• American Express: Embracing a Culture of Mental Health

      Spangler, Nancy (American Psychiatric Association Foundation / Partnership for Workplace Mental Health, 2016-10)
      American Express is providing “the next generation of health care for its employees,” according to global corporate medical director Wayne Burton, MD. This means looking at physical health and emotional health holistically, connecting the pieces across a wide spectrum of services, and garnering visible support from senior leaders and line managers. As a result, Burton and his team are decreasing the incidence of medical and behavioral health claims.
    • Behavioral Health: A Key to Work Force Productivity

      Sullivan, Sean, J.D. (2017-01-17)
      This webinar is Part 2 in a series of webinars initiated by Employee Assistance Practice Based Research Network in response to their initial white paper, Bridging Public Health with Workplace Behavioral Health Services: A Framework for Future Research and a Stakeholder Call to Action (Bennett et al., 2015). The title of the series is The Future of Workplace Behavioral Health Research. This particular webinar is Behavioral Health: A Key to Work Force Productivity, with speaker Dr. Sean Sullivan, JD, Co-Founder and President of the Institute for Health and Productivity Management (IHPM). This presentation highlights the business case for more attention to behavioral health problems that take a larger economic toll on employers than the more obvious expenses of chronic medical conditions like diabetes and heart disease. It identifies an opportunity beyond traditional health and wellness to define and measure the emerging concept of “wellbeing” as having the greatest potential impact on health, quality of life and productivity. This webinar series is designed to broaden and deepen the conversation about EAP and Workplace Behavioral Health Services research and collaborations that can mutually benefit all service providers and those they serve.
    • A Book of Readings

      Mermis, William L. (1995)
      In February 1985, the Employee Assistance Program for Arizona State was initiated by this author. I was contacted by the president of the newly formed University of Career Women, and editor of this newsletter. The "Network" was in need of a regular professorial columnist, and the new EAP needed visibility and marketing for outreach and education. What a wonderful "win-win" opportuity for both of us, and the university community. Six years and 18 columns later, the result is the following compilation of articles on a wide range of topics.
    • Breastfeeding & Work in Latin America. Is there a role for EAPs?

      Lardani, Andrea (International Employee Assistance Professional Association, 2019)
      Breastfeeding is beneficial to the health of both women and infants. According to the World Health Organization (WHO) women who breastfeed have longer intervals between births and, as a result, a lower risk of maternal morbidity and mortality, as well as lower rates of breast cancer rates before menopause and potentially lower risks of ovarian cancer, osteoporosis and coronary heart disease. One of the principal barriers to breastfeeding is returning to work. The article provides Latin American evidence about this issue and how EAPs may provide support to women who wish to continue lactation after maternity leave.
    • The Cannabis Conundrum: Getting Value from your EAP

      Greer, Kathleen (Arizent, 2019-08-16)
      Cannabis has shown to be helpful in well-being and recovery. Millions of people rely on it to help with pain, sleep and other conditions. However, cannabis is an addictive drug, resulting in more than four million diagnoses of cannabis-use disorder. How will workplaces deal with the increase of cannabis use and how can the EAP help?
    • Construction industry series: Fading Away - Construction Leaders Speak Out About Mental Health

      Gruttadaro, Darcy; Beyer, Cal (Matrix Group Publishing, 2020)
      Organizations depend on a healthy workforce to stay competitive in their industry and mental health is no exception. It wasn’t long ago when a person s psychological well-being wasn’t discussed at the office, but now, more than ever, managers in the construction sector are taking on a leadership role when it comes to addressing the overall well-being of their employees. Our well-being depends on where we fall along a mental health continuum that extends from feeling mentally healthy and well on one end to experiencing distress with a diagnosed mental health condition on the other. For most people, their mental health continuously shifts and evolves along that continuum depending on many factors. Behavioral health is the term most often used to describe both mental health and substance use conditions. Mental health impacts how people think, feel, and act so it’s easy to see how it affects work performance, productivity, retention, health, quality, and safety. For employers, the opportunity to improve workplace mental health exists at organizational and individual levels. Mental health conditions are common, impacting one in five, or close to 47 million U.S. adults. About 20 million adults also experience a substance use disorder. And while treatment works, less than half of people who need help actually get it.
    • Construction industry series: Owners STAND Up for Suicide Prevention

      Beyer, Cal (Matrix Group Pubishing, 2020)
      COVID-19 continues to unleash a fury of stress, anxiety, and uncertainty on the global economy. Before COVID-19 struck, society and the construction industry had challenges with mental health, substance use disorders, and suicide. One small silver lining is that the construction industry had a solution to these challenges in the Construction Industry Alliance for Suicide Prevention (CIASP; www.preventconstructionsuicide.com). According to the Centers for Disease Prevention and Control (CDC), the construction workforce is deemed to be at high risk for suicide. Construction is the industry with the highest number of suicides among all occupations. Moreover, construction has the second highest rate of suicide among all occupations following only the mining and oil/gas extraction industry group. The rate in the United States for construction industry workforce is over three times the rate for the general population (45.3 per 100,000 workers vs. 14.2 per 100,000 population).
    • EAP and COVID-19: Impact of COVID Lockdown in Spain & Latin America

      Lardani, Andrea; Sanchez-Escobar, Elena (EAPA, 2021-01)
      The COVID-19 pandemic has demanded that employee assistance professionals deal with abrupt changes in the workplace, differences that may include the experiencing and managing of new emotions. What is the psychological impact of a worldwide lockdown on workers? How are they coping with remote work? What do they need from their employers? Are there differences between Spanish and Latin-American responses? Our organizations collected and analyzed 693 questionnaires to answer these very questions. This article will present key results analysis as well as discuss how EAPs are responding to this unprecedented time. One point is clear: EAPs need to show companies that well-being policies are more important than ever.
    • EAP and COVID-19: Top Priority: Employee Mental Health & Well-being During & Beyond COVID-19

      Center for Workplace Mental Health (2020)
      Employers recognize their workforce as a highly valuable resource. Over the past few years, employers of all sizes and representing diverse industries began to focus on more effectively addressing workplace mental health. No longer was it an afterthought, but a business imperative. Now, with the COVID-19 pandemic, our nation is experiencing a surge in people showing signs of depression, anxiety, and other serious mental health distress. Recent data from the U.S. Census Bureau shows nearly a tripling of people experiencing signs of depression and anxiety.
    • EAP Outcomes, Critical Incident Effectiveness Measures and EAP Product Extension

      DeLapp, Gregory P.; Sharar, David A., 1961-; Attridge, Mark; Veder, Barb; Antonissen, Dirk (2018-10-12)
      KEYNOTE ADDRESS. During this moderated panel-session we will examine the value of our industry working towards a set of globally standardized workplace evaluation tools, including the Workplace Outcome Suite (WOS), the recently validated version of the WOS for workplace critical incident response - The Critical Incident Outcome Measure (CIOM), and a new organizational level measure of the effectiveness of EAP supports to workplace - the Short Inventory of Stress and Well-being tool from Europe. Additionally, this session will address the rationales for designing and incorporating these tools into your books of business.
    • EAPA and COVID-19: Absenteeism and Presenteeism – Two Things that Should Matter to Every Organisation

      EAPA - South Africa (2021-01-04)
      It is likely that you have heard the terms ‘absenteeism’ and ‘presenteeism’ spoken of as two of the barometers of employee-wellbeing, but do you understand the serious connotations of high levels of absenteeism or presenteeism and how much of an impact these workplace issues can have on an organisation? They go far beyond employees calling in sick too often or taking chunks of time out, while at work, to deal with personal matters.
    • Increasing the Human Capital Impact and Financial ROI of Employee Assistance Programs

      Beyer, Cal; Dyme, Bernard S. (The Construction Users Roundtable (CURT), by Matrix Group Publishing Inc., 2021)
      Shortly after the onset of the pandemic in 2020, Cal Beyer and Bernie Dyme collaborated on an article titled “Why Employee Assistance Programs Are Valuable During and After COVID-19.”1 Almost a year and a half later, the advice offered remains relevant. Mental health and wellbeing continue to be top of mind. Yet, Employee Assistance Programs (EAPs) continue to be an underutilized resource by employers and employees. In fact, a vast majority of EAP sponsors Cal Beyer has collaborated with, have seldom considered the utilization rate, organizational impacts, or ROI of their EAPs. Employers sponsoring an Employee Assistance Program (EAP) must build a collaborative partnership to broaden the EAP from crisis-based mental illness counseling to holistic mental wellbeing and life/work balance. On top of that, we would like to encourage employers to demonstrate a caring culture focused on transparency and psychological safety to instill a prevention-oriented approach and destigmatize mental health. The goal is for employees to feel safe to openly ask for and seek help around their mental wellness.
    • Integration Insights Column #9: EAPs and the HERO Best Practices Scorecard

      Attridge, Mark (Employee Assistance Professional Association (EAPA), 2018-01)
      This column reviews an assessment tool that is being used by leading employers to benchmark strategic initiatives in order to promote organizational health and employee well-being. EAPs should take advantage of this free tool to strengthen their role as behavioral health and risk management consultants.
    • Investing in Physician Well Being: The Smart Business Choice

      Best, Mitchell (2021-09)
      Let’s be clear. While “wellness” refers to the physical health of clinicians, “well being” is how they feel about medicine, the work they do, their professional progress, their finances, their home life and much more. Physical health is certainly an important contributor to well being, but it’s far from the whole story. Supporting well being in these other areas is a strategic investment that reflects the respect you have for your physicians and your sense of moral obligation to them. It also shows you are mindful of your fiscal responsibilities. Its business benefits are excellent and there are many kinds of effective resources you can offer to meet both moral and fiscal obligations.
    • Investing in Physician Well Being: The Smart Business Choice

      Best, Mitchell (Vital Work/Life, 2021-10)
      Containing costs is a huge priority for healthcare leaders. Yet one of the wisest investments you can make is in the well being of your physicians. Let’s be clear. While “wellness” refers to the physical health of clinicians, “well being” is how they feel about medicine, the work they do, their professional progress, their finances, their home life and much more. Physical health is certainly an important contributor to well being, but it’s far from the whole story. Supporting well being in these other areas is a strategic investment that reflects the respect you have for your physicians and your sense of moral obligation to them. It also shows you are mindful of your fiscal responsibilities. Its business benefits are excellent and there are many kinds of effective resources you can offer to meet both moral and fiscal obligations.
    • Mental Health and Well-being in the Construction Industry

      Gruttadaro, Darcy; Beyer, Cal (American Psychiatric Association Foundation Center for Workplace Mental Health, 2021-10-01)
      The APA Foundation’s Center for Workplace Mental Health Partners with Construction Financial Management Association, CSDZ and Holmes Murphy to Combat Stigma conducted a survey in March 2021 and this report presents data from 1,175 respondents throughout the U.S. who answered as 20-question survey on mental health in the construction industry workplace. Overall, results suggest that concern for mental health is high, but willingness to discuss mental health at work is low. Key findings (from the APA Foundation's Press Release on 9/30/2021) include: 1. 93% of all survey respondents recognize addressing mental health at work as a sound business practice, and among presidents, CEOs, and owners, 77% indicated it was prioritized at work. 2. When asked if workers were likely to seek needed mental health care, only 26% indicated they believed workers were likely to seek care, whereas nearly half did not know (43%) and nearly a third said workers were unlikely to (31%). 3. Overall, respondents said their organizations make supervisor training (25%) or employee training (25%) available; 69% identified supervisor training as most helpful and 66% identified training for employees as most helpful. 4. When asked whether workers would openly discuss mental health with supervisors, only 17% responded they would, 37% indicated they would not, and almost half of respondents (46%) were either undecided or did not know. APA polling of the general public from earlier this year shows a dramatic contrast: nearly 56% in that poll indicated they’d be comfortable discussing mental health with their supervisors. 5. Similarly, when asked whether workers would openly discuss mental health with co-workers, only 18% agreed, 31% disagreed, and more than half (51%) were either undecided or did not know. This also indicates a contrast with the APA public polling where 56% of respondents indicated they’d be comfortable talking about mental health with colleagues. 6. The top four reasons for that reticence, according to those polled were: Shame and stigma (78%); Fear of judgment by peers (77%); Fear of negative consequences (55%); and Don’t know how to access care (46%) As the construction industry works to improve health and safety - including mental health and well-being, this report sheds on important areas to focus on to overcome challenges in the workplace.