Charles Benayon

Founder & CEO of Aspiria


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Increasing Employee Morale with Vitamin D

adult-beard-beverage-590516Now that summer is more than halfway over, have you noticed any of your staff longingly looking outside their windows, wishing they could have some time in the sun? When I think of sunshine, I think of warmth and the beach, but there is also a biological need for natural sunlight: vitamin D.

Vitamin D serves many biological purposes, both physically and mentally:

Physically: Vitamin D helps your body absorb calcium to maintain or improve your bone health. It also strengthens your muscles to improve your balance.

Mentally: Vitamin D has been known to affect the brain’s serotonin levels, which help regulate our emotions.

Vitamin D levels among Canadians are particularly concerning. Our northern geography means that we have fewer sunrays hitting us to promote our bodies’ ability to produce vitamin D. As a result, an average of 32% of Canadians are considered to be low on vitamin D. What is startling is that even during the summer, 25% of us are low on this essential nutrient.

Because there is such a strong link between depression and a lack of vitamin D, you may not be shocked to discover that 17%-18% of Canadians experience some form of seasonal affective disorder (SAD) at some point in their life. SAD is a type of depression that typically affects people with little access to natural sunlight. It is most common during the winter months, but has been known to occur during the summer as well.

If you work in an industry that requires your staff to be indoors most days, it is possible that a large number of your employees may suffer the physical or mental side effects of low vitamin D levels. Seeing as we only need 10-15 minutes of sunshine three times a week to get the amount of vitamin D we need, here is what I would suggest to allow your employees more time outdoors:

 

Create an Outdoor Eating Space

If your workplace has any available lawn or patio space, consider investing in a couple picnic tables that your employees can access during their breaks. They don’t have to use the space if they don’t want to, but I’m sure some would appreciate the choice of returning to their desks revitalized by the sun’s warmth.

 

Have Outdoor Meetings

This certainly isn’t a practical option for meetings that require presentation equipment, but it can be a great alternative to boardroom meetings. If you regularly have casual meetings with a small number of employees, a walking meeting is a great way to get the creative juices flowing.

 

Host More Outdoor Events

If you like to keep your employees engaged with regular company outings, consider adding sunshine to the experiences. Picnics, barbecues, and family-fun fairs at a nearby park are excellent options to fill the vitamin D needs of your employees and help remind them that there is more to your company culture than what takes place within your office walls.

The aforementioned suggestions are great places to start to incorporate more vitamin D exposure into the workday. However, a lack of vitamin D is just one of many potential factors that can contribute to depression. If you or your employees are experiencing fluctuations in mood, whether as a result of the weather or anything else, please contact your EAP provider for assistance.

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Getting the Most Out of Your Employee & Student Assistance Programs: A 4-Part Series

adult-american-black-and-white-935870As the founder of Employee Assistance Program (EAP) and Student Assistance Program (SAP) services, I am often surprised to learn that when people hear the words “EAP” and “SAP” the first thing they typically think of is psychological counselling services. You may be surprised to know that there is so much more that these services have to offer.

In fact, it is so important that you understand all the services that are available to you through your EAP or SAP services that I have decided to dedicate a quarterly blog series outlining what we at Aspiria call specialized solutions – additional services that are available through EAPs and SAPs.

To get us started, I have highlighted a few EAP services that greatly improve work environments by benefitting employees and their family:

 

Elder and Child Care

Taking care of a loved one, whether they are an aging parent or a newborn child, can sometimes feel like a full-time job, and unconditional love doesn’t always make the job any easier. What employers can do to make their employees’ home life easier is offer elder and child care services through their EAP.

Elder care speaks to caregivers, seniors, and everyone who is proactively planning for their future. Our EAPs offer information about Canadian systems available to the elderly as well as the essentials regarding housing options. We also educate employees on common physical and mental changes that often develop with age and what they can do to minimize these changes.

For younger employees that are considering starting a family or have already begun that chapter of their lives, Aspiria’s EAPs offer many services related to child care. Here are just a few family-oriented services we can provide through an EAP at no expense to parents:

  • Parenting provides information to parents of all different experience levels with kids of all different ages. This information can be anything parenting-related, from raising your child’s self-esteem to keeping backseat chaos to a minimum.
  • Adoption helps employees throughout the entire adoption process, including the legal and financial aspects, special parenting needs of adopted children, and information on how to find their child’s birth parents.
  • Kids’ Well-Being offers tips to keep children safe and sound from infancy through to young adulthood, with an emphasis on health, safety, and a positive interaction with the world around them.

To ensure your employees find a better work-life balance, direct them to their EAP, which will encourage them to live a healthy, happy life well into old age and help them reduce stresses that come from taking care of an aging family member or raising children.

 

OnCallogic

Studies have found that 40% of people diagnosed with cancer experience symptoms of psychological distress. This is why many EAPs provide organizations with much-needed mental health support for employees affected by cancer, but Aspiria goes even further. We partnered with Gilda’s Club – a leader in an international network of cancer support organizations that has over 20,000 interactions per year with individuals living with cancer – to develop our OnCallogic service.

OnCallogic includes a series of counselling sessions with Cancer Coaching Specialists for employees who have been touched by cancer, whether directly (they have cancer) or indirectly (a loved one has cancer), to ensure that no one has to face a cancer diagnosis alone. The OnCallogic mission is to ensure that all people impacted by cancer are empowered by knowledge, strengthened by action, and sustained by community and professional support.

It is estimated that nearly 1 in 2 Canadians will be diagnosed with cancer at some point in their life. With the disease being so commonplace in today’s workplace, it has become all the more essential to offer employees expert cancer support services. Not only will OnCallogic ease their difficult circumstances, but it also helps guide them towards living with cancer, whatever the outcome.

 

WorkLife Web Portal

Of today’s youth, the employees of tomorrow, 68% say they would use the Internet to search for mental health information if they needed to, making online access to resources more important than ever. It is for this reason that Aspiria connects employees to the work-life balance information they need at the click of a button and allows them to communicate with Work-Life Consultants 24/7 over instant messaging.

Our WorkLife Web Portal, accessible through the Aspiria website, provides access to the following seven life modules:

  • Aging
  • Balancing
  • Living
  • Working
  • Thriving
  • Parenting
  • International

 

Each of these modules offer “digital kits” on a large number of topics that employees and their family members can relate to, no matter what stage of life they’re in. These kits include informative articles, assessments, and audio files.

By offering an EAP that includes online accessibility to important tools and resources, you allow your employees more ease than ever before to achieve a proper work-life balance.

For more details on these work-life services and everything else your EAP has to offer, contact your provider today. And keep an eye out for our next instalment of Getting More Out of Your Assistance Program next quarter!


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Getting the Upper Hand on Mental Health in the Workplace

work-2005640_1920Rarely does a day go by that I don’t hear or read that roughly one in five people are experiencing mental health difficulties. I see this statistic so often that it shocks me to know that only six to eight per cent of employees who have access to an Employee Assistance Program (EAP) actually use it.

I’ve seen many employers show willingness to accommodate employee mental health and work-life concerns, and still employees don’t use the resources available to them. Why is that?

In my experience, these are the most common reasons an employee might not seek help for their mental health and work-life needs:

  • They aren’t aware of their EAP benefit.
  • They don’t believe they need help.
  • They have the perception that the EAP is not confidential and believe that their anonymity will be compromised at work.

If you’re keen to raise employee awareness and access to the workplace mental health resources available to your employees, the key is to be proactive with your communication of the program. Here’s what I mean:

 

Inform Early and Regularly

Unlike other benefits like a dental plan, it is not plainly obvious what to do when you are in emotional pain. When implementing a new EAP, does your organization have a communication plan to roll out to employees? For example, have you considered running live or webinar orientation sessions for all employees, and special manager sessions so that they know what to do if an employee lands on their doorstep with a personal problem?

If you already have an EAP, does your new employee onboarding process include information about your available EAP mental health and work-life services? That is, for new hires, consider adding information regarding the EAP to your orientation package, like an EAP brochure, wallet card, or fridge magnet, or consider scheduling a mental health video presentation. This can be particularly helpful for employees who may need help but don’t ask for it because they worry how their employer or fellow employees will perceive them. In a presentation setting, no one is singled out.

Have you considered providing orientation sessions on specific value-added services being provided through your EAP to highlight a solution to a particular mental health or work-life issue? Nutrition, life coaching, financial, and legal are but a few areas of interest to employees who are looking for solutions to mental health and work-life issues.

How about creating posters that highlight mental health problems and solutions through the EAP? Displaying informative posters in high-traffic areas, such as washrooms and kitchens, will grab the attention of employees and increase the probability that those with a mental health or work-life problem will seek help.

Does your organization run health fairs, special theme days, or wellness campaigns at work? If so, the EAP can be invited to participate in these events, focusing on education and awareness of the EAP or a specific part of the service such as nutrition, etc.

 

Conduct Surveys (for companies with 50+ employees)

If you are curious to know how many of your employees use EAP services, ask them! Anonymous online surveys can be a highly effective tool to gather important mental health information from your employees. Here are a few questions you may consider asking:

  • Which EAP services do you use?
  • Which EAP services would you like to learn more about?
  • How would you like to be informed about available EAP services?
  • What barriers are preventing you from using EAP services?
  • What new services would you like to see offered under the EAP that currently are not being provided?

Anonymous surveys allow you to both inform your employees about their EAP and collect valuable data on how to better showcase it.

Our experience shows that proactive communication of an EAP and its work-life services will result in service awareness and increased utilization. This is the value of the program. Conversely, an EAP that does not have effective employee communication will lead to the eventual death of the program. The combination of orientation sessions, written communication materials, internal surveys, and special events are powerful ways to raise mental health awareness of this important benefit and it shows employees that you, as the employer, care for their well-being. Your employees may already be using their workplace mental health and work-life services, which is terrific, but how many more employees continue to suffer in silence? For the continued betterment of your workplace, consult with your EAP so they can help you develop a strategic EAP communication plan. To realize the full value of this benefit, remind employees of their EAP whenever and wherever possible!

 

 


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Suicide in the Media: Making Your Feelings Your Own

woman-1006100_1280As you may have heard, the world has lost two iconic celebrities to suicide in the past two weeks: Kate Spade and Anthony Bourdain. Although an average of 11 suicides are committed every day in Canada, we tend to pay more attention to the subject when the media covers celebrity deaths.

With news stories reporting more and more information about celebrities, their families, and the state of their mental health, you may find yourself comparing your life and state of mind to theirs. Since the suicide rate increased by 10% in the United States shortly after Robin Williams took his life, how can we prevent the same from happening after every celebrity suicide?

We sometimes find it difficult to understand why celebrities, who seem to have the world as their oyster, would commit suicide. If we are having difficulties with work, money, or love, and it seems that celebrities have everything going for them, why is their life less worth living than ours?

At the risk of sounding cliché, money may make things easier, but it does not buy happiness. Regardless of one’s financial or social status, experiencing difficulties with mental health has no boundaries. Celebrities face several roadblocks on the path to happiness, just as we might. No matter how many news stories are posted, detailing facts (or rumours) about a person of interest, we can never truly know a celebrity’s complete story. Their experiences and difficulties are their own; just because they are famous doesn’t mean their problems are any more or less important than yours or mine.

One recommendation I have to cope with the influx of celebrity suicide coverage in the media is to avoid applying “should” to your feelings or those of other people. For example, “I should be miserable because my life is worse than Anthony Bourdain’s.” There is no “should” when it comes to emotions. You feel the way that you feel, and there is a reason for it. Whether or not you know or understand that reasoning, your feelings are just as valid as anybody else’s.

If recent events have helped you recognize that you have difficulties managing your mental health, I ask you to seek help. If you are unsure where your mental health stands, let the passing of Kate Spade and Anthony Bourdain be your push to talk to someone. Check in with your 24/7 Employee or Student Assistance Program, reach out to a friend or a family member, or call one of many available 24-hour suicide hotlines.

And please don’t forget to follow up with your loved ones who may be affected by sensationalized media coverage of celebrity suicides. Learn to recognize the signs and symptoms of depression, and let your friends, family, and coworkers know that no one is alone.


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Surviving the Opioid Crisis

medications-cure-tablets-pharmacy-51004It wasn’t too long ago that I spoke of the rising risk fentanyl posed to society. Fast-forward nearly two years later, and the opioid crisis we’re facing seems to only be getting worse, not better.

In 2015, one in nine deaths of Ontario youth aged 15 to 24 years were related to opioids. Since then, several hundred more have been reported. It is for these reasons that I encourage you to learn about the effects of opioids and the resources available to you and loved ones experiencing an opioid dependency.

What Are Opioids?
Opioids are medications that are most often prescribed by physicians to treat pain. Examples include morphine, oxycodone, and heroin. Like most pain relievers, opioids cause strong feelings of relaxation. This feeling can become highly addictive, and if opioids are taken in excess, users feel “high” and are at risk of overdosing.

What is the Opioid Crisis?

The primary opioid responsible for the crisis is fentanyl. Fentanyl is up to 100 times stronger, and therefore more addictive and dangerous, than morphine. Due to its addictive nature, it is often added without users’ knowledge to various street drugs. Such drugs are already highly addictive and dangerous, and unprescribed consumption of fentanyl drastically increases users’ chances of overdosing. Between January and September 2017, at least 2,923 deaths related to opioid overdoses occurred in Canada, 66% of which involved fentanyl.

What Are the Symptoms of Opioid Use?

Different opioids can produce different symptoms, but the general symptoms of opioids include the following:

  • Drowsiness
  • Nausea
  • Difficulty breathing
  • Dizziness
  • Liver damage
  • Infertility

The largest concern around opioid use is the high risk of overdose. For signs and symptoms of an overdose, visit our International Overdose Awareness Day blog.

What Resources Are Available to Combat the Crisis?

There are many safety precautions you and your loved ones can take to prevent overdosing on opioids, including the following:

  • Stay Informed: The Government of Canada has created a life-saving Opioids Toolkit to help you stay in the know.
  • Use Supervised Consumption Sites: Ideally, there wouldn’t be any illegal use of drugs, but supervised consumption sites provide safe spaces to use illegal drugs without fear of prosecution.
  • Acquire a Naloxone Kit: If you or someone you know is overdosing on opioids, administer naloxone to temporarily stop the overdose, and then call 911. Some provinces provide naloxone kits for free.

If you witness someone overdose or if you believe you are experiencing an overdose, call 911 immediately. Even if you are unsure if what are witnessing or experiencing is an overdose, the safest option is to call 911.

If you or someone you know is using opioids ­– or any other recreational drug – and you fear for your and someone else’s safety, contact your health care provider, Aspiria’s Student Assistance Program services, or your school’s counselling services.


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Home for the Summer: A Guide to Living with Your Family, Again

271-ted72544532-ae-id-384598-jpegCongratulations, you survived exam season and a full year of school!

By now, you may have moved back in with your family for the summer. For some, this may be exciting, but for others, you may cringe at the thought of having to spend the entire summer living at home. It can be highly stressful sacrificing some aspects of your independence, especially if you’ve been calling the shots while away at school.

Regardless of your enthusiasm level for your familial situation, here are my tips on how to make the most out of living with your family again:

Maintain Your Social Circle

If your departure to school meant your parents became empty nesters while you were away, they may want to spend copious amounts of time with you while they can. However, your intentions may involve spending as much time as possible with new and old friends. With communication and empathy from both sides, everyone can understand each other’s social needs. To avoid feelings of isolation during the summer, try to stay in contact with whom you can, and remember to join in on family dinners and outings once in a while so as not to make your family feel isolated from you.

Avoid Going Stir Crazy

If you really need a break from your family and some time in the sun, take a road trip to meet your friends. Spending time outdoors, like at the beach or in a campground, is a great way to reduce stress. Prolonged time in cities can fatigue the brain, and time in nature allows it to rest. Having fun or relaxing outside throughout the summer can give your mind a much-needed break before returning to the grind of studies.

Help Around the House

A giant bonus of living with family is home-cooked meals, but you may want to consider cooking for your family once in a while. Cooking can be quite effective at combatting negative emotions, and testing out healthy recipes can be especially beneficial for your mental and physical health.

If you really want to get in your parents’ good books, sweep, vacuum, or dust when you have a moment. Cleaning not only benefits the household, but it can also directly affect your own mental and physical health. Simply making your bed every morning makes you 19 per cent more likely to get a good night’s sleep.

Even when everyone may mean well, hurtful things can be thought of, said to, or done between family members. If you are having difficulty adjusting to being home for the summer, please seek counselling and stay strong knowing that this living situation is only temporary.


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Mental Health Week Spotlight: Managing ADHD in the Workplace

k-15_dsc9632b-id-58829-jpeg.jpgMental Health Week (May 7 to 13) is quickly approaching, making this a good time for Canadians to reflect on the state of their mental health, to discuss the importance of positive mental health, and to help reduce the stigma associated with mental health concerns.

Since Attention Deficit Hyperactivity Disorder (ADHD) may affect as many as 3.5% of adults, I’d like to take some time to discuss this stigmatized mental health issue that is often misunderstood.

ADHD is most often diagnosed in childhood, but it can also persist into adulthood. Because it’s frequently associated with children, adults with ADHD may feel hesitant to disclose their mental health concerns to their employer. As an organization, how can you help your employees cope if they’re afraid to reach out?

Here are a few of many possible ADHD symptoms and some tips so you can better accommodate employees with ADHD in the workplace:

Restlessness

If an employee is unable to sit still and focus for extended periods of time, it may be a sign that they have ADHD.

Fidget devices are simple gadgets that allow users to idly fiddle and exert excess energy in order to help them focus. If your employee has a preferred fidget device, consider allowing them to use it at work. If it produces a sound that distracts their coworkers, suggest alternatives.

Distractibility

We all know that workplaces can be high stress environments that may be noisy and hectic, with looming deadlines and tensions running high. It’s hard enough for you or me to ignore such distractions, let alone someone with ADHD. Offering your employees noise-cancelling headphones to listen to music may greatly improve their focus.

Trouble with Multitasking

 Since people with ADHD often have difficulty focusing, they may also experience frustration when trying to multitask a heavy workload. If your employees have difficulty completing their tasks efficiently and in a timely manner due to ADHD, consider scheduling weekly progress meetings, or even daily if you have the time. A mere 15 minutes per week might be all your employees need to better prioritize and split large projects into more manageable tasks.

A Short Temper

Untreated ADHD can result in occasional mood swings, often caused by irritation with their own restlessness and distractibility.

Having an employee with a short temper, no matter the reasoning, is not something many employers can afford to tolerate. However, we want to support our employees in any way we can. Refer employees to your Employee Assistance Program (EAP), where they will receive tools and techniques to address potential mood swings.

Many people with ADHD have additional mental health concerns, such as depression or bipolar disorder, making ADHD particularly difficult to treat. In these cases, ADHD medication, like Adderall, may not be the best course of treatment, especially since it can be highly addictive. If you or someone you know is having difficulty with ADHD management, please contact your EAP provider for assistance.