Donal Whelan outlines six essential steps to foster openness, support and well-being in your organisation during Mental Health Awareness Month October is Mental Health Awareness Month, and while the stigma around mental health issues may be decreasing, disclosing problems to others in your organisation might not be getting easier. Many employees hide mental health concerns for fear of being labelled ‘unstable’ or ‘unreliable’. With increased awareness about mental health and a movement toward removing the negative stigma associated with mental conditions, many workplaces are stepping up to change their policies. Improving mental health awareness in your office begins with these six key steps. 1. Increase awareness Training sessions for all employees, particularly those in management positions or who could potentially need to oversee employees with mental illnesses, can make it easier for everyone to communicate, build rapport and react appropriately to situations involving mental health. Topics should include a basic understanding of mental health problems like depression and anxiety and how to recognise signs of mental health issues in yourself and your colleagues while explaining that symptoms can vary widely and may not always be obvious. 2. Provide tools for support The biggest surprise for many leaders when dealing with employees who suffer from mental health issues is that they aren’t expected to ‘fix’ them.  Instead, it’s necessary to provide tools to support those employees, much like the tools and accommodations provided to employees with differing needs. This might include, for example, providing a more flexible work schedule for employees with depression or anxiety concerns. Written instructions, not verbal ones, may prove to be the only accommodation an individual with memory problems needs while removing environmental triggers (such as smells or certain noises) can solve many problems for individuals who have panic attacks. 3. Create a mental health policy See Change has put together a great sample mental health policy that will help you establish clear guidelines for your business. Keep in mind that your mental health policy needs to include information about: Avoiding discrimination due to mental illness; How to establish mental illness and what criteria are required; and How to create accommodations for employees with mental illnesses. Remember that each individual is different. Unique accommodations will be required based on the individual’s skills and strengths, as for employees with physical disabilities. A flexible policy will make meeting every employee’s needs easier. 4. Encourage a healthy work-life balance Employees who have a poor work-life balance are more likely to show signs of depression, anxiety and instability. Promoting good mental health includes preventing employees from working outside their contracted hours, encouraging and supporting life events outside the workplace, and creating policies that do not penalise employees for taking accrued time off. Life outside the office can significantly impact life within it, so supporting employees in their everyday lives is critical. 5. Recognise signs of stress Alongside mental health awareness training, managers and supervisors throughout your business should receive training in recognising signs and symptoms of stress in employees. Learning to alleviate that stress will help make healthier, more productive employees. Some common signs of stress include: acting consistently tired; irritability; an increase in the need to take sick leave, particularly in an employee who has not previously been ill regularly; sudden difficulty completing regular work tasks; and indecisiveness or insecurity. 6. Create a culture of openness Mental health concerns or stresses can appear without warning. In many cases, employees will hide or minimise those concerns to prevent discrimination. On top of worrying about the condition itself or the things that have led to it, they’re also concerned that they’ll lose their job or be labelled incompetent as a result. Encouraging a culture of openness throughout the office will enable employees to open up , from admitting when they’ve taken on too heavy a workload or have been working too many hours to keep up to sharing mental health concerns with their supervisors. Supporting mental health in your office is critical to maintaining a safe, healthy environment for all your employees. By creating an environment where people are encouraged to thrive regardless of mental health concerns, you’ll find happier, more productive employees who are firmly committed to your organisation. Donal Whelan is Managing Director at Lincoln Recruitment

Ahead of World Menopause Day, we caught up with leadership consultant and lecturer, and women in business champion, Patricia Byron, who speaks on a major life event women face– Menopause in the workplace. Tackling the taboos - making the impermissible, permissible We all realise that workplace priorities and needs are different now. Since Covid many barriers to ways of working have been broken down and with awareness of needs heightened working practices are becoming more flexible. But I wonder is the workplace becoming braver! Are employers willing to tackle the last taboos – the issues maybe not previously spoken about? For most organisations, words such as menopause, infertility, and miscarriage are difficult subjects to address openly and maybe training is not given to those in the leadership team on how to navigate around these subjects.   What is the real impact of not tackling the taboo? A recent UK study found two thirds of women working through the menopause say they currently have no support at all from their employers. Therefore, it is not surprising why 25% of women say they have considered leaving their job. In fact 1 in 10 actually do end up handing in their notice. Take for example the taboo that is menopause. Thankfully due to recent media coverage during Covid lockdown we are now hearing a lot more about its impact on women and many are now aware of its impact in the workplace. I have been working with women for a number of years who were in perimenopause or menopause who did not realise the symptoms (such as brain fog, forgetfulness, unexplained anxiety and heart palpitations) were impacting their confidence. As a result, they were considering stepping out of a senior role or leaving the workplace completely. In a world where we are becoming more diverse and inclusive and openly discussing race, generational differences, misogyny and gender, we may still lack the courage to tackle the some taboos that have such an impact on many successful women. What can you do as an employer or colleague? In the post -covid hybrid workplace, consider creating an environment that some of your most valuable, talented and successful women will feel comfortable stepping back into. Imagine the cost (both time and money) of replacing your most successful women if they choose not to return. If taboo subjects are to be destigmatised, then we all need to be able to speak openly. As an employer, there are loads of simple practices you can put into place, at no cost to the organisations, other than some time and consideration. It’s about providing an empathetic environment which acknowledges issues without embarrassment, judgement or fear of ridicule. Review your corporate wellbeing programmes to educate the whole workforce Allow and encourage women to say things such as “I am in the middle of menopause, I keep forgetting things” or I am on fertility treatment and going through a challenging time at the moment. Ask your team what changes to the working environment are needed to make it more comfortable for women who are dealing with these issues. There are exciting times ahead in the workplace and those organisations who recognise that workplace conversations need to change, will be the ones who thrive the most. We can never return to the Dolly Parton school of working (for those not old enough, check out the film, 9 to 5), nor should we have too. About Author Patricia Byron is passionate about supporting those in leadership move up the leadership pipeline. She is recognised for the support she provides to her clients in championing women of all ages in the workplace. She supports employers by facilitating wellbeing and critical conversation workshops. As an accredited senior executive and corporate wellbeing coach, she is experienced in helping individuals and companies transform.

Have you ever had someone ask how you are doing and you are at a loss of how to answer or at a loss to how you are actually feeling. That blah, indifference to anything and everything type of feeling – you could be experiencing languishing. This not-so-new concept has become quite commonplace in the last few years and is a concept we are hearing more about. Here Thrive explains what languishing is and what we can do about it. What is languishing? There is a lot more to mental health than just being good or bad, it is a spectrum. In an attempt to create a deeper understanding of mental health, it can be categorised into four levels: Flourishing – peak mental health Good to moderate mental health Languishing – poor mental health Depression – experiencing a mental health condition Languishing is wrapped in the middle of the mental health continuum; it is the absence of mental wellness, a state of not being at your best but not at your worst either. First introduced by psychologist Corey Keyes in 2002, languishing, as Keyes describes it, is an emptiness and stagnation, constituting a life of quiet despair. It is a feeling of numbness, where you experience few strong emotions. It is a lack of engagement and apathy, a place where you simply remain in a state of neutrality. What Languishing looks like? Languishing is that ambivalent feeling as if life is something that happens, rather than something that you actively cultivate, participate in, and enjoy. Here are some of the feelings or experiences that can come with languishing: Feeling disconnected or dissociated Feeling deeply lonely or isolated A lack of motivation or procrastinating Struggling to focus Feeling like you’re not functioning to full capacity Inability to describe your feelings or experience any strong emotions A sense of emptiness or dullness Feeling as if you are just going through the motions, feel trapped or stuck Feel like life is missing something, there is nothing to look forward to Not thinking or particularly caring about the future Rarely have strong opinions In AXA’s 2023 global Mind Health study, it found a higher percentage of people (28%) were languishing compared to those who were flourishing (24%). The study also revealed woman experience languishing more than men at 30% compared to 25%. It also found Ireland had an above-average percentage of languishing at 29% compared to our global counterparts. Other research has shown a continued state of languishing can increase the risk of experiencing mental health conditions such as anxiety disorders and major depression down the line. What to do about it? In his work on flourishing, Dr. Martin Seligman concluded the best method to move from a state of languishing to flourishing is the PERMA model which stands for: Positive emotions This may sound like an obvious but difficult area to integrate into your daily life but by consciously experiencing positive emotions we can learn to improve our wellbeing. Positive emotions are a prime indicator of flourishing and have numerous benefits - improving our thinking, acting, and cognitive ability. Find ways to deliberately increase positive emotions in your life and if repeatedly exercised, these positive emotions will become noticed and automatic over time. Start small by practicing gratitude, writing down things you are grateful for, things you love, appreciate, and feel good about. Engagement Engagement refers to being fully immersed in a particular activity that consumes our attention in a positive way. This is often referred to as flow, it is living in and focusing entirely on the present moment and the task at hand. When we are in a state of flow we perform to our peak and experience less anxiety. Take a look at our recent article on how to find your flow state. Relationships Having positive relationships with understanding and respect yields a deep sense of connection and support. Investing time and energy into fostering close relationships enhances our resilience and wellbeing. Research has demonstrated that sharing good news, celebrating success, and responding enthusiastically to others increases intimacy, wellbeing and overall satisfaction. Meaning Meaning or purpose in life looks different for everyone but it is based on the things that bring your life value. Seligman discussed meaning as belonging or serving something greater than ourselves and helps us focus on what is important in life. If you are looking for meaning, try and engage in small activities at first that leave you feeling fulfilled afterwards – this could be anything from volunteering to a small random act of kindness. Accomplishments A sense of accomplishment is the result of working toward and reaching a goal you have set for yourself. Accomplishments can boost our morale by helping us feel productive, that we are moving forward, and can give us a huge sense of pride. Set small, challenging but realistic goals and check them off once completed – this can fuel our motivation, sense of achievement, and ultimately our happiness. If you feel as if you are in floundering in a state of languishing, the Thrive wellbeing team is professionally trained to offer wellbeing advice and support to help you on your journey to a thriving and flourishing life. You can contact the wellbeing team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294.

Exam prep, study and practising in exam-day conditions are all important to acing your exams. Caelainn McGonigle knows it's important to take care of yourself, as well During your Chartered education, stress is unavoidable. When you experience high levels of stress, it can present itself by impacting physical and mental health.  Below are several steps to mitigate these stressors and give ourselves the best opportunity to excel when it counts. Sleep When we are stressed, it's easy to think of sleep as “time-consuming”, but allowing our mind and body to rest is critical to our success.  By the time we reach exam week, countless hours will have been spent preparing by attending lectures, revising notes and attempting sample papers. Without achieving seven to nine quality hours of sleep a night, we risk restricting our exam performance on the day.  If you encounter difficulties resting in the lead up to your exams, attempt to close the books an hour earlier and reduce screen time before bed. Exercise and fresh air Taking a break to move your body and relish the fresh air enables your mind and body to relax and reset.  Exercise, whether walking, running or cycling, can moderate our stress levels and improve sleep quality.  When heading outside, you might prefer to enjoy the silence of the outdoors, or need a little motivation to move your body, such as listening to a podcast or music – either is excellent for your mind and body as long as you are getting your heart pumping. Nutrition Maintaining nutritional balance in your meals can be taxing when stressed. It can lead us to over-indulge in meals and snacks, or forgo them all together. We must uphold a nutritious diet to aid focus levels and sustain energy.  Meal planning in advance of high-stress periods, like exam week, along with keeping enjoyable snacks to hand, is a sure way to remain fuelled when working hard.  Positive mindset during exams Stress can amplify our emotions. Preserving a positive mindset and prioritising being gentle with ourselves is critical.  It's important to remember the efforts you have made to reach exam season. The groundwork is complete, and it’s time to flaunt what we have learned.  Exams are important, but maintaining our health is a necessity. If you struggle with positivity, try subscribing to a “quote of the day” app or social media page – it may give you the boost you need at just the right time! Reach out If stress is increasing faster than you can handle, reach out to a fellow student, friend or family member.  Alternatively, the amazing Thrive team and the Chartered Accountants Ireland Wellbeing Hub are on hand to offer help and support throughout our journey.  We have excelled through stressful situations in the past. Accept that stress is unavoidable but manageable, and you haven’t come this far only to come this far. Caelainn McGonigle is PR Officer with CASSI and a trainee with Gilroy Gannon

As back-to-school season approaches, employers can aid parents with flexible work options that foster work-life balance and increased productivity, explains Gemma O’Connor The back-to-school season is nearly underway as kids and parents prepare for the new school year. This can be a busy time for working parents, particularly for parents of children facing a milestone like starting primary or secondary education. So, what can employers do to help staff balance their home and work lives? Communicate with your staff Most employees should be able to predict when they might need extra flexibility to help their children settle into their new surroundings. Different employees will have different requests depending on their child’s level of education. As each employee will have different requirements, there is no silver bullet for managing this situation other than to ensure that you listen to staff and make efforts to accommodate any supports they request. Consider flexible work options If an employee requests flexibility during back-to-school season, consider it and what solution might work best for both parties. Some solutions could include: Working from home on certain days; Early finishes/late starts on certain days; Compressed hours; and Staggered hours. While you have no obligation to grant requests for flexibility, a blunt refusal to accommodate working parents increases the likelihood of alienating employees. Employees who feel let down by their employer are also likely to spread the news of their bad experiences, resulting in reputational damage and hindering your recruitment and retention efforts. Treat people fairly If only working parents are granted flexible work options during the school year, you also risk frustrating employees who don’t receive comparable benefits just because they don’t have children. It’s important to avoid granting privileges to parents only. If you provide benefits to working parents based on promoting work-life balance, you should extend the same flexibility to staff who need to care for an elderly parent or a spouse who’s ill, for instance. If you operate your workplace on the basis that everyone will need flexibility at one time or another, all staff will buy in and the organisation will avoid employee unrest that could develop if only working parents enjoy flexible work options. Prepare for new workers’ statutory rights The Work Life Balance Miscellaneous Provisions Act 2023 has been partially in force since 3 July. Once fully in force, this new piece of employment legislation will introduce five statutory rights for employees to foster a better work-life balance and to support staff with caring responsibilities. In summary, the Act introduces the following rights: Five days’ unpaid leave for medical care purposes for parents of children under 12 and carers; Five days’ paid leave for victims of domestic violence; The right to request flexible working for parents and carers; The right to request remote working for all employees; and The right to breastfeeding breaks extended to two years from the date of the child’s birth. Employers should be ready to receive requests from employees in line with this employment law scheduled to come into effect in full this autumn. Find balance Recognising the needs of working parents during the back-to-school period is crucial for fostering a supportive and inclusive work environment. Working parents often encounter added responsibilities as schools reopen, from adjusting schedules to managing childcare. By understanding these challenges and providing flexibility, employers can mitigate stress, enhance employee well-being and maintain productivity. Acknowledging the unique demands of working parents (and extending the same benefits to non-parent employees) promotes a harmonious balance between professional duties and family responsibilities. Gemma O’Connor is Head of Service at Peninsula Ireland

Maria McHugh shares how she set boundaries, shed the notion that she “can do it all”, and that achieving a successful career while prioritising family is possible with the right mindset and support Growing up, I had a keen interest in business and enterprise. Because of this, I completed a BSc in Finance at University College Cork, and, after considering career options, I felt that becoming a Chartered Accountant was the best fit for me and a good start to my business career.  This, however, wasn’t without its challenges. Coming back after a break Like many women, I had to make a decision about having children and consider how my career would be impacted.  Between 2014 and 2021, my husband and I had three children, and during that time, we decided that I would be a full-time stay-at-home mum because of a lack of childcare availability.  This unplanned, seven-year break in my career had a much bigger impact on me mentally than I ever would have thought. I felt that I had lost my professional self. I didn’t realise how important that identity was to me.  I watched as my peers’ careers progressed and felt left behind.  After seven years at home, I started to consider what returning to work would look like; frankly, it was terrifying.  I suffered from post-natal depression after my second baby, and it left me with low confidence and self-belief. Thankfully, earlier in my career, I met Karin Lanigan in Member Services at Chartered Accountants Ireland, and I always remembered her openness and honesty.  Personal priorities While I wanted my career back on track, it was also important that I continue to be available for my children. I lost my mum at 13 years old, so it has always been especially important to me to be at home for my children. I had to consider what type of professional role I wanted and how to balance my work and home life.  I felt passionate about helping start-ups, sole traders and being involved in local enterprises. Having completed the Chartered Accountants Ireland Diploma in Tax in 2018, opening my accountancy and tax practice seemed the best fit for me and the family.  I was excited by the prospect, but I was also incredibly overwhelmed, daunted, and the self-doubt and fear were crippling.  I had three small children, was moving from Dublin back to my native Dungarvan, and was now opening my own practice. It seemed insurmountable. Karin guided me in breaking the tasks into manageable steps and helped me see that this was achievable. Professional Standards and Practice Consulting were also very supportive, and I was delighted that so much support was offered by Chartered Accountants Ireland.  While on my journey back into the workplace, I was really heartened by all the supports that were available through the Institute, and I hope these only grow and extend to more women.  In some ways, I think women put themselves under too much pressure with the social narrative that “we can do it all”. I think we are our own worst critics, and we can each have an expectation for ourselves that we should be doing everything, and when we don’t, we think we are failing.   This perception is false and needs to change. It is OK to choose to stay at home with young children, and that  decision should not feel detrimental to our career or be something we need to explain or justify.  For me, it is all about balance, and this is personal to every family. We are all just doing our best to have a career in whatever way possible to suit our family life.  Setting boundaries Since I started my business, I have always had the mindset that I am going at my own pace.  The aim of having my own practice was that I could balance both my career and my family life but I recognised early on that working in my practice full time was just not going to work for my family. As a result, I learned how to say no. I created boundaries around my work schedule, especially during school holidays, and I don’t apologise  for it.  I sometimes think that women feel they need to be singularly career-orientated and driven to succeed to be taken seriously or that admitting the kids come first is a weakness. I don’t agree at all.  At the start of the summer, I announced on social media that I was taking a step back from work for the school summer holidays. The support from peers and clients was fantastic. People told me that my being upfront about the summer break was refreshing and inspired other parents to do the same.  It’s like anything – if you don’t see it being done, you don’t realise you can do it. This doesn’t mean that I am not career-driven or don’t have aspirations for my own business. But this is a marathon, not a sprint, and I will do it in my own time. Building your tribe Networking is vital to sole practitioners for promoting themselves and, more importantly, building solid support. When I started my practice, I had no colleagues to bounce ideas off or to ask questions. I feel strongly that this kind of support is important for my personal development, so I reached out to a fellow mum in practice from my PwC days and asked how she would feel about coming together to set up a small group.  We now have a core group of four accountants (also mums) in practice. We support each other, answer technical questions and get opinions on issues we come across. This group has been vital to growing my confidence and has shown me that there are others also dealing with the same problems. In my experience, the most important qualities for women in business are self-belief and self-confidence.  I am a great champion of women and our abilities but I have struggled with self-confidence in the last few years. When left unchecked, this self-doubt can be very limiting.  I would love to see the topic of low self-confidence as ways to manage it spoken about more. My self-confidence has grown over time, but it is something I work on and still struggle with to this day.  The more it is discussed, the more women will realise, like me, that they are not alone in this mental battle.  I am also very lucky to be a member of the 2023 Chamber of the Year, Dungarvan and West Waterford Chamber. Through this membership I have found another group of like-minded women on their own business journey. We support each other, attend events together and help each other when we can.  Finding your tribe in business is so important and having that sense of community and support from different groups has had a positive impact on my own business and personal development. Maria McHugh is Founder Owner of McHugh Accounting and Consultancy