You probably offer your employees some form of health benefits. But is your benefits package robust enough to fully support your employees’ range of total health needs if they are to be fully present at work and resilient?
One often overlooked area of employee support is for parents of children with mental health concerns. A survey published earlier this year by Lyra Health found that over half of the more than 1,900 U.S. workers surveyed support a child with a mental health concern. Yet, the survey also found that “worker confidence in their employer-provided resources for their kids’ mental health is lagging behind companies’ investments in this area.”
This gap can mean your employees aren’t able to devote the time and attention necessary for peak performance, costing both you and them in the long run.
“Having a child with an untreated mental health issue is going to take parents out of the workplace. Their mind and energy will be elsewhere,” says Kendall Browne, PhD, senior program manager of Workforce Transformation at Lyra Health.
November is National Family Caregivers Month, a time to highlight the vital yet often unacknowledged role of caregivers. For those who support loved ones experiencing mental health challenges, this month is an opportunity to honor their dedication, recognize their struggles, and empower them with resources.
Veterans face unique mental health challenges that too often go under-addressed, from military sexual trauma and transitional stress to the long-term impact of PTSD. These experiences don’t just affect mental well-being—they can shape every aspect of a Veteran’s life, from personal relationships to reintegration into civilian roles. Yet there is reason to be hopeful: today, more than ever, there’s a focus on empowering Veterans as community and workplace mental health leaders. With evolving peer support programs and resources designed to remove cultural and financial barriers, we’re seeing real progress in providing accessible, culturally competent mental health care. By positioning Veterans at the forefront of these initiatives, we can harness their resilience and leadership, creating stronger communities and workplaces while ensuring they receive the support they deserve.
Earlier this year, I attended the European Symposium on Suicide and Suicidal Behavior (ESSSB) in Rome. One of the plenary presentations by Prof Thomas Niederkrotenthaler, of the Medical University of Vienna, illuminated the powerful impact of the “Papageno Effect” on suicide prevention.
Last week, I found myself deeply inspired by the symposium at the European Symposium on Suicide and Suicidal Behavior (#ESSSB20) in Rome, where profound discussions unfolded about the critical importance of integrating the wisdom of those with lived and living experiences into every aspect of suicide prevention and recovery.
Every day, physicians help improve and save lives. But when it comes to their own mental health struggles, they often don’t address the symptoms of trouble until they are in full-blown crisis. Sometimes, their mental health crisis turns deadly. Physicians have one of the highest suicide rates of any profession in the US. Federal data show an estimated 400 physicians die by suicide per year. More than half of physicians know a physician who has either considered, attempted or died by suicide in their career, according to Vital Signs, a nonprofit aimed at ending physician suicide. They also report an estimated one million persons in the U.S. lose their physician to suicide each year.
When the behavioral health crisis assessment and referral team at Banner Health’s Northern Colorado campus in Greeley heard about H.O.P.E. Certification, a program that is helping build resilience and wellbeing in industries facing acute suicide and other mental health crises, they were intrigued. The team knew that workers at their hospital were exhausted and traumatized, and needed a variety of mental health supports.
Growing up in a family of natural athletes, I always felt like the odd one out, struggling to find my place in the world of sports. But when I discovered running, everything changed. This blog explores how running became more than just exercise for me—it became a powerful tool for self-care, resilience, and finding peace.
Discover the top cloud-based mental health apps of 2024, categorized into resilience, early intervention, and intensive support. Explore SaaS solutions like Calm, Talkspace, BetterHelp, and more, offering personalized care for individuals and employers to enhance mental well-being anytime, anywhere.
When the behavioral health crisis assessment and referral team at Banner Health’s Northern Colorado campus in Greeley heard about H.O.P.E. Certification, a program that is helping build resilience and wellbeing in industries facing acute suicide and other mental health crises, they were intrigued. The team knew that workers at their hospital were exhausted and traumatized, and needed a variety of mental health supports.
Creating a recovery-supportive work environment helps enhance your organization’s overall health and safety, while moving the solutions to mental health concerns in your workforce from the individual level to the environmental one, which is easier for an organization to control for optimal outcomes. Doing so promotes psychological safety, team cohesion, and a wellness-oriented climate. For more information or to register for the workshop, contact Chase Plank: chase@sallyspencerthomas.com
Due to a combined lack of crisis preparation by a hospital administration, a “suck it up” culture among hospital medical staff, when a time of relentless exposure to trauma provoked a mental health crisis for an emergency physician, her fear of being stigmatized ended in suicide. Since then, a movement has evolved to remove systemic and discriminating barriers to mental health help-seeking among healthcare workers and to create healthcare workplace environments that promote a holistic approach to well-being.
Last month I attended the Zero Suicide Global Summit in Liverpool, England with 110 global attendees from 22 countries and all continents (except Antarctica). The event is part of an international movement to transform healthcare systems and to aspire to “zero suicides.”
Have you ever noticed how your heart rate changes when you're stressed or relaxed? Your heart rate is not constant but fluctuates slightly. This natural variability in heart rate is known as Heart Rate Variability (HRV) and is an essential indicator of our overall well-being. In recent years, researchers have discovered a strong connection between HRV, vagal tone, and stress management.
Burnout plagues workers, parents, students, and countless others. According to SHRM[1], in 2021 47.8 million workers quit their jobs, making the monthly average almost four million and the highest resignation rate on record. Fortune[2] reported that for 30% of workers left behind getting work done is a significant challenge, resulting many feeling decreasing loyalty as everyone fights for the war for talent.
Many speculate that this great churn in labor is the result of crippling burnout.
This year, for World Suicide Prevention Day, the theme is “Creating Hope through Action.” For too long we’ve been stuck in “awareness raising” — a necessary but not sufficient condition for change.
It’s time to take action. Here are 10 tips for an impactful National Suicide Prevention Week (September 5-11)/World Suicide Prevention Day (September 10th) - action steps you can take with you to impact your community all year long.
As we approach 2021, we are still adjusting to the many new ways the COVID-19 pandemic is disrupting just about every aspect of our lives. Many are asking -- How has COVID-19 impacted workplace wellbeing? Are we facing a “perfect storm” of risk factors for suicide or are there aspects of this crisis that give us hope in our resilient human spirit? Finally, what can workplaces do during this time to support workers and their families?
We hope you take the pledge to make suicide prevention a health and safety priority at work.
Findings from a national survey involving over 2,000 U.S. adults (conducted by The Harris Poll) released this week found the overwhelming majority (81%) believe, as a result of COVID-19, suicide prevention needs to be a national priority.
Today on World Mental Health Day, the American Association of Suicidology (AAS), American Foundation for Suicide Prevention (AFSP), and United Suicide Survivors International (United Survivors), announce their collaboration and release of the first ‘National Guidelines for Workplace Suicide Prevention.’ These Guidelines — built by listening to the expertise of diverse groups like HR, employment law, employee assistance professionals, labor and safety leaders, and many people who had experienced a suicide crisis while they were employed — will help employers and workplaces become proactively involved in suicide prevention in the workplace. Employers ready to become vocal, visible and visionary and who are ready to take the pledge to make suicide prevention a health and safety priority visit WorkplaceSuicidePrevention.com.
Are you in HR? An employment lawyer? Someone with lived experience with mental health or suicide who was working at the time you experienced a mental health issue while employed? If so — we want to hear from you! Please, take our 15-20 minute survey. This research project is a collaborative effort among Dr. Anthony Fulginiti of the University of Denver, Judge (Ret.) Mary McClatchey, the Employers Council and United Suicide Survivors International (through me!).
The Employee Assistance Program (EAP) might be one of the best kept secrets for many employers. Instead, EAPs should be resources widely publicized to help encourage managers, employees, and often their family members (when benefits extend to family) so that their support services for personal and workplace problems that have the potential to negatively affect work can promote vibrant workers and mitigate risk. Many employers simply “check the box” when signing up for this benefit, figuring health insurance will cover the mental health needs of their employees; however, most employers really don’t know what the EAP services entail or the value the services can bring to a workplace.
