Now showing items 1-20 of 1781

    • Examining changes in presenteeism and clinical symptoms in a workforce mental health benefits program

      Grasso, Joseph R.; Chen, Shih Yin; Schneider, Renee (Taylor & Francis, 2022-07-08)
      This study analyzed retrospective data from clients who utilized a workforce mental health benefit (WMHB) to understand how changes in anxiety and depression symptoms may predict changes in presenteeism (n = 704). Results indicated that presenteeism improved during WMHB care episodes and the effect varied based on the diagnostic symptom category and degree of symptom improvement. Analyses of mutually exclusive client groups showed that the reduction between the baseline and the follow-up presenteeism score (WLQ-8) ranged from 27% for clients with clinical symptom severity at baseline on measures of both anxiety and depressive symptoms (n = 225) to 15% for clients who showed subclinical symptoms at baseline on measures of both anxiety and depression (n = 300). For clients with clinical levels of anxiety (n = 129) or depressive symptoms (n = 50) at baseline, significant reduction of presenteeism occurred when both reliable improvement and recovery was achieved on a respective measure of clinical symptoms. Findings suggest WMHBs can mitigate presenteeism by alleviating mental health symptoms but clients with certain symptom profiles may require greater symptom improvement to yield significant reduction of presenteeism.
    • A Beneficial Union

      Lytle, Tamara (SHRM, 2022-11-12)
      The growing influence of organized labor is due to multiple factors: President Joe Biden's pro-union bent, a tight job market that has increased workers' bargaining power and a broad realization brought on by the pandemic that working conditions can be life-or-death. This articles discusses the rise in popularity of unions and includes personal experiences from employees.
    • Why Belonging Matters: When employees feel comfortable bringing their authentic selves to work, companies thrive culturally and financially

      Gonzales, Matt (SHRM, 2022-10-15)
      Research has shown that lacking a sense of belonging at work can be more distressing to employees than being harassed An environment where workers feel uncomfortable being themselves can create trust issues, diminish an employee's self-worth and erode workplace culture. This article details the role of belonging in the workplace and includes personal experiences from employees.
    • Approaching Leadership to Advocate for Physician Well-Being Programs

      Wolf, Mary (VITAL WorkLife, 2022-11-29)
      Today’s physicians are under profound stress. It’s more than the normal stress of dealing with disease, injury and disability; it’s compounded by many factors including understaffing, overwork, the demands of electronic record-keeping, aging patients with complex conditions, shifting sets of public-health challenges and much more. Nearly every physician on the front line is affected by these stressors and sees their effect on colleagues which can range from irritability to burnout, depression to substance abuse. Many want to do something about the situation. But what can they do? Executive coach and burnout/well-being expert Mary Wolf has an answer: they can become advocates of physician well being. In a detailed article, Wolf outlines the ways any physician can begin to advocate for an accessible, effective, robust well-being program in their organization. One that offers peer counseling, therapy and other support offerings while ensuring confidentiality. She lays out a path from awareness of the problem to concrete action, including whom to contact if you have concerns about stress, morale and possible burnout; who in the organization are in the best position to make a well-being program happen; how to make the best possible arguments for such a program to leadership; how to join with other concerned physicians and with the HR professionals who deal with employee crises daily to make your case; and much more.
    • Estimated Deaths Attributable to Excessive Alcohol Use Among US Adults Aged 20 to 64 Years, 2015 to 2019

      Esser, Marissa B.; Leung, Gregory; Sherk, Adam; Bohm, Michele K.; Liu, Yong, M.D.; Lu, Hua, M.S.; Naimi, Timothy S. (JAMA Network, 2022-11-01)
      IMPORTANCE: Alcohol consumption is a leading preventable cause of death in the US, and death rates from fully alcohol-attributable causes (eg, alcoholic liver disease) have increased in the past decade, including among adults aged 20 to 64 years. However, a comprehensive assessment of alcohol-attributable deaths among this population, including from partially alcohol-attributable causes, is lacking. OBJECTIVE: To estimate the mean annual number of deaths from excessive alcohol use relative to total deaths among adults aged 20 to 64 years overall; by sex, age group, and state; and as a proportion of total deaths. DESIGN, SETTING, AND PARTICIPANTS: This population-based cross-sectional study of mean annual alcohol-attributable deaths among US residents between January 1, 2015, and December 31, 2019, used population-attributable fractions. Data were analyzed from January 6, 2021, to May 2, 2022. EXPOSURES: Mean daily alcohol consumption among the 2 089 287 respondents to the 2015-2019 Behavioral Risk Factor Surveillance System was adjusted using national per capita alcohol sales to correct for underreporting. Adjusted mean daily alcohol consumption prevalence estimates were applied to relative risks to generate alcohol-attributable fractions for chronic partially alcohol attributable conditions. Alcohol-attributable fractions based on blood alcohol concentrations were used to assess acute partially alcohol-attributable deaths. MAIN OUTCOMES AND MEASURES: Alcohol-attributable deaths for 58 causes of death, as defined in the Centers for Disease Control and Prevention’s Alcohol-Related Disease Impact application. Mortality data were from the National Vital Statistics System. RESULTS: During the 2015-2019 study period, of 694 660 mean deaths per year among adults aged 20 to 64 years (men: 432 575 [66.3%]; women: 262 085 [37.7%]), an estimated 12.9% (89 697 per year) were attributable to excessive alcohol consumption. This percentage was higher among men (15.0%) than women (9.4%). By state, alcohol-attributable deaths ranged from 9.3% of total deaths in Mississippi to 21.7% in New Mexico. Among adults aged 20 to 49 years, alcohol-attributable deaths (44 981 mean annual deaths) accounted for an estimated 20.3% of total deaths. CONCLUSIONS AND RELEVANCE: The findings of this cross-sectional study suggest that an estimated 1 in 8 total deaths among US adults aged 20 to 64 years were attributable to excessive alcohol use, including 1 in 5 deaths among adults aged 20 to 49 years. The number of premature deaths could be reduced with increased implementation of evidenced-based, population-level alcohol policies, such as increasing alcohol taxes or regulating alcohol outlet density.
    • Impact of Family Development on Family Health and Well-Being: Findings from a three-year study of Colorado's Family Pathways Framework

      OMNI Institute, 2022-07
      From 2019 to 2022, OMNI partnered with the Family Resource Center Association (FRCA) to examine the impact of Family Resource Centers on the health and well-being of families. Three Colorado FRCA-member Family Resource Centers participated in the study. Key findings include increases in family economic security, resiliency, and health over a 9-month period. Additional research is needed to understand how these improvements compare to families not connected to a Family Resource Center.
    • The State of Mental Health in America 2023

      Reinert, Maddy; Nguyen, Theresa; Fritze, Danielle (Mental Health America, 2022-10)
      This chartbook presents a collection of data that provides a baseline for answering some questions about how many people in America need and have access to mental health services. This report is a companion to the online interactive data on the MHA website (www.mhanational.org/issues/state-mental-health-america). The data and tables include state and national data and shareable infographics.
    • When Small is Big: Opportunities for EAP in the Small Size Employer Market in the United States

      Attridge, Mark (2022-12-09)
      Based on a recent article published in 2022 in the American Journal of Health Promotion, this presentation focuses on the business opportunities for EAPs in the small employer market. Small employers, defined as having less than 100 employees, are a major part of the workforce in the United States. All data is from year 2021 March reports. In the private sector, they currently represent 97.5% of all work establishments and the 69 million workers they employ constitute 52% of all of workers. In the public sector, small employers are 59.5% of all work establishments but account for less than 2% of the total workers in state and local government organizations. Every 1 in 3 small employers in the US now offer an employee assistance program (EAP) benefit. This is up substantially from just 1 in 7 in 1999 (14% vs. 33%). Thus, about 21.9 million employees working for small employers today have access to an EAP. A key question, however, is what kind of value small employers are getting from their EAP when the providers range from low use “free” programs embedded in other insurance benefits, digital only providers that do not support the workplace, or full-service EAPs.
    • World mental health report: transforming mental health for all

      World Health Organization (World Health Organization, 2022-06-16)
      Mental health is critically important to everyone, everywhere. All over the world, mental health needs are high but responses are insufficient and inadequate. The World mental health report: transforming mental health for all is designed to inspire and inform better mental health for everyone everywhere. Drawing on the latest evidence available, showcasing examples of good practice from around the world, and voicing people’s lived experience, it highlights why and where change is most needed and how it can best be achieved. It calls on all stakeholders to work together to deepen the value and commitment given to mental health, reshape the environments that influence mental health, and strengthen the systems that care for mental health.
    • A Model for Supporting LGBTQ+ Employees: Providing Safety, Equity, and Community

      Viñas, Keila L.; Bergeron, Jamie (Boston College Center for Work & Family, 2022-09)
      Corporate initiatives to support the lesbian, gay, bisexual, transgender, queer, and questioning (LGBTQ+) communities have been steadily gaining momentum over the past several years. Early efforts primarily focused on antidiscrimination policies and workplace protections and have, over time, expanded to include equitable benefits offerings and an emphasis on cultivating an inclusive and supportive work environment. In the last few years, corporate activism has also been on the rise, with an increasing number of organizations taking a public stance on a variety of issues in support of their LGBTQ+ employees and the communities they serve.
    • Equity at the Workplace: A Moment in Time and Place

      Bradley, Samuel L.; Christensen, K. (Kathleen); Pitt-Catsouphes, Marcie; McNamara, Tay K. (Boston College School of Social Work, 2021)
      Working in Partnership with the United Way of Massachusetts Bay and Merrimack Valley, Work Equity at the Boston College Center for Social Innovation invited leaders from for-profit (n = 298) and non-profit (n = 733) organizations to respond to the Workplace Equity Survey in September and October of 2021. Key informants (one per organization) from 178 organizations completed the survey for a response rate of 17%. 87% of the organizations were nonprofit, 3% were government public agencies, 7% were for profit, and the remainder were “other” types of organizations. The Boston Workplace Equity survey included questions about a number of important issues, including the pressures on their organizations, the perceived equity of their organizational systems, the availability of flexible job structures which employees might be able to use? as they adjust to the volatile business environment, and organizational resilience. This research highlights focuses on the respondents’ perspectives about equity at the workplace.
    • A New Look at Work and Well-being: Strategies from NIOSH Total Worker Health® for the Nation’s Mental Health Crisis

      Chosewood, L. Casey (2022-10-07)
      These slides are from L. Casey Chosewood's Keynote presentation at the EAPA Conference in Norfolk, VA in October, 2022. This presentation addresses the current workplace challenges through NIOSH's lens about the Total Worker's Health Program with specific attention in how relates to the EAP field. Total Worker's Health is an evidenced-based way to protect and improve worker well-being, both on and off the job. This set of holistic, integrated strategies seeks to craft safer jobs, promote healthier work policies and environments and lead to improved health outcomes and engagement among all workers, in all types of work settings - large and small. Practical and actionable steps were provided to assist EAP Professionals with organizational and leadership responsibilities.
    • Digital Solutions for EAP

      Wright, David Psy.D. (2022-10-09)
      This presentation was provided by David Wright, PsyD, who works for a digital solutions company, MeQuiibrium. The presentation was offered at the 2022 EAPA International Conference and provides an overview of how digital options can help to minimize some of the challenges faced today by EAPs. Topics covered in this presentation include wellbeing, psychological safety and manager support.
    • Journal of Employee Assistance 2016

      Arlington, VA: Employee Assistance Professionals Association, 2016
    • Journal of Employee Assistance 2015

      Arlington, VA: Employee Assistance Professionals Association, 2015
    • Journal of Employee Assistance 2014

      Arlington, VA: Employee Assistance Professionals Association, 2014
    • Journal of Employee Assistance 2013

      Arlington, VA: Employee Assistance Professionals Association, 2013
    • Journal of Employee Assistance 2012

      Arlington, VA: Employee Assistance Professionals Association, 2012
    • EAP as Behavioral Health Risk Management for Organizations: Global Survey Results for Industry Benchmarks

      Attridge, Mark (Attridge Consulting Inc., 2019-03)
      Summary of recent research on how full-service employee assistance programs can support organizational goals for managing the behavioral risk of the employee workforce. Integration of the EAP into other employee benefits programs and sharing relevant risk and case management data is recommended along with cost analysis reporting.