Please be advised that the Newport & Wildman 24-hour line is fully operational. The issue has been resolved. 

Newport & Wildman 24-hour line: 1800 650 204.
 
Again we apologise for any inconvenience caused. We thank you for your patience. 

Newport & Wildman has continued to monitor the ongoing advice from the Commonwealth Department of Health and World Health Organisation to plan and manage responses to Covid-19. We are now experiencing the impact of infection here in Australia. We’ve had a number of people, our own included, ask for advice and support on how to manage individual, team and organisations in the current situation. As a result of these requests, we wanted to share examples of how we have approached this with our own people as it is an evolving situation we are all experiencing together, the scale of which we have not previously encountered. We believe it is important that we have a conversation and learn from each other.

Encompassing Newport & Wildman, AccessEAP has a Business Continuity Plan to ensure our ongoing operations and ability to support customers and their people during times of crisis. In addition to our Business Continuity Plan (BCP), AccessEAP has a Multiple Customer Support Plan. We have extended our BCP and created a specific Covid-19 plan based on the Commonwealth Government advice and risk levels. As a leadership team and organisation, these plans allow us to have clear, thoughtful discussions to manage how we can continue to provide support to our people and our customers. We’ve incorporated official WHO and Commonwealth Government advisory notes around general and personal hygiene strategies in our communication to our people. What we have learned in providing support to our own people is they need calm leaders focused on supporting them during what is an anxious time. We know from our experience that they can feel reassured when we communicate with them about how we are proactively managing risks to them and their wellbeing. We are putting their safety first.

We believe it is critical to remain abreast of current events, which we do by monitoring official government advisory releases and reputable news sources. We know from experience exposure to sensationalised, highly emotive media sources can directly impact the psychological health of individuals, and therefore their teams and organisations. This can be further compounded by exposure to social media, which does not always distribute correct information which can further exacerbate heightened feelings of anxiety and confusion. How have we addressed this with our own people? AccessEAP CEO Sally Kirkright has shared her own self-care strategy in an internal newsletter - selectively curate and choose what information to let in, reduce exposure to mainstream news coverage and focus efforts on supporting her own emotional resilience. We have encouraged conversations at work for our people to discuss how they are feeling and to reflect on and share their own strategies for managing their individual resilience, and through this to provide support to each other. We encourage you to have these discussions with your people.

If you have any further questions or would like to discuss specific requirements on how Newport & Wildman can assist your organisation and your people please contact the Relationship Director or the Manager Support Hotline. As always, as your EAP we are here to support your people whatever the nature of their concerns, please contact Newport & Wildman on 1800 650 204.

Previous blog posts on this topic:https://www.newportwildman.com.au/resources/eap-blog/coronavirus

https://www.newportwildman.com.au/resources/eap-blog/covid-19-response-and-being-prepared

The World Health Organisation has rated the Novel coronavirus as a world health emergency. The current risk to Australia is considered to be small. At Newport & Wildman we are assessing the risk to our people and will continue to monitor the situation and determine any actions we may need to take as a business. We are communicating this approach to our people so we are all aware that relevant precautions are being taken without causing undue alarm.

Ignorance and misinformation can lead to panic, fear and misunderstandings in situations such as these when personal safety is questioned. Clear and concise communication around risk mitigation based on information from official channels will assist in keeping people calm. For up to date and accurate information we are referring to The World Health Organization and NSW Health websites. These sites provide fact sheets and frequently asked questions in English and Mandarin to help individuals and organisations determine the level of risk associated with their everyday activities and interactions and modify behaviour as necessary. 

https://www.who.int/emergencies/diseases/novel-coronavirus-2019 https://www.health.nsw.gov.au/Infectious/diseases/Pages/coronavirus-resources.aspx

We encourage respect for each other in the workplace and close adherence to the normal policies around mitigating risks to co-workers associated with infectious diseases. It is very important that anyone with symptoms seek medical advice/attention. Australia has a very good health system and the Federal government is coordinating efforts around the country to contain the virus and support isolation of potential cases. It is also important not to make assumptions, particularly around who may carry the virus, it is advisable to adopt recommended hygiene practices and act on credible information. If you have any further questions relating to how Newport & Wildman can assist your organisation please contact the Relationship Director or the Manager Support Hotline. As always, your EAP is here to support your people whatever the nature of their concerns, please contact Newport & Wildman on 1800 650 204.

Hello everyone,

Very exciting times with our new Newport & Wildman website officially launched. This new website will help our customers to enhance the value of their EAP. Please see more in the article below. Right now I would like to draw your attention to a recent HR study which found 80% of the top five health concerns for employees are mental health related, 41% admit to being distracted at work because of financial worries (presenteeism), 31% of employees say they have taken unexpected time off to deal with a financial issues (absenteeism).1 The 2018 Australian Securities and Investments Commission (ASIC) report showed 18.5 per cent of consumers were overwhelmed by their credit card debt load with outstanding balances now totalling $45 billion.2 We learn to live with underlying stress around our finances but these statistics show that the impact on both life and work can be significant. What can we do individually and as employers to take positive financial steps without becoming overwhelmed?

How individual employees handle financial stress varies greatly. Breaking down and understanding the underlying issues can be the key to helping employees become more resilient. Here are some basic tips on reducing finance-related stress:

1. Learn to budget - Creating a budget gives you clarity and a tangible place to start in terms of understanding where your money is going and how you can reduce spending. If your financial situation is causing you stress, it’s vital to create a budget. See the article in this month’s newsletter for budgeting tools.

2. Pay off debt - Review and consolidate loans to help get them under control. Pay off your credit card debt, starting with the credit card with the highest interest rate. Be aware of “Pay Wave” as it is easy to spend and not think about it.

3. Review fees - It’s important to review your bank and bank products regularly or as your life circumstances change. Compare bank fees and ensure you have the best products for your situation.

4. Save for a rainy day - Saving is a proactive way to give you a sense of control and having an emergency or ‘rainy day’ fund can help alleviate financial stress knowing you have something in reserve. Start small, it all adds up. Set up an automatic debit so you don't have to think about it.

5. De-stress - Start with these steps, as this will give you a growing sense of control. Avoidance is a huge stressor. If you have taken the steps above, you are actively working to improve your situation and although it’s normal to feel worried or anxious when times are hard, know you are doing something. Take time to relax and de-stress. The link between stress and physical illness is well documented so it’s important to prioritise your health and seek help when needed.

Financial coaching can help you understand and manage money by teaching you financial skills that last a lifetime. Newport & Wildman’s financial coaches will assist you in creating a personalised action plan to manage your debt and provide practical information on your options and rights. Confidential guidance and support, is available, to expertly and respectfully guide you back to financial control.

1. HR Metrics, Statistics and Trends White Paper, Subscribe HR White Paper 2018
2. .https://www.abc.net.au/news/2018-07-04/1-in-6-credit-card-users-struggle-under-mountain-of-debt/9936826

Published in Human Resources Director  8th May, 2019.

“Encouraging creativity has a number of beneficial effects on employees that can drive positive change in workplaces, if done well.” Marcela Slepica, Clinical Director, AccessEAP, comments on scribbling as just one way that creativity can help boost workplace performance.

Read More

Published in Human Resources Director New Zealand on 30th March, 2019.

Many people believe empathy is something reserved for home and family life, but the reality is it’s vital in business too, according to Marcela Slepica, Clinical Director at AccessEAP. Empathetic leaders often display increased emotional intelligence and are better at creating a more inclusive workplace.

Read More

We have launched our NEW website. This website delivers comprehensive information on how to get the best value from your EAP and workplace wellbeing programs. From the home page you can quickly access information on the wide array of services available to you as a Newport & Wildman customer. This information gives you some background and can be used to help explain the services to others. Your Relationship Manager will work with you to design and implement a workplace wellbeing program, which may include a number of these services.

Our Employer login area provide a wealth of resources to both help Manager and Leaders promote the EAP and manage emerging wellbeing goals and concerns. Employees can use their login area to start taking charge of elements of their self-care by accessing meditations recordings, recommended apps and downloadable resources.

If you don't yet have access, please contact Alison Keleher, Director, Newport & Wildman on 0428 500 671.

This helpful website, from ASIC and the Australian Government, provides calculators and tips to help you make better financial decisions. Free and impartial financial guidance and tools are available to download and use to make the path to better financial control easier. Click on the image below to watch a short "How To" video. If you would like to explore some other free and paid options, our Financial Coaching partner, IMFG suggest the following: Pocketbook, Moneysoft and  Sort Your Money Out.

Are you struggling to reduce your credit card debt? Are you sick of never being able to build up your savings enough to go on that trip you dream of or buy the home you really want?

Click here to get started. This section of the website aims to get you in control of your money to help you achieve your goals. The following topics are covered:

• Banking
• Budgeting
• Donating and crowdfunding
• Get your money on track
• Income tax
• Managing debts
• Saving

Traumatic events such as the mass shootings in Christchurch disrupt lives physically and psychologically, creating intense emotional distress for individuals, families and whole communities. Organisations play a vital and valuable role in assisting and supporting their employees and their families in the immediate aftermath and in the days, weeks and months following this tragic event.

The immediate focus is to ensure that your employees and their loved ones are safe. At this present time, particularly with intense media coverage and access to information on the internet, it’s important to acknowledge that this is a heightened state of emotion for everyone involved. It’s important to be aware that everyone will respond differently and everyone’s needs will be different, initially and over time.  Being prepared to provide initial and long term support for people will enhance and promote their own personal coping strategies and resilience.

What your people will need right now is (download pdf version here):

• If needed, allow additional time at home to spend time with family and friends - this helps them to feel safe and connected, and reassure others of their safety
• Make sure your employees or students have access to support information and numbers - specifically the EAP and any other services you may have in place.
• Give people assurance that affected families will be supported in some form or another.

This tragedy will have the potential to re-trigger feelings of trauma and loss and memories may surface. Over the coming weeks, it is important to reassure, support and connect with each other. Patience is required as everyone will feel and respond differently. People will need time, to acknowledge their responses and to process.

Over the coming days, and in time, what your people will need is for you to provide simple and accurate information on how to access services, specifically encourage, and make it easy for, employees/students to speak with a professional counsellor. Most people will not want to speak to a counsellor in the initial days or weeks as they support each other. It is in the longer term when people need support from a counsellor or their Employee Assistance Program.

• Create an environment that allows people to talk amongst themselves about fears and hopes related to the tragic events. Openly sharing with others has been known to promote personal recovery. There is also comfort in a shared community supporting one another.
• Be mindful and respectful of individual needs. Some people may feel uncomfortable or scared of sharing their feelings. Remember that there is no right or wrong way to feel.
• There may be feelings of anger and hopelessness; there will intense feelings of anxiety and fear.
• Establish an open door policy that allows people to seek the appropriate care when needed.
• If possible and when appropriate try to establish normal routines as soon as possible.
• Encourage people to communicate their needs, rather than assume you know what their needs may be.
• Maintain communication if an employee or student is away for any length of time.

An incident of this nature has the power to entirely consume those involved, especially when it has an impact on one’s feeling of safety and one’s family. As leaders and managers it is within our control to provide support, reassurance and caring.

Please call our 24-hour line 1800 650 204

Alison Kelleher - Newport & Wildman, Director

The two biggest barriers for women not maintaining a healthy lifestyle is ‘lack of time’ and ‘health not being a priority’. Women’s Health Week is the time to put ourselves first, for just one week, and start making positive changes that can last a lifetime. We know women are leading busier lives than ever before and we have a tendency to let ourselves slip low on our priority lists. However, the health of those we love starts with us. By investing more time in ourselves, we are better able to look after the ones we love and care about. Click on the image below to find out more.

In September we are promoting  R U OK Day?, the suicide prevention and awareness foundation established by Gavin Larkin following his personal experience of loss to suicide. Having a conversation and encouraging those at risk to seek help is the real impact of this very special foundation.

I want to take the opportunity this September to focus on young people. As an EAP we see and support many young people. In fact 10% of our clients are aged under 25. We see young people who are employed by organisations such as food outlets and retailers, or are family members of employees. Indirect support is also provided to young people through their parents who will often seek our guidance through counselling.

The statistics regarding youth are sombre. Suicide is the second largest cause of death amongst people aged between 15 and 24 years, with motor vehicle accidents being the leading cause. Research also tells us that up to 50% of young people admit to thinking about suicide.

With the emergence of social media we have also witnessed some concerning trends in regard to youth suicide, e.g. cyber bullying leading to suicide attempts. Programs such as “13 Reasons why” appeal to youth as it draws attention to youth suicide, and whilst the storyline is controversial, it highlights the concerning trend that suicide is seen as an option for many youth who are struggling.

You may be reading this as a parent, teacher, or manager of a young person, and wondering what you can do about this. The aim of the R U OK Campaign is prevention through reaching out and connecting with each other. This is particularly relevant for our youth who may find it difficult to talk about feelings. I believe the first step is to educate ourselves about the stressors that are faced by young people, and how they cope or don’t cope.  We need to understand why youth suicide and attempts are occurring at rates not seen before in history. We need to find ways of reaching out.

Communication and having a conversation about suicide is a cornerstone of prevention. However, this can also be a challenge when it comes to young people. It can be difficult for example, to know how to connect with someone for whom a string of emoji’s is the preferred form of self-expression. 

The rates of youth suicide and self-harm in Australia are concerning. Yet many adults, including managers, colleagues, teachers, and even parents, often struggle to know whether, and how, to initiate a conversation with a young person. It can often be difficult to even identify the need to have a conversation. Signs of depression in a young person may, for example, be dismissed as just part of the emotional struggles faced by all youth while they establish their independence and identity, during the transition into adulthood. A young person may also be actively concealing their struggles from others due to factors including pressure to maintain a positive image, and feeling ashamed or embarrassed. 

The clear message from the R U OK? foundation is that conversation is critical to suicide prevention, and if in doubt, we should reach out. This is not always a simple task, particularly when it comes to a young person. Concerns about intruding on a young person’s privacy, anxiety about how they will react, and fear of making things worse, are all common reasons that an important conversation may be postponed or avoided.   

We’ve put together a few tips which we hope will help you to confidently initiate a conversation with a young person.

If you would like to know more about these strategies and others, AccessEAP offers a free and confidential counselling service to all employees. Recognising the preference for different styles of communication; counselling is offered face to face, over the phone, by email or video chat at a convenient appointed time.

For further information please contact us on 1800 818 728.

Sally Kirkright, CEO, AccessEAP recently presented a seminar on The inter-generational workplace - creating a safe and thriving culture at the Safety First Conference in Sydney. In this video recording of the event, Sally explains the issues workplaces face when, for the first time, we see up to five distinct generations in Australian workplaces. Focussing on communicatiuon styles and motivations Sally guides the listener through ways to effectively manage the challenges.

The deepening drought in New South Wales, north-west Victoria and eastern South Australia, in addition to the continuing drought in Queensland, has a far reaching impact on individuals, families and whole communities. These impacts are both physical and emotional; disrupting lives and resulting in great emotional distress. The longer the drought continues, waiting and hoping for rain slowly turns into feelings of hopelessness. Financial hardship increases and with it despair; family tensions may build along with the day to day trauma of watching livestock and crops fail seriously affecting mental health and the ability to keep functioning.

Rick Hanson, a key proponent of positive psychology, says that our brain has a negativity bias to facilitate survival of the species, and we therefore have to work consciously to develop a positivity bias. By actively focusing on the positive we can gradually tune the brain to positive experience and gradually desensitise it to negative ones.

Recent research demonstrates that people who focus on the positive more consistently experience improved mood, energy, and physical wellbeing. Positive thoughts can reduce the stress hormone, cortisol, by 23% according to this research.

You are invited to participate in a 2-week challenge to assist with developing your own positivity bias. An example log is provided with this month's Wellbeing Calendar to get you started with recording tasks and conversations daily that you feel proud of and pleased with.

AccessEAP offers a Supporting Working Parents Workshop specifically designed to assist participants to address the challenges and benefits of being a working parent, understand the impact of high stress levels on parenting and to identify practical strategies and skills to manage these competing roles. The workshop can be organised by contacting your Relationship Manager and is ideal for upto 15 participants.

Here are some Tips for working parents that may help working parents manage their split responsibility more effectively.

Get a Team

You don’t have to do it alone. Think creatively about who may make up your team, it may include a partner, extended family, friends in a similar boat or paid support. Establish your team and then as with all teams, be clear about your goals and roles and work together to make it feel like you’ve shard the load.

A Flexible Parent Is a Resilient Parent

As a parent you will appreciate that eveything will not always go according to plan. When things happen that are unexpected or in a way that was not anticipated, adjust plans and deal with things as they are, don’t get hung up on how they “should” have been.

Focus on quality, not quantity, of time with kids

Kids are different, so ask your kids what’s most important to them when it comes to spending time with you. Listening to your kids will help you prioritise and improve your time with them. It’s also important that recreation activities with your kids include things you really like doing, this way you genuinely all have fun and enjoy your time together.

Make time for your spouse/ self—not just for your kids

A study by the UCLA Sloan Centre on Everyday Lives and Families, found that while parents were spending more time with kids, they were spending far less time with each other—three fewer hours per week since 1975, according to one survey. This trend impacts the parental relationship, which in turn has major implications on parenting. Book in a joint massage together, set a regular date night (and stick to it), schedule in exercise or a walk together. You may also need time in your own to reflect and recharge.

(Jeremy Adam Smith of UC Berkeley's Greater Good Science Center)

Wherever you are, be there—be present

Practicing mindfulness doesn’t just lead to decreased stress and increased pleasure in parenting, but it also brings profound benefits to kids.

Simply put, this is about being at work when you’re at work and being at home when you’re at home—which breaks out into specific parenting skills, like listening with full attention; nonjudgmentally accepting yourself and the people in your life; and cultivating compassion for yourself, your partner, and your child.

Give yourself a little credit—and say “thanks” to your spouse/ supports

Parents need to appreciate and value what they are doing—not beat themselves up over what they can’t do! Also try giving other people some credit as well, especially your partner. Because it is very, very easy for working parents to take each other for granted.

Many organisations and indeed countries are doing just that: minding the gender pay gap. Iceland is well on the way while New Zealand has just announced that no gender pay gaps exist in starting salaries for the same roles in government by 2020. Energy Australia and Salesforce are two organisations that have made a stand to eliminate the gap. Despite these advances there are still some alarming, hard facts surrounding the real limitations on a woman’s financial situation.

Across all workers, from those new to paid employment to those nearing retirement, the mean superannuation account balance for men is $112,000 and just $68,000 for women¹. We are told one of the reasons for this is that women tend to be primary care-givers and are therefore likely to work casually or part-time, and take extended absences from paid work. Another major reason is the gender pay gap, such that across Australia on average women are paid 15.3% less than men each week².

Annual surveys conducted since 2013³ inform us that the top issue consistently impacting on the wellbeing of Australians is financial stress. Women are far more likely than men to be experiencing financial stress. With 55% of women under 35 finding dealing with money stressful and overwhelming⁴.

It makes smart business sense to implement initiatives which address these challenges, particularly as 46.9% of employees in Australia are women⁵. If for no other reason, the bottom line of your organisation is very likely to be impacted by the financial circumstances of your employees. When workers, both male and female, are experiencing chronic financial stress, this will have a significant effect on productivity.

More and more unconscious bias is being recognised and women are actively encouraged to participate in jobs, and at levels, that have previously been male dominated. Further examples of incentives taken by organisations to allow women to participate in the workforce on an equal footing include; transparent and consistent recruitment and remuneration; flexible work arrangements; paid parental leave and access to educational seminars on financial topics.

At age 15 girls are more financially literate than boys⁶ and 40% of women aged 25-29 hold a bachelors degree (compared to 30% of men)⁷ however 85% of women under 35 don't understand fundamental investment concepts⁴. For women looking to learn more and be proactive in terms of planning for life events and retirement there are resources available. At AccessEAP specialist financial coaching is part of the annual EAP allocation and can be requested long before the situation becomes overwhelming for employees struggling financially. There are also several excellent resources offered by the Federal government to help educate and assist in relation to the particular financial challenges women face.

[1] Association of Superannuation Funds Australia.

[2] Workplace Gender Equality Agency.

[3] Australian Psychological Society Stress and Wellbeing in Australia Survey.

[4] 46.9% according to the Workplace Gender Equality Agency.

[5] EY Sweeney, Australian Financial Attitudes and Behaviour Tracker (Wave 5) March 2017.

[6] OECD Report PISA 2015.Financial literacy in Australia.

[7] ABS Gender Indicators; Education, February 2016.

Published in HealthTimes Magazine on 20th July, 2018

Read more

Published in miVision Magazine on 20th July, 2018

Marcela Slepica, Clinical Services Director, at AccessEAP says, “Healthcare organisations need to tackle these unique challenges their employees face, including patient care and mortality, workplace stress and worryingly, a stigma around asking for support with their mental wellbeing.”

Read more

Published in HRD Magazine on 19th July, 2018

“While workplace stressors may be changing, its apparent from the data that the effects are relatively similar, with the same impacts on output,” according to Marcela Slepica, clinical services director at AccessEAP.

Read more