Preparing your child for back-to-school: A mental health checklist

As parents, we often focus on the practical aspects of back-to-school: getting supplies ready, learning new schedules, and so forth. But for both parents and kids, the hardest part of returning to school is often coping with the change and its effects on mental health.

Change is hard for kids. That’s why predictability and routines are so highly emphasized by childhood development experts; when a child’s life is predictable, they feel safe. This doesn’t mean that transitions and changes can’t be navigated successfully – but you might have to make sure you’re supporting your child’s mental health throughout this process.

Here’s a checklist of some things you can do to help your child navigate the big change of “back-to-school” with courage and resilience.

• Establish a routine: Start establishing a consistent routine a few weeks before school starts to make the change more gradual. This includes regular bedtimes, wake-up times, and meal times. A predictable routine can help your child feel more secure and reduce anxiety.
• Discuss expectations: Talk to your child about what to expect when school starts. Discuss their new schedule, any changes in transportation, and what their daily routine will look like. Knowing what to expect can help reduce anxiety.
• Encourage open communication: Create a safe space for your child to express their feelings about going back to school. Let them know it’s okay to feel nervous, excited, or even scared. Validate their feelings instead of minimizing them. For example, try to avoid saying things like, “It’ll be fine,” or “There’s nothing to worry about.”
• Visit the school campus: If it’s possible, consider going with your child to visit the school before the first day. Show your child where their classroom is, the cafeteria, the bathrooms, etc. When your child is familiar with their environment, they may be less anxious.
• Role-play scenarios: Role-play different school scenarios with your child, such as meeting new classmates, asking the teacher for help, or dealing with a difficult situation. This can help them feel more prepared and confident.
• Create a worry jar: Encourage your child to write down their worries about school and put them in a ‘worry jar.’ Set aside a specific time each day to go through the worries together and come up with strategies to deal with them. This can help open
• Practice relaxation techniques: Teach your child simple relaxation techniques like deep breathing, mindfulness, or muscle relaxation strategies. These techniques can be used anywhere, even at their desk, and can be a good coping skill if they start to feel overwhelmed at school.
• Focus on the positives: Without undermining your child’s anxiety or stress, try to help them focus on the positives of back-to-school. What are some things, however minor, that they’re excited about?
• Create a visual schedule: Especially for younger children, create a visual schedule for the first few weeks of school can be helpful. Include activities, school hours, and any special events. This can help your child visualize their day and feel more in control.
• Establish a calming bedtime routine: Getting enough restful sleep is essential to mental health. A calming bedtime routine can help your child unwind and get a good night’s sleep. Consider activities like reading a book, listening to soothing music, or practicing relaxation exercises.
• Prepare a comfort item: If it’s okay with their teacher, allow your child to bring a small comfort item to school, such as a keychain, a small toy, or a family photo. This is sometimes called a transitional object, and can provide a sense of security and familiarity in a new environment. Transitional objects can also help with separation anxiety.
• Monitor and adjust: Even if their first day back at school goes well, continue to regularly check in with your child to see how they’re coping with the transition. Be flexible and ready to adjust your approach based on their needs and feedback.

Tips for parents during back-to-school season

As hard as back-to-school season can be for kids, it can be just as challenging – if not more so – for parents. Back-to-school brings up a wide range of emotions, from relief (you’ll get some of your free time back!) to sadness and anxiety (you’ll miss having your child at home with you, and you’re nervous about how they’ll fare at school).

As a parent, it’s important to take care of yourself, too. While you go through the above mental health checklist to support your child at this time, make sure you’re also paying attention to how you feel and any support that you might need to cope well with this transition.

These tips for parents may help:

• Allow all emotions to be present, even if they’re uncomfortable. It’s normal to feel a mix of relief, sadness, anxiety, and excitement as your child heads back to school. Accepting and acknowledging these emotions without judgment can help you process them more effectively and provide a healthy model for your child.
• Let go of perfectionism – the first day of school will probably be chaotic; to keep your sanity, it may help to remember that this day doesn’t need to be “Pinterest-perfect.” Embrace the messiness and focus on what truly matters: your child’s well-being and happiness. A few forgotten items or a rushed breakfast won’t overshadow the love and support you provide.
• Maintain a consistent routine for yourself to help manage stress and keep things predictable. Establishing regular self-care practices, such as exercise, meditation, or reading, can provide stability and help you stay grounded during this transitional period.
• Communicate openly with your partner or other family members about how you’re feeling. Sharing your experiences and emotions can provide mutual support and help you feel less isolated. Working together as a team can make the back-to-school transition smoother for everyone involved.
• Allow yourself to seek professional help if needed. Talking to a counselor can help you identify and manage painful feelings that may arise as your little one goes off to school. A therapist or counselor can also provide tools and strategies to cope with anxiety, sadness, or other challenging emotions, and ensure that you’re well-supported during this time.

Reaching out to your EAP can be a great way to get mental health support during this transition as well as other challenging times you might face. At MINES & Associates, we offer 24/7 free and confidential counseling for our members, as well as parenting coaching services to help you navigate the back-to-school season and all the other challenges of being a parent.

MINES is wishing you and your family a happy 24-25 school year!

To Your Wellbeing,

The MINES Team

The post Back-to-School: How to Prepare Your Child (and Yourself!) appeared first on MINES and Associates.

In this article, we’ll explore 10 unique self-care strategies you can easily incorporate into your workday.

Why is self-care important?

Too often, self-care is misunderstood as a luxury or “extra” in life – but this couldn’t be further from the truth. Self-care is simply about making sure your basic physical and emotional/mental needs are met. Without practicing regular self-care, you’re more likely to become overwhelmed with stress, which can then lead to very real health consequences like a weakened immune system, high blood pressure, and a higher risk for a wide range of physical and mental health problems.

For example, get restful sleep. Many of us don’t think of sleeping 8 hours a night as “self-care,” but it’s one of the most important things you can do for your overall well-being. And when you don’t practice this type of self-care, your health can worsen dramatically. People who are sleep-deprived are more likely to have anxiety and depression, high blood sugar levels, and more.

At work, self-care is important for feeling both productive and fulfilled. When you practice effective self-care techniques at work, you feel happier – plus, you prevent burnout, which is on the rise in every field.

10 self-care strategies for the office

As your employee resource program (ERP), we’re here to help you practice self-care even when you’re at work. Here are 10 unique self-care strategies you can use in the office, including both at your desk and on breaks.

Take lunches outside

Spending time in nature, especially on sunny days, has been shown to give a boost to your mood and your overall mental health. When the weather permits, take your lunch breaks outside and bask in the sunshine – just make sure you use sunscreen! If you have a park near your office, that’s even better.

Get a standing or walking desk

Many office jobs are sedentary, and living a sedentary lifestyle leads to negative health consequences. Stay moving by getting a standing desk and/or walking pad. This can help you keep your body moving and may even boost your productivity levels as well.

Connect with your colleagues

Having a strong social support system is one of the best things you can do for your overall health. If you feel safe doing so, spend some time socializing with your coworkers. It may interrupt productive time in the moment, but in the long run, it can prevent burnout and help you feel more supported at work.

Declutter your desk

A cluttered workspace has been linked with higher levels of stress and decreased productivity. Take some time to declutter your workspace. While you’re at it, consider decorating it in a way that makes you feel calm and happy. For example, you might add some plants, words that inspire you, or photos of loved ones.

Think about ergonomics

Sitting at a desk all day can cause problems with posture, especially when your desk setup is uncomfortable. Consider investing in an ergonomic workstation that helps maintain your physical health and prevent musculoskeletal problems. Some workplaces will even help cover the cost of ergonomic office equipment – you can talk to your supervisor or HR department for more information.l

Take a few mindful breaths

Mindfulness is an ancient practice that helps you be more present in your everyday life. It’s been shown to reduce stress as well as symptoms of depression, anxiety, and other mental health disorders. The best part is that you can practice mindfulness anytime, anywhere – you don’t need to sit on a meditation cushion for long periods of time.

Remind yourself to take just a few mindful breaths in and out periodically throughout the day. Inhale and exhale slowly, noticing how the air feels moving in and out of your nostrils. You might find it makes a bigger difference than expected.

Set personal goals

Goal-setting is an important part of maintaining your mental health and preventing burnout. On top of the goals that you’ve set with your supervisor, consider setting personal goals as well. What are your most important values in life, and how can you change the way you work so that you live more in alignment with them?

For example, perhaps one of your core values is kindness – can you work towards doing more random acts of kindness for your colleagues? Living in alignment with your values can help you feel more fulfilled at work, which leads to improved mental health.

Stay hydrated

Even though most of us are aware of the importance of hydration, reports show that 3 in 4 Americans are chronically dehydrated. Dehydration can lead to physical health effects as well as cognitive effects like lack of focus, fatigue, brain fog, and burnout. Make sure you’re staying sufficiently hydrated at work. It can help to have a large water bottle on your desk – if that doesn’t work, set a timer to remind you to get a glass of water every hour.

Put on some music

Research shows that listening to music can have positive mental health effects, and can even release neurotransmitters that reduce stress. Consider putting on some music while you work, even if you need to use headphones. Different types of music can evoke different emotional responses, so choose wisely – consider whether you want to feel relaxed, energized, or focused. Music can be an effective and free self-care technique when used in the right way.

Have boundaries

Lastly, protect your internal peace by setting strong boundaries at work. Different boundaries work for different people, but it’s important to notice what makes you feel overwhelmed and burnt out, and implement boundaries that protect you from those things. For example, maybe you consistently get asked to complete tasks that are outside of your job description, or you get calls and emails long after the work day is done.

Set clear boundaries and communicate them to your supervisor and colleagues. This can go a long way toward helping you prevent burnout and improving overall mental health.

Connect with your EAP

As your Employee Assistance Program (EAP) provider, we’re here to support you in finding practical ways to prioritize your well-being, even amidst the demands of the workplace. We offer 24/7 free and confidential counseling for all of our members. Taking advantage of this service can be a great way to practice self-care both at work and at home.

Connect with us today!

To Your Wellbeing,

The MINES Team

The post 10 Unique Self-Care Strategies You Can Do at the Workplace appeared first on MINES and Associates.

In today’s blog, we talk about the impact that talking about these issues openly can have in your organization and beyond.

Here are 5 reasons why celebrating and honoring Pride Month at work matters, and the benefits of doing so.

It demonstrates inclusivity with action, not just talk

The most important reason why celebrating Pride Month at work matters is that it builds workplace inclusivity. Most organizations claim to value diversity, inclusion, and belonging in their workplace — but it’s important to make sure that you’re demonstrating these values through tangible action.

When you celebrate Pride, you loudly and visibly uplift your LGBTQ+ employees. You go from just stating that you value inclusivity to actually showing it to the people who are affected by these issues.

It also sends the message to all employees, not only those in the LGBTQ+ community, that you are committed to building an inclusive workplace. This lets all employees know that homophobia, racism, and other types of discrimination are not tolerated and that every person will be valued regardless of their identity.

It builds safety

Building a psychologically safe workplace is a top concern for most workplace leaders. A psychologically safe workplace is one in which people from all backgrounds and identities feel comfortable taking risks, sharing ideas, and admitting mistakes without fear of negative consequences or humiliation.

In a psychologically safe environment, employees are more likely to feel free to be their complete and authentic selves. It’s about fostering a space where everyone feels valued and respected for their unique contributions, regardless of their sexual orientation, gender identity, or any other aspect of their identity.

By celebrating Pride Month at work, you can help employees in the LGBTQ2SIA+ community feel like they can be their full selves. They don’t need to separate or compartmentalize their gender or sexual identity from who they are at work — they will be celebrated and appreciated for every part of who they are.

It is an opportunity for education

For employees who are not members of the LGBTQ2SIA+ community, Pride Month can serve as an opportunity for education. Learning about the history of Pride, the important contributions of LGBTQ people, and the injustices that the community continues to face today may help lower hateful attitudes and discrimination. Research has shown that education can significantly lower homophobia.

Consider inviting LGBTQ2SIA+ speakers to deliver workshops for employees on different issues that affect the community. You can also host a book club, watch documentaries together, or incentivize employees to attend Pride and educational events outside of the workplace.

Some organizations invite LGBTQ+ employees to work on projects that help educate the rest of the staff. But remember, any participation in these types of projects should never be obligatory and should always be compensated fairly.

It normalizes acceptance

By celebrating Pride Month, you set a standard of acceptance for the rest of the year. It sets the expectation that you are a safe workplace that does not condone bullying and that your organization strives to be an ally to the LGBTQ2SIA+ community. Opening conversations about identity and diversity becomes normalized, and people feel safer to do so even after Pride Month is over.

Just as importantly as normalizing acceptance within your own organization, celebrating Pride Month can set a better standard for other organizations as well. When other organizations see you speaking or posting publicly about Pride Month and LGBTQ+ rights, they may feel more motivated to do the same. Your organization can be a leader in acceptance and inclusivity and set a good example.

It is a chance to connect with the local community

Lastly, celebrating Pride Month can be an opportunity to connect with your local LGBTQ+ community. Most metropolitan areas have community LGBTQ+ centers or activism groups. Many hold local Pride celebrations, including marches, parades, and other events.

Incentivize your employees to attend these events and connect to their local LGBTQ+ community. You might even consider inviting some local community members to come and speak with your team members. In this way, you can build stronger ties with the local community where your organization is located and form an allyship with LGBTQS2IA+ people in your area.

How to celebrate Pride Month in the workplace

There are so many ways to celebrate Pride Month in your workplace. Avoid “rainbow-washing”, or performative gestures that lack meaning and impact (such as putting up a poster or changing your profile picture). It’s important that the ways in which your organization chooses to commemorate Pride Month are reflective of your genuine commitment to the rights of this community.

Our 2023 Pride Month blog post is full of ideas on how your organization can celebrate Pride Month in a meaningful way.

Some ideas include:

• Hosting an educational book club
• Inviting educational speakers
• Review your DEI policies
• Attend Pride celebrations together
• Donating or volunteering for the cause

Get LGBTQ+ affirmative counseling through your employee assistance program

MINES is dedicated to providing free and confidential LGBTQ+ affirmative during Pride Month and beyond. You can access your EAP counseling program 24/7 and speak with a licensed therapist at any time. In addition, we offer training options to help leaders become more inclusive.

Happy Pride Month from all of us here on the MINES team. Why does your organization celebrate Pride? Let us know in the comments.

To your wellbeing,

The MINES Team

The post Happy Pride Month! Here’s Why Celebrating Matters at Work appeared first on MINES and Associates.

This National Eating Disorder Awareness Week, MINES & Associates is taking the time to shine a light on eating disorders, how they manifest in the workplace, and how you can support colleagues and employees who have eating disorders – and who may be suffering in silence.

What is an eating disorder, and how do they present in the workplace?

Eating disorders are a complex category of mental illness characterized by an unhealthy relationship with food and – usually, although there are some exceptions – body image. There is a wide variety of eating disorder types, and they each have different symptoms. Some eating disorders cause people to severely restrict caloric intake, while others cause people to go through binge-eating episodes.

Generally, eating disorders are some of the most deadly mental illnesses that exist – anorexia nervosa, in particular, has the highest mortality rate of any psychiatric disorder. Eating disorders are not just “extreme dieting” – they are severely harmful to physical and mental health. We need to take them seriously.

With so many Americans living with an eating disorder today, it’s likely that at least one person in your workplace is facing this. However, because of the stigma and misunderstandings surrounding eating disorders, you may not be able to recognize the signs if you’re not aware of how eating disorders present.

Some signs that someone in your workplace may have an eating disorder include:

• Talking a lot about body shape and appearance
• Avoiding work gatherings where food is involved
• Having low energy or appearing lethargic
• Frequent trips to the bathroom, especially after eating
• Changes in appearance, like significant weight loss or gain, or looking pale
• Wearing baggier clothes to hide weight changes
• Constantly checking one’s appearance in mirrors
• Eating in isolation or being overly secretive about food and meals
• Decreased productivity and lack of concentration
• Expressing constant dissatisfaction with one’s body
• Preparing elaborate meals for others, but not eating the meals themselves

Keep in mind that although some eating disorders, like anorexia, can cause significant weight loss for some, most people with eating disorders aren’t underweight. You cannot spot an eating disorder just by looking at someone’s weight or appearance.

People who live with eating disorders can also be very high-functioning in the workplace, so don’t make the mistake of only looking at employees whose performance is faltering.

Perfectionism is a personality trait that’s highly linked with eating disorders in the literature. This perfectionism could lead someone with an eating disorder to reach for the highest achievements and accolades at work. However, over the long term, an eating disorder can negatively affect productivity and focus.

How to support someone with an eating disorder

If someone you work with is living with an eating disorder, they’re likely suffering alone. Eating disorders are often very isolating disorders that cause feelings of deep shame and guilt. People with eating disorders need treatment, but it may take time for them to be ready to come face-to-face with this fact. However, there are ways to support someone with an eating disorder even if they aren’t ready for treatment.

Here are some tips to support an employee or colleague who you suspect has an eating disorder.

Watch how you talk about your own body

Even if you don’t have an eating disorder, many of us have unhealthy views about food and our bodies. Talking negatively about your own body can be triggering for your colleagues with eating disorders.

For example, you might nonchalantly comment about skipping lunch because you overate last night, or make remarks about how a sweater makes you “look fat.” Although you may not live with an eating disorder, these off-hand comments can be triggering for people who do.

Watch the way you talk about your body and eating. You don’t need to express over-the-top positive feelings about your body – this might be triggering as well – but try to stay body-neutral, or avoid talking about your body altogether.

If you express concern, don’t focus on weight

You may have suspicions that someone has an eating disorder, and decide to express your concern. Whether or not you choose to approach the person is up to you and depends greatly on the relationship you have with them. But if you do decide to express concern, don’t focus on their weight – express concern about their overall mental health instead.

For example, let’s say you’ve noticed a colleague rapidly losing weight, although they’ve started wearing baggier clothes to try to hide it. They never seem to eat lunch, saying they had a big breakfast. You notice that they often come into work looking exhausted, and they’re calling out sick much more often than usual.

You may have concerns about an eating disorder, but it’s important not to make assumptions – many health conditions can cause these symptoms. If you choose to express concern, don’t talk about their body or weight. Instead of saying, “You’re looking too skinny lately. Are you eating enough?” say something like, “I’m concerned about you. You seem to be really tired all the time and you’re getting sick a lot. You just don’t seem like yourself. Is everything okay? I’m here to talk if you need to.”

If they share, listen

If a colleague shares with you that they live with an eating disorder, listen with empathy. Understand that telling you about their struggles is a sign of great trust, and respect the conversation as such.

Avoid all judgment; eating disorders are mental health conditions, just like depression or anxiety. The person is not “choosing” to have the relationship that they have with food, so avoid comments like, ‘Why would you starve yourself like that?”.

You may feel the desire to help the person in some way, but it’s best to avoid unsolicited advice. Listen to them openly, and ask how you can support them.

Provide flexible working arrangements

Eating disorders are included in the American Disabilities Act, which means that any employee who discloses that they live with an eating disorder has the right to reasonable accommodations to be able to perform their job duties. Providing flexible working arrangements can help employees with eating disorders continue to succeed in their jobs while recovering.

Examples of workplace accommodations for eating disorders could include:

• Flexible working hours to allow for treatment appointments
• A private eating space during breaks (many people with eating disorders are uncomfortable eating in front of others)
• Leaves of absence for residential treatment, if necessary
• Access to support and resources, like an employee mental health program

Encourage professional treatment

Lastly, eating disorders don’t go away on their own. If your colleague is open to it, encourage professional treatment. Offer to help them look for resources – the difference between, “You should really get therapy,” and “I know it can be overwhelming to look for resources. I can help you call providers on our insurance plan,” can be life-changing.

The MINES & Associates Employee Assistance Program is a great place to start eating disorder support. We offer 24/7 confidential counseling to all of our members, and can refer to more specialized eating disorder resources as necessary. Call 1-800-873-7138 for support now.

To Your Wellbeing,

The MINES Team

The post Eating Disorders in the Workplace: How to Support Employees Suffering in Silence appeared first on MINES and Associates.

In the world of mental health, it’s important to take this month not only to recognize the important contributions that Black Americans have made to the field of psychology and mental well-being but also to hold space for serious conversations about the systemic racism and dehumanization that Black people have faced in mental health systems and beyond.

As mental health professionals, we’re responsible for working toward building a mentally healthier world. Addressing the injustice and suffering that have been inflicted upon Black Americans is an essential part of supporting global mental health. This is perhaps especially true for those of us who work in workplace mental health, where economic, employment, and health factors converge.

Today, we’ll be talking about Black mental health, including taking a deep dive into statistics, giving tips for employers, and providing further resources.

Facts about Black Mental Health

First, let’s take a look at some facts and statistics about mental health issues within our Black communities.

Rates of mental illness in Black populations

Some surveys have found that Black people in the U.S. have an equal or lower rate of reported mental illness than their white counterparts.

But experts say that these numbers are incorrect, and are explained in part by undercounting due to a rightful mistrust of the medical system that many Black people feel. Throughout history, Black Americans have been far more likely to be exploited by the medical system – so they may understandably be less likely to report mental health symptoms.

Other measures of Black mental health have found starkly different results; for example, in one survey, Black adults were almost twice as likely as white adults to report extreme emotional distress, like feeling that “everything is a struggle” or experiencing feelings of hopelessness and worthlessness. Black youth are twice as likely as their white counterparts to die by suicide.

It’s clear that we need to take Black mental health seriously.

Help-seeking behavior

Despite experiencing symptoms of mental illness at around the same rate as whites, Black Americans are far less likely to receive support. Over 50% of Black people with a serious mental illness, and over 90% of those with substance use disorder, did not receive the treatment they required.

This disparity is largely due to the barriers to treatment, which we’ll describe below. Many Black people understandably have a mistrust of the U.S. medical system after having been exploited by the U.S. government. In addition, there are sometimes factors of stigma against mental health problems that exist within the Black community that can prevent someone from seeking support.

Black people are also much more likely to visit the emergency room for mental health-related issues – but are less likely than whites to be admitted to the hospital for continuing treatment after their visit.

Barriers to treatment: Racism within the mental health system

Deep systemic racism exists within every American institution, including the mental healthcare system. This creates many barriers to adequate mental health treatment for Black people in this country and explains why Black people receive mental health support at lower rates.

For example, there is a severe lack of representation of Black mental health providers. According to the Association of Black Psychologists, only 4% of psychologists and 2% of psychiatrists identify as Black. This leads to bias, mistrust, exploitation, and misunderstandings within mental health systems for Black clients.

Black individuals are also much more likely to be misdiagnosed with more severe mental health conditions like schizophrenia, even when they’re showing clear signs of depression. They’re also underdiagnosed and are not offered evidence-based treatment even when displaying symptoms that are identical to their white counterparts. This has been going on for decades and continues to happen today.

The United States also has a long history of punishing and incarcerating all people with mental illness, but especially those who are Black. This is especially true for Black individuals who live with substance use disorder. It creates an understandable barrier to treatment when you can’t trust that systems will help you rather than punish you for your suffering.

The impacts of racism on mental health

Systemic racism doesn’t only prevent mental health treatment access; it also impacts mental health itself. Racism, both interpersonal and institutional, is traumatic. Trauma is the natural emotional reaction humans have to something that is beyond our ability to cope and can cause symptoms like hypervigilance and somatic symptoms (headaches, etc.). Our society inflicts the trauma of racism onto Black Americans daily, which can understandably affect their mental health.

A 2021 study found that dealing with structural racism led to structural changes in Black women’s brains. The study’s authors suggested that these brain changes could lead to a heightened vulnerability to health conditions including dementia.

Institutional racism has also led to disproportionate rates of poverty for Black Americans. Research shows that Black people living below the poverty line are far more likely to experience mental illness.

Why this matters for employers, and what we can do

If your employees’ mental health matters to you, then your Black employees’ mental health needs to matter to you, too. As an employer or manager, it’s essential to understand that Black employees face unique risk factors and barriers that can contribute to mental health problems in different ways. Their experiences are valid and need to be listened to and honored.

Here are some things you can do to support and protect your Black employees’ mental health:

• Listen. When a Black employee tells you about racism or microaggressions they’re facing within the workplace, listen with an open mind. Don’t be defensive, and believe them when they tell you about what’s happening.
• Be transparent about pay. This can help expose any payment disparities that may exist within your company and help correct racial inequality. These disparities can negatively affect Black mental health.
• Address your implicit biases. Everyone has biases, and non-Black people have historically shown biases against the Black community. Addressing that these implicit biases can exist in you is the first step to changing them and being a better manager.
• Ask for feedback. Be open to and encouraging of feedback from Black employees. Ask them to call you out when you’ve made a mistake, and take ownership.
• Ensure access to culturally competent counseling. Ensure that the workplace mental health or EAP that you choose has diverse and culturally competent counselors available.
• Provide accommodations. For employees of all races who face mental health symptoms, provide accommodations like time off or an adjusted schedule.
• Create Employee Resource Groups or mentorship programs. These programs can help connect Black employees with others who share their identity and create safe spaces within your organization.
• Commit to being an anti-racist organization. Don’t make empty statements. Commit to your DEI efforts, and understand that unlearning racism and creating equity is a lifelong process. Working for an anti-racist organization can decrease the mental toll on Black employees.

Further resources for Black mental health

Here are further resources to learn more about Black mental health and access treatment.

• The Black Emotional and Mental Health Collective, a national institution dedicated to the healing, wellness, and liberation of Black communities.
• National Alliance on Mental Illness (NAMI)’s Sharing Hope, a program to increase mental health awareness within Black communities.
• Mental Health America’s resource to learn about Black pioneers in the field of mental health.
• The Black Mental Health Alliance, an organization that provides training and referral opportunities to advocate for culturally effective mental health care for the Black community.
• The Boris Lawrence Henderson Foundation, a Black mental health advocacy group that connects people to culturally competent therapists and offers a scholarship fund for Black people who want to work in mental health.
• The Loveland Foundation, a fund that helps Black women and girls access therapy and other healing opportunities.
• Therapy for Black Men, which works to break the stigma of mental health care for Black men and provides access to multiculturally competent therapists.

Happy Black History Month!

To Your Wellbeing,

The MINES Team

The post How Black History Month and Mental Health Are Connected, and Why It Matters appeared first on MINES and Associates.

It’s the most wonderful time of the year – except for many people, it’s anything but.

If the holidays bring more stress than cheer for you, you’re not alone. The holidays are a time of year when obligations seem to pile up. You may have family gatherings to attend and shopping to complete. And if you’re working on top of that through the holidays, life could quickly start feeling overwhelming this time of year.

The holidays may not be “stress-free” for anyone. But with these tips, you can make sure you’re protecting your mental well-being while you navigate all the challenges the season throws at you.

Here are 7 tips to cope with holiday stress both at work and at home.

Take a break

Some companies close down for the holidays. But even if your workplace doesn’t, you may want to consider the possibility of taking some time away. Taking a break can be a good way to intentionally slow down during this hectic time of year.

Talk to your supervisor about the possibility of taking some time away. If you work in a setting that’s busier than usual (and impossible to escape) during the holidays – such as in retail – you can still talk to your supervisor about when it might be possible for you to take some time off. Having a vacation to look forward to may help you get through the stress of the season.

There are also smaller, but still impactful, ways to take breaks that don’t require you to go on a lengthy vacation. For example, go out for a nice lunch instead of eating at your desk. Take the long, scenic way home from work. Practice a 5-minute mindfulness meditation.

Maintain boundaries with colleagues and family

Family gatherings are a joyful occasion for some, and a nerve-wracking one for others. The same goes for company parties. These are often times when loved ones and colleagues tend to push your personal boundaries. They might ask you personal questions you aren’t comfortable answering. Or they may expect you to take on more tasks (or attend more events) than you feel like you have the time and energy for.

Practice setting, and maintaining, personal boundaries with both colleagues and family members. Use assertive communication.

For example, you could decline your boss’ request to work overtime by saying something like: “I usually would be happy to support the team in this way. But I had set aside my evening to bake cookies with my daughter; it’s a tradition that’s really important to her. If there’s another way I can support the team, please let me know.”

Keep a routine

A big part of why the holidays are so stressful for so many of us is because our usual routines get disrupted. This has a big impact on important health behaviors like your sleep, eating, and exercise schedules.

It’s normal for these routines to be disrupted during the holidays. But as much as possible, try to keep your regular schedule. Getting 7 to 9 hours of restful sleep every night is especially important. Being sleep-deprived can you feel more stressed, anxious, and depressed than you already are. Physical exercise can also be a very effective tool to combat holiday stress.

The more you can stick to these regular self-care routines, the better.

Let go of perfection

Sometimes, holiday stress accumulates because of the pressure for everything to be perfect. There is so much pressure during the holidays to be “jolly” every minute of every day. A lot of us feel like we need to prepare a perfect holiday feast for our perfect families, just like a scene from a holiday greeting card.

This is far from reality – and this can be disappointing and stressful. This year, let go of the expectation of perfection. Understand that things will go wrong, and that’s okay. Focus on the things about the holiday season that are important to you, whether that’s family, spirituality, or giving back to the community. Allow yourself to let the rest go.

Plan ahead

One of the best ways to tackle holiday stress is to have a solid plan going into it. When you know what to expect, you may feel better prepared for the emotional and financial impact of the holidays.

Examples of helpful planning include:

• Ask for days off in advance
• Set a budget, and stick to it
• Set aside specific days for shopping, baking, gift-wrapping, etc.
• Prioritize work projects and schedule hours for “deep work”

Be careful of alcohol

For many families, alcohol is a big part of holiday gatherings. Many people may also drink more during the holidays to cope with the stress that this season brings.

This is completely understandable. At the same time, alcohol is closely linked to several mental health challenges, including depression, anxiety, and insomnia. Having a glass of wine after work probably won’t hurt, but excessive drinking may make you feel even more stressed. Be conscious of how much alcohol you’re consuming.

If you think you may have an addiction to alcohol, then professional treatment can help. You can locate substance abuse treatment near you by calling the Substance Abuse and Mental Health Services Administration (SAMHSA) helpline at 1-800-622-HELP.

Seek support

A counselor or a therapist can be a dependable source of support for you during the holidays. If you aren’t already working with a therapist, reach out to your company’s EAP (Employee Assistance Program). Your human resources department can connect you.

MINES & Associates’ EAP program offers free and confidential counseling that’s available to you 24/7. Whatever you’re going through, we are here to help. In addition, we also offer financial, legal, and parenting support as well as professional wellness coaching. We can help you get through the holidays with your mental health intact.

A very Happy Holidays to you and your family from the MINES team!

The post How to Cope with the Holiday Blues appeared first on MINES and Associates.

November brings cooler weather, the anticipation of the fall and winter holidays, and reflections regarding the year that is wrapping up. It is also National Alzheimer’s Awareness Month, giving me the opportunity to provide updates on the amazing progress that was made this year!  In my 20 years in this field, I have never been more optimistic that major breakthroughs are right around the corner. The last 2-4 years have been jam-packed with milestones and I believe the next 2-4 years will be pivotal in our quest for a world without Alzheimer’s and related dementias. For those of you who may have read this November awareness blog before, when the “solution” occurs, I plan to throw a party for the entire world.  Of course, you will all be invited so watch for your invitation – I am serious when I say it will be coming sooner than many of you might ever imagine!

As always, a quick reminder of the reason that Alzheimer’s/dementia is my passion. Just as I was at the peak of my corporate career, three of our four parents in my immediate family were diagnosed with Alzheimer’s.  The diagnoses all came in within about 18 months and we were completely ignorant about the subject and how to begin what would turn out to be a decades-long journey through the complicated world of dementia.  Our folks lived for 16, 14, and 11 years with the disease and to say it changed every aspect of our lives would be a vast understatement. I could never have predicted that the news would result in my completely reinventing myself in this field. While some may find it hard to imagine a silver lining to anything remotely involved with Alzheimer’s, this could be a case in that I found my special purpose, (although a bit later in life.) Everything I now do both professionally and philanthropically revolves around what is officially called Alzheimer’s Disease and Related Dementias. (ADRD).

Where do I begin to brief you on the many new flashes from the past 12 months?  First, I have literally waited 20 years to be able to tell you all that there is now a viable treatment for Alzheimer’s disease!

In January of 2023, the FDA granted accelerated approval for a drug called lecanemab, (brand name Leqembi.) Here is a rundown of the key facts about the drug.

• For early-stage Alzheimer’s patients only – not for other types of dementia
• Reduces toxic build-up of beta-amyloid in the brain
• Trials showed a 27% slowing of cognitive decline
• Side effects are fewer than preliminary 2021 treatment but can be serious
• Physicians will qualify patients based on verification of early-stage status
• Qualification will also depend on the patient’s health and tolerance for side effects
• This is not a cure – the drug will not restore lost function
• The intent is to help mark time until the next big thing comes along – (soon!)
• Twice monthly injections in a clinical setting – (we are working on at-home treatments)
• About 600,000 – 700,000 patients could benefit annually from this drug
• Sense of urgency is acute – 2,000 people move from early to middle stage every day
• Availability may vary depending on practice/health system adoption in year 1
• Cost is high – $26, 500 annually plus required PET scans

At this point, let me interrupt myself to mention that Medicare/Medicaid had decided not to cover the drug earlier in the year, but that decision was reversed in July 2023 when the FDA granted full approval for the drug.  Yeah!

And…as I teased earlier, there is already a more promising Alzheimer’s treatment on the horizon. Donanemab is expected to be announced by the end of this year. It shows a 35% slowing of decline and in the first year of the trial, 47% of participants showed no further cognitive decline. After 18 months in the trial, 72% quit taking the drug as there was not enough build-up of amyloid in the brain to warrant it. This is incredible preliminary news, I can’t wait to see the actual “reveal” and learn more about this breakthrough.  Stay tuned!

In addition to drug news, in the past 12 months, studies have confirmed that 40% of our risk for dementia is due to modifiable factors. This is the best news ever.  It means that we have control over almost half of our risk. 60% is due to non-modifiable factors like gender, (women make up 2/3 of Alzheimer’s patients), age, race, and ethnicity.  (African Americans are twice as likely to develop Alzheimer’s and Latinos 1.5x more likely.)

Of course, you know I will never write this blog without listing the ten real things each of us can do to reduce our dementia risk so that will be included at the end!

On the gene front, there is a mutant deterministic gene for Alzheimer’s that is carried among about 200 families in the world. Most of those family members will, unfortunately, develop full-blown dementia in their 40’s, 50’s, or 60’s. One gentleman from Columbia is now 72 and is just beginning to show signs of cognitive decline. Researchers have long wondered what has been protecting his brain from the destructive mutant gene he carries and it was found this year in the form of a gene in his DNA!  Studies will now go forward to verify this finding -just think of the impact this discovery will have on all of us.

To wrap up this science/medical news summary, news approaches continue to be investigated. Just this month, I read an article about a UK study that appears to shed light on why Alzheimer’s disease kills brain cells (neurons). This has been a question for the ages. The study reveals evidence that the cause of this cell death may be connected with a gene called MEG3 that is prevalent in brains with amyloid buildup. This gene may be sending a signal to the body to destroy unwanted cells. Studies will now go forward to suppress this gene in patients in hopes of preventing cell destruction.  Exciting!  (Yes I know, I am a nerd)

I also want to report that in my role as a member of the Colorado Department of Health and Environment Dementia Action Coalition, we have written the state’s Alzheimer’s/Dementia Plan and are currently working on implementation.  For those of you who live in Colorado, your state is all over this topic!

As I wrap up, I am pleased to continue in my ninth year on the Mines and Associates team, providing Employee Assistance Plan dementia coaching and client training.  I teach a class titled, Alzheimer’s/Dementia 101 – Facts, Care, Research, Risk Reduction, Treatment that includes everything we all need to know about this hot topic. It is estimated that 1 in 3 working Americans are dealing with dementia in their families. 1 in 2 of us will provide some type of caregiving for someone with some type of dementia in our lifetimes. And because for the first time, we have treatments, denial is a dangerous option. Denying the warning signs for dementia in our loved ones could lead to them being denied critical early-stage drug therapies.

As you may know, I also teach at the University of Denver and do a monthly 75-minute version of my class via Zoom that is open to the public throughout the US. Please reach me at dementiafriendlycolorado.com to receive the registration link for the next session.

In closing and in observation of National Alzheimer’s Awareness Month, let’s all do two things.  First, let’s reduce the stigma surrounding dementia, Stigma is defined as a mark of disgrace relating to a circumstance, quality, or person.  With regard to dementia, let’s all pledge to be a part of the solution, not the problem!  (Thank you!)  Secondly, let’s all make a commitment to take care of our brains. Please join me in being an ambassador, if you will, for this topic. Spread the news. No longer is there nothing we can do about dementia!

Don’t hesitate to reach out to us at Mines and Associates if you are dealing with dementia issues in your family.  We stand ready to help. (800.873.7138)

And finally, as promised, here come the all-important “Dementia Tens”, the Ten Warning Signs, the Ten Risk Factors, and Ten Risk Reducers:

The Ten Dementia Warning Signs

1. Memory loss that interferes with daily life
2. Challenges with planning or problem-solving
3. Difficulties performing familiar tasks
4. Confusion with time or place
5. Visual and spatial issues
6. Problems with words
7. Misplacing things
8. Decreased or poor judgment
9. Withdrawal from work or social activities
10. Changes in mood or personality

The Ten Dementia Risk Factors

1. Age
2. Health Factors (cholesterol, blood pressure, diabetes, inflammation)
3. Lifestyle Factors (inactivity, poor diet, poor sleep, obesity, smoking, alcohol, stress)
4. Family History
5. Genetics
6. Gender (2/3 of Alzheimer’s patients are women)
7. Race/Ethnicity (African Americans 2x more like to develop Alzheimer’s – Latinos 1.5 x)
8. Social Isolation
9. Lifecourse Factors (childhood diet, rural/urban healthcare, education, stress, poverty)
10. Traumatic Brain Injury

The Ten Dementia Risk Reducers

1. Exercise – Regular cardiovascular exercise is the closest thing we have to a silver bullet while we await a cure. Be sure to check with your doctor to make sure it is safe for your overall health.
2. Diet – Adopt a Mediterranean-type diet high in vegetables, fruits, and lean proteins. Avoid salty, sugary, fatty, and fried foods. Blueberries are awesome for your brain! You can reduce your lifetime risk for dementia by up to 23% by adopting this type of diet!
3. Sleep – Good sound, natural sleep is critical in allowing your brain to rid itself of toxins. Put your devices in another room, make them cool and dark, and discuss sleep issues with your doctor before taking sleep aids. If you are older, ask your doctor about avoiding a class of drugs called anticholinergics that may increase the risk for dementia.
4. Heart and Inflammation Health – There is a correlation between dementia and cardiovascular disease, high blood pressure, diabetes, and obesity. If it is good for your heart, it’s good for your brain! Air pollution affects your cardiovascular system so mask up as appropriate. Studies also show a correlation between cognitive issues and brain inflammation. Choose salmon, broccoli, walnuts, avocado, berries, and other anti-inflammatory foods in your diet. Discuss inoculations with your doctor to avoid viral illnesses which can increase neuroinflammation. Simply by getting your annual flu shot, studies show you may decrease your risk for dementia by up to 40%!
5. Smoking/Alcohol – There is a direct correlation between Alzheimer’s disease and smoking. Enough said! If you drink alcohol, always practice moderation.
6. Mental Health – Depression, stress, and other emotional conditions can negatively affect cognition. Discuss these with your doctor for treatment. Manage your stress through safe exercise, yoga, meditation, or music.
7. Hearing/Sight Decline – There is an increase in Alzheimer’s/dementia among those with untreated hearing loss in middle to older age. You can reduce your risk by up to 48% simply by wearing hearing devices to treat age-related loss. There should be no stigma regarding hearing devices! Treat cataracts and maintain good vision as you age. Your brain cannot process what you never heard or saw to begin with.
8. Social Interaction – Involvement with others is critical for brain health. Socialize, (safely of course), by volunteering, taking dance lessons, and enjoying activities with family and friends.
9. Continual Learning/Brain Engagement – Learn a new language, instrument, or hobby or take classes. While not every brain game may have science behind it, (some do, some don’t – I do them all), exercise your brain through games, puzzles, and new challenges. Games of strategy and those that challenge your peripheral vision are best.
10. Helmets/Seatbelts – Always use your seatbelt and wear helmets when skiing, snowboarding, during contact sports, and while biking or riding a scooter. Protect your most precious and important asset, your brain!

To Your Wellbeing,

JJ Jordan – The MINES Team

The post National Alzheimer’s Awareness Month Update 2023 appeared first on MINES and Associates.

During National Suicide Prevention Month, AFSP is highlighting a set of actions that anyone can take to bring attention to suicide prevention:

• Join a local AFSP chapter to drive change and understanding in your community.
  • With local programs and events in all 50 states, Washington, D.C., and Puerto Rico, AFSP’s chapters are at the forefront of suicide prevention. Start a conversation in your community and send the message that suicide no longer hides in the shadows: connect with your local AFSP chapter to raise awareness and funds and spread hope with other AFSP volunteers through local programs, activities, and events, like the Out of the Darkness Community Walks taking place in communities nationwide this fall.
• Share information about the 988 Lifeline using 988’s Partner Toolkit, which includes social media graphics, key messages, videos, and more.
  • AFSP advocates for the funding and expanded support of the 988 Lifeline – if you want to learn more about how you can support the 988 Lifeline, read more about AFSP’s advocacy work here.
• Educate by bringing the Talk Saves Lives program to your school or workplace.
  • Knowledge and understanding deepens conversations. AFSP’s flagship education program is available in specialized modules, including TSL: Suicide Prevention Education for Workplace Settings and TSL: Latinx and Hispanic Communities – which you can bring to your community for National Hispanic Heritage Month (Sep 15-Oct 15).
• Attend an International Survivors of Suicide Loss Day
  • Those who have lost a loved one to suicide often feel hesitant to tell others the type of loss they have experienced. September is a great time to spread the word about the hundreds of local and virtual “Survivor Day” events taking place each November – including Día de Esperanza (Day of Hope) for the Hispanic community – enabling survivors of suicide loss to come together to find connection, understanding, and hope through their shared experience.
• Watch a special episode of “Ask Dr. Jill”
  • Research helps us understand what leads someone to suicide, and how we may effectively save more lives. On September 13 at 3p (ET), you can tune in to a special episode of Ask Dr. Jill, featuring AFSP’s Senior Vice President of Research, Dr. Jill Harkavy-Friedman with guest Dr. Madelyn Gould, an expert on suicide contagion and reporting and storytelling practices that safely drive the national conversation. Click here to learn more.
• Connect people to help through the Interactive Screening Program (ISP)

Even when people know about available mental health services, shame, fear, and embarrassment often prevent them from seeking help. ISP is a customized platform that starts a confidential conversation that often leads people to support. Click here to learn how to bring ISP to your own school or organization.

More resources: National Suicide Prevention Month Resources

Source: American Foundation for Suicide Prevention (www.afsp.org)

To Your Wellbeing,

The MINES Team

The post National Suicide Prevention Week Resources appeared first on MINES and Associates.

Around 4.8% of adults in the U.S. experience serious suicidal thoughts. Tragically, suicide is the second-leading cause of death for children aged 10 to 14; it’s the 3rd leading cause of death for young people aged 15 to 24, and the 12th leading cause of death overall.

It’s clear that suicide is a very serious and growing public health crisis that’s taking lives. But there is something that we all can do to help promote awareness and prevent suicide. This is especially true in the workplace, considering most people who die by suicide are of working age. Employee wellbeing is a cornerstone focus for the team at Mines and Associates.

In today’s MINES blog, we’ll talk in-depth about the topic of suicide, including what you can do to help.

If you’re having serious suicidal thoughts or are thinking of ending your life, there is crisis support available to you. You can dial or text 988, open an online chat with the National Lifeline, text hello to 741741, or visit your nearest emergency room.

Do you know the warning signs of suicide?

One of the most powerful ways to help prevent suicide is to learn how to recognize the warning signs that someone might be feeling suicidal. When you’re able to recognize that someone needs support, whether that be the mental wellbeing of an employee or a friend, you’re more likely to be able to help them in a timely manner.

According to the American Society for Suicide Prevention, most people who die by suicide do show at least one sign that they’re having suicidal thoughts. These warning signs are especially important to pay attention to if they’re paired with a stressful event or sudden change in the person’s life – something like a divorce, job loss, and so on.

Some of the most commonly seen warning signs for suicide include:

• Behavioral changes: You may notice sudden and unexplained shifts in behavior, like withdrawal from social interactions and isolating oneself.
• Talking about death: People who are thinking of suicide often talk a lot about feeling hopeless, wishing they were dead, or not having a reason to live. Take these things very seriously.
• Performance decline: At work, you might notice a sudden drop in performance or productivity.
• Mood swings: The person might have frequent mood swings or get irritable more easily.
• Hopelessness: Listen for expressions of hopelessness, helplessness, or feelings of being trapped.
• Searching methods of suicide: You might find out that someone has been searching for methods to end their lives or trying to gain access to a weapon. This should be taken very seriously.
• Self-criticism: Be aware of increased self-criticism or negative self-talk.
• Giving away possessions: Watch for signs of giving away personal belongings or making final arrangements.
• Saying goodbye: Be alert if someone says goodbye in a way that sounds final or unusual.
• Increased substance use: Notice an increase in alcohol or drug consumption.
• Reckless behavior: Pay attention to engaging in risky or reckless behavior without concern for consequences.

What to do to help someone who may be thinking about suicide

If you’re concerned that someone in your life is thinking of ending their life, then it’s important to act as quickly as possible. The wellbeing of employees and friends alike is very important to pay attention to. When people feel listened to and supported without judgment, they tend to feel less hopeless and overwhelmed. You can be the one to help and support a suicidal person in this way. In general, you can follow these 5 actions for suicide prevention suggested by the Suicide & Crisis Lifeline:

1. Ask the person about how they’re feeling. Don’t be afraid to ask them directly if they’ve been thinking about taking their own life. Despite common misconceptions, asking people directly about suicide can actually decrease, not increase, suicidal ideation.
2. Talk to the person and listen to them with empathy. Your simple presence can make a huge difference. Check-in with the person regularly and make sure they know you’re there for them and that they matter to you.
3. People without access to lethal means (like a firearm) are much less likely to die by suicide. Take necessary actions to keep the person physically safe. For example, you might ask them if you could store their firearm or drugs for them until they’re feeling more hopeful.
4. Connect them to helpful resources. Stay with the person while they call one of the crisis resources above. Go with them to an emergency room or crisis center. Help them get in touch with their therapist. Treat the situation like the life-threatening emergency that it is.
5. Follow up with the person continuously, especially after they’ve been discharged from a hospital or another type of treatment. Don’t forget about them after the immediate crisis passes.

Suicide prevention at work: What role do employers play?

Most working-age adults spend many of their waking hours in the workplace. This means that employers have an enormous responsibility – and opportunity – to create a priority for mental health and actively support suicide prevention through employee wellbeing initiatives.

Here are some actions that employers can take. This Suicide Awareness Month, take a look at your workplace policies and culture and consider what may need to be improved.

• Raise awareness. Educate employees about available mental health resources, including hotlines, support groups, and online platforms. This information should be easily accessible and openly discussed.
• Destigmatize Mental Health Conversations. Encourage open dialogue about mental health to break down stigmas. Training sessions or workshops can help managers and employees navigate these conversations appropriately. Lead by example, and talk about your own mental health as well.
• Offer flexible work arrangements. Recognize that mental health struggles can impact your employees’ ability to work consistently. Providing flexible schedules or remote work options can alleviate stress and promote work-life balance.
• Develop comprehensive mental health policies that include guidelines for addressing concerns, accommodations, and resources. Ensure these policies are communicated clearly to all employees for their wellbeing and workplace success.
• Offer mental health training for managers and supervisors to recognize the warning signs of suicide (and other mental health concerns) and respond effectively.
• Develop a clear crisis response plan that outlines steps to take in case of a mental health emergency. This can help ensure a fast and appropriate response when an employee is in need.
• Promote an overall supportive work environment. Cultivate a workplace culture that values well-being. Recognize achievements, encourage breaks, and discourage overworking.
• Consider partnering with mental health organizations. Collaborate with local mental health organizations to access resources, training, and support for employees.

Lastly, your Employee Assistance Program (EAP) is a mental health resource that’s always at your disposal. The MINES & Associates EAP offers free and confidential counseling 24/7 to all of our members. Our team is staffed by doctoral-level psychologists, clinical social workers, and masters-level therapists who can provide help and support for an employee who may be in need. Employee wellbeing is important for the greater good in all of society.

To learn more, get in touch with us!

To Your Wellbeing,

The MINES Team

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