On behalf of the Curran Access Children's Foundation, we are pleased to announce that the Puberty Clues app is now complete and ready for download. The Foundation has funded this project since inception and its a great example of profit for purpose in action. 

AccessEAP distributes surplus profits directly to community programs and via the Curran Access Children's Foundation. Our purpose is to provide support for emotional, social and human related problems. Our commitment to providing generous and meaningful funding for often intensive and life-changing welfare programs is one of the reasons we strive to achieve absolute best practice in all we do.

The support we provide is two-fold. As advocates for mental health awareness and providers of workplace wellbeing programs, our services positively impact the lives of workers and workplace culture. The profits from this rewarding work are then distributed to help those most in need. In an indirect way, our customers can positively share in the knowledge that they are also helping to make a real difference to people’s lives. 

Puberty Clues is a safe, fun way for 10-12 year olds to learn puberty changes through interactive exercises illustrating the physical and emotional changes they experience and the impact it has on their personal development. There is general information and specific resources for boys and for girls, guiding them through the journey to become healthy, responsible adults. The app includes illustrations, educational resources and common questions. The resource is developed as an addition to classroom teaching for students, parents and teachers. The app can be used as a standalone resource for family interaction to use in their own time.The app is now available for free download at Google Play and the App Store.

Published in Australian Women Online 11th December, 2017

In Australia, sleep deprivation is highly prevalent with 40 per cent¹ of Australian adults experiencing some form of inadequate sleep.

“Having sufficient, regular, good quality sleep is essential to maintain a strong, robust immune system so we can function effectively in our busy lives,” explains Marcela Slepica, Director Clinical Services at AccessEAP.

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Domestic violence is a common problem in Australia with one in six women having experienced violence at the hands of a current or former partner. Violence against women is estimated to cost the Australian economy $21.7 billion a year. 94 per cent of employees agree that employers should take a leadership role in educating their workforce about respectful relationships between men and women. However, a National domestic violence and the workplace survey revealed that 48 per cent of respondents who had experienced domestic violence disclosed it to a manager and only 10 per cent found their response to be helpful. 

Workplaces have an important role to play in supporting women experiencing violence. Often, for these women, the workplace provides a sanctuary away from the abuser. The organisation has a duty of care and needs to have an action plan in place outlining how to handle domestic violence situations. With White Ribbon Day having just taken place (November 25th), it’s the perfect time to examine current policies and perhaps consider introducing a structured plan.

AccessEAP assists companies by providing White Ribbon approved training and by educating employees as part of a domestic violence action plan based around three elements; Recognise, Respond, Refer.

Recognise

When a woman is experiencing domestic violence, it is likely that her patterns of behaviour will change. Managers should remain connected to their team to be able to recognise any changes. Some behaviours to look out for may include;

• Frequently arriving to work very early or very late

• Frequent personal phone calls that leave the employee distressed

• Difficulty concentrating and making decisions

• Not attending out of hours work functions or engaging socially with colleagues

• Stress

• Ill health and increased leave usage

• Wanting to resign or relocate

Respond

If someone has taken the difficult step of sharing their experience of violence or abuse, it is vital to respond in an appropriate and supportive manner. Firstly, you should believe the person and listen without judging. Be supportive, encouraging, open and honest. There are also some practical considerations which will help make the person feel safer and more supported.

• Screen their phone calls or install caller ID on their phone

• Change their email address and remove their details from the organisation’s directories

• Encourage the employee to alter their daily travel route

• Arrange for priority parking close to the building entrance

• Organise for them to be accompanied to and from their car

• Alert key staff with full consent and ensure they are discreet at all times

• Ensure employee’s workstation is not easily accessible for someone entering from outside

Refer

While provisions such as additional special leave, financial assistance and security measures will go a long way towards supporting women to remain in the workplace, other external supports may also be required. Referring employees to an expert domestic violence service can provide crisis counselling, information on crisis care facilities and refuges, information on domestic violence orders and court support and information on longer term counselling services.

The result of the Marriage Equality Survey will soon be known and regardless of the outcome it may be a stressful time for some people in our workplaces and communities. At AccessEAP we encourage a culture of respect, diversity and inclusion. This can be a great deal more complicated than it sounds. In order to respect another's belief system or point of view there generally has to be a level of understanding and knowledge and/or a willingness to to seek understanding. This process can take time and individuals experiencing distress may benefit from using their EAP. Sessions are confidential and may be organised at a suitable location and time.

It’s important to support anyone who is experiencing distress and, if possible, help them avoid difficult and confronting situations. A standard response for your employees when dealing with the public may be beneficial. Be aware that everyone will respond differently and everyone’s needs will be different, initially and over time. Being prepared to actively provide support for people will enhance and promote their personal coping strategies and resilience. Here are some ways to promote a supportive environment:

• If needed, allow additional time at home to spend time with family and friends.
• It’s particularly important for Managers to reinforce or establish an open door policy that allows employees to seek the appropriate care when needed.
• Create an environment that allows people to talk amongst themselves about the correct information and their feelings. 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 about sharing their feelings and concerns. Remember that there is no right or wrong way to feel.
• 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.

Employees can Make an Appointment or Email a Counsellor using this website or our EAP In Focus App. In addition, our Manager Support Hotline can assist Managers with how to manage employee’s reactions and how to help their teams find the best way to move forward as soon as possible. Please contact us on 1800 818 728 or speak with your Relationship Manager.

Published in HRD Australia 6th November, 2017

One in six women in Australia has experienced violence at the hands of a current or former partner, and employers have the duty of care to have a plan on how to handle domestic violence situations involving their workers.

“Often, for these women, the workplace provides a sanctuary away from the abuser,” said Sally Kirkright, CEO of AccessEAP, a corporate psychology organisation.

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A major source of stress for employees with mental health issues at work is fear of judgement due to the stigma which still exists around mental health. October is Mental Health Month and the campaign promotes the importance of early intervention practices for positive mental health and wellbeing and aims to reduce the stigma associated with mental health.

Published in HRD Australia 3rd October, 2017

This year’s Mental Health Month focuses on employers’ role to have early intervention practices for their employees’ health and wellbeing.
“It is likely that at any given time, someone in your team will either be vulnerable to developing symptoms or will actually be experiencing them,” said Sally Kirkright, CEO or corporate psychology firm AccessEAP.

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Suicide remains the leading cause of death for Australians aged between 15 and 44 with more than eight deaths by suicide and a further 180 suicide attempts every day. Suicide rates are at the highest they have been for ten years so it’s even more important than ever to be having meaningful conversations particularly if you notice that someone may be struggling.

With more and more Australians reporting work to be a major source of stress and research suggesting that one in six working age person is suffering from mental illness, managers need to take more responsibility in an effort to reverse this worrying trend. Workplaces need to move beyond promoting mental health awareness, and focus on mentally healthy workplaces. This suggests thinking about the way work is designed and what changes can be introduced to prevent psychological harm to employees.

Half of all Australian men will have a mental health problem at some point in their life and 1 in 8 will experience depression, yet they are far less likely to open up about what is affecting them than their female counterparts. With a recent focus on promoting a healthy body and healthy mind, AccessEAP is doing its part in building awareness in some of the more male orientated workplaces such as construction sites and mines.

Talking about what’s affecting them and taking action are proven ways for men to stay mentally healthy but it’s still difficult to get men to take that all important first step. Often in male dominated industries, the macho mentality still exists where men are reluctant to show sadness or vulnerability for fear of the perception of weakness. If men don’t feel like they can open up and access help, it can have a detrimental effect on their mental health, physical health and overall wellbeing.

Toolbox talks

AccessEAP has introduced toolbox talks in an effort to raise mental health awareness. These sessions focus on increasing awareness of mental health issues and helping men to see that everyone needs help and that help is available.

AccessEAP has already provided tailored toolbox talks to organisations in the manufacturing, mining and construction industries and is amazed by the immediate effect it has had on participants. Often at the beginning of a session, we struggle to get men to talk but by the end, they can be reluctant to leave and AccessEAP has witnessed large scale discussion amongst participants about issues that may be affecting them in their personal or work life long after the session has ended. The toolbox talks are not only helping men to reach out for help, but also show them their organisation cares about them and values their wellbeing.

Recent data from AccessEAP shows that anxiety (17%), relationship with partner (14%) and depression (14%) are the leading personal issues for which men seek assistance while workplace stress (15%), career concerns (10%), and fear of loss of job (8%), are the leading workplace issues. The work impact of these issues is difficulties in concentrating, feeling less productive and 12% have even considered resigning.

Men’s priorities tend to change with age and with that come work commitments, longer hours and the possibility of family commitments. It is often difficult to keep in touch with friends and invest time in hobbies, which can lead to a lack of social connection. Without someone to talk to about the demands of a stressful job, long hours or family troubles, these everyday stresses can develop into something much more serious.

Managers and employees need to educate themselves about the behaviours that may indicate a colleague is going through a tough time and learn ways to encourage them to seek help if you’re concerned for their welfare.

Here are some tips to help men reach out in times of need;

• Seeking help is positive for your mental health. It is not a sign of weakness
• The best health is achieved with looking after both your physical and mental health
• Make self-care a priority and set goals for sleep, exercise and “me” time
• Maintain social contact and keep in touch with friends and family
• Equip yourself with the tools and strategies you need to cope with challenging life events. Start with a confidential EAP counselling appointment.

AccessEAP has released data showing conflicts with managers and colleagues are two of the top 10 issues facing Australians workers.

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Half of all Australian men will have a mental health problem at some point in their life and one in eight will experience depression, yet they are far less likely to open up about what is affecting them ...

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Sunshine Coast Daily August 2014

WORK-related stress is the most common workplace issue in Australian workplaces according to AccessEAP, a corporate psychology organisation which supports and develops positive organisational behaviour.

AccessEAP collects data across customer organisations representing every industry and can reveal the top five causes of stress Australians experience in the workplace.

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My business August 2014

New research by corporate psychology organisation AccessEAP has found that work-related stress is currently the most common workplace issue in Australian workplaces, with 91 per cent of Aussies admitting to being stressed at work this year.

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Smart Company June 2014

One in five Australian workers has taken time off work in the past 12 months because they felt mentally unwell, according to research released by beyondblue today.

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