For HR representatives, supervisors, and managers, the prospect of a colleague or employee contemplating suicide can be overwhelming. Questions about roles, boundaries, and appropriate intervention methods often arise. How do you assess if someone is at risk? What’s the best way to intervene if a risk is detected?

This blog offers a guide to recognizing warning signs, providing prevention tips, and offering postvention strategies in the unfortunate event of a workplace suicide. It also shares ways to support those who may have lost a colleague to suicide.

Warning Signs

Recognizing the warning signs of suicide is key to preventing a tragedy. Some common indicators include:

1. Talking or writing about death: Statements like “I wish I were dead” or “The world would be better off without me” are red flags.
2. Seeking access to weapons or pills: Someone may actively seek out dangerous means if they are considering suicide.
3. Putting affairs in order: Making a will, or tying up loose ends, might signal they are preparing to leave for good.
4. Appearing down, depressed, or hopeless: A noticeable decline in mood is often a sign of suicidal thoughts.
5. Isolation: A person who begins to withdraw from social situations, work, or interactions with others may be suffering from major depression.
6. Engaging in risky behavior: Increased use of alcohol or drugs, reckless driving, and other unsafe behaviors could indicate they’ve given up on life.

Assessing Risk

If you notice these behaviors, it’s important to assess the individual’s risk by considering the following factors:

1. Biopsychosocial factors: A history of trauma, substance abuse, mental health issues, or previous suicide attempts can increase risk.
2. Sociocultural factors: Being part of a marginalized group or facing barriers to mental healthcare can lead to feelings of isolation and despair.
3. Environmental factors: Recent life changes, such as a job loss or the death of a loved one, can trigger suicidal thoughts.
4. Plan, intent, or means: If someone has a specific plan to harm themselves and the means to do it, their risk level is high.

If you believe someone is in immediate danger, get them professional help, call 911, or take them to the nearest emergency room.

Prevention Tips

Long-term suicide prevention in the workplace involves creating an environment that supports mental health and reduces stigma. Here are some strategies:

1. Make help accessible: Post suicide prevention hotline numbers in common areas like lunchrooms and bathrooms.
2. Raise awareness: Ensure employees know about your Employee Assistance Program (EAP) and that it’s confidential. Display EAP flyers and provide resources on community mental health services.
3. Educate employees: Offer trainings on mental health topics such as suicide, stress management, and substance abuse to destigmatize these issues.
4. Create a balanced work environment**: Offer mental health days or the option to work from home. Address conflicts quickly to maintain a supportive environment.

Postvention Tips

If your workplace has experienced a suicide, the loss can be shocking and traumatic. Here’s how to support your employees:

1. Acknowledge emotions: Give employees the space and opportunities to express their feelings.
2. Watch for PTSD symptoms: A drastic change in behavior may indicate that someone is struggling with the incident.
3. Support healthy grieving: Educate employees about the stages of grief—denial, anger, bargaining, depression, and acceptance. Keep in mind that everyone grieves differently.
4. Listen empathetically: Let employees know that it’s okay to talk openly about their feelings. Be available and approachable.
5. Model healthy grieving: Be open about your feelings regarding suicide, setting an example for others.

By understanding the warning signs, implementing prevention strategies, and offering compassionate support, you can help create a safer, more supportive workplace. Early recognition and intervention can lead to positive outcomes. Simply asking, “How are you doing?” could make a world of difference in someone’s life.

Important resources

At MINES, we strive to be a valuable resource for employees who may be facing mental health challenges or suicidal thoughts. Our licensed therapists offer free and confidential counseling 24/7 for our EAP members.

In addition to your EAP, there are numerous other resources available to support individuals who may be considering suicide. You are not alone, and these resources can provide the help you need:

• Suicide & Crisis Lifeline (988): Dial 988 for free, confidential support from trained crisis counselors, available 24/7 across the U.S.
• National Suicide Prevention Lifeline: Call 1-800-273-TALK (8255) to speak with someone who can provide immediate help.
• Crisis Text Line: Text HOME to 741741 to connect with a trained crisis counselor via text, available 24/7.
• The Trevor Project: A lifeline specifically for LGBTQ+ youth. Call 1-866-488-7386, text START to 678678, or visit their website for chat support.
• Veterans Crisis Line: Veterans and their loved ones can dial 988 and press 1, or text 838255, for specialized support.
• NAMI (National Alliance on Mental Illness) Helpline: Call 1-800-950-NAMI (6264) for information, support, and referrals for those facing mental health challenges.
• SAMHSA National Helpline: For those seeking treatment options, call 1-800-662-HELP (4357) to access a confidential, free, 24/7 helpline that provides information and referrals to local services.
• American Foundation for Suicide Prevention: Visit their website for resources on understanding and preventing suicide, as well as support for those affected by it.

These resources are here to offer support and guidance, so don’t hesitate to reach out if you or someone you know is struggling. Remember, help is always available, and it’s okay to ask for it.

To Your Wellbeing,

The MINES Team

The post Suicide Prevention in the Workplace appeared first on MINES and Associates.

While mental health awareness is crucial year-round, BIPOC communities face additional hurdles in terms of their mental health, from racial trauma to limited access to culturally competent treatment. By openly discussing BIPOC mental health, we can foster a more inclusive and supportive work environment where everyone feels comfortable bringing their whole selves to work.

In today’s important blog, we explore BIPOC mental health and offer actionable steps your organization can take to support BIPOC employees.

Why is it important to talk about BIPOC mental health?

We celebrated Mental Health Awareness Month in May. Some may ask, “Why do we need to celebrate BIPOC Mental Health Month separately when we’ve just had an entire month dedicated to mental health?”

But it’s important to understand that BIPOC — an acronym that includes Black people, Indigenous people, and other people of color — faces unique challenges when it comes to mental health. Although, of course, BIPOC are included when we talk about general mental health awareness in May, it’s also important to highlight the unique experiences that affect BIPOC mental health (and access to treatment) that do not affect white people equally.

In the workplace, it’s important to talk about mental health, and BIPOC mental health specifically, because mental health is something that affects every employee. Long gone are the days in which we were expected to keep work life and the rest of our lives — including mental health issues and racial identity — separate.

Managers now understand that to build a psychologically safe workplace, employees must feel free to bring their whole selves to work without fear of judgment. BIPOC have worked for so long in corporate cultures that required them to change themselves to be accepted. BIPOC employees may feel that mental health issues could further OSTRACIZE them.

By openly talking about and uplifting BIPOC mental health, both during July and throughout the year, you make it clear that BIPOC employees are accepted and welcome in your organization just as they are.

Issues and challenges that affect BIPOC mental health

Mental illness doesn’t discriminate, but unfortunately, we’ve seen that the mental health system – just like every system – does. BIPOC face unique challenges in their daily lives that affect their mental health. In addition, BIPOC experience barriers to mental health treatment that make it more difficult for them to get the help they need and deserve.

Here are some of the unique barriers and challenges that many BIPOC face in terms of mental health.

Racial trauma

BIPOC continues to experience the effects of racial trauma, historical and current. Not only do many BIPOC, including Native/Indigenous Americans and descendants of enslaved people, experience the far-reaching effects of generational trauma — but they also continue to be the target of racial harassment, microaggressions, and institutional racism.

Research shows that this racial trauma has led to symptoms of post-traumatic stress disorder (PTSD) in many affected BIPOC. PTSD can heighten the risk of other mental health problems, including depression and anxiety.

Cultural mistrust and lack of culturally appropriate providers

As of 2019, 70% of U.S. social workers, and nearly 90% of mental health counselors, were white (according to the U.S. Bureau of Labor Statistics). This matters because many BIPOC have a mistrust of the U.S. medical system, and white practitioners in particular – a mistrust that, unfortunately, has been well-earned throughout history.

Language is also a barrier for BIPOC who have immigrated from other countries. Mental health providers who speak languages other than English are scarce. Research shows that limited English proficiency predicts significantly fewer mental health treatment visits.

Therapists, at large, are working toward improving cultural competence and humility, and increased cultural understanding between therapists and their clients has been linked to better treatment engagement. But until the psychological workforce becomes more diverse, this mistrust is unlikely to go away completely.

Lack of insurance

In the United States, a lack of health insurance is also a significant barrier to mental health treatment access for BIPOC. Nearly 20% of Hispanic people, and over 10% of Black people, are uninsured, compared with around 6% of whites. This is likely due to multiple complex factors, including economic disparities.

Without health insurance, BIPOC individuals often don’t have a way of covering the cost of mental health treatment services.

How your organization can support BIPOC mental health & employees

Your organization can take significant actions to help support BIPOC mental health and improve treatment access. Reports show that most individuals access mental health treatment through their jobs. In addition, satisfaction and happiness at work can significantly affect mental health for all employees.

Here’s how to support BIPOC mental health in your organization, not only during July but throughout the year.

Raise awareness

Having open and honest conversations about mental health is one of the cornerstones of creating a supportive and psychologically safe workplace. BIPOC Mental Health Month can serve as a starting point for ongoing discussions throughout the year.

Organize workshops or invite guest speakers to address the specific challenges faced by BIPOC communities. By integrating mental health awareness campaigns and resources into your company culture, you can normalize seeking help and reduce mental health stigma.

Review DEI policies

Diversity, Equity, and Inclusion (DEI) policies are crucial for building a workplace that embraces BIPOC employees. Review your existing DEI policies with a focus on mental health. Do they include provisions for reasonable accommodations for mental health needs?

Good DEI policies and practices are also important to ensure that BIPOC employees feel emotionally safe at your company. Consider trainings, including unconscious bias training and anti-racism trainings, to ensure managers understand how microaggressions can impact BIPOC’s mental well-being.

Build and encourage employee resource groups

Employee Resource Groups (ERGs) provide a valuable support system for BIPOC employees. These groups can offer a space for shared experiences, fostering a sense of belonging and community.

Encourage the creation of BIPOC-focused ERGs, or support existing ones through funding and resources. Having a strong support system at work can help BIPOC employees feel safer and mentally well.

Ensure good mental health benefits

Helpful and accessible mental health benefits are essential for supporting BIPOC mental health as well as the mental health of all employees.

Review your current health insurance plan to ensure it provides adequate coverage for mental health services. Consider offering options with lower deductibles or copays for mental health treatment. Including Employee Assistance Programs (EAPs) is also important. EAPs offer confidential counseling and resources, and can play a key role in helping BIPOC employees find culturally competent care and navigate the complexities of the healthcare system.

MINES offers a comprehensive workplace mental health solution that provides culturally competent care for all of your employees.

To your wellbeing,

The MINES Team

The post BIPOC Mental Health Month: What to Know and How to Help appeared first on MINES and Associates.

Commemorating Juneteenth in your workplace can be an opportunity to reflect on your company’s DEI practices and the relationship you have with Black employees and community members. However, it’s important to celebrate Juneteenth in ways that are actually meaningful, not just to recognize the day on a surface level.

Today, we offer 25 meaningful ways to celebrate Juneteenth in your workplace.

Why is it important to recognize Juneteenth at work?

Just like commemorating Veteran’s Day honors those who have served in the military, Juneteenth is an important day that honors the Black American community and the essential contributions they have made to this country. We undoubtedly have a long way to go, but the recognition of Juneteenth as a national holiday is one important step toward spreading awareness about Black history and the Black American experience.

When you recognize Juneteenth at work, it’s a way to take a clear stand. You are telling your employees, as well as the general public, that your organization supports Black American rights and that you stand in solidarity with the Black community.

Although this support and solidarity should never stay confined to special days like Juneteenth — there are ways to proudly stand for Black rights and uplift Black employees all year long — June 19th is one opportunity, of many, to reflect on your organization’s practices and ensure Black employees are treated equally.

25 ideas on how to celebrate Juneteenth at work

Here are 25 ideas on how to celebrate Juneteenth at work in a meaningful way. Some ideas are geared toward workplace leaders (to celebrate with the whole staff), while others are meaningful ways you can celebrate within your team or even by yourself.

Which ones will your organization implement this Juneteenth?

1. Give employees the day off

Just like employees are given the day off on other important holidays, consider making Juneteenth an organization-wide holiday if you haven’t already.

2. Review your DEI policies

To truly uplift your Black employees and colleagues, there needs to be structural change. Review DEI policies and practices to ensure that Black staff are getting equal opportunities.

3. Offer anti-racism training

Juneteenth can be an opportunity for solemn reflection on how much work there is left to do to truly achieve racial equity. Take the time to work toward this goal by offering anti-racism training to staff.

4. Support Black-owned businesses

Support local Black-owned businesses; for example, you can ask a Black-owned restaurant to cater an employee lunch or order employee gifts from a Black-owned shop.

5. Host a Juneteenth speaker series

Invite Black speakers to host workshops about different topics that affect the Black community. Just make sure to pay all speakers well for their time and labor!

6. Offer leadership development for Black employees

Black employees often don’t get the same opportunities for promotions and upward movements as their white counterparts. Ensure that your Black employees have access to leadership and professional development opportunities.

7. Create a Black Employee Resource Group (ERG)

If you don’t have one already, create an ERG for Black employees. Research shows that ERGs help employees feel a stronger sense of belonging at work.

8. Partner with a Historically Black College or University (HBCU)

Partner with a local HBCU to provide scholarships, internships, or continued education opportunities for staff.

9. Show a film

Host a screening of a documentary or film that teaches staff about Juneteenth or other issues that affect the Black community today.

10. Create an online learning portal

Offer education and resources about Juneteenth and Black History by creating an online learning portal that employees can access.

11. Incentivize self-reflection

Provide incentives for engaging with Juneteenth, such as incentivizing non-Black employees to self-reflect on their privilege or implicit biases.

12. Start a book club

Start a book club, and invite members to read one book by a Black author each month.

13. Partner with local organizations

Partner with local organizations that serve the Black community for giving opportunities, including corporate donations.

14. Highlight Black artists and musicians

Celebrate Black art and music history by creating and sharing playlists of songs by Black artists.

15. Create Black mentorship programs

Pair Black senior employees and leaders with newer staff to create mentorship opportunities for Black employees. This can help make it more likely for Black employees to gain access to upward mobility at work.

16. Implement accountability measures

Creating DEI policies is a good start, but it’s not enough. Implement measures to help you stay accountable to these policies.

17. Conduct an anonymous survey

Anonymous surveys can be a psychologically safe way for Black employees to offer feedback about your organization’s DEI practices and how supported they feel as a Black person in your company.

18. Juneteenth reflection prompts

Share daily reflection prompts about racial identity and privilege for employees to answer and discuss in team meetings or by themselves.

19. Invite staff to local museums

If your city has a museum or cultural center focused on Black history, purchase entry tickets for employees so they can visit and learn.

20. Create a Black scholarship fund

Establish a scholarship fund to support Black students pursuing higher education. Match employee donations to the fund.

21. Ensure culturally relevant mental health support for Black employees

Ensure your EAP (and any other mental health benefits) offers resources and support tailored to the needs of Black employees.

22. Partner with a Black leadership organization

Collaborate with a Black leadership organization to develop internship or job shadowing opportunities for Black students.

23. Start a Juneteenth committee

Encourage employees to form a Juneteenth committee to plan future celebrations and advocate for racial equity initiatives within the company. Employees should always be paid for their time, including overtime pay.

24. Publish a DEI report

Develop a company-wide report outlining diversity and inclusion goals, progress made, and the steps that you have yet to take.

25. Promote Juneteenth on social media

Use your company’s social media platforms to increase awareness, share educational content, and celebrate Juneteenth.

We hope that this list has given you some ideas of how you can meaningfully celebrate this important day at work.

Happy Juneteenth!

In solidarity (and to your wellbeing),

The MINES Team

The post How to Celebrate Juneteenth at Work: 25 Meaningful Ideas 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

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October 10^th was World Mental Health Day! The purpose of this day is to bring awareness of mental health disorders and mobilize resources and support.

This is an opportunity to highlight mental health in your workplace! Remember! You don’t have to do everything on THE day – October 10^th, but you could start thinking about how you want to bring awareness to your organization and might commit to some yearlong goals within your workforce.

1. Consider sharing your own and encouraging leaders to share their mental health journeys. One of the most effective ways that an organization can open the dialogue about mental health is to have open discussions and sharing about it. Often, mental health is not a topic of regular discussion at work. When a leader shares their personal experiences and normalizes it for the workforce, it becomes more accessible.
2. Share mental health screening tools such as: https://screening.mhanational.org/screening-tools/. These tools are not intended to diagnose but bring awareness and opportunities to explore further with a mental health professional.
3. Promote your company’s mental health benefits! Just because you have them, doesn’t mean that they are front of mind. Remind your staff regularly of the features of your EAP. What kind of counseling is offered? What kind of coaching? Mindfulness support? Share it all and regularly! Make it real! Are you seeing new parents? Make sure they know what is available for them! Are you growing and seeing your staff working an increase of hours, make sure they know what resilience tools could help. The EAP is one to keep in mind AND what does your health plan include and feature on the mental health side? What other mental health access points exist at your organization?
4. Work and life gets busy! It can be hard to find time for therapy and psychiatry appointments. Consider offering time off during the workday for appointments. Mental health self-care will not only benefit your employee, their families but also your organization.

Would you like to talk to us about how your organization can further push mental health? Let us know! We’d love to brainstorm with you!

The post Mental Health Day is Everyday! appeared first on MINES and Associates.

As this very complicated and confusing year comes to a close, I hear many people say it can’t happen fast enough!  I echo those sentiments except in one important regard and that is the progress that has been made this year in the field of Alzheimer’s disease and other forms of dementia.  November is National Alzheimer’s Awareness month and as such, it is fitting to highlight new developments in promising research, tips for maintaining our brain health, and a quick update on the role Alzheimer’s/dementia has played, and continues to play, in my life.

First, let me assure you that I have never been more optimistic than I am right now that a breakthrough is on the horizon.  The National Alzheimer’s Plan that was written into law in 2010 calls for prevention, treatment, and cure by 2025.  Despite some temporary setbacks in clinical trials due to Covid-19, things are back on track and the neuroscience experts whom I know are equally optimistic that we have a great chance of meeting or beating that goal!

As a quick reminder about why this topic is so important to me, three of four parents in my immediate family were diagnosed with Alzheimer’s, the most common type of dementia.  Our “Lovies”, as we refer to them, lived for 16, 14, and 11 years with the disease and it would be an understatement to say that it changed every aspect of our lives.  While it has been six years now since our last Lovie left us, striving to rid the planet of dementia, at least in some small way, remains my purpose and passion.

I continue in my role at MINES and Associates as a provider of Employee Assistance Plan Alzheimer’s/dementia coaching and corporate client dementia training.  After recently completing a six-year term on the Alzheimer’s Association Board of Directors, I continue as a volunteer community educator for them and also serve as their public policy ambassador to Capitol Hill, where I speak with congress about dementia research funding and legislation.

I am now in my fifth year as the volunteer Community Chair for Dementia Friendly Denver, which is affiliated with Dementia Friendly America, a White House Conference on Aging program announced in 2015.  We present a free one hour program through DFD for organizations and community groups called Dementia 101 + Reducing Your Risk.  In 2019, I delivered 135 of these learning sessions around the greater Denver area and am now presenting them virtually.  FYI, you can reach me at 800.873.7138 for MINES and Associates EAP dementia coaching or at dementiafriendlycolorado@gmail.com for community group presentations.

Now for the juicy and exciting news!  Among the many dementia findings the scientific and medical community has announced this year are the following:

• New research supports the positive impact of flu and pneumonia vaccinations on risk reduction for Alzheimer’s disease. Discuss these vaccinations with your doctor as there may now be more than just the obvious advantages.
• At long last, a simple blood test for Alzheimer’s disease is in the final stages of clinical trial and may be available in a year or two! Rather than denying the knowledge of impending dementia, we now know that important lifestyle changes might delay onset.
• The next bit of great news is that the FDA has approved the drug Aducanumab for final review for the treatment of Alzheimer’s! If this last step meets standards, it will be the first true treatment for Alzheimer’s, as current drug therapies may provide some relief for symptoms, but do not slow the progression of the disease.
• To keep the good news coming, diagnosis guidelines have been improving for the past few years and PET scans can now detect excess amyloid-beta and tau, the hallmark brain proteins for Alzheimer’s, in living brains! This is big news versus waiting until autopsy to determine the pathology of the disease.

And now, because I could never conclude my yearly dementia update without a list of the 15 real things we can all do at any age to reduce our risk for Alzheimer’s and other forms of dementia, here you go…

• 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.
• Diet – Adopt a Mediterranean diet high in vegetables, fruits, and lean proteins.  Avoid salty, sugary, fatty, and fried foods, and limit red meat consumption.  Blueberries are awesome for your brain!
• Sleep – Good sound, natural sleep is critical in allowing your brain to rid itself of toxins.  Put your devices in another room, make it cool and dark, and discuss sleep issues with your doctor before taking sleep aids. Ask your doctor about classes of drugs that should be avoided by those over 50 as they may increase risk for dementia.
• Heart 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!
• Cognitive Evaluations – As you get older, ask your doctor to include a cognitive evaluation in your annual physical.  Staying on top of cognition changes can help you make important lifestyle adjustments to reduce dementia risk.
• Smoking – There is a direct correlation between Alzheimer’s disease and smoking.  Enough said!
• 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, etc.
• Hearing Loss – There is an increase in Alzheimer’s/dementia among those with untreated hearing loss in middle to older age.  Discuss hearing loss with your doctor. There should be no stigma for hearing devices!
• Social Interaction – Involvement with others is critical for brain health.  Especially in the year of Covid-19, socialize via online platforms, or safely distanced interactions.
• Continual Learning – Learn a new language, instrument, or hobby, or take online classes!
• Brain Exercise – While not every brain game may have science behind it, some do, so exercise your brain through games, puzzles, and new challenges.
• Helmets – Always use your seatbelt and wear helmets when biking, skiing, etc. Protect your most important asset, your brain!
• Air Quality – New studies show a correlation between brain health and pollution.  Protect your cardiovascular health by wearing a mask in heavily polluted cities or fire/smoke areas.
• Alcohol – Excessive alcohol consumption can contribute to cognitive decline.
• Inflammation – Studies show a correlation between cognitive issues and brain inflammation.  Avoid a diet that can increase inflammation.  Choose salmon, broccoli, walnuts, avocado, and other anti-inflammatory foods.

So…as National Alzheimer’s Awareness Month is observed during November, and this crazy year wraps up, please know that hope is plentiful on the Alzheimer’s/dementia front!  And thank you for helping to spread the word about the lifestyle practices we can all do to keep our brains healthy and reduce risk for cognitive decline.

If you are living through the pandemic with a family member with dementia, remember to physically demonstrate safe practices versus using verbal reminders and most importantly, reach out to friends and family members to take a turn at caregiving to give yourself periodic breaks.  Maintaining your patience level and taking care of yourself are key.

Reach out to me through MINES and Associates for help in making a dementia plan, increasing your dementia knowledge, and honing your communication and interaction skills.  And use the Alzheimer’s Association 24/7 helpline (800.272.3900) and website (alz.org) to stay connected to resources and the latest news.

I wish you all a Happy Thanksgiving no matter what that may look like for your family this year.  Thanks for letting me share my thoughts and please stay safe and well!  – JJ

To your wellbeing

-JJ Jordan

Mines and Associates

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	Healthy Sleep Habits
“Sleep is the golden chain that ties health and our bodies together.” ― Thomas Dekker Welcome to the September 2020 edition of TotalWellbeing, your guide to the 8 dimensions of wellbeing. Healthy sleep habits are the topic that we will be exploring this month. With everything going on including the ongoing pandemic to kids going back to school, it would be understandable if many of us are not sleeping as well as we’d like. While it can be tough to calm a racing mind, especially at night, there are steps you can take to help set yourself up for a good night’s rest. One of the most important things you can do is set up a consistent bedtime routine. This routine should be a relaxing ritual away from distractions and electronic screens that signals to your body that it is time for sleep. Make sure to start your bedtime routine at the same time every night, yes even weekends, to ensure your sleep patterns are as regular as possible. Check out the information below for more tips and articles on healthy sleep habits for both yourself and your kids. Don’t forget that through your Employee Assistance Program you also have access to 4 professional wellness coaching sessions per year. These can be used to work with a personal wellness coach to work on work/life balance goals including getting enough rest. Call today to get started! As a quick reminder, your online portal, PersonalAdvantage, also has helpful resources and tips and resources on getting rest, mindfulness, stress reduction, and much more to help you feel your best. To your total wellbeing, The MINES Team How You Can Get a Better Night’s Sleep Despite common belief, aging doesn’t cause sleep problems, and seniors don’t need less sleep as they grow older. Most older people sleep poorly, or not long enough, because of ailments associated with aging, such as arthritis, physical disabilities, respiratory problems and depression. Lack of exercise, heart disease, anxiety, stress and menopause also can disrupt sleep, and many medications seniors take can cause insomnia. Sleep and aging experts agree that one’s daytime activities and sleep environment are critical to getting a good night’s sleep. Try the following remedies if you have trouble sleeping: Stick to a regular sleep schedule. Try to go to bed and get up at the same time every day. Ask your doctor if any of your medications could be disturbing your sleep. Stay active. Maintain a moderate level of daily activity and do gentle exercise. Spend some time outdoors during daylight hours. Sunlight can help set your biological clock. Pay attention to what you eat and drink in the evening. Consuming foods and drinks that contain caffeine, such as coffee, tea or cola can interfere with nighttime sleep. Avoid alcoholic beverages in the evening. They can make you fall asleep faster, but they cause early morning awakenings and fitful sleep. Don’t smoke. Smokers are more likely to have trouble sleeping than nonsmokers. Make sure your bedroom is dark, quiet and cool. Replace your mattress if it’s lumpy, sagging or worn out. A comfortable mattress that offers good support can help you fall asleep and stay asleep. Ask a doctor for help if your partner snores or has an illness that disturbs your sleep. Read the full article here. If you or someone you know has trouble sleeping, remember that Your Employee Assistance Program is here to help. In addition to free and confidential counseling you have access to professional wellness coaching as well. Your coach can help you tackle bad sleep habits and other wellness goals in your life that may be contributing to a less than stellar night’s rest. Call us at 1-800-873-7138 to get connected right away. Also, PersonalAdvantage has a ton of great resources and FREE webinars.
Self-care Steps for Kids and Sleep Make sure your child gets the rest he or she needs, establish a consistent evening routine. Help your child wind down from the day by allowing at least a half hour of quiet time before bedtime; shut off the television, radio and computer during this time. Don’t put a TV in your child’s bedroom. Spend quiet time with young children before they fall asleep but establish firm limits about the amount of time — usually 10 to 30 minutes. Keep the following items in mind: Be firm and consistent about bedtime. Set aside quiet time before sleep. Eliminate or limit caffeine in your child’s diet. Limit television, radio, computers and video games just before bedtime. Avoid large meals close to bedtime. A small snack is fine. See that your child gets plenty of exercise. Keep the bedroom temperature at or near 65 degrees. Read More Remember, your Employee Assistance Program is here to help you set and attain wellness goals with personal wellness coaching. This includes making better sleep habits among many more wellness topics. If you need additional information, or to access services, please call MINES and Associates at 1-800-873-7138 today.
Question of the Month Do you make sleep a priority, or is sleep more of an afterthought? What can you do to better prioritize sleep as an integral part of your wellbeing routine?
If you or a member of your household needs assistance or guidance on any of these wellbeing topics, please call MINES & Associates, your EAP, today for free, confidential, 24/7 assistance at 800.873.7138.
This Month’s Focus Free Webinar: Fixing Our Broken Sleep MINESblog: New to TW? Check out our past Blogs! Are There Potentially Positive Outcomes from COVID-19? Back to School During the Pandemic Important Links COVID19 Resource Page Visit our BLOG MINES and Associates Current Training Catalog Balanced Living Magazine LinkedIn MINES Archives Contact Us Email MINES
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