Working from home: how to separate your personal and professional life

Working from home comes with a series of challenges. If you find separating your professional and personal life difficult, read coach Stela Toderascu’s insights on adaptation and developing new habits.

What is adaptation? The process or the state of adjusting or changing to become more suited to an environment.

When we used to travel to other countries we had to adapt to a lot of things: driving on the left side of the road, socket adaptor for chargers, the time difference, the cuisine, the culture, etc.

In the case of the pandemic, we had to adapt to a new context, new rules, new ways of doing things.

There is a more and more stringent need for a behavioural adaptation.

Humankind is capable of adapting to new circumstances since forever. It seems that after a period of struggling with acceptance of the news, the changes, the new normal, we finally start to adapt to the new context.

Often, two or more species co-adapt and co-evolve as they develop adaptations that interlock with those of the other species, such as with flowering plants and pollinating insects. Is it the same situation with working from home? Can we blend the two types of activities, job and personal life, in the same environment?

Lately, the objectives of my clients have been related to the clear separation of personal and professional time spent at home.

With the majority of children studying online and parents working from home, finding a quiet working space for everyone is difficult. The tendency is to answer an e-mail or check if there is something new on a communication group from work even after working hours, as there is a feeling of guilt that we didn’t do as much as we would have done working from the office.

During this period, although you spend time with your family, you are not really present as your mind still thinks about work, while some me-time is out of the question.

What is the solution in such a case?

Each of us has his/her own plan and routine. It is important to make the separation from work very sudden at a set hour. If you planned to close the laptop at 6 p.m., do it, no matter if in the last three seconds a new e-mail came into your inbox and the subject line appeared to be intriguing.

It will be hard at the beginning. It’s like turning off the TV with cartoons for a toddler, even if the agreement was to watch only for ten minutes.

Habits are where our lives and careers and bodies are made.

Seth Godin

World Famous Marketing Expert

It is a routine that will soon become a habit and then a rule.

You just need to exercise the same routine of “turning off” the working time at 6 p.m. every day, for one month. The first three days are the hardest. You feel guilty that your team is still working, or that you could really finish something earlier if you stayed longer.

Other times you have a strong fear of missing out.

You think there is something really important being discussed in your communication group from work and if you don’t look now, you will miss an opportunity, or a chance to show off. It is true. It is hard to change behaviour. When you have these feelings, just look at your family, find an interesting activity that will captivate you and you’ll forget faster about work. If you have a hobby or something that you really love to do and if you could immediately switch to doing that thing, it would be really helpful.

After the first week, some people start losing the feeling of guilt and in two weeks or so the fear of missing out. At the same time, you feel a tremendous change for the better in the relationship with your family, and more importantly, you start finding time for yourself. Soon you adapt to the new routine as if it was always like this.

The first step for adaptation is to accept something has changed.

Before starting the routine change exercise, answer the following questions:

1. What has changed?
2. How is this change affecting my routine or my life?
3. What should my new routine look like, so I can be happy about my life?
4. What are the actions that would help me get to the desired routine, having in mind the new circumstances?
5. Which of the actions could be the most impactful, having immediate visible result?
6. When can I start doing it?
7. What is the expected outcome?

Then follow the same process with the rest of the actions, until you draw an action plan to achieve the required routine in the new context that would make you happy.

Good luck with the adaptation!

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Are People Cashing-in or Pitching-in on Our Mental Health?

Mental Health is on Fire

There is a lot going on when it comes to mental health. People are interested now, more than ever in what this means and how it impacts us.

What seems to stand out most is that poor mental and mental illness is on the rise, it affects millions of us around the world and it is hitting the bottom line of businesses hard.

Times Are Changing

A great many people, governments and businesses recognise that this really matters. Mental health is extremely popular – the bandwagon is going around and lots of people are climbing aboard.

Being a psychotherapist for many years, I should be jumping for joy. Finally, the penny has dropped and we are recognising how fundamental and vital our mental health and well-being are. For sure this is an immensely positive shift, however, this trend is seeing both good, as well as very disturbing and dangerous developments.

Passion or Profit?

Greater requests and financial investment, in support strategies, are turning up on the mental health scene. All targeted at bringing about improvements in making us better.

In response, we are seeing mental health professionals and non-professionals waving their array of commentaries and remedies.

Should we be worried about this growing wave of people, who are expressing their passion for improving mental health and supporting those who are suffering and are in need of support?

Mental Health is not a Cash Cow or an Easy Ride

I would have to say yes. The most disturbing concern in this development are individuals with little or no knowledge, training or experience, who are asking people to tell them about their mental health.

People setting themselves up as mental health coaches, advisors or experts offering strategies with limited, amateur or untested interventions, as answers to dealing with deeply personal and difficult mental health problems.

Sailing in Dangerous Waters

There are those who merely want to help and those who feel that good intentions are enough, believing that knowledge, education, training, experience and skills are not necessary or important.

Although well-meaning, if support is not provided in a well-informed, safe and professional way, it can do more harm than good.

Sadly, as with any new trend, there are also those who simply see people’s mental health needs as an opportunity to make money or to use this as a means to gain attention and promote their own status. This is a state of affairs that should not remain unchecked.

Somebody Skilled Needs to be Holding the Knife

The fact is that, in order for support to be relevant and safe, mental health responses need to be given by those competent, knowledgeable and skilled enough to deliver them. Just like medical professionals trained and experienced mental health professionals know what is involved, they understand how to deal with the issues and most importantly they know how to spot and respond to the risks.

Just as we would not allow a surgeon to operate on us with next to little or no education, training or experience why would we allow this for our mental health?

Afterall both are complex, essential and life-sustaining factors for our existence.

Heeding the Professionals

I have to admit that when it comes to mental health, I am strongly protective. I began my career over 25 years ago. As a young psychology graduate, I learnt something about the psychology, emotion, neurology and social aspects of how we operate or fail to function, as humans. My understanding and know-how became much stronger through my psychotherapy training and on-going experience.

Along with time and experience, I honed my gut feeling for recognising when something was missing or not quite right about my client’s situation. This intuition stems from continued involvement, spotting the subtle and not so subtle cues, which guides some of us to follow that strong urge not to let it go, look deeper and to react in a way that protects our clients.

From Bandwagon to a Part in the Band

This is not to say that non-mental health professionals do not have a crucial part to play.

There is an essential need for advocates and people to support, promote, campaign and champion for greater awareness, openness, understanding, resources, investment and better mental health practice. People are gaining the courage to share their lived experience, in order to help break the stigma and bring about positive change.

However, like with any professional practice, in order to treat our mental health adequately and safely, rules and competencies need to apply.

Ten Ways to Save Our Mental Health

So, what are the steps that can be taken to ensure that people’s mental health needs are met in the most skilled and protected way?

The basic essentials are to at the least know enough about what you are doing, in order to do no harm and to have sufficiently skilled experience or training.

If people are serious about supporting good mental health, in a beneficial way then the following ten factors need apply:

1. Know Your Stuff: Have a clear understanding and use in the distinction between mental health and mental ill-health.
2. Create Trust & Safety: Understand and respect privacy and confidentiality.
3. Know Your Limitations: Be completely open and clear about your role and abilities. If you are not a professionally trained and experienced mental health professional say so and be honest about exactly what you can and cannot do.
4. Build Your Competency: Engage in skilled training, as well as on-going personal professional development.
5. Stay Clear & on Track: Regularly make use of professional guidance and support.
6. Build Your Self-Awareness: Continuously self-monitor your reactions and needs. React to these in a way that keeps you on track and maintains safety.
7. Maintain Self-Care: Take time out whenever necessary, in order to maintain clarity and your own wellbeing.
8. Set & Follow Good Standards: Join or become members of relevant professional associations and follow a code of ethics.
9. Be Well Prepared: Become familiar with relevant government and professional guidelines, resources and support services regarding mental health.
10. Hand over to the Experts: Refer to relevant mental health professionals, bodies or support services whenever possible and necessary.

Respecting Our Mental Health

Those who view mental health as an easy touch or focus on financial payoffs are doing all of us a huge disservice.

The fact is that there is no single or quick fix to mental illness or keeping us in good mental health.

What is clear is that, in order to safely develop our mental health, it is essential to know what this involves, understand how this runs our lives, engage more in healthier reactions, promote effective and competent support strategies, along with continual investment in ample resources.

Returning to Work: 8 Key Strategies for Businesses to Prepare for and Support Employees

The COVID-19 crisis has confronted leaders, managers and businesses with one of the biggest challenges ever encountered in protecting the physical and mental health of employees along with a severe impact on business operation and productivity.

Many people and businesses have learnt to adapt to discovering and implementing new, effective and creative ways of keeping things going.

Adapting to WFH has brought both difficult demands, as well as huge opportunities for different ways of working and doing business.

Through this crisis we have not only witnessed the adverse impact on our physical, social, financial and professional status and wellbeing, we have also seen how hugely detrimental this has been to people’s mental health.

Millions of us have had to make major adjustments to personal loss, isolation, restriction of movement/travel, social distancing, job insecurity and unemployment, as well as combining work with home life. All of which have contributed to high levels of stress, fear, anxiety and uncertainty, along with increased mental health problems.

Learn more: Getting us through the crisis: 10 ways to build mental resilience

Returning to Work – the Next Big Challenge

With the recent decision of a gradual return to work, employees and businesses are faced with a major new challenge.

How can they prepare for and support a safe and effective return to work?

Sustainable strategies, to address this issue, require recognition of a number of factors.

Understanding and responding adequately to stakeholder expectations, safety requirements for physical and mental health, as well as addressing the psychological impact of this crisis are crucial in supporting employees to re-enter and to confidentially engage in their work.

A significant starting point is the acceptance that a return to work, for many people, will not be business as usual and that working practices will need to change.

It is also important to be aware that individuals react very differently to challenging events, so it can be useful for leaders and managers to be prepared for a range of different responses.

How to Prepare for and Support Employees Returning to Work: 8 Key Strategies

1. Acknowledge Employee Needs & the Impact of the Crisis

Leaders and Managers can greatly benefit from an awareness and understanding of the psychological and emotional consequences of the present crisis. A clear acknowledgement of the situation, its impact and the continuing risks express both the recognised responsibility and enlist joint cooperation.

2. Check-In & Offer Emotional Support

Leaders and managers should also take time to check in on employees and find out how they are doing.

Empathy is an important part of how to express a genuine understanding and interest in the experience and welfare of others.

Listening and acknowledging how the situation could be impacting people and offering appropriate support services, helps decrease fear and promotes a sense of security.

3. Ensure You Have Open & Continuous Communication

One of the most helpful and essential processes, particularly, when dealing with crisis situations, is providing employees with relevant information on their work, as well as the business status, ensuring to keep people regularly updated.

In seeking to reassure and reduce anxiety and uncertainty, employers can support by providing a clear explanation of work changes and expectations, along with details on how the situation is being managed.

In responding to the Covid-19 crisis, it is particularly important to clearly communicate the health and safety measures, which have been put in place to protect the welfare of all employees.

People need to have confidence that someone is taking responsibility and that action is being taken to address the situation in the best way possible.

4. Understand Expectations & Remain Flexible

Whatever the expectation there is a need to listen, acknowledge and wherever possible try to accommodate reasonable expectations.

Respectfully expressing what clearly can be done rather than what cannot be done for unmeetable expectations.

Being flexible and making reasonable work adjustment is vital to being supportive, as well as gaining optimal engagement and productivity.

Businesses should consider the possibility of flexible conditions related to work hours, working from home, employee roles and tasks, time off, an adaptation of working practices and provision of any necessary resources.

5. Review & Establish Your Business Processes

Businesses should ensure that comprehensive and up-to-date policies and procedures are established, which specify clearly defined regulations and resolution strategies.

Enabling businesses to perform at optimal level involves having people and operating systems, which possess adaptable and flexible reactions with a problem-solving approach. Employees are then fully informed and can function within an effective structure with clear guidance.

6. Match Present Demands & Needs with Appropriate Responses

Businesses and employees greatly benefit from being supported and cared for through the guidance and resources they are given.

Following any crisis, businesses should be committed to getting things back on track, as safely and quickly as possible.

Identifying the present demands and needs of employees and responding in a direct and practical manner actively supports this process. This also contributes to building a strong and positive company culture, in which employees are more able to trust and feel safer.

7. Navigate a New Course

If businesses are to maintain direction and respond successfully to the needs of employees and the demands of the situation, then openness to different ways of doing things is an absolute necessity.

Progress can be held back by insisting on sticking to a particular course and not adapting to working practices.

Recognising when something is no longer necessary or fit for purpose and altering direction, serves to constructively optimise an employees’ return to work.

Leaders and managers can develop and implement changes through lessons learnt, good practice, continuous feedback and clear complaints and corrective measures process.

8. Connect & Utilise External Professional Services

Following a crisis, people can often feel fearful or apprehensive about returning to work.

Businesses can then benefit from investing in support services, as well as collaborating and building new partnerships.

Working together with relevant professionals and organisations can aid innovation, a greater sense of safety, better engagement, increased productivity, as well as the creation of strong and effective support structures. Most importantly this can promote the positive health and wellbeing of leadership and employees.

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Getting us Through the Crisis: 10 Ways to Build Mental Resilience

The Coronavirus (COVID-19) is seriously challenging our social, economic and business stability, as well as our freedom of movement and working practices.

It is not surprising then that this is having a detrimental impact on our mental health.

Our human vulnerability and ability to cope with this threat has been exposed. Naturally, people are fearful, anxious, uncertain and some of us are panicking.

This is clearly a time to take positive action and follow necessary precautions, as well as keep a tight rein on our emotional reactions.

It’s important to recognise the dangers and to acknowledge our fear and anxieties, rather than be driven by them.

This means constructively handling our health and stress, developing ways to cope and not allowing our fears and irrational reactions to get out of hand.

The Coronavirus (COVID-19): 10 Ways to Build Mental Resilience

During a crisis, it’s important to know ways in which we can adapt and strengthen our resilience, in order to maintain good mental wellbeing.

1. Make Healthy Home-Work Adjustments

Set and maintain your personal & professional boundaries. Managing time spent on work and socially, in a way that best suits your present needs & situation can help to reduce pressure and conflict.

Schedule time with family, friends & colleagues for home/remote activities, such as mindfulness, yoga, meditation, listening to music, dancing, reading, book reviews, or just chatting. These can help to reduce stress and lift your mood.

Avoid putting pressure on yourself and thinking negatively as this is counter-productive.

2. Perceive Things as Challenges Rather Than Problems

When presented with a problem focus on finding a way forward and attaining a clear goal.

Having a constructive view on the present situation and working towards a specific outcome enables you to positively draw on all of your resources, in order to get you to where you need to be.

3. Cultivate a Positive Mindset

Exposing yourself to positive internal and external messages can help build confidence and counter our negative bias, supporting a more productive mindset.

4. Establish Good Sleep Habits

Sleep is essential for your overall physical and mental health and well-being.

Good sleep helps to build your resilience in dealing with stress and anxiety.

Create Healthy Sleep Routines & Behaviour:

✅Get up and go to bed at regular times

✅Avoid heavy meals, exercise and using screens, a few hours before going to bed

✅Ensure your bedroom is dark enough and a comfortable temperature

5. Set Realistic Expectations

Reflect on the expectations set by yourself and others.

Examine how realistic these are and adjust them according.

Identify manageable steps in meeting expectations. This helps to limit disappointment and stress, as well as enabling you to achieve your goals more easily.

6. Eat Healthily & Remain Active

Eating well and being active will help to keep up your energy, strengthen your immune system and assist to maintain your physical and mental fitness.

7. Beware of Your Alcohol or Drug Intake

During crisis or times of high stress, it can be easy to be tempted into increased or improper alcohol or drug use. Remain vigilant and keep busy. This will enable you to remain focused and avoid creating or worsening your mood or situation.

8. Stay Safe & Stay Connected

There is a huge amount of advice being given about how to keep yourself and others safe. It is not only wise but can be lifesaving to follow informed messages and official sources.

To help cope with isolation and physically distancing regularly check-in and remotely connect with others. This enables you to gain reassurance and companionship through being connected and supported.

9. Talk About Your Feelings & Seek Support

Sharing your experience can be a great relief. This enables you to gain understanding and support, assisting you to deal better with your situation and feelings.

10. Self-Care

Monitoring your mental health, along with engaging in actions to reduce stress, such as exercise, taking breaks, healthy eating habits, having fun, meditation & listening to music, can help lift the mood and maintain better health.

Reach out for support if you notice signs such as prolonged low mood, excessive anxiety, increased anger and aggression, anxiety and panic attacks, obsessive thinking and behaviour, loss of hope or interest, feeling or thoughts of self-harm.

We should not underestimate how much the threat and difficulties, presented by this crisis, can deeply unsettle and distress us. This can exacerbate conditions and seriously impact those who have already been experiencing a poor mental health or mental illness.

The list at the end of this article provides information on mental health support options (UK Only).

The Road Ahead

Like never before, has there been an essential need for taking care of our mental health.

This is a top priority for everyone. Our human limits and mental capacity are being strongly tried.

Coming through this crisis well will require significant support, commitment and investment in our mental well-being and resources. We must now rise to the challenge.

Seeking Mental Health Support (UK)

For anyone seeking support with their mental health here are a range of available support options.

Gov UK Mental Health Support

Provides advice to support mental health during the coronavirus (COVID-19) Crisis. People struggling with their mental health during the coronavirus (COVID-19) outbreak will be offered additional online support and practical guidance to help them cope:

New Advice to Support Mental Health During the Coronavirus Outbreak

NHS Mental Health Support Helplines Resource

Provides a national list of organisations supporting people with a wide range of mental health problems and mental illnesses: Mental Health Helplines

Shout – TEXT 85258

Shout is the UK’s first 24/7 text service, free on all major mobile networks, for anyone in crisis anytime, anywhere. It’s a place to go if you’re struggling to cope and you need immediate help.

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Is there an Antidote to Toxic Work Cultures?

Have you ever worked in a toxic company culture? Would you know if you did?

Mental health expert Caroline Ribeiro-Nelson offers valuable insight to help you identify toxic work environments and 10 keys strategies that can be implemented to reduce or eliminate the toxicity.

Toxic, Toxic, Toxic

Have you noticed how the term toxic is now generally being used to refer to workplaces, cultures, people and relationships, which are personally and professionally harmful?

The generic use of the term toxic can make it more difficult to separate what this actually means, in relation to particular circumstances or people.

Toxic is a powerful word expressing something which is highly damaging, poisonous or deadly.

Toxic what?

To understand what we specifically mean by this, it helps to be clear about how and when we use the word toxic.

Here is what clarifies four main categories of the social terminology of toxicity for me:

1. Toxic Workplace – A work environment, in which its structures, employers and/employees are dysfunctional, unproductive and damaging. Toxic workplaces reveal self-serving, unethical, distracting, unfavourable and unproductive practices. These can be seen in the detrimental attitudes and behaviours, which exist towards and between workers.

2. Toxic Culture – A social or professional environment, in which the cultural interactions and dynamics function in a way which are harmful to those within and associated with that culture. This relates to the culture’s history, ideology, behaviours, perceptions, attitudes and negative feelings, which serve to perpetuate it.

3. Toxic Person/People – A person or individuals whose behaviour, thinking and negative feelings are unproductive and have a damaging impact on others.

4. Toxic Relationship – Relationships in which the dynamics and interactions between the individuals are highly damaging to one or both parties. This can be expressed through negative, critical, self-serving, manipulative or abusive actions.

These toxic forms can stand alone or maybe as a combination of some or all of the other types.

Venom and its harmful impact

Common for all of these toxic situations is the drastic impact this can have on the people and environments which are exposed. They are often hit hard by the emotional, mental, personal and professional costs such as:

High levels of fear

Dissatisfaction & Unhappiness

Lack of safety

Insecurity

Mistrust

Conflicts & Relationship Breakdowns

Lack of Performance / Productivity

High Stress and Anxiety Levels

As well as other forms of poor well-being or ill health, such as depression, suicide, headaches, sleep problems, irritability, poor memory / concentration.

The Toxin in the Air

The harsh reality is that there are toxic work environments everywhere, sometimes in places we may least expect, such as in the caring and support professions and charities.

There are also the successful global organisations which present a false outward image of workplace joy and harmony. This does not surprise me; this is about our nature as human beings and the work culture that is created, rather than our profession, company success or physical place of work.

AWAY – “A brand consumers love, a company culture people fear”

The latest example of a toxic work culture came into the public eye in December 2019 when The Verge published a well-documented story on Away, the fast-growing luggage startup. The Verge reporter tells a howling story. When employees didn’t bursting into tears as a result of being bullied on company’s communication channels by the CEO, they were working exceedingly long unpaid hours. They were even manipulated into working on holidays. The top management’s behaviour fostered a culture of intimidation and constant surveillance. To the outside world, the company was portraying itself as an aspirational and customer-obsessed brand. The part about customer-obsession was true: employees did whatever it took to make consumers happy, even if it came at the cost of their own well-being.

Spotting Toxic Work Environments

Unfortunately, I have witnessed many toxic work environments, in which there were:

• Daily conflicts
• People feeling insecure and in fear due to a blame culture
• Malicious gossiping
• Unreasonable demands
• False and groundless accusations
• People being shouted at
• Discrimination & Harassment
• Cheating or lying / others being asked to do so
• People only responding favourably to those they liked
• Constantly criticism and attempts to undermine colleagues and managers
• People looking out for their own interests and being unwilling to offer support
• Sabotaging other people’s work
• Relentless Bullying

There often being no effective recognition, structures or support, in which to address these highly destructive conditions.

All of this begs the question how do people survive in such environments?

Inevitably the answer is many people do not and are severely harmed.

Becoming Toxic Free

It has to be said that there are of course organisations where the employees and The Best Places to Work Surveys say how they have got the happy, positive and productive workplace culture right.
We can then learn from the insight, good practice and effective approaches gained from this.

10 Ingredients for an Antidote to Toxic Work Environments

Toxic work environments are hugely damaging to workplace co-operation and productivity, as well as to our mental health and well-being.

Here are ten keys strategies that can be implemented to reduce or eliminate the toxicity, circulating in our work environments:

Actively challenge behaviours and attitudes which serve to undermine, belittle, demotivate, discourage, harm or hinder the expression and development of employees.

Promote environments which support people to express their needs and concerns openly. Important is having a safe space, in which people do not fear being judged or penalised.

Regularly seek, listen to and respond effectively to feedback about workplace and culture issues.

Reflect and learn from mistakes, which have exposed difficulties in the workplace. Take corrective action, in order to avoid and improve these issues.

Develop Diversity and Inclusion strategies and cultures, which promote acceptance, understanding and appreciation of differing perspectives.

Establish clear work processes and structures which support to maintain positive mental and physical health and resilience.

Actively choose and foster people with attitudes and behaviours which encourage and strengthen positive communication and relationships.

Create internal and external networks / resources which can offer relevant support for employee health and development.

Provide leadership which models and promotes the positive values and ethos of your workplace and culture.

If changing harmful factors fail, remove them.

Greater awareness and talk are not nearly adequate enough to combat toxic work environments.

Only by clearly outing these harmful situations and taking positive action can we hope to create people and work conditions which are healthier, safer, happier and more productive.

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Diversity and Inclusion – A Tough Nut to Crack

Are we genuinely working towards a more diverse and inclusive society? Or are we just pretending? Caroline-Ribeiro Nelson analyses the present situation and comes to a surprising conclusion. 

Diversity and Inclusion: A Tough Nut to Crack

Why is it, that in striving to create a more diverse, equitable and inclusive society we require a myriad of measures conveyed in legislation, Equality Commissions, Anti-Discrimination and Equal Opportunities Policies, Diversity and Inclusion Strategies, Advocacy organisations, Mission Statements, Pledges and constant promotional initiatives?

The fact is working to change negative cultural attitudes and behaviour, towards women and people of diverse backgrounds, is a tough reality.

This experience has been formed through an enduring cultural and historical progression, which is deeply rooted in childhood and has consequently become psychologically embedded in our behaviour and mindset, as well as reflected in institutional structures.

[bctt tweet=”Caroline-Ribeiro Nelson on #diversity and #inclusion: From the way things presently stand, we cannot start to celebrate yet.” username=”brand_minds”]

Scaling barriers

Over time we cannot fail to have seen the progression of approaches focused on tackling the social, political, cultural, financial, psychological and historical barriers, which stand in the way of greater equity, diversity and inclusion.

There is no denying that progress has been made, in terms of improved rights, treatment, diversity engagement and inclusion, however it is clear that there remain huge disparities and serious conflicts.

Why no celebrations quite yet

Should we hail the arrival of Diversity and Inclusion, the concept which is trending in its approach to creating greater equity for women and people of diverse backgrounds?

This perspective relates to both the recognition and acceptance of difference, as well as the importance and benefits of diverse inclusion at all levels.

From the way things presently stand, we cannot start to celebrate yet.

Taking the lid off Diversity and Inclusion

Despite its popularity and the implementation of Diversity and Inclusion strategies, along with the declared intentions made by individuals, groups and organisations, to redress inequality and eliminate detrimental factors, many fail.

We have to question why.

In taking a closer look, it is clear that many of these approaches are strongly based on:

• A lack of fundamental change and continuation of the status quo;
• A continuation of the social, political, financial, institutional and psychological barriers, which hinder the progress of diversity, equity and inclusion;
• Challenges in understanding the needs and underlying issues related to women and people from diverse backgrounds;
• A lack of genuine commitment and investment;
• Tokenistic gestures.

Beneath the surface, tokenism in Diversity and Inclusion represent superficial expressions of commitment, merely creating the impression of adhering to this practice.

Whether positively intended, lacking genuine commitment or understanding, this has little lasting impact on cultures and generally produces greater mistrust.

Finding the way to the woods through the trees

If we are to develop then it is essential to recognise how, these powerful and long-standing factors bar, side-track and cloud the way forward in achieving a meaningful diversity and Inclusion transformation.

A starting point is to look deeper and question the motivation, goals and conviction of these Diversity and Inclusion practices.

Ten Mistakes of What Diversity and Inclusion are Not

It is essential to recognise that genuine progress and commitment to Diversity and Inclusion are not reflected in actions such as:

Celebrating an event like Black History Month, Pride, International Women’s Day, The Paralympics and contributing nothing further until these come around again.

Discussing a commitment to making diversity and inclusion a key part of the ethos and working practice, however not actively establishing clear plans, policies or procedures.

Employing people with diverse backgrounds and expecting them to think and behave in the same way as the dominant or existing culture.

Employing a Diversity and Inclusion Lead, however not giving this position the authority or resources to implement meaningful change.

Having an Equal Opportunity/Inclusion Policy in name only and not ensuring that it is actively implemented, monitored or reviewed.

Not allowing expression of diverse input throughout the organisation and relevant areas of a person’s role or the organisation – particularly revealed in asking for input or referring to someone only in situations when it directly relates to their diverse background.

Using diverse images on websites and in marketing materials, which do not reflect reality. Only asking people with diverse backgrounds to take part in publicity, such as interviews, news features, social media, conferences, training and other live events, in order to give an impression of an overall understanding of this perspective.

Merely giving someone from a diverse background the opportunity to be the first to hold a senior or leading position within your organisation. At the same time making no serious changes in the culture’s practice of diversity and inclusion.

Specifically employing people with diverse backgrounds and not involving their perspective and status levels in a meaningful and impactful way, throughout the organisation.

Merely having a picture taken with diversity and inclusion advocates and not supporting further development.

Cracking the Nut

To achieve significant diversity, inclusion and equity goals, a stronger and more deliberate commitment is needed in the implementation of effective ideas and practices.

For such a change, a major shift in our present thinking and behaviour are necessary, along with structural and institutional transformations.

Facing the Diversity and Inclusion Challenge

It takes courage, deep conviction and a powerful sense of purpose to challenge the status quo.

Some people find it their mission in life to bring this about, some are thrown into it through being confronted and some possess a natural drive to create a more inclusive and equitable society.

Creating a fully engaged diversity and inclusion strategy requires courageous Leaders, Disrupters, Advocates, Women and diverse voices who will challenge, question, engage, listen, commit, invest, collaborate and most importantly dig deeper to transform cultures.

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Yes, it’s a Mental Life – Time to Embrace It

In this article, Mental Health and Wellbeing expert Caroline-Ribeiro Nelson talks about how embracing our feelings and our humanity is vital to our mental life.

Denying Our Mental Life Comes at a Price

I used to think that being perfect meant being invulnerable, being strong by not showing weakness in expressing feelings or mental struggles – I wanted to be amongst the best.

I wanted to be impervious to being hurt or influenced by others. Of course, I was fooling myself – isolated and hidden behind a mask.

• I couldn’t tell those closest to me how much they meant to me.
• I couldn’t tell friends how much they had hurt and disappointed me.
• I couldn’t ask for support when I needed support or felt anxious or fearful.
• Above all, I couldn’t be the real me and I paid the price.

I lost people I loved, I lost friends, I lost great opportunities and for a while, a big part of my mental self was buried under a frozen wasteland.

[bctt tweet=”#MentalHealth Expert Caroline-Ribeiro Nelson: Our way of thinking, perceptions, feelings and emotions are who and what we are. These allow us to get on fully with life and provides us with deep value and meaning.” username=”brand_minds”]

We are What We are – There is no Escape

Fortunately, I learnt an essential lesson in life. In fearing or denying my mental self I ultimately lost myself along with my potential to grow and connect to others.

I had to learn to face and embrace this. The thaw was a painful one, but it was necessary and made me more complete.

Our way of thinking, perceptions, feelings and emotions are who and what we are. These allow us to get on fully with life and provides us with deep value and meaning.

[bctt tweet=”#MentalHealth expert Caroline-Ribeiro Nelson: Denying your mental self means losing your potential to grow and connect to others. ” username=”brand_minds”]

Healthy Minds & Broken Minds

Yes, it’s a mental life.

Our minds not only connect us to ourselves and the world around us, but they also dictate how well we understand and perform.

Working naturally, our minds enable us to maintain relatively happy and productive lives.

On the other side, our minds can also “break down”, become ill and not work, as well as they should. We can become confused, irrational, highly emotional or lack emotion, behave in inappropriate ways, lose control, be unable to cope adequately with stressful life demands or be mentally harmed by adverse life situations and traumas.

It’s our Life – We have to Deal with it

That’s life and that’s how it works. No one is immune, although many of us behave as if we were.

Especially boys and men, who have been socialised to hold back and not show, what is perceived as vulnerable feelings and emotions. Being told from birth to be brave and “man up”. This has served to prevent males from expressing a vital aspect of being human and tapping into an intuitive and fulfilling part of themselves.

Time to Come to our Senses

This really needs to change. It’s time for all of us to accept and embrace our mental life.

When a man cries, it should be natural to tear up or cry with him not become embarrassed and try to get away from the situation. We have to stop with the ‘I’m sorry I’m human and I’m showing that I’m human’.

If we are to develop, as natural and healthy human beings then we need to start celebrating, acknowledging and openly expressing our real reactions and what we feel.

It’s time to get rid of the ridiculous and unnatural societal restraints, which tell us that poor mental health, mental illness and expression of feelings are weaknesses. These only serve to harm and hinder us rather than inform and support us to thrive.

We have Nothing to Lose

We can only gain by being who we are and expressing our lives completely. Through embracing our mental life, we are able to:

• Express a natural and essential part of who we are.
• Gain greater understanding and connection with others.
• Be fully human and experience life in a healthy way.

5 Ways to Embrace our Mental Life

Being Proud to Be Human

In order to reach our potential and experience a fully healthy life, we have to acknowledge and accept our mental state.

Through embracing and celebrating this as a positive and fundamental part of how we exist, we not only free ourselves from the senseless self-imposed detrimental barriers, which hold us back, we allow the possibility for deeper meaning and connection to the world around us.

Being Human Means Being Vulnerable

This is what leads us to care for and value what we have in life. It serves as a reminder of our fallibility, keeping us alert and on our toes.

We are driven to take a risk and test our limitations and courage. Our human vulnerability motivates us in defining our purpose, meaning and connects us to each other.

In recognising this as a strength rather than a weakness we possess the power to grow and accomplish great achievements in life.

Being Open and Honest

Being open with others and honest with ourselves about the status of our mental health allows us to make constructive choices.

In talking about and sharing our experiences we develop a greater understanding and the possibility for support.

Not only can our concerns and fears be addressed, but this also allows our mental health needs to be more readily met.

Being Connected to Others

Hiding and keeping our mental experience to ourselves and away from others isolates us.

In expressing this natural part of us all, aids greater understanding, allows us to gain support when ill or suffering and enables us to share this unique aspect of being human.

Being Caring and Nurturing our Mental Health

Being caring and nurturing our mental health builds mental resilience allowing us to cope better with life demands.

We are able to develop more positive and productive relationships, as well as achieve greater fulfilment and happiness.

I’m no longer afraid to feel, express my needs and continually work on accepting, along with strengthening my whole self.

Accepting and embracing my mental life has exposed me to a superpower, which has shown me huge possibilities and enabled me to achieve things in life, which I never believed were possible.

We all possess the potential to fulfil meaningful and happier lives if only we can grasp the courage to realise it.

Caroline-Ribeiro Nelson, Psychological Health & Wellbeing Expert, Consultant and Coach

Trending Diversity and Equality: Real Change or Empty Gestures

How often do we look back on the most groundbreaking periods in our lives and appreciate what this meant and how this shaped us into the people we are today?

Being the First

Twenty-five years ago, being the first black person to take on a position within an organisation, I incredibly didn’t really think too much about it. My focus and commitment lay in supporting individuals who were deeply vulnerable and in need.

Although I knew I was good I also knew I had much to learn and this was a great opportunity. I have to smile at how very naive I was.

Very early on in my career, someone took a chance on me. This was one of my most challenging experiences, moving me now to question its significance today. Ultimately through this, I learnt, bonded and grew immensely, turning out to be both one of the most difficult and rewarding times in my life.

Confronting the Naysayers

At this time many people within this organisation clearly wanted to see me fail, making attempts to continually discourage, dismiss and undermine me.

I was constantly confronted with people who openly did not respect or accept me.

Fortunately, I was guided by a manager and team members who were hugely talented and supportive.

Learn more: How company culture drives success – Netflix, HubSpot, UiPath

Are Equality and Diversity Really Being Served?

Now with the glaringly obvious trend of black people and women being the first to be appointed historical positions in organisations, it begs the question, does this significantly change anything?

For me, this occurred many years ago and from my perspective, we haven’t moved on that much.

You could say this trend is a positive sign of change. However, this actually means very little particularly if it is not backed by genuine and concerted efforts to establish a lasting and fundamental shift.

So, what are some of the barriers that stand in the way of achieving a significant move toward greater equality, diversity and inclusion and how can these be overcome?

Diversity & Inclusion is more than Skin Deep

A major issue is that many people and organisations have failed to understand that Equality and an effective Diversity and Inclusion Strategy for women and people from diverse backgrounds are more than mere “Tokenism”, or a marketing or publicity move.

As the only black employee, I was asked to pose in marketing material and take part in an interview on racism. It is fair to say that actions such as these are reflected in many organisations.

This is not only misleading and empty, it does absolutely nothing to establish real development or representation.

Empty Promises

Unfortunately, despite their public declarations and image, the Equal Opportunity Policies and Diversity and Inclusion Strategies of many organisations fail.

Stronger commitment is needed in the implementation of effective practices, in order to achieve significant goals and lasting change.

Pushing People To Power

Genuine and meaningful progress towards greater equality is instigated by appointing women and people from diverse backgrounds, with authority and influence at all levels, not solely at the top.

This involves having control over decisions, which have a powerful and meaningful impact. Without this little change is possible.

It was many years later that I was given the chance to advance to a management level, in which I should have potentially been able to have significant influence.

However still being in a small minority, with no real will, ethos, investment or support within the organisation, this would have been pointless and a waste of time. In this case, it was a no-brainer to decline the opportunity.

Hail the Courageous Leaders

I was both fortunate enough and inspired to have had a manager with the strength, courage and conviction to go against the status quo, in supporting my ability and potential.

Leaders not only need to be courageous; they also have to be the willing voice and face in promoting equality.

Ensuring that this is an active and permanent priority in their vision and agenda. Without strong and committed leadership the road to equality and greater diversity is a long, slow and arduous one.

You Will Be Assimilated

Believe it or not, there also exists the misconstrued belief and strategy that diversity and inclusion are about integration or assimilation.

This perspective focuses on acknowledging the factors of difference, however, expects everything else to be the same.

Although this approach openly expresses the recognition of differences, it then seeks to make women and people from diverse backgrounds appear, act and think, as much as possible like the majority or dominant culture.

This is a senseless contradiction, since it is due to these particular differences and how they impact the way we appear, feel, think, behave and experience the world, which reflects the true meaning and value of diversity.

The focus then needs to be on the recognition and utilisation of the huge benefits of diversity, rather than the minimization of difference.

[bctt tweet=”Caroline Ribeiro-Nelson shares her personal story on diversity and equality: Realistically we still have a long way to go yet.” username=”brand_minds”]

Doing what it Takes

Without a doubt developing more balanced and diverse cultures requires strong commitment and investment. This needs to cover a wide spectrum:

1. Recruitment

If businesses are serious about diversity and want to be truly inclusive recruiting talented people from diverse backgrounds who have something different to offer brings greater balance and genuine diversity.

Businesses which continue to seek people who represent the sameness or status quo of their organisation have lost before they have even begun.

The recruitment process itself is fraught with obstacles, which throw recruiters off. Addressing the influence of prejudice, bias and the demand to fulfil quotas can be partially met through developed awareness and appropriate strategies. Along with this careful consideration needs to be given to recruitment sources, selection and assessment procedures.

2. Strong Structures

Organisations wanting to develop equality and diversity can create a map through the implementation of effective policies and procedures.

Providing information and strategies offers clear guidelines and appropriate actions for promoting behaviour and work culture, in which people know what is acceptable and how things are done.

3. The Need to Give

Investing in the Professional Growth of women and diverse groups, through the presence of continuous opportunities for learning and advancement, is essential in creating a more “level playing field”.

Regular and targeted training, which is supported by person-centred strategies, such as mentoring and coaching can be highly effective in achieving desired goals.

4. Engagement is Key

Within society and organisations, people require the platform and the voice to express their needs and perspectives. This has to be actively heard and responded to constructively.

In this way, businesses fostering engagement and encouraging a genuine sense of belonging can support the drive in redressing the balance towards greater equality and diversity.

Despite being in an adverse environment I was able to thrive.

Having a solid structure, direct guidance, on-going training, support and care from a dedicated manager and team offered me constant chances to develop my potential.

No Holding me Back

I thrive on a challenge.

My personality pushes me to constructively face obstacles, be persistent, strive to achieve the best, support and cooperate with others, play to my strengths, continually learn and find positive ways to move forward.

I deeply appreciate the skills, confidence, knowledge, insight, awareness and experience that I have gained through being confronted by forces which were both for me and against me.

How I chose to respond ultimately determined how much I personally and professionally achieved. The struggle that I faced involved obstacles of “inequality” in society, which hold people back when in fact our diversity should be bringing us together.

Realistically we still have a long way to go yet.

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How did I get here? Coming back from the Edge

In this deeply personal article, Caroline shares her story of the time she stood on the edge, looking down and how she came back from it.

How did I get here!!!?

I had been fighting the now glaringly obvious I was struggling, desperately struggling with my life.

How could this be?

Me, the person who was full of laughter, so driven and who possessed an enduring purpose and deep sense of meaning.

I was sure of what was right and what I wanted. Most importantly I was constantly in control. The world was full of so many amazing possibilities just waiting for me to take my pick. Now it took my entire strength and courage to muster the will to get out of bed.

Life was senseless, the world – meaningless.

I was constantly engulfed by anxiety and sadness, distanced from the world. My fierce passion and internal compass were gone and so too was that little voice, deep inside, that had always been with me, letting me know, that no matter what life threw at me everything would be okay.

No Point in Kidding Yourself

All I had to hold on to was the thought that I had to keep going and hope that things would get better.

The will to survive and the drive to find happiness is a powerful one, but when the chips are down how do you come back from the edge?

Sadly some of us don’t.

Many of us believe that something like this would never happen to us. We have it all figured out and we’ve got what it takes to tough it out.

We convince ourselves that we are coping or that if we just carry on things will sort themselves out. Sometimes this can work. Most often it does not and we end up paying the price.

How do we come back from the edge?

Taking a hard and honest look at myself and my own reactions to life taught me some valuable and soul-searching lessons in how to survive and take care of myself, as well as discovering my own self-fulfilment and happiness.

Nine Key Factors for Mental Wellbeing Survival

1. Acceptance is Key

Once I had accepted that I had a major problem and was declining the heavy burden of shame, embarrassment, self-criticism, loneliness and impossible pressure to be perfect began to fall away and I felt relieved.

I could now begin to identify what got me here and find ways to rebuild my life stronger than before.

With any difficulty or problem, we first need to recognise and accept that there is one. Only then can we focus on the things we need to work on, in order to get better.

Acknowledging that we are all human and vulnerable provides insight, which supports us to react more to how things actually are and strengthen our resilience.

2. Talking and Seeking Support is a Strength

I expected that being a student of psychology and aspiring to become a psychotherapist it should have been easier for me to talk to others about my problems and seek support. However, this tore at me. I believed that I was a failure.

Of course, now I can see how this was a major turning point in accepting my human vulnerability, confronting my shattered self-image, deep prejudice and assumptions, as well as gaining insight and understanding about my own needs and so much more.

Talking about and seeking support can provide huge relief. Gaining understanding and guidance to deal with your situation and feelings more effectively.

3. Ignoring Problems is a Danger

Suppressing or ignoring our problems will eventually come back to bite us. The harder and longer we keep this up, the worse it will be.

I had been doing this for years. I was at breaking point and my troubles were beginning to pour out. Acknowledging and confronting problems as they emerge prevents these from building up and makes them much easier to manage.

Now whenever I see a difficulty, I perceive this as a challenge to be overcome in the quickest, most direct and constructive way possible.

4. The Essential Need for Will & Action

Building the will to survive means making a conscious choice to do so. I didn’t want to give up, although I was suffering deeply.

I recognised that things would not shift by themselves without me actively taking steps to create a change. These involved achievable small steps in my mind and my reactions one day at a time. I had to recognise that without will or action, development is impossible.

5. Giving up the Fight to be Right

Our tendency to always want to be right and have control over our lives is extremely powerful.

Recognising that this is not only impossible but is also not necessary, was a vital turning point for me.

We can invest and waste so much of our valuable time and energy in things, which often lack importance and cause conflict. Letting go of this tendency, admitting that we have made mistakes or are wrong both frees us and expresses our courage and the authenticity of being human.

6. Making You a Priority

Constantly giving to others had worn me down, and often left me angry and disappointed.

I needed to stop putting other people before me and start investing in myself. I learnt to love and appreciate myself.

When you recognise and accept yourself for who you are, greater strength and confidence is gained empowering you to positively grow.

I decided to cultivate a perspective of no longer being distracted or discouraged through comparing myself to others.

I discovered that a new sense of freedom and fulfilment comes from choosing to live up to the expectations you set for yourself.

7. Setting Boundaries is Your Super Power

One of the most beneficial things I have learnt is to set my boundaries and know my limitations.

This is in how far I push yourself, as well as how much I allow others to impact me.

Actively managing this for yourself offers a lifeline in discipline and self-preservation.

8. Self-Care & Resilience

Most of us understand that self-care is crucial if we want to protect our mental health and wellbeing.

Relaxation, exercise, healthy eating, good sleep, having fun, connecting with others are all now part of my lifestyle, which until recently was out of balance and woefully neglected.

Keeping these in check are your personal resources and strategies in building resilience and dealing with what life throws at you.

9. Heeding the Warning Signs

Being on the edge is terrifying. It’s a place where you and I should try to avoid at all costs.

The one most important ability in achieving this, for me, is to recognise the warning signs.

Whenever you start to feel anxious or a problem comes up, react to it straight away.

Do whatever it takes in meeting your needs: regain your balance, stop, step back or change direction and initiate the change that has to happen to keep you back from the edge.

Have you been to the edge? Share your story!

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How to Master the Art of Achieving Greatness Through Our Mistakes

To make mistakes is to be human. Don’t let your mistakes stop you from going further in your personal and professional life. Learn how to overcome them and grow even stronger.

No-one wants to Feel like a Fool

Remember how it felt at school when you raised your hand to answer a question and got it right?

What a warm feeling and proud smile this brought to your face on hearing your teacher say “that’s correct, well done”.

Do you remember how it felt when you got the answer wrong?

The kids laughed and out the corner of your eye you noticed a classmate whisper something to the person next to him/her. You saw your teacher give a slight sigh then go on to the next person who knew the answer. You shrank into yourself feeling foolish, embarrassed and felt that little bit less confident.

We all have a natural tendency to want to be right, do well and be seen in a positive light.

The Difficulty of Owning up to Our Mistakes

We are accustomed to having positive responses to getting things right and negative responses to being incorrect. Inevitably these negative judgements and reactions, (imposed by both ourselves and others), bring on a wave of difficult and uncomfortable reactions.

We feel embarrassed, ashamed, weak, unworthy, useless, stupid, insecure and inadequate. We also become anxious about the way others view us and fear losing perhaps our position, status, job or relationship.

It is then easy to understand why we do not rush to raise our hands in admitting to a mistake. We are also dealing with the stress and anxiety related to being responsible for someone or something, as well that very strong and unpleasant feeling of guilt if things go wrong.

Admitting you made a mistake can feel risky and damn well uncomfortable. It is not surprising then that we may want to avoid this at all costs.

The Mistake Masters

So, with all of this in our midst how do we turn this around, so that we can positively and constructively deal with our mistakes, in a way, which empowers us and makes us more resilient, smarter and happier?

People who can recover and excel from their mistakes have a great ability to turn mistakes into experiences, which inform and inspire them to improve and grow.

These individuals possess personal characteristics such as:

• The capacity to accept appropriate responsibility;
• The ability to respond quickly to feedback;
• Being able to focus and identify clear goals;
• Being highly motivated and driven by situations to advance;
• The ability to persist and not easily become discouraged;
• Possessing a strong self- belief and a clear sense of self-identity;
• Being reflective of themselves and circumstances;
• Able to constructively regulate their emotions with effective responses in moving forwards.

Learn more: Defeating the Mental Health Crisis

Mistakes can Break us or Make us

If we can fully take on board the productive nature of mistakes, we can harness a huge potential to transform our lives.

We learn more from our mistakes than from our successes because we are propelled to consider what went wrong. We are drawn to a search for solutions, further knowledge and understanding, along with challenging us to do better. Most importantly, we are shown how to avoid making the same mistakes in the future.

[bctt tweet=”Caroline Ribeiro-Nelson (Head of Free Choices UK) on making mistakes: Ultimately, we should view mistakes as strong and valuable #lifelessons.” username=”brand_minds”]

Ten Steps to Making Your Mistakes Work for You Rather than Against You

1. Accept appropriate responsibility in the situation.

Acknowledging that you made a mistake reveals the fact that you are human. This is expressed in your vulnerability and authenticity.

When you hold yourself to account, you inspire trust and respect along with demonstrating strong leadership.

2. Do not allow mistakes to define who you are or what you are able to achieve.

You can cultivate your confidence and a clear sense of identity by recognising mistakes as separate temporary actions and by making a conscious effort to avoid negative judgements.

Establishing the ability to step back and realistically assess the situation will enable you to discover your wider possibilities.

3. Change the negative dialogue in your head

Don’t waste time and energy beating yourself up or seeking to lay blame.

Eliminate the idea that this is a weakness. This is ultimately self- defeating and sets up barriers to greater understanding and moving forward.

Recognise that life naturally involves making mistakes, which can be utilised to work to your benefit.

4. Focus on correcting the Mistake

Invest adequate time and attention, in reviewing the circumstances and steps, which relate to the mistake.

Create ideas and clear plans on how you can constructively address and if possible, rectify the situation.

In order to reinforce your new experience share, implement and actively put it into practice, as soon as possible.

5. Seek & Accept Support

When you make a mistake, particularly a major one the last thing you want is to feel Isolated, helpless or like your back is against the wall.

Do not be afraid to ask for help, accept guidance and learn from others. Co-operation and openness with others enable you to build strong networks and effective resources.

6. Confront your fear of making mistakes

The greatest mistake we make is living in fear that we will make one.

John C. Maxwell

Develop your awareness around the fear of making a mistake. Fear can cause you to become stuck and hinder you from moving forward. It can also lead you to making rash or poorly considered choices through fear of missing out. Push through the discomfort.

Do not let fear stand in the way of learning, discovering new possibilities and greater growth.

7. Cultivate Emotional Intelligence

Invest in developing your understanding, awareness and control around your own and other people’s feelings and emotional response.

Practice strategies, such as Mindfulness, reflection, self-monitoring together with engaging through active listening and fostering empathy. This will enable you to be more considered, focused and in tune with yourself and the environment. In turn, this supports you to assess and make constructive choices.

8. Feed Your Motivation

In dealing with mistakes focus on aspects, which drive your interests, desires, beliefs and the needs of the situation. Use new information and your imagination to identify further options.

If you can fuel your motivation by finding the meaning in the situation and whenever possible having fun you will increase your chances of success.

9. Maintain Focus & Persistence

Building your skills in perseverance, as well as developing clear thought processes towards your goals increases the likelihood of positive outcomes.

Take time to develop logical and creative thinking, in continually trying out different approaches.

10. No Place to Save Face

Do yourself a favour and don’t be too proud, stubborn, superior or stupid to say that you’re sorry.

Being able to express regret or remorse is a strength, which helps you to connect more deeply with others.

Ultimately, we should view mistakes as strong and valuable life lessons.

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Defeating the Mental Health Crisis

This is the second article in our series focused on Mental Health. In the first article, the author tackles the myths and stigma surrounding mental health.

Spotlight on Mental Health

We cannot fail to see the growing interest in the promotion of mental health awareness and in the movement to instigate positive change.

This is strongly being supported by the increase in media coverage, world prominent figures, members of the British Royal Family, celebrities, mental health advocates and charities, as well as people sharing their personal experience.

In fact, many countries, governments and businesses, around the world, have come to recognise the huge importance and impact that mental ill health has on our human functioning, happiness, community relations and economic development.

The Price of our Mental Health

The figures on how many of us experience mental ill health and the profound impact on the economy paint an alarming picture.

 1 in every 4 people in the UK and over 1 in 6 in the European Union and World Wide experience a mental health or substance misuse problem. This is estimated at being around 970 million people constituting 13% of the global population (2017)(1). This has been shown to have a major impact on employee absence, engagement, productivity and the economy.

In the UK mental health problems are estimated to have an economic cost of £70 – £100 Billion (2013), €600 billion is estimated to be the cost to the EU countries with €240 billion on lost productivity(2).

The World Health Organization estimates that depression and anxiety cost the global economy $1 trillion in lost productivity (2017)(3).

In the UK only around 25% of people are estimated to have access to appropriate treatment (2014) (4) with as little as 12.1% of adults receiving mental health treatment (2014)(5).

Recognising Mental Health as no longer the Poor Relation

The human development, social and business case for the need in a greater consideration and investment in mental health has not only been made but is being heavily witnessed.

In the interest of building a greater society, the focus must be on making us healthier and happier, along with creating a more resilient and highly productive workforce. To achieve this the welfare of people’s mental and physical health needs to be on an equal footing. This requires significant and structured investment.

The UK Government has recognised this in its recent funding and made mental health more of a priority in 2011 with its new strategy of “no health without mental health”. In 2012 it was made a legal responsibility for the NHS to maintain an equal commitment and level of care for both mental and physical health by 2020.

We can see how businesses, organizations and individuals are beginning to recognise and implement strategies to support Mental Health and Wellbeing. This progression is essential for positive and engaged cultures, which promote strong and lasting growth.

What does it Take to Achieve a Greater Mental Health Transformation?

We are now talking more openly about our mental health issues and challenging the stigma.

The developments of an increasingly more positive perspective on mental health are encouraging, nevertheless, a much larger transformation is necessary.

We now require the implementation of more adequately funded support services and effective collaborative, long-term strategies involving the tacking of the deep-rooted stigma, negative stereotypes and discrimination associated with mental illness. These are all necessary if we are to create a more open, accepting, safer, supportive and inclusive society, in which people and workplaces can benefit and thrive

10 factors for the Creation of a Mentally Healthier Culture

Real and lasting change can be promoted by the establishment of a comprehensive and strong mental health strategy involving the implementation of structured state, social and business practices related to continuous life-long development.

Here are 10 factors vital for the creation of a mentally healthier culture:

1. Talking Openly

Talking openly means talking safely and in a matter of fact way about our mental health and its impact.

Being able to share one’s experience promotes many benefits in allowing people to gain relief, acceptance and support, as well as creating engagement.

This enables people to learn, understand and develop in a naturally healthy way.

2. Equal Recognition

Accepting mental health on an equal footing with our physical health is a necessary development.

These are hugely interrelated and contribute fundamentally to our overall health and wellbeing, which is vital for our positive growth.

[bctt tweet=”Caroline Ribeiro-Nelson (Head of Free Choices UK): Mental health relates to all of us #mentalhealth #brandminds2020 ” username=”brand_minds”]

3. Teaching Children

From a very early age, the importance of good psychological health and well-being supports to build psychological resilience.

This is more important now more than ever, in a world where the young are confronted with increasingly complex technological, political and social developments, which deeply impact and make greater demands on mental strength and flexibility.

4. Supporting Males

We need to stop giving harmful messages to boys and men and create a culture where talking about and taking care of their mental health and well-being are a natural process, rather than a weakness.

This is crucial, in order to deal with their mental health problems effectively and to reduce the higher risk males face.

5. Implementing Clear and Comprehensive Processes

Implementing clear and comprehensive processes in the establishment of government and health service policy and procedures is mandatory.

This is essential along with an investment of appropriate finances, in order to provide adequate structures and resources. This will enable the delivery of vital and high-quality mental health services.

6. Access to Resources

Access to resources is achieved in the creation of a variety of mediums, through which people can quickly and easily find the most appropriate support services and resources.

Mental health service users and their carers having efficient access to resources can greatly reduce stress and allow more people to gain the necessary support.

7. Relevant Guidance

Ensuring that there are clear and straightforward information and advice from mental health professionals and services, will allow more people, with mental health issues and their carers, to receive support more quickly and effectively.

8. Leadership & Commitment

A real and significant change in the workplace and economy can be brought about by governments and business leaders, throughout all industries and across every sector, making a strong and on-going commitment to place mental health and well-being high on their agenda.

A focus on creating a healthy, happy and resilient work cultures is supportive of a more engaged workforce and productive economy. This is good for people, society and business.

9. Taking Responsibility

Mental health relates to all of us.

Alongside government, health services and societal role models everyone needs to be involved in promoting our mental wellbeing. Sharing and working together, freely and honestly can be a powerful force in instigating positive change.

10. Joint Networking

There are increasingly more organisations and individuals working in the same way with the same goals.

Psychological, Mental Health and Well-being providers and supporters coming together to form a nationwide network would provide a comprehensive and coordinated strategy.

A consistent and focused approach is clearly more productive and effective in building a more healthy and resilient culture.

Is mental health a topic of interest in your organisation?

Feel free to share your thoughts with us.

Join the Conversation

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References

1 https://ourworldindata.org/mental-health

2 https://www.oecd.org/health/health-systems/OECD-Factsheet-Mental-Health-Health-at-a-Glance-Europe-2018

According to the 2013 Annual Report of the Chief Medical Officer, mental health problems cost the UK economy an estimated £70-£100 billion each year and account for 4.5% of GDP.269 It is estimated that 20% of this cost is attributed to health and social care costs, 30% to lost productivity, and the remaining 50% to human suffering.

3 https://www.mentalhealth.org.uk/sites/default/files/fundamental-facts-15.pdf

4 https://www.who.int/mental_health/in_the_workplace/en/

Department of Health. (2014). Annual Report of the Chief Medical Officer 2013, https://www.mentalhealth.org.uk
Mental health and wellbeing in England: Adult Psychiatric Morbidity Survey 2014. Leeds: NHS Digital.

5 https://www.mentalhealth.org.uk

Along the Road to Great Mental Health: Debunking the Myths & Stigma

Is mental health a subject of discussion in your organization? Read on to discover the myths and stigma related to mental health.

Creating the core for good mental health & well-being

If we are to cope well with life demands and develop as fully healthy human beings, then a major shift is required, where our mental health is accepted and responded to as a natural and essential part of who we are and how we live.

To achieve this, the deeply seated detrimental beliefs and negative behaviour, which exists around mental health, have to change. This inevitably involves the development of accurate knowledge and understanding, along with the creation of adequate mental health structures and professional services.

Such a transformation is far from easy, so how do we gain significant change and why is it so hard to shift our thinking and behaviour about Mental Health?

Why change is such a challenge

Changing negative messages and myths about mental health is tough, not only because these are deeply rooted and often established from very early on in life, but is further compounded by the fact, that in our culture we are very uncomfortable and unfamiliar with talking about our troubled mental status.

We then understandably possess a very strong tendency to avoid doing so. When someone asks How’s it going? the automatic response for many of us is “oh fine”, “great”, “couldn’t be better” or when things are getting to us a strained “okay I suppose”.

Low and behold if you were to share what an absolutely terrible week it’s been so far with your youngest child struggling with ADHD, your mother just being diagnosed with cancer, you feeling overwhelmed with having to meet your department’s unrealistic targets and beginning to experience low mood, anxiety, exhaustion revealing signs of depression.

Even tougher still if you are a leader, manager or head of an organisation who adheres to the belief and expectations that you cannot reveal signs of weakness or vulnerability or you will lose your authority and no longer be respected.

Making taking care of our mental health a daily habit

If we break a leg or have an operation, we do not have such fears or negative beliefs, as our physical illnesses are more readily accepted and supported.

Putting our mental health on an equal footing with our physical health is vital for our overall wellbeing. Brushing our teeth on a daily basis is something that we all know is good for us and we need to do, in order to maintain good oral hygiene for healthy teeth and gums. In the same manner, in which we are taught to brush our teeth, we need to learn and develop the normal everyday habit of talking about and taking care of our Mental Health.

[bctt tweet=”Caroline-Ribeiro Nelson, Head of Free Choices UK: Putting our #mentalhealth on an equal footing with our physical health is vital for our overall #wellbeing.” username=”brand_minds”]

The need to challenge myths and eliminate mental health stigma

One of the biggest barriers to improving a person’s mental health is stigma.

Nearly nine out of ten people with mental health problems say that stigma and discrimination have a negative effect on their lives. [1]

Mental Health Foundation

Many people feel unable to talk about their issues through fear of being judged, unfairly treated or not understood.

They remain silent, attempting to cope with problems by themselves and unable to receive appropriate support.

Removing the stigma of mental health and changing negative reactions requires better understanding through rectifying the misinformation and myths, which exist around mental health.

This relates to myths such as

mental illnesses are not real illnesses,

it’s a weakness,

weak personalities bring on mental illness,

it is shameful,

it’s embarrassing,

there’s no hope once you develop a mental illness,

it means you are not worthy or as good as someone else,

it’s under your control and you should pull yourself out it,

it makes you more dangerous, unreliable or unpredictable,

along with many more.

The importance of knowing the facts about mental illness

Take for example the belief or myth that “mental illness makes you less effective as someone else”.

Although people experiencing a mental health issue may have difficulties in aspects of their lives, this does not mean that they are unable to perform competently and therefore it should not be generalised. This varies and is dependent on a number of different personal and social factors and circumstances, along with a person’s coping, intervention and support strategies. It is, in fact, the case that someone who is experiencing mental illness can be just as effective or even more so, than someone else.

“Research has proven that diagnosis and severity of symptoms are not an indicator of work outcomes, but having had a job, wanting to work and believing you can work are better indicators of success (Grove and Membrey, 2005)”. [2]

How can we form more constructive responses towards mental health?

Incorrect information, stereotypical thinking and beliefs, pre-judgements, societal reactions and our own biases can greatly hinder our ability to talk about our mental health and prevents us from effectively understanding those in need of support.

We can then gain insight through reflecting on where we think our beliefs and attitudes around mental illness come from. These can relate to our own or family experience, friends or people we know, cultural and social influences or the media. As negative and false ideas strongly contribute to the stigma associated with mental health understanding and challenging these can promote more positive attitudes and behaviour.

Taking a comprehensive approach to understanding and promoting better mental health

An effective approach is taken by Time to Change, one of the UK’s largest Mental Health Campaign Organisations; this organisation focuses on implementing an on-going social and cultural movement, which instigates a fundamental and wide-reaching shift in attitudes and behaviour.

This involves mental health education, media exposure, collaboration with organisations with mutual interests and utilising a variety of strategies, which support employers and employees in the workplace, schools, community champions and national, as well as global campaigns, along with the provision of training and resources, which enable open, active and practical participation.

Recent findings on the impact of mental health campaigning

The National Attitudes to Mental Illness Survey 2016 findings, released by Time to Change in May 2017 found that between 2008 – 2016 there had been a 9.6 % positive change.

This constitutes an estimated 4.1m people with improved attitudes towards people with mental health problems in England. The survey revealed that people’s willingness to work, live and continue a relationship with someone with a mental health problem have improved by 11% since 2009. [3]

Seven approaches to promoting a positive mental health attitude and behaviour

1. Education: Learning from detailed and factual knowledge helps to reduce negative thinking and behaviour towards mental health;
2. Contact: Having contact and engagement with people, who have experience of mental health problems, has been shown to increase awareness and understanding resulting in a more positive response [4];
3. Challenging Assumptions and Stereotypes: This helps to eliminate false and harmful attitudes and encourages a more open and accepting mental health perspective;
4. Collaboration / Partnerships: Working together with relevant professionals and organisations can assist in the creation of strong, appropriate and effective support structures;
5. Inclusive Cultures: Investing in diverse and inclusive environments enable people’s differences and mental health needs to be considered in the most productive way;
6. Training: Providing relevant knowledge, skills and resources greatly contributes to a more positive and effective response towards mental health;
7. Policy & Procedures: Establishing clear information and strategies offers clear guidelines and appropriate responses to mental health issues.

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References
[1] www.mentalhealth.org.uk/a-to-z/s/stigma-and-discrimination
[2]www.personneltoday.com/hr/changing-attitudes-to-mental-health/ Changing attitudes to mental health By Personnel Today
on 3 Sep 2012 (Grove and Membrey, 2005)
[3] www.time-to-change.org.uk/news/significant-improvement-public-attitudes-and-behaviours-%E2%80%93-latest-research-shows
[4]www.ncbi.nlm.nih.gov/books/NBK384914/ Corrigan PW, Kosyluk KA, Rüsch N. Reducing self-stigma by coming out proud. American Journal of Public Health. 2013;103(5):794–800. [PubMed] [Reference list]