Charles Benayon

Founder & CEO of Aspiria


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International Overdose Awareness Day: “Festival Fever” and Party Drugs

tablets-1001224_1280.jpgFor many students, summer vacation means music festival time! While concerts are non-stop parties and great fun, it’s easy to let loose and get out of control. Today opioids, especially Fentanyl, are all too common ‘party drugs’ as is MDMA (methylenedioxy-n-methylamphetamine), also known as ecstasy or molly, that often make an appearance at these festivals. Using these drugs can lead to a variety of serious health complications, especially when taken in conjunction with alcohol, and can potentially be fatal. August 31st is International Overdose Awareness Day and I think it’s a great opportunity to discuss the dangers of drug use and abuse.

Why is Overdose Awareness Day so important?

Getting high is often considered a rite of passage, without giving much thought to the consequences of drug use. After all, it’s only recreational, so what’s the harm? Drug use, even recreational, can lead to tragedy. International Overdose Awareness Day is a global event that raises awareness of overdose and reduces the stigma of drug-related deaths. It also acknowledges the grief felt by families and friends who have suffered as a result.

What is an overdose?

An overdose means that you have taken too much of a drug(s) than your body can cope with. Any drug can cause an overdose, including prescription drugs prescribed by a doctor. As many of you may already know, prescription drug abuse by teenagers is a huge problem in North America, so if you’re taking a prescription drug, be mindful of the dose and take your medication only as prescribed. If you think that recreational drug use is fun, think again. Recreational drug use is never a good idea. It can lead to drug abuse and an overdose can happen without warning.

Can you recognize the signs and symptoms of an overdose?

Different drugs can produce different symptoms but the general symptoms of an overdose may include:

  • Nausea
  • Vomiting
  • Abdominal cramps
  • Chest pain
  • Difficulty breathing
  • Loss of balance
  • Seizures
  • Dizziness
  • Drowsiness
  • Diarrhea
  • Disorientation
  • Agitation
  • Paranoia

 

What should you do if you suspect someone youre with is experiencing an overdose?

An overdose is a medical emergency. Call 911 immediately! Even if you’re not sure, err on the side of caution and call 911. Stay with the person until help has arrived. If the person has passed out, put them on their side in case they vomit. Don’t give them anything to eat or drink. Tell the emergency responders what substances have been taken and in what amounts (if possible).

Why do people overdose?

Although most overdoses are accidental, they can also be deliberate. It’s very important to recognize the difference and to ensure that the right mental health support is made available. Overdoses are frequently associated with drug abuse. Peer pressure is a strong factor in starting to use and abuse drugs, particularly for young people. If you have a mental health disorder such as depression, attention-deficit/hyperactivity disorder (ADHD) or post-traumatic stress disorder, you’re more likely to become dependent on drugs. Self-medication can also be a coping mechanism for anxiety, depression and loneliness.

It’s very important to address the issues of drug use and overdose and how they relate to mental health issues. Do you have a Student Assistance Program (SAP)? If so, contact them as soon as possible. I strongly urge you to get the help that you need so that you can live happy, productive lives.


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Spotlight on Mental Illness: Social Anxiety in the Workplace

ASP Aug 1Social anxiety disorder is also referred to as social phobia. And it’s much more common than you’d think. Social anxiety disorder is the third largest mental health problem in the world today according to the Social Anxiety Association. Although employees may feel that they can hide social anxiety disorder in their personal lives, it’s virtually impossible to do the same in the workplace. Let’s discuss what social anxiety disorder is, how you can detect if an employee is suffering from it and what, as an employer, you can do about it.

What is social anxiety disorder?

Social anxiety disorder is the intense fear and anxiety of being negatively judged and embarrassed by others. This leads to avoiding social situations that involve interaction with other people at all costs. As employers I’m sure you’ve seen how social anxiety disorder can have a negative impact on work performance and personal relationships. As a result social anxiety disorder can also significantly contribute to lost productivity. The good news is that social anxiety disorder is very treatable.

How can you recognize if an employee is suffering from social anxiety disorder?

People suffering from social anxiety disorder may exhibit any or all of the following behaviours:

  • May be seen by others as being shy, quiet, withdrawn, unfriendly or aloof
  • Avoid meetings and social situations, speaking in public or even talking one-on-one
  • Difficulty meeting people in authority
  • Rarely make eye contact
  • Overwhelmed or upset easily
  • Find it hard to make decisions
  • Difficulty with time management and meeting reasonable deadlines
  • Uncomfortable being watched while doing something
  • Fear of taking on new challenges or learning new things
  • Try too hard to be perfect
  • Experience physical symptoms – racing heart, blushing, excessive sweating, clammy hands, trembling, nausea, stammering or shaky voice

What can you do as an employer to help employees suffering with social anxiety disorder?

There are several things that you can do to help your employees deal with the day-to-day stressors in the workplace:

  • Be open and accepting about mental health issues to reduce the stigma
  • Show concern
  • Improve mental health literacy in your organization
  • Train supervisors and managers to recognize the symptoms of social anxiety disorder
  • Make available and promote the benefits of an EAP program
  • Encourage employees to seek care when they need it
  • Ask your employee if they need additional support and what that support might look like
  • Let your employee know what support services are available
  • Accommodate your employee by finding the right type of work to match their comfort level
  • Provide modified workspaces, flexible schedules or permission to take breaks when needed

Do you have a program in place to help employees with social anxiety disorder? It’s important to build a culture that demonstrates to all employees that they are cared for and valued. A supportive workplace inspires employees to feel loyal, dedicated and motivated which benefits the entire company.


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International Self-Care Day is July 24th: How to Make Time for Self-Care with a Busy Schedule

Pilates exerciseJuly 24th is International Self-Care Day. It’s the perfect time for all of us to pause and remember just how important self-care is. Although it may seem impossible to take time out of our busy days, it’s important for employers to encourage employees to fit self-care into their schedules. Work-life initiatives can really make a big difference in the workplace. According to Statistics Canada, the average Canadian worker is away from work for the equivalent of almost two weeks in a year. Casual absences (not requiring a doctor’s note) account for 80% of lost days for most businesses. Encouraging and promoting a healthy work-life balance is not only good for your employees, it’s good for business.

What is International Self-Care Day?
The International Self-Care Day (ISD) worldwide campaign objective is to celebrate the importance of self-care and to encourage the general public to practice responsible self-care. Every year ISD is observed on July 24 to serve as a reminder that the benefits of self-care are lifelong, experienced 24 hours a day, 7 days a week.

What is self-care?
The International Self-Care Foundation has developed a framework called Seven Pillars of Self-Care.

Pillar 1 – Health Literacy: It’s important to learn about our health so that we can make informed decisions on what we need for self-care.

Pillar 2 – Self-Awareness of Physical and Mental Condition: We need to be self-aware about the state of our physical and mental health. The best way to do this is to regularly visit your doctor or health practitioner and be honest about how you’re feeling physically and mentally.

Pillar 3 – Physical Activities: Regular physical activity is vitally important for self-care. It doesn’t have to involve intense or extreme activities. Walking, cycling, yoga, swimming… they can all significantly improve your health, fitness and mood.

Pillar 4 – Healthy Eating: Eating a nutritious, balanced diet is always essential. Take the time to eat; eat and chew slowly.

Pillar 5-Risk Avoidance or Mitigation: A few important tips are – avoid smoking, limit alcohol intake and use sunscreen daily. Take Vitamin D, especially for us Canadians who experience less sunshine and relatively short summers than those living closer to the equator.

Pillar 6- Good Hygiene: While most of us practice good hygiene, it’s still important to note that washing your hands well and often is one of the most important things we can do.

Pillar 7-Rational and Responsible Use of Products, Services, Diagnostics and Medicines:  Avail yourself of medical help when necessary. If you’ve been prescribed medication, take it as directed. If alternative medicine is your thing, use it.

Why self-care is so important for employees?

  • Boosts morale
  • Increases productivity
  • Reduces absenteeism
  • Improves mental and physical health
  • Decreases stress

Tips on how employers can encourage employees to make time for self-care

  • Help employees set and maintain personal boundaries
  • Help your employees set achievable goals
  • If you schedule meetings during the lunch hour, provide a healthy meal
  • Encourage employees to take intermittent self-care breaks – a walk at lunch time, a social break with a co-worker
  • Promote outside-of-work activities
  • Allow for flexible schedules

Remember, if you don’t take care of yourself first, you won’t be able to give of yourself to others.

July 24th is right around the corner. Is your company promoting self-care in your workplace? Now’s a great time to begin a self-care initiative.


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How Creativity Improves Mental Health and Wellness

creativityMany students notice that the creativity they once had diminishes as they begin post-secondary education. It seems our schools of higher learning teach students to follow the rules, learn, memorize and repeat, conform, and measure their performance by taking standardized tests. Creativity is squeezed out as the pressure to excel on exams becomes the driving force. This, however, is counterintuitive to future demands in the workforce and the mental health and wellness of our students.

A 2010 IBM study, as reported in the Newsweek article “Creativity is the New Black”, reported that not only will creativity play a critical role in the future success of a corporation, but creativity is also regarded as a core competency for those in a leadership role. Unfortunately, education is killing the creativity of our students and leaving many of them anxiety-ridden and stressed out. What are we doing to improve the mental health and wellness of our students?

Tapping into your creativity for improved mental health and wellness

I wanted to share with you the many positive benefits creative expression has in maintaining wellness, whether through art, music, reading, writing, crafts, colouring, knitting, sewing, pottery, gardening, or dancing. Creative expression can:

  • Reduce stress and anxiety
  • Increase positive emotions
  • Decrease depressive symptoms
  • Reduce distress and negative emotions
  • Boost the immune system
  • Increase self-esteem and feelings of accomplishment
  • Improve concentration and focus
  • Increase happiness

How does creativity improve mental health and wellness?

The average person has 60,000 thoughts per day and 95% of them are exactly the same, day in and day out (Cleveland Clinic). Immersing yourself in a creative activity produces an almost meditative state where your mind is so engrossed in what you’re doing that you temporarily forget all of your troubles and worries. The goal is no different from meditation, mindfulness, or yoga: in order to find calm, peace, and happiness in one’s life, the focus needs to be on one’s inner self (not external stimuli). This can be achieved only by becoming disciplined in an activity (eg. creativity) that will naturally lessen the importance and therefore impact of those thousands of thoughts we experience everyday. Neuroscientists have been studying many forms of creativity and finding that activities like cooking, drawing, photography, art, music, cake decorating and even doing crossword puzzles are beneficial to your health. When we are being creative, our brains release dopamine, which is a natural anti-depressant. Creativity usually takes concentration and it can lead to the feeling of a natural high. Participating in creative activities may even help to alleviate depression.

The latest trend in stress relief is the adult colouring book

Adult colouring books are all the rage. They’re so popular now that there are even monthly colouring clubs. They’re inexpensive, fun, remind us of childhood, require no particular skill and they provide instant relaxation. They’ve become so mainstream that they can be purchased everywhere from Amazon to dollar stores.

Research shows that creative practices improve depression, anxiety and coping skills while enhancing quality of life and significantly reducing stress – all vital for mental health and wellness. And the beauty of creativity is that anyone can practice it – why not start today?

Are we doing enough to encourage our students to exercise their creativity?


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LGBT Pride Month: How to Foster Inclusion in the Workplace

IMG_7553.jpegJune is LGBT Pride Month, and I feel this is a great opportunity to discuss why LGBT inclusion in the workplace is important for employee wellness and how employers can foster an environment of inclusion.

According to a recent study by Telus, about one-third of respondents don’t find their workplace safe and inclusive for lesbian and gay employees. In addition, the study found that:

  • 57% per cent of respondents said they’re not fully out at work
  • 22% are worried about a hostile work environment
  • 15% are concerned about losing out on career opportunities
  • 10% are worried about personal safety

Many LGBT individuals facing discrimination in the workplace suffer mental health issues

“LGBT-identified individuals experience higher levels of depression and anxiety, and have higher incidents of suicide,” says Colin Druhan of Pride at Work”. “And the discriminatory treatment they receive from others, including in the workplace, contributes to those statistics. People should feel safe at their job, not afraid of being shamed or harmed. But many LGBT employees choose not to reveal their sexual orientation in their workplace, thinking it will make co-workers uncomfortable, or alienate them. Some fear retaliation.”

What can employers do?

Although many companies have policies regarding inclusion, it is clearly not widespread enough. And while protecting employees from discrimination is both a legal and ethical responsibility for employers, there is often a disconnect between policy and practice. There are many things that you as an employer can do to foster an inclusive work culture that is welcoming to all:

  • Develop company-wide policies regarding inclusion
  • Institute anti-discrimination and harassment policies that address homophobia
  • Promote diversity at work
  • Educate all employees and support lesbian, gay and transgender employees through resource and networking groups
  • As a company, oppose laws that suppress gay rights
  • Take part in community, fundraising and volunteering events that support the LBGT community

Why is diversity important in the workplace?

Diversity promotes and encourages different perspectives and different talents. It can inspire employees to think beyond their own views, push their boundaries, and reduce stigma. I believe we need to create cultures of diversity and inclusion so that everyone feels free and safe to be who they are. Diversity will strengthen your company. It will enhance your recruiting and retention efforts. Employers who fail to create safe, respectful environments risk losing valued employees and clients to more inclusive companies. And according to Pride at Work, the LGBT community has an annual economic impact in Canada of over $100 billion. Doesn’t it make business sense then to promote diversity at work?

Does your company have an inclusion policy in place? How does your company promote diversity and inclusion? Do you actively recruit a diverse workforce?

 

 

 

 


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Who Cares for the Caregiver?

My wife and I are in our 50s with careers, are caregivers to our 3 children who live at home, are caregivers to our own parents who are in their 80s, and wait a minute, are caregivers to my grandmother who is 102 years old. True story. What gives? Most likely the health of the caregiver.

We’ve become a nation of caregivers. According to Statistics Canada, our aging population is fuelling caregiving needs across the country. By 2030, seniors are projected to account for 25% of our population. We now bear the responsibility of caring for the elderly, the sick and our children in addition to holding down fulltime jobs. Many caregivers are so overburdened that they have no choice but to put careers on hold. I thought I would share with you some knowledge we have around this issue, for you to consider:

  • More than 8 million Canadians provide informal care to a family member or friend.
  • More than 1 million caregivers are older than 65.
  • 44% of caregivers between the ages of 45-64 care for both a parent and children.
  • The number of seniors requiring care is set to double over the next 15 years.
  • 39% of caregivers look after the needs of their parents, 8% care for a spouse.
  • 35% of Canada’s workforce provides informal, unpaid work while working.
  • 6 million caregivers take time off work to provide care.
  • 10% of caregivers spend more than 30 hours per week providing care.
  • 80% of all care given to seniors in the community and 30% of services to seniors in institutions are provided by informal caregivers.
  • The economic value of caregivers is astounding: caregivers who look after seniors save Canada’s health care system between $24 to 31 billion annually.

*Data provided by CARP

It’s estimated that every year Canada loses the equivalent of nearly 558,000 fulltime employees from the workforce due to their inability to manage the conflicting demands of paid work and care (The Vanier Institute). These employee losses can cause tremendous disruption to the workplace and can negatively impact a business. Caring for a caregiver is not only an act of human kindness but it makes very sound business sense. It can enhance your organization’s image and reputation, facilitate recruitment and increase retention. Employee wellness and wellbeing increases productivity and job performance, boosts morale and inspires loyalty.

Trying to meet your employees’ responsibilities as caregivers and their obligations to the job is a Herculean task. Many caregivers lack the skills and resources to cope with the demands and as a result caregiving can take a toll on their mental and physical health. There are many ways that you can support your caregiver employees, such as providing:

  • EAP services
  • Flexible hours
  • Work-from-home options
  • Job sharing
  • Parental/compassionate leave

 

Flexibility is of paramount importance when trying to accommodate your caregiver employees. Each case will be different and should be evaluated on its own merit, so it is important to have the conversation with your staff to ensure they feel heard and considered. It takes effort, but it benefits both the employer and the employee.

Providing needed care for caregivers is an ongoing issue that is bubbling to the surface now. Do you have a plan in place for supporting employees who are caregivers?


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How to Get Employees Motivated After a Long Weekend

With the long weekend fast approaching, many managers worry that their employees will experience a “lull” in motivation, which may result in a drop in productivity. One of the great challenges with long weekends is not only are we coming back to a four-day work week, but “vacation mode” typically kicks in before the long weekend begins. By Wednesday afternoon you’ve probably noticed water cooler chatter about long weekend plans. And, you can expect an early, mass exodus on Friday afternoon. In anticipation of the lack of productivity and early departures many large companies let employees go at 2pm the Friday of a long weekend. The company appears to be providing a great perk, when in essence, they’re not losing anything. Once the long weekend is over, it’s time to get back to work and I have some great tips to get your employees motivated, revved up and back into “work mode”.

 

Ask your employees what they did

Instead of your employees walking around daydreaming about their weekend adventures, ask them what they did. Allow them some space to talk about and relive the events of the weekend so they can mentally move forward. Once they talk about it they can get it off their minds and get down to business.

Help them set tasks

Even your most dedicated employees may have some trouble getting back into work mode. Take some time in the morning to review any ongoing work and clearly define the steps required to move forward. Discuss anything new that’s come up and set goals for the week.

Invite your employees to a brainstorming session

Brainstorming sessions get the creative juices flowing again after a long weekend. And, employees feel that their ideas are heard and valued and that they’re an important part of the team. It’s a great way to motivate your employees.

Praise your employees

Positive reinforcement is a great motivator. Spread positivity around and you’ll see an increase in motivation and productivity. 

Lead by example

As a leader it’s important to set the example. Let your employees see that you’re refreshed, recharged and raring to go. They’ll feed off your energy and mirror your positive attitude.

Give your employees something to look forward to

Right after a long weekend is an opportune time to talk about great events to look forward to –company picnic, summer boat cruise, potluck lunch, softball or Frisbee league, volunteer day… this changes the focus from the past to the future.

 

Do you let your employees leave early before a long weekend? Have you noticed a lull in employee motivation after a long weekend in the past?