month I wrote about adapting to the new normal. As I write in August, the goalposts have moved again, highlighting the importance of maintaining some stability during change and uncertainty. There's no single factor that works better than another or that will be the answer to all we are experiencing. When we talk about mental health and wellbeing we need a combination of strategies which are interconnected. Together they can make a difference. Let's look at food, exercise and environment.

Even though we are modern beings, half of our brain is still our evolutionary brain, keeping us alive when resources are in short supply. Wonder why we eat when stressed? It's our way of keeping fuelled up in case a sudden threat makes us need energy to flee. Why sugary or fatty foods? When our ancestors lived nomadic lives, fruit was our only source of sugar – if you came across a tree laden with fruit, you would eat as much as you could before competitors did. That urge to binge is still here even if we don't fear a shortage of fruit. Or Tim Tams. Likewise, greasy food converts into energy for fight-or-flight. That urge to prep our bodies is instinctual when stressed. (Unfortunately, knowing why your evolutionary brain tells you to eat chocolate or chips doesn't mean your modern body should, at least not daily!)

We all know it's essential to prioritise exercise and relaxation in this incredibly stressful year but never has the saying "easier said than done" been more true. A lack of exercise may be compounded by working from home. Routines which provide incidental exercise such as walking to the bus and leaving the building at lunchtime can easily slip away. Sitting at a laptop all day means your eyes get strained, your posture contracts and indeed your whole world can feel like it's shrinking.  

Fight-or-flight is activated in stressful times, so in a pandemic, we are operating at low-level, permanent fight-or-flight status. Feeling housebound, ongoing distressing news, feeling like you are always 'on' because "Working From Home" can feel like Working 24 Hours. This keeps our cortisol hormones elevated.

Getting out and moving works! Being in sunlight, just walking in nature has calming effects on our brain. If/when you can't currently go outside to exercise I practice Yoga daily and it can be done anywhere. Similarly getting up and walking around while on the phone (not all communication has to be via  Zoom) and setting regular intervals to stretch and drink water. In addition, exercise lowers stress and therefore reduces our tendency to want the unhealthy but tasty food.

This past week the new normal lived up to its reputation that the only constant is change. It's important to recognise and call out the level of complexity the new normal demands of us. We are expected to safely navigate our people and organisations through an ever-changing and unclear environment where strategies can be turned on their head overnight.

The experience of those in 'lockdown' suburbs in Victoria, with more restrictions announced along with the border closure, highlights this. Our thoughts go out to those impacted with the return to or imposition of new restrictions. We'd also like to help reframe this language as use of the term lockdown is compelling, but not necessarily the most helpful. While it helps the government manage the risk of minimising or eliminating the chance of a second wave, what is the impact on people right now? We need to think about this, as there is a probability that this may happen in other cities or states and directly impact our people or their loved ones.

Media coverage of police conducting roadside testing on the borders of impacted suburbs is a very confronting situation. There is heightened fear and anxiety for those affected, more broadly in Victoria and for many of us. A few weeks ago, we spoke about the emotional wave. How can you prepare your leaders to manage the emotional waves and navigate your people, teams and organisation and help build confidence and equilibrium?

This week has highlighted the nature and challenge of ongoing risks facing our organisations and our people in the new normal. When we look back at these times once we have safely navigated through COVID-19, as we inevitably will, what will we see? What will be the standouts? How will we have grown our people and our organisations? How will we have grown as leaders?

This week we turn our spotlight on how to create some practical, sensible ways we can lead our people in the new normal.

It’s been a sobering week, with news of rising cases in Victoria and discussion of restrictions on travel between states. It seems that our growing sense of positivity and a sense that we were getting through this has had a reality check. On top of this, there have been some high-level media coverage surrounding jobs losses, redundancies and ongoing stand down impacting many Australians. In a recent AFR article, the IMF stated the global pandemic recession is deeper than feared, and that Australia will be impacted with a likely 4.5% contraction. The good news? Australia is the only advanced economy to have its outlook upgraded, and expected to contract less than the April forecast, which predicted a 6.7% contraction.

With this in mind, we turn our spotlight on how your EAP can help assist you to manage risk and support your people and organisation through challenging times.

Together we potentially face the deepest economic downturn since the Great Depression of the 1930s. We know from our conversations with many of you the issues that are dominating your thinking and current people strategies are around managing through the new normal, navigating through COVID-19 recession and being able to come out the other side. We are also positive that we will get through this together. The success of our economy is built upon the success of business and organisations. We’re here to help you successfully navigate the business and people challenges you currently face.

We’ve previously spoken about financial security, and this is an ongoing stress for many of us. We want to highlight how your EAP strategy and support can help you manage your business and people risks. We have created additional support tools. Our Manager Tool discusses some specific elements to help proactively identify and manage risks. Our Personal Tool offers your people some suggestions on how they can be in control of managing some of their personal risks.

Access via our Employer Login Area - COVID-19 Supporting your people:

• Leader Tool - Harnessing your EAP to help manage your people risk
• Personal Tool - Managing risk and uncertainty in the new normal

Through conversations with your dedicated Relationship Manager, we can help you plan and implement a combination of proactive strategies to proactively identify, manage and minimise your people risks and the interventions and support required for those with specific needs. Reach out to your Relationship Manager to start the conversation with our Clinical and Organisational Development teams. Our people are here to help you and your people.

Reflecting on the lessons learned in the last few months, our reflection inevitably turned to two things – clear communication and decision making as leaders. One of the things that stood out was how we had changed our communication style. Our language evolves in response to the physical and psychological needs of our people, and where we have been as a team on the various stages of the COVID-19 journey.

This week our spotlight is on evolving our communication to continue to meet the needs of our people as we grow increasingly accustomed to the new normal.

At AccessEAP, we’re already in a blended workplace and continue to shape the blended workspace as we get better at actually doing it. We’ve openly shared with our people that we expect this to continue for some time and are actively looking for ways to support our people so they can better support your people. 

The phrase “clear is kind, unclear is unkind” (Brene Brown) is one that we often find ourselves challenging each other with. Looking back at how we have evolved our communication and messages over the past few months, something stands out. We’ve always sought to make a clear distinction between providing clarity and providing certainty. With so many unknowns to grapple with over the past few months, and more yet to come, we openly share when there are things we are uncertain about. Our people have been included as we’ve gone on this journey together. We’ve also made sure to clearly state that there is a difference between being uncertain and not knowing.

The power in the difference between the phrase “We’re not certain but let’s find out” and “we don’t know” is one that can have a direct impact on your people’s mental health and wellbeing. Uncertainty implies that you have some ideas on what’s required and that more thinking is needed to make the right decision. This can instil confidence in your people that you are being open, transparent and honest but have several alternative options that require a decision. Everyone has a part to play, and this approach encourages individual responsibility and ownership as we engage in creating potential solutions.

Communicate, communicate, communicate. It's best practice for leading through crisis and change – both of which we've had plenty of over the past few months. It's time to take a moment; pause and reflect on what's happened and how we have led our people through COVID-19.

In the moment of reflection, it can become apparent just how much we have done and achieved over the past few months. It's also become apparent that information overload has taken on a whole new meaning throughout COVID-19. One of the contributors to exhaustion and stress is information overload. We've been bombarded by messaging across all platforms for some time. It's also important to recognise that communication through an extended period of crisis and change must evolve to continue to be meaningful, impactful and internalised.

This week we turn a spotlight on evolving communication for our people.

Knowing that our people may be feeling exhausted, experiencing information overload and sorting through information which has at times been unclear or uncertain, we can identify ways that we can adapt our communication approach to their needs. Now, more than ever, clear, concise and bite-sized chunks of messages are required. It's also helpful for consistency. It might help your people to think about how you can curate information or what's communicated to help this land better. There is a substantial amount of information that has been made available to your people from lots of different sources, including the state and federal governments.

Overall, trending presenting issues and requests for support confirm the effects of overload. 

As we prepare for a return to work or physical workspaces with physical distancing requirements being eased, the impacts on our mental health will continue for some time. It is vital to be aware that many employees, colleagues and peers may be struggling. One of the troubling impacts of the COVID-19 epidemic on mental health is the increased risk of suicide. Raising mental health awareness is one of the tools we can each use and includes understanding the risks factors for poor mental health as well as knowing the signs.

We know the factors which protect our mental health are:

• social support and connection
• meaningful activity
• maintaining a healthy lifestyle
• rest and relaxation
• a reliable source of income
• and problem-solving skills.

Risk factors that can contribute to poor mental health:

• an increase in drug and alcohol use
• family history of mental illness
• history of trauma
• chronic or ongoing stress
• loss of long-term relationship or person
• social isolation not just physical isolation
• financial stress
• and poor physical health.

Signs that someone may be struggling:

• dramatic changes in behaviour, mood or attitude
• increased feelings of anxiety or depression
• expressing thoughts of helplessness, hopelessness or worthlessness.

Many people find it difficult to talk about mental health with someone they are concerned about – and this is normal. It is natural for people to fear saying the wrong thing or making things worse. However, ignoring mental health issues won't make them go away. Having a conversation and expressing concern is vital.

There is no doubt that COVID-19 has had a wide-ranging impact on all of us. It is perfectly normal to worry about our financial situation, even in the best of times, as we try and provide a good life for ourselves and our loved ones. With so much uncertainty across several industries and employers, financially related stress may become overwhelming.

Financial worry is normal. Financial security, job security and a steady income are important basic things we require to provide for our loved ones, to feel safe and secure. Financial security supports our wellbeing, such as leisure time and activities. The loss of that security creates uncertainty and anxiety. If we are not careful to manage our thoughts and emotions, financial stress can dominate our thoughts 24/7 and impact on our health and wellbeing. The way we view our financial situation can shape our thoughts and feelings and harm relationships.

Some signs that financial stress is affecting your health and relationships include:

• arguing with your partner or family about money
• difficulty sleeping or relaxing
• feeling angry or fearful
• mood swings
• tiredness
• muscle pain
• loss of appetite
• withdrawing from interaction with others.

Financial stress can affect your health in many ways:

• poor physical health
• delaying accessing healthcare
• poor mental health 
• unhealthy coping behaviours.

Seeking help to fully understand your financial position and the options available to you is the first step in getting back in control of your finances and improving your mental and physical health. AccessEAP offers specialist Financial Coaching in addition to EAP counselling. For more information, Manager and Personal Tools can be accessed here or call 1800 818 728 to book an appointment.

It is a promising sign when many of our conversations turned to “what’s next” this week. Recent media coverage has spoken about the return to work and the transition to the ‘new normal’. This language doesn’t recognise that many of us continued to work either in our workplaces or from our homes.

What we do know is that we are all caught up in planning the process of the return to the ‘new normal’. It’s time to talk about the impacts on your people, the workplace and the effect of the easing of physical distancing restrictions. While we recognise and have been talking about managing thoughts and emotions through COVID-19, our thinking is now shifting from crisis management in-the-moment to forward planning. The biggest lesson we’d like to talk about from these conversations is the unexpected outcomes people and teams who have already returned to the workplace have shared with us.

As we start a new phase of the COVID-19 journey, are we looking at a more hopeful stage as we can begin to move around more? Are we looking forward to the opportunity to interact with more people and physically connect in person? What will this look and feel like? How will our people react?

What we know is that there is no one size fits all solution. That’s why we have released a Transition Planning Guide, designed to help you think, plan and be able to implement a range of solutions to help your people, teams and organisation move through the transition to the ‘new normal’ as smoothly as possible. Find it in our Employer Login COVID-19 Toolkit. 

It has been just over two years since AccessEAP started working with Support Act to recognise the needs of a group of workers who were previously “left out” of traditional Employee Assistance Program support. Back then, due to the incredible fundraising efforts of Support Act and it’s founders, mental health services were made readily available to the music industry. That was a great achievement but Support Act saw the needs of so many others, in creative industries, being left unmet. Next came theatre industries and now all artists and art workers across Australia.

The twelve-month expansion of this essential service has been made possible thanks to the Australian Government, through the Office of the Arts. Clive Miller, CEO, says he is thrilled that Support Act can extend access to the Helpline to the wider arts community during this challenging time.

It is with immense pride that AccessEAP assists Support Act along this journey. The Helpline is delivered in partnership with AccessEAP and is a free, confidential service available 24/7, staffed by professional clinicians familiar with issues faced by people working in music and the arts.

There are many other groups of people who provide incredible value but work outside of regular employment conditions. Volunteers, carers and association members would not usually be covered by EAPs however, in many cases, they are groups with significant needs. AccessEAP recognises that the one size fits all approach isn’t appropriate when mental health and wellbeing are in the balance. AccessEAP provides a range of other assistance programs to cater to the specific needs of these groups and just like Support Act we are always looking to expand our programs to ensure the best wellbeing outcomes for people at life and work.

The Support Act Wellbeing Helpline is now available to all arts workers and can be accessed by calling 1800 959 500 within Australia, or via email. Zoom video calls are also available. “You may feel isolated, but you’re not alone”. This short video is a great way to promote this service to those in the creative arts.

While many lives have been put on hold due to COVID-19 social distancing restrictions, some argue that certain groups have been affected by the loss of physical contact more than others. Teenage years are characterised by rapid learning, risk-taking, building relationships and establishing a sense of self. Having to spend more time than usual in the family home can cause added tension with fewer outlets for release. With many high schools around the country returning to the classroom, there is some sense of normality being restored; however, for tertiary education students, the path back to campus is still unclear. 

As parents, it is important than ever to keep the lines of communication open; 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.

Keep active

As we all do our part to flatten the coronavirus curve, a concerning new curve is emerging. Reported in The Australian last week, an increase in suicide rates and a generational mental health crisis directly linked to the pandemic is being predicted by the country's top mental health experts.¹ While people have been actively considering how best to manage the physical second wave of COVID-19, few organisations are putting the same thought and preparation into this ‘mental health’ second wave. Mental health has been reprioritised and is now front and centre of the national health agenda and transition strategy right now. With the estimated cost of lost productivity reported to be up to $5 billion. It is perfectly normal in a crisis for people to focus on their immediate needs, just as it is for organisations. Many organisations, and their leaders, must now shift their thinking to how best support the mental health and wellbeing of their people.

AccessEAP works with organisations to proactively build resilience and target protective factors to support people through change. Helping organisations to prepare their people to achieve the best outcomes and meet new challenges.

AccessEAP recognises that leaders need support to find the time and space to make difficult decisions and equip their workplaces for the transition to the ‘new normal’ and potential return to the physical workplace. Data from Professor Ian Hickie at Sydney University’s, Mind and Brain Centre shows that mental health will be the number one priority for leaders through COVID-19, recovery and a potential recession. “Now the most important part of the recovery is helping as many people return to work as soon as possible.” ^2.

Our Clinical and Organisational Development teams work with our customers to build on what’s currently working in their people strategy and successfully harness this for the additional investment needed to target support for your people and organisation. Contact your Relationship Manager to ensure your organisation is getting the most impactful benefit from the latest COVID-19 support resources available from AccessEAP.

References:

The public health challenges of COVID-19 may no longer be in the news several times a day, but our healthcare workers continue to be on the frontline of this crisis and under immense pressure. Healthcare workers need easy access to support as early as possible to ensure the best mental health outcomes. Launched last week, the AccessEAP Healthcare Hotline responds to the specific needs of our healthcare customers during the pandemic. 

How does AccessEAP's Healthcare Hotline work?

• The dedicated, 24/7/365, toll-free Healthcare Hotline number will be recognised and answered by our client services team. 
• Healthcare clients will be offered same day counselling appointments via telephone or video. 
• Healthcare clients will have access to AccessEAP's most senior clinicians and psychologists with expertise in working in the healthcare sector and/or a hospital environment.

Visit the Primary Healthcare Toolkit within the Employer login area for more information or to discuss how AccessEAP can further support your organisation, please reach out to your dedicated Relationship Manager.

The Australian government has moved ahead of the World Health Organisation to introduce the first phase of the country’s emergency response plan preempting the elevation of coronavirus to pandemic status. Prime Minister, Mr Morrison referred to the decision as “being taken in an abundance of caution”.

At AccessEAP we continue to monitor government sources for updates and reinforce the measures we can all take to look after our people. What we are doing in response is to keep our people informed and clearly communicate that while the current risk is low for Australia, being prepared for a change in circumstances helps to maintain a sense of calm. These websites provide up to date and easy to follow information:

https://www.who.int/emergencies/diseases/novel-coronavirus-2019 

https://www.health.nsw.gov.au/Infectious/diseases/Pages/coronavirus-resources.aspx

Many of our organisations have already experienced having their people in a self-imposed work from home situation. It may be that your organisation will utilise work from home options further if required. If this is the case here are some factors to consider; feelings of connection may be strained and fear of illness and general anxiety may be increased as a result of COVID-19. Roles where travel and close contact with others is required may feel particularly impacted. There may be a greater reluctance to participate in face to face interactions, even with a counsellor. Phone, video chat and email counselling options are available and appointments can be made in exactly the same way as face to face sessions making support easy to access no matter the location.