Traumatic events such as the shooting and car rampage in Melbourne CBD disrupt lives physically and psychologically, creating intense emotional distress for individuals, families and whole communities. Organisations play a vital and valuable role in assisting and supporting their employees and their families in the immediate aftermath and in the days, weeks and months following this tragic event.
Economic considerations are one of the determining factors in whether a woman will leave or return to an abusive relationship, making it crucial for companies to develop policies in order to support staff experiencing domestic violence with paid employment.
Despite the common belief domestic violence is a private issue, the costs to the community suggest otherwise, with a 2015 report by PricewaterhouseCoopers estimating that violence against women costs $21.7 billion a year, with victims bearing the brunt of this cost.
Almost three-quarters of Australian workplaces have no formal policy or procedure for managing staff mental health issues, according to a recent survey by law firm MinterEllison.
Clear policies are crucial to encourage good mental health in the workplace, as is strong leadership to implement them. It is not enough for a workplace to provide a phone number for counselling sessions. Employers have a responsibility to provide a safe and healthy workplace, which includes identifying mental health risks in the workplace and taking action to mitigate these. While this must be led from the top, employees also have a responsibility.
Increasingly, employed women who have families are expected to juggle a multitude of tasks, managing many and varied demands and responsibilities across their personal and work lives. Between being mothers, carers – of children or aging parents, attending social and work commitments and tending to household responsibilities, women are juggling the expectations of multiple roles.
Now more than ever companies need the support to manage mental health issues in the workplace. A recent survey reported in the Australian Financial Review found mental health issues in the workplace have risen 56 percent in the last year.
This week I attended a seminar hosted by the National Safety Council of Australia Foundation and Sparke Helmore Lawyers which addressed what businesses need to know about managing mental health in the workplace.
The seminar was attended by more than 150 human resource and workplace health and safety professionals from various industries and hosted an impressive panel of experts – Lucy Brogden, National Mental Health Commissioner at the National Mental Health Commission; Tim Moran, Acting Head of Workplace Engagement at beyondblue; and Bill Kritharas, Partner at Sparke Helmore.
The new financial year is here and with it comes tax time. For many Australians this is a stressful time. According to recent research by H&R Block and Officeworks, nearly half of Australians report they find the tax preparation process stressful, with around a third saying they resent tax time, leaving preparations until the last minute. Usually, that stress is exacerbated by lack of knowledge, planning and time constraints which can linger long into the new financial year.
Most of us would have come across a difficult person at some point in our lives and most likely it has happened in the workplace. These individuals may come across as aggressive, intimidating or controlling, which can lead to conflict and have a detrimental impact on the person on the receiving end. However, it’s important to develop strategies to successfully manage challenging workplace conflicts so we aren’t doomed to a high conflict and overstressed workplace.
This week is Men’s Health Week (13-19 June). It is all about promoting men’s health and wellbeing, yet one of the biggest challenges is the fact that Australian men are not opening up. As this culture of stoicism continues to rise, we should be encouraging men to reach out and discuss their feelings with others in both their professional and personal lives.
According to the annual Stress in America survey commissioned by the American Psychological Association, Millennials (born between 1980 and 2000) are the most stressed generation. This is echoed by AccessEAP’s own statistics which show that 40% of Australian Millennials list anxiety as their top personal issue, versus 31% of Generation X and 29% of Baby Boomers.
Mark Twain once said, “I can live for two months on a good compliment.”
Here are five ways to help you give and receive meaningful compliments that will lift the person you are complimenting as well as putting you in a positive mood.
A recent survey, estimates that absenteeism directly costs organisations approximately $578 per employee per absent day, which leads to an annual cost to the economy in excess of $44 billion.₁ With a 39% rise in stress, anxiety and depression related absenteeism within the last year₂, businesses are recognising healthcare as a worthy investment of company resources.
For the fifth year in a row, Australians have rated financial issues as the top cause of stress according to Australian Psychological Society’s recent Stress and Wellbeing survey. Anxiety symptoms in 2015 were the highest they have been in five years with an alarming 35 per cent reporting a significant level of stress in their life. With so much uncertainty across a number of industries and the cost of living rising rapidly, it is no wonder financial related stress is so prominent.
The mindfulness wave is sweeping across the Australian corporate world with many large companies all undertaking corporate-based mindfulness programs. The holiday break is an important time for recuperation in preparation for the year ahead, reinforcing the importance of practicing mindfulness throughout the holidays.
Traumatic events such as Terrorist attacks disrupt lives physically and psychologically, creating intense emotional distress for individuals, families and whole communities. Organisations play a vital and valuable role in assisting and supporting their employees and students in the immediate aftermath and in the days, weeks and months following this tragic and unbelievable event./p>
Click here to see Clinical Services Director, Marcela Slepica discussing White Ribbon Day on the Sky News Switzer show.
2.1 million Australian women and 1.2 million men have experienced emotional abuse by a partner according to recent data1. This startling statistic that one in every four women has experienced domestic abuse is truly shocking and when we consider this figure is likely under-reported due to the perceptions of stigma, shame, economic dependence and safety, it is even more concerning.
New research has found that being happy boils down to just three factors – good personal relationships, financial security and a sense of life purpose. When the ‘golden triangle of happiness’ was present, it almost always resulted in positive levels of wellbeing. The Deakin University Wellbeing Index 2015 is based on more than 60,000 individual responses and rates satisfaction with life across areas such as standard of living, health, purpose in life, personal relationships, safety, community connection and future security.
World Mental Health Day (Saturday, October 10th) aims to raise public awareness of mental health issues around the world and this years’ campaign encourages people to take ownership of their own mental health and wellbeing.
People struggle with mental health issues 365 days per year. People we love, people we work with, people we know. The national focus on mental health issues achieved through R U OK? Day each year helps remind us to check in with family, friends and colleagues, to show support and ask if they are okay when we notice something is not right. To a sufferer of mental health issues, a single day is not enough. To be even more effective, R U OK? needs to be as common and as natural as saying ‘how was your day?’ or ‘is there anything I can do to help?’, questions we feel comfortable using in daily conversation.
According to recent Australian research, there will be 3.7 million more workers aged between 50 years and pension age over the next decade. Australia is now ranked 15th on a global scale when it comes to engaging older staff. As a range of economic, social and policy changes encourage Australian workers to delay their retirement, older people will continue to comprise an increasing share of the employed workforce which will have a huge impact on Australian businesses. Adapting your business to the ageing workforce requires commitment to age based initiatives rather than costly modifications.