{"id":444,"date":"2020-06-22T14:55:22","date_gmt":"2020-06-22T14:55:22","guid":{"rendered":"https:\/\/breaking-the-silence.online\/index.php\/2020\/06\/22\/taboo-around-mental-health-is-slowly-changing-in-black-communities-financial-infidelity-and-abuse-because-of-coronavirus-were-doing-things-differently\/"},"modified":"2024-09-14T06:25:06","modified_gmt":"2024-09-14T06:25:06","slug":"taboo-around-mental-health-is-slowly-changing-in-black-communities-financial-infidelity-and-abuse-because-of-coronavirus-were-doing-things-differently","status":"publish","type":"post","link":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/2020\/06\/22\/taboo-around-mental-health-is-slowly-changing-in-black-communities-financial-infidelity-and-abuse-because-of-coronavirus-were-doing-things-differently\/","title":{"rendered":"Taboo around mental health is slowly changing in Black communities Financial Infidelity and Abuse Because of coronavirus we\u2019re doing things differently."},"content":{"rendered":"
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Even more relevant, however, is the ethos of the Riveter, which offers educational content and services for businesses, promising to help<\/strong> them learn \u00abwhat is working for other industries and workplaces<\/strong> to increase equity.\u00bb Her employees<\/strong>, about 85 percent of whom are women<\/strong>, would be aware of a growing body of research suggesting that one of the most effective remedies for race and gender discrepancies in salary is pay transparency.<\/p>\n<\/div>\n

Even\u00a0<\/span>employees<\/strong> who suspect they would benefit from learning about pay inequities in their workplaces<\/strong> might hesitate to pursue the information: Few people<\/strong> want to hear or deliver uncomfortable news, even if the information has real use.<\/p>\n

The paucity of reports that examine the costs associated with menopause<\/strong> in the workplace is yet another sign of the suppression of conversation about the topic; there are even fewer accounts about the costs of the silence that shrouds it.<\/p>\n

This silence stifles the possibilities of implementing work<\/strong> practices that could assist women<\/strong>, such as flexible working or workplace environment<\/strong> changes.<\/p>\n

While these guidelines for women<\/strong>\u2019s managers<\/strong> and colleagues<\/strong> can help<\/strong> create a workplace where it\u2019s safer to talk<\/strong> about menopause<\/strong>, and while the work<\/strong> of overcoming the taboos<\/strong><\/span><\/strong> should not fall on women<\/strong>, the reality is that women<\/strong> going through menopause<\/strong> will confront uncomfortable situations with colleagues<\/strong>.<\/p>\n

Despite this, it is still not uncommon to see people<\/strong> with tattoos refused work<\/strong>, asked to cover them up in the workplace, or asked not to get them in the first place.<\/p>\n

Despite this, it is still not uncommon to see people<\/strong> with tattoos refused work<\/strong>, asked to cover them up in the workplace, or asked not to get them in the first place Ruby, a second-year English student agrees that tattoos should not be a reason to get fired or rejected.<\/p>\n

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The move to normalise mental health<\/strong> initiatives into general wellbeing and safety planning has recently received a major step forward when UK businesses joined forces with mental health<\/strong> charities and non-governmental organisations in the most widespread collaboration of its kind to promote a nationwide commitment on improving mental health<\/strong> care in the workplace.<\/p>\n

Paul Farmer<\/a>, CEO of Mind and co-author of the Thriving at Work review, says: \u00bbIt\u2019s great to see so many employers<\/strong> take proactive steps towards creating mentally healthy workplaces<\/strong> by engaging with The Mental Health at Work Commitment.<\/p><\/blockquote>\n

International law firm Norton Rose Fulbright ‘s head of human resources, Asia, Yvonne Sin shed light on typical questions around women<\/strong> and workplace diversity and inclusion.<\/p>\n

When it comes to the workplace, if we are honest we will admit to spending a whole lot of time<\/strong> engaged in cross-cubicle banter or perhaps even extended chit-chat around the water cooler or at the coffee machine.<\/p>\n

Camera Icon Professor Gary Martin Credit: Bruno Kongawoin With many workplaces<\/strong> now encouraging employees<\/strong> to bring \u00bbtheir whole selves to work<\/strong>\u00ab, there appear to be few if any barriers to the topics discussed around the water cooler.<\/p>\n

With many workplaces<\/strong> now encouraging employees<\/strong> to bring \u2018their whole selves to work<\/strong>\u2019, there appear to be few if any barriers to the topics discussed around the water cooler.<\/p>\n

The bottom line is that the information you put out there in the workplace often has a strange way of coming back to bite you, particularly if you have an oversharing approach in which you \u00bbshow up and throw up\u00ab all sorts of information.<\/p>\n

The last thing you want to do is have unflattering, discriminatory or offensive views attributed to you or even a workplace perception that you lack discretion.<\/p>\n

The COVID-19 pandemic has already disrupted American society, causing the stock market to plummet, and workplaces<\/strong>, theaters and sports leagues to close down as people<\/strong> across the country stockpile food and hole up at home.<\/p><\/blockquote>\n

With the initial panic and uncertainty of lockdown having subsided for many of us lucky still to be working, the next item on the agenda for a lot of firms has been to address their teams\u2019 mental wellbeing. \u00bb Despite the fact mental illness is much less of a taboo<\/span><\/strong> topic now, it\u2019s still difficult to communicate about it on an individual level, especially in the workplace, and if it happens seemingly \u2018out of the blue\u2019. \u00bb The lockdown makes it much easier to ask for help<\/strong> because everyone already imagines people<\/strong> may be feeling challenged. \u00bb It feels a lot less shameful than telling people<\/strong> you don\u2019t know very well that you feel anxious or depressed. \u00bb It was this that ultimately helped me when a kind nurse asked if I would employ myself given the state I was in . \u00bb If this clarity and specificity were extended beyond the pandemic, it would make it a lot easier for people<\/strong> with mental health<\/strong> issues in the workplace to ask for help<\/strong>. \u00bb<\/p>\n

Finally, Tina Opie joins the Amys to share their experiences with managing symptoms at work<\/strong>. \u00bb Every woman\u2019s transition is different, but it\u2019s a shared experience worth talking about. \u00bb These and other menopause<\/strong> symptoms can cause many women<\/strong> to feel less confident and competent, but being able to talk<\/strong> about your symptoms with colleagues<\/strong> and asking for the support<\/strong> you need can ease that anxiety. \u00bb AMY GALLO: It was a squirmy moment me too, a bit, though it made total sense to talk<\/strong> about menopause<\/strong> if we\u2019re talking about the aging at work<\/strong>. \u00bb HEATHER HIRSCH: So the idea that menopause<\/strong> is just this one point in time<\/strong>, or this one year is a myth that can really harm women<\/strong> because when you\u2019re postmenopausal or even after menopause<\/strong>, you can have symptoms that last a really long time<\/strong>, affecting your social life, affecting your life at work<\/strong> and just every arena of your life. \u00bb Other women<\/strong>, other men at my company to say, OK, so I may be one of the examples of more dramatic symptoms of menopause<\/strong>, but I felt like by sharing which is one of the keys to making workplaces<\/strong> more open and accepting of menopausal symptoms that I was actually furthering a culture of openness and change and transformation around women<\/strong>\u2019s issues, and then this being a big one for many of the people<\/strong> in my company potentially. \u00bb And I think about talking about it at work<\/strong> and I\u2019m fine thinking about sharing it with my Women at Work colleagues<\/strong>, but then when I think about mentioning it to men, I have to say, I sort of get uneasy about it. \u00bb<\/p>\n

If you\u2019re wondering what the \u2018P\u2019 in \u2018P-Valley\u2019 stands for, look no further than the title of Katori Hall\u2019s 2015 play: \u00abPussy Valley.\u00bb Starz urged the playwright-turned-showrunner to abbreviate the name of her new series, which debuts Sunday \u2014 though not, Hall said, because the network itself was squeamish. \u00bb \u00abP-Valley,\u00bb premiering Sunday on Starz, peers inside a Southern strip club. \u00bb VIDEO | 00:40 \u2018P-Valley\u2019 upside down pole dance The character Mercedes performs in a scene from Starz\u2019 \u00abP-Valley,\u00bb which showcases strippers as athletes and artists. \u00bb I went to clubs in [Washington] D.C., Atlanta<\/a>, Memphis, L.A., all over the nation, and interviewed about 40 women<\/strong> over six years, but because of the volume of research I had, I really struggled with landing on just one story. \u00bb It\u2019s still about this group of women<\/strong> and their workplace, but because we\u2019ve added this David<\/a>-versus-Goliath fight against these people<\/strong> who want to tear down the strip club and build a casino, that workplace exists within an environment<\/strong> where there are so many levels of conflict: political, social, economical. \u00bb<\/p>\n

Stigma around mental health<\/strong> in the workplace persists in many organisations, amid signs that stress is putting significant pressure on workers<\/strong> across a range of industries, claims new research from the ADP Research Institute . \u00bb According to the Mental Health Foundation, 70 million workdays are lost each year due to mental health<\/strong> problems<\/strong> in the UK, costing employers<\/strong> approximately \u00a32.4 billion per year. \u00bb The shadow of shame Annabel Jones, HR Director at ADP UK, commented: \u00abMental health issues are still being hidden away in the workplace under a shadow of shame, with a detrimental knock-on effect on both workers<\/strong> and businesses.\u00bb \u00abDespite several notable attempts to tackle the taboos<\/strong><\/span><\/strong>, there is still a long way to go to open up the conversation. \u00bbHowever, given that extreme and chronic stress can be a trigger for mental health<\/strong> problems<\/strong>, employers<\/strong> may also need to think about how to ease the burden on workers<\/strong> which may contribute to poor health, whether that\u2019s physical or mental. \u00bb
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As a consequence, employers<\/strong> have responded to legalization by ignoring the issue altogether, or implementing top-down policies aimed at limiting liabilities. \u00bb I definitely don\u2019t have all the answers, but as the CEO of an ecommerce agency in a jurisdiction where cannabis was recently legalized, I\u2019ve realized there is middle ground to strike — and it starts with including your team in decisions around how to handle weed at work<\/strong>. \u00bb We found that encouraging our team to talk<\/strong> about cannabis allowed people<\/strong> with opposing views to work<\/strong> out differences among themselves. \u00bb In the end, we came up with a plan that reflected our values as a team: we treat cannabis the same way we treat alcohol. \u00bb Basically, as long as it doesn\u2019t harm anyone or interfere with their work<\/strong>, people<\/strong> can use cannabis, or alcohol, however they want. \u00bb In the meantime, however, cannabis as a workplace issue is here, now, and it will only become more pressing in the years ahead. \u00bb<\/p>\n

Implementing a supportive workplace fertility policy is good for business and employees<\/strong>, yet nearly two thirds of firms in the UK do not have such a policy to support<\/strong> employees<\/strong> going through fertility treatment, according to Fertility Network UK research. \u00bb The demand for workplace fertility support<\/strong> is there. \u00bb Women and men having fertility treatment therefore experience considerable conflict between the demands of work<\/strong> and the time<\/strong> and emotional demands of treatment. \u00bb However, in the UK, pre-conception care is not a statutory right, so employees<\/strong> do not have a right to absences for fertility treatment or the right to request flexible working, like they do for pre-natal and post-natal care. \u00bb Workplace fertility support<\/strong> can make all the difference in managing this highly stressful juggling act while experiencing treatment and after failed treatment as IVF fails 75 per cent of the time<\/strong>. \u00bb Staff who did not receive employer support<\/strong> reported higher levels of distress and more frequent suicidal feelings, and took more time<\/strong> off work<\/strong>.\u00bb pictures in some way ring a bell subconsciously, so people<\/strong> remember them\u00ab<\/p>\n

Discussing our incomes with friends and colleagues<\/strong> is considered taboo<\/span><\/strong> by many. \u00bb But, by not talking about salaries, we may be doing ourselves a great injustice, says Geraldine Walsh Let\u2019s talk<\/strong> about money, specifically our income. \u00bb It\u2019s one of the great workplace taboos<\/strong><\/span><\/strong>, alongside eating someone else\u2019s yogurt in the office fridge. \u00bb In a past life, I worked in the public sector.<\/p>\n

Knowing everyone\u2019s pay however, says Beth, \u00bbcan lead to resentment at times, when you think someone is getting paid too much for what they\u2019re doing. \u00bb \u00ab In general, she sees it as a good thing but can understand how our ability to honestly have this discussion is hit with a barrier as it\u2019s not something we\u2019re ordinarily comfortable with. \u00bb \u00c1ine Crilly, of The HR Elephant, believes the fear of the unknown is what stops us in our tracks when divulging that all important figure. \u00bb Crilly recognises the pay rise process is a very grey area in the workplace. \u00bb<\/p>\n

That fundamentally, the men are predators \u2013 but that is not the reality among most sex workers<\/strong>.\u00bb She says the Nordic model is \u00abbased on this false radical feminist narrative that we are \u2018renting the inside of our bodies\u2019 \u2013 the way abolitionists talk<\/strong> is so much more degrading and sexually fetishising than any client I\u2019ve encountered.\u00bb Abolitionists, meanwhile, argue that criminalising aspects of sex work<\/strong> \u2013 putting the onus on the client \u2013 keeps women<\/strong> safer and empowers them more in this particular workplace. \u00bb Parreira says abolitionists need to actually talk<\/strong> to more sex workers<\/strong> themselves, but Bindel says Parreira\u2019s experience isn\u2019t everyone\u2019s. \u00bb<\/p><\/blockquote>\n

Already in the days of Plinius the elder , menstruating women<\/strong> were described as a danger to their environment<\/strong>\u2014an idea which became embedded in encyclopaedias and widely spread, in various forms, across the centuries. \u00bb Online survey MENSEN recently conducted an online survey, which showed that in the Swedish job market menstruators<\/strong> and those suffering from menstrual-cycle-related issues were still affected by stigmas, taboos<\/strong><\/span><\/strong> and adverse norms in various ways. \u00bb Nevertheless, few workplaces<\/strong> are adapted to the needs<\/strong> of menstruators<\/strong>. \u00bb Among workers<\/strong> whose physical workplace varies, such as bus drivers or people<\/strong> working outdoors, limited access to toilets is a big obstacle during days of bleeding. \u00bb All menstruators<\/strong> are different, and so are workplaces<\/strong> around Europe<\/a> and elsewhere. \u00bb Whereas some workplaces<\/strong> might end up with a local menstrual policy\u2014as has been implemented with great results at the English organisation CoExist\u2014for others the best way forward will be to add menstruators<\/strong>\u2019 perspectives into their current procedures around work<\/strong> environment<\/strong> and discrimination. \u00bb<\/p>\n

Andrew Berrie, employer programme manager at the Time to Change campaign, says nine in 10 people<\/strong> who experience mental health<\/strong> problems<\/strong> report facing stigma and discrimination. \u00bb When she meets employers<\/strong> who tell her they \u00bbdon\u2019t have a problem with mental health<\/strong>\u00ab in their workplace, she says she raises an eyebrow. \u00bb If the leader is not tolerant of mental health<\/strong> problems<\/strong>, you\u2019ll have a culture where you don\u2019t talk<\/strong> about them and they get driven underground. \u00bb Although mental health<\/strong> and physical health work<\/strong> very differently, employers<\/strong> have a legal responsibility to treat these two kinds of illnesses exactly the same, says Richard Martin, a former employment lawyer who is now head of mental health<\/strong> at consultancy Byrne Dean and author of This Too Will Pass: Anxiety in a Professional World.<\/p>\n

But the reality for a lot of businesses is the most serious risks are for mental health<\/strong>.\u00bb There is an obligation on employers<\/strong> to ensure the workplace is safe from excessive pressure and the problems<\/strong> that may come from that. \u00bb
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Speaking at Citywire\u2019s South East event, Feeney discussed how he had launched a mental health<\/strong> initiative at his firm called Thrive. \u00bb He revealed that the programme has helped him with his own personal challenges with mental health<\/strong>, adding that he is currently going through a divorce process that is both \u2018stressful and sad\u2019. \u00bb She said: \u2018There seems to be something behavioural where people<\/strong> won\u2019t put themselves first. \u00bb \u2019 Steve Nelson, consulting director at asset management and platforms consultancy, The Lang Cat, talked to the panel about his struggles with mental health<\/strong>, and how his work<\/strong> colleagues<\/strong> responded to him taking time<\/strong> off: \u2018If I\u2019d had a broken arm, people<\/strong> would have been asking me questions all day about it. \u00bb \u2018We don\u2019t have the societal framework to know how to deal with mental health<\/strong>. \u00bb \u2019 Nelson told attendees at the retreat that responses to panel discussions on mental health<\/strong> have been polarised. \u00bb However, Amy McKeown, a mental health<\/strong> and workplace stress expert, said: \u2018Tech cannot replace understanding your team. \u00bb You can have the best mental health<\/strong> policy in the world, but you need a proper HR support<\/strong> process in place to make it work<\/strong>. \u00bb \u2019 Feeney added that it was crucial to have a personal approach to mental health<\/strong> support<\/strong>, as it \u2018makes more of an impact\u2019. \u00bb<\/p>\n

Already in the days of Plinius the elder , menstruating women<\/strong> were described as a danger to their environment<\/strong> \u2013 an idea which became embedded in encyclopedias and widely spread, in various forms, across the centuries. \u00bb Online survey MENSEN recently conducted an online survey, which showed that, in the Swedish job market, menstruators<\/strong> and those suffering from menstrual-cycle-related issues were still affected by stigmas, taboos<\/strong><\/span><\/strong> and adverse norms in various ways. \u00bb Nevertheless, few workplaces<\/strong> are adapted to the needs<\/strong> of menstruators<\/strong>. \u00bb With menstrual certification, MENSEN strives to cast light on menstruation as one dimension, among many others, of the physical, organisational and social environment<\/strong> of the workplace. \u00bb Whereas some workplaces<\/strong> might end up with a local menstrual policy \u2013 as has been implemented with great results at the English organisation CoExist \u2013 for others the best way forward will be to add menstruators<\/strong>\u2019 perspectives into their current procedures around work<\/strong> environment<\/strong> and discrimination. \u00bb<\/p>\n

Workplace stress costs the American economy billions of dollars a year, according to researchers \u2013 but many employees<\/strong> don’t feel comfortable asking to take a break from their workplace to practice self-care. \u00bb And burnout isn’t limited to people<\/strong> who don’t enjoy their jobs \u2013 one in five U.S. \u00bb workers<\/strong> reported feeling both highly engaged at work<\/strong> and high levels of burnout, according to a study conducted by Yale University<\/a> last year. \u00bb Wellness app Shine asked almost 2,000 of its 4 million members how they felt workplaces<\/strong> could help<\/strong> prevent employee burnout, finding that 97% of people<\/strong> who had taken a mental health<\/strong> day felt it improved their performance. \u00bb Shine co-founders Marah Lidey and Naomi Hirabayashi are working with employers<\/strong> across the U.S. \u00bb to arrange a nationwide Mental Health Break on Wednesday at 3 p.m., hoping it will help<\/strong> workplaces<\/strong> foster environments where mental health<\/strong> is no longer a taboo<\/span><\/strong> subject. \u00bb Lidey and Hirabayashi told CNBC over the phone this week that people<\/strong> suffering with burnout or poor mental health<\/strong> often entered a spiral of silence, where they felt they couldn’t admit to problems<\/strong> at work<\/strong> and self-blamed. \u00bb People told us they didn’t necessarily want employers<\/strong> to put formal, set policies in place, but show they support<\/strong> employees<\/strong> take the time<\/strong> they need, Lidey explained. \u00bb<\/p>\n

SINGAPORE – A trusting office environment<\/strong> where workers<\/strong> can raise personal concerns without fear of being judged is key in helping them manage their jobs and their duties at home, a panel of experts said on Tuesday . \u00bb They noted that such a workplace can be created by having bosses who can set clear targets, deliver good instructions and champion flexible work<\/strong> arrangements. \u00bb But a climate of psychological safety is necessary for workers<\/strong> to feel safe enough to be honest with their supervisors about their needs<\/strong>, said Mr Amos Lim, who works at consultancy firm Emergenetics Caelan & Sage. \u00bb Measures that build trust between bosses and employees<\/strong> include establishing and communicating performance targets such as deadlines, instead of relying on benchmarks such as the hours they spend in the office, he added. \u00bb Another way is to address concerns that employees<\/strong> might have when the boss requires sudden changes to their schedules, such as work<\/strong> trips. \u00bb Trust is also important between colleagues<\/strong> who might have to shoulder a heavier workload as a result of flexible work<\/strong> arrangements, the panellists said. \u00bb<\/p>\n

The text of this article was generated by the Breaking The Silence<\/a> system that collected 134<\/strong> news articles posted on the web from January 2019 to September 2020 and clustered for the taboo subjects related to workplaces<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Even more relevant, however, is the ethos of the Riveter, which offers educational content and services for businesses, promising to help them learn \u00abwhat is working for other industries and workplaces to increase equity.\u00bb Her employees, about 85 percent of whom are women, would be aware of a growing body of research suggesting that one […]<\/p>\n","protected":false},"author":2,"featured_media":176,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[46,43,74],"tags":[620,75,79,614,615,81,622,585,78,623,582,80,617,76,106,110,619,77,102,621,613,618,236,207,461,82,92,84,616,83],"_links":{"self":[{"href":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/wp-json\/wp\/v2\/posts\/444"}],"collection":[{"href":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/wp-json\/wp\/v2\/comments?post=444"}],"version-history":[{"count":7,"href":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/wp-json\/wp\/v2\/posts\/444\/revisions"}],"predecessor-version":[{"id":1416,"href":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/wp-json\/wp\/v2\/posts\/444\/revisions\/1416"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/wp-json\/wp\/v2\/media\/176"}],"wp:attachment":[{"href":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/wp-json\/wp\/v2\/media?parent=444"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/wp-json\/wp\/v2\/categories?post=444"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/amaliafoka.com\/breaking-the-silence\/index.php\/wp-json\/wp\/v2\/tags?post=444"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}