Insomnia is a sleep disorder in which you have trouble falling and/or staying asleep. It is suggested that 42% of Irish adults have a mental health disorder with insomnia cited as the most common disorder experienced by adults in Ireland at 15%. Here, the Thrive wellbeing team explains insomnia, the symptoms, causes and tips to help you get a better night's sleep. Insomnia means you have problematic sleep habits. How much sleep an individual needs varies from person to person, but on average adults need 7-9 hours of sleep per night. If you are experiencing constant tiredness throughout the day, you are probably not getting enough sleep. Symptoms Insomnia can affect people on a short-term basis (less than 3 months). Insomnia that lasts 3 months or longer is classified as long-term insomnia. Insomnia symptoms may include: Difficult falling asleep A pattern of interrupted or broken sleep that doesn’t refresh you Waking too early Daytime tiredness and sleepiness Find it hard to nap during the day even though you're tired Difficulty paying attention, concentrating, or focusing on tasks Increased forgetfulness Irritability, depression, or anxiety What causes insomnia? Insomnia can be the primary problem but usually is a result of other factors that disrupt sleep. Therefore, treating the underlying causes can help improve insomnia symptoms. Common causes of insomnia include: Stress Irregular sleep schedule or poor sleeping habits Mental health disorders such as anxiety or depression Physical illness or chronic pain Travel or work schedules Lifestyle choices e.g., heavy reliance on stimulants such as alcohol, caffeine, or nicotine Age and life stage- older adults and those going through menopause have a higher susceptibility to chronic insomnia A combination of these factors can trigger or exacerbate insomnia, while poor sleep can initiate or worsen other health conditions, creating a vicious and complex cause and effect situation. Risk factors   During sleep, the body heals and restores itself, our brain forges new pathways and connections that helps with memory retention.  This is the time our bodies needs to carry out important functions to ensure we are running smoothly and effectively. When we continually don’t get enough sleep, it can have serious health effects over time. Science has linked poor sleep and insomnia to a multitude of health problems. A lack of sleep over time can increase the chances of developing a number of conditions such as a weakened immune system, obesity, high blood pressure, stroke, heart disease among other issues such as increased risk of accidents and errors, poor memory and performance and difficulty regulating our emotions. How you can treat insomnia yourself It is not always possible to prevent insomnia, but good sleep habits can help improve it and promote sound sleep. When trying to get your sleep cycle on track, the first place to start with is where you sleep. Make sure your room is dark and quiet, not to cold or warm and make sure your mattress, pillows and covers are comfortable. Create a good bedtime routine that helps you relax and get in the mood for sleep. Relax at least 1 hour before bed and only go to bed when you feel tired, limiting the use of technology and bright lights can help too. Try to maintain roughly the same schedule for sleeping, you should aim to go to bed and wake up at the same time every day, even on the weekends. Exercise regularly and get some sunlight most days. Sun exposure helps regulate the body’s internal body clock and promotes sleep at night, while exercise influences sleep efficiency on both a physical and mental level. Insomnia can seriously affect your mental and emotional health along with physical wellbeing. If your sleep is impacting your day-to-day life and a change in sleeping habits haven’t work, you should consult your GP. Thrive can also help you on your journey to better sleep. For advice, wellness coaching or counselling, contact the team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294

Happy International Women’s Day!  Yesterday (March 7), Thrive and the Institute’s Member Experience team welcomed over 100 guests to our Step into your Power Sparkling Lunch in celebration of International Women’s Day.   In the wonderful surroundings of the Dean Townhouse, we were joined by members and students of the chartered community who had travelled from all corners of Ireland to attend the event.  In her opening address, Dee France, from the Institute’s Thrive Wellbeing Hub, outlined the importance of shining a spotlight on some of the key challenges women continue to face in the workplace and at home, while celebrating the many advances made in recent times.  Guests enjoyed a keynote speech from Aoife Hughes, founder of FRAZZLE, entitled “How to run your home like a business” where attendees were encouraged to manage their time and boundaries more effectively while outsourcing and delegating the workload to give themselves more time for self-care ultimately leading to “calm in the chaos”.  Aisling McCaffrey, Director at Grant Thornton, facilitated a panel discussion covering some key issues of the day namely how to build confidence in the workplace, the importance of male allyship and how leaders can champion inclusion, and childcare reform and what the Institute is doing in this important area.  The panellists, Charlotte Rose Keating, founder Act on it Coaching, Andrew Keating, CFO at Musgrave and the Institute’s Tax and Public Policy Lead, Cróna Clohisey, shared many important insights into how they navigate their own personal challenges and successes both in their professional and personal lives.   The final segment of the afternoon was a fireside chat with President, Sinead Donovan and CASSI Chair Caelainn McGonigle.  Sinead outlined that, despite the many highs and lows in her 33 year career as a Chartered Accountant, the Institute had been the one constant during that time.  She shared her passion for sport and running and the importance of having a “release valve” when times get tough. Asking for help and leaning on the allies around you, was her parting advice for the #nextgen leaders of the future.   The event was also raising funds for two very important charities, CA Support (the Institute’s in-house charity and benevolent fund), and Women’s Aid, who had recently supported the Institute in the launch of its Domestic Violence Policy.  Brian Murphy, chair of CA Support, outlined the importance of donating vital funds to CA Support as the majority of the cases the charity support are families – mothers and fathers who have encountered adversity and are in dire need of assistance.   The final thoughts of the day were summed up by President Sinead Donovan, who implored anyone in the family of accountants who is struggling to seek out support from those around them.  Dee France, in her closing remarks, reminded all attendees of the Institute’s Thrive Wellbeing Hub and that the confidential service is open to all, whatever stage of their chartered journey.   Thank you to all who attended.  View photos from the event here.

Men can proactively contribute to dismantling gender barriers at work and challenging stereotypes. Dawn Leane explains how While much of the conversation concerning gender balance focuses on supporting women, men have a pivotal role to play in dismantling barriers, challenging stereotypes and reshaping organisational culture. Gender balance is not a zero-sum game. Men are also negatively impacted by outdated workplace environments – family-friendly policies aimed solely at women, for example. The active involvement of male allies can be an agent for positive change and can have a profound impact by raising awareness about gender bias, sexism and other forms of discrimination facing women in the workplace and wider society. Yet it can prove very challenging for men to confront the issues encountered by their female colleagues. The subject is complex and organisational culture and norms of behaviour often don’t support their intervention. Take, for example, the issue of everyday sexism at work. A report by Catalyst, an organisation committed to advancing the representation of women in the workplace, suggests that not only is it difficult to recognise sexism in the first place or deem it inappropriate, but men are often unsure of how to address the behaviour when they do recognise it. The report suggests that men’s willingness to intervene depends on two factors: personal agency and organisational climate. Men who are committed to dismantling sexism are more likely to take action. They are confident in their ability to interrupt and aware of the positive benefits of doing so for the common good. An unwillingness to interrupt a sexist event in their workplace is also influenced by organisational climate. Environments perceived by men to be more silencing, combative and futile are associated with a lack of response to sexism at work. As Peter Drucker famously said, ‘Culture eats strategy for breakfast’. How, then, can men help to create a workplace culture where everyone, regardless of gender, can thrive and succeed? Understand the issues: Men can start by informing themselves about the challenges women face in their workplace, bearing in mind that cultural issues can differ from team to team and from one organisation to the next. Challenge sexism and stereotypes: Actively challenging and questioning gender stereotypes involves avoiding assumptions about roles and capabilities based on gender. Use language that is neutral and avoids reinforcing gender stereotypes. Amplify the voices of women in the workplace: Create an environment that is psychologically safe for women to contribute. For example, give credit where it's due, acknowledge achievements and ensure that success is rewarded. Mentorship and sponsorship: Men can play a vital role in mentoring and sponsoring women within organisations. This involves offering guidance, providing opportunities for skill development and advocating for women in leadership positions. Advocate for equal opportunities: Men can use their positions of influence to advocate for equal opportunities. This includes pushing for fair selection practices, equal pay and creating policies that support work-life balance for all employees. Set an example: Demonstrating a commitment to gender balance through their own actions might involve actively participating in gender balance initiatives, acknowledging and rectifying biased behaviour and setting an example for others to follow. Speak up against discrimination: When men witness gender discrimination or inappropriate behaviour, it is crucial to speak up. Being an ally means actively confronting and addressing instances of discrimination, both direct and indirect. By embracing these actions, men can help create a more level playing field for their female counterparts – this can only be good for all involved. Dawn Leane is Chief Learning and Development Officer at Advancia

Paul Guess explains what work-related burnout means and outlines the pivotal role managers can play in prevention and recovery Many people think of ‘burnout’ as solely related to how much they work. They believe just taking some time off will relieve feelings of overwhelm and pressure and that they can quickly return to work feeling refreshed and renewed. Several factors can cause burnout, however, and it is unlikely to be resolved by taking a break. One of the most important contributors to a person’s well-being at work is their relationship with their manager. As burnout has been classified as an “occupational phenomenon” by the World Health Organization, support at work is essential to curb the rising tide of overwhelm at work.  The manager's role is critical in assessing and addressing employee burnout. Here are some tips to support leaders in preventing and managing burnout in their teams. 1. Be knowledgeable about the factors that contribute to burnout  Research has indicated the six areas that, when left unchecked, can lead to burnout. Recognising how these areas impact a team can give leaders a better idea of how to improve.  Workload Do staff have a clearly defined job description, and are their responsibilities reasonable? Additionally, do they have the resources they need to fulfil the duties assigned to them? Perceived lack of control When people feel they have a say in the decisions being made that are related to their job, it can positively affect well-being and reduce feelings of disengagement and cynicism.  Appreciation and reward When people feel the extrinsic and intrinsic rewards of their job don’t match their effort and time, they can become disengaged and unmotivated – a key indicator of burnout. Fairness Ensure that people receive fair and equitable treatment. Transparency and trust are the foundations of psychological safety within the workplace, and innovation and creativity flow from this. It is essential to effectively communicate the thinking behind decisions that impact them. Community It is vital that people feel a sense of belonging within the organisation. Develop opportunities to bring teams together and keep connections strong to build positive relationships, as loneliness and isolation are often drivers of poor mental health and well-being. Values Do the leadership’s behaviours create an environment in which people feel that it’s okay to look after their well-being? Role modelling and recognising their own management style and how it contributes to an employee’s experience is an important piece of reflective work that will lead to improved relationships. 2. Pay attention to the warning signs of poor mental health There are common indicators of burnout that managers should be aware of: poor decision making; reduced concentration levels;  feelings of overwhelm;  withdrawal; procrastination;  inability to prioritise tasks effectively;  poor timekeeping;  relationship difficulties;  expressions of anger and frustration; and  increasing cynicism and disengagement. If a manager notices these behaviours in a team member,  they must be aware of how to manage burnout in an employee. There are several steps they should take:  Start supportive conversations  Managers should use one-on-one opportunities to start exploring what might be driving any difficulty. Some people will need a little encouragement to open up, so actively listening to what they say, creating space and responding sensitively will help to reassure them that their manager is there to support them. If they feel stressed or overwhelmed by their workload, guide them on how to handle pressure. Set clear goals and spotlight progress When people don’t have clear goals, they either become stuck because they are unsure where to invest their energy or frantically churn out work in the hope it will be valuable. Good leadership involves setting clear goals that contribute to the team’s success. It’s also important to recognise progress and highlight any accomplishments or achievements by individuals or the team. Protect the team’s time A manager must protect their team’s time, especially regarding their well-being. Ensure that people take time off in light of illness, bereavement or other notable situations. Encourage people to take their annual holiday allowance and have some protected time to rest and decompress during periods away from work. Managers should always be practising the behaviours they encourage, so they must be sure to take their own time off as well. Paul Guess is a mental wellbeing expert at caba, the occupational charity supporting ICAEW

Strong social connections not only impact our mental health but our physical health too. In today’s world, we lead increasingly busy lives and often our relationships can sadly fall by the wayside. Feeling socially connected is more important than ever, especially after a long period where our social interactions are restricted, and our close circle reduced. Here, Thrive discuss the importance of maintaining and prioritising our relationships for our overall health. We're designed to be social We all know that comforting upbeat feeling of human connection, when you come away from a catch up with friends feeling more positive, happier, and even lighter. As a species, human beings are inherently social creatures.  We are biologically wired to seek out connection from a time where humans hunted in tribes and being part of a group was necessary for survival. Humans need closeness, connection, and a sense of unity to thrive. Social connection is one of our core psychological needs which means it plays an essential role in how safe and satisfied we feel in our lives. Social groups provide us with an important part of our identity, forming who we are and teach us a set of skills and norms that help us to function throughout life. In today’s world though we lead increasingly busy lives trying to juggle and balance work, family, and other commitments. Often our friendships can fall to the wayside. However, strong connection and belonging to something bigger than ourselves are important for our overall health and wellbeing. The benefits of connectedness should not be overlooked, and therefore as a society we should be placing greater emphasis on investing in our friendships. The more connected we feel to other people, the more enriched our life becomes. Friendship and being part of a social group offer a variety of mental health benefits. It increases our feeling of belonging, boosts our sense of purpose, and improves our self-worth and confidence. Connectiveness helps us regulate our emotions, leads to higher levels of empathy and compassion, and can even reduce our stress levels. Studies show that people who feel connected to others report lower rates of anxiety and depression. Not only does good social connection impact our psychological wellbeing, its impacts our physical health as well. Countless studies have shown a lack of human connection and feelings of loneliness are more harmful to our health than obesity, smoking and high blood pressure. By neglecting our need to connect, we put our health at risk. It can even lengthen our lives. Extensive research that looked at the lifestyles of inhabitants within Blue Zone areas, a term given to geographically regions that are home to some of the world’s oldest people, found healthy social networks and high levels of community engagement were commonalities among the differing zones. Our relationships and social groups can alter the course of our life, shape the person we are and can change our perception of ourselves and the world as well as offer an important support system.  So as you can see, social connectedness creates a positive cycle of good social, emotional and physical wellbeing. To forge happy and healthy relationships, it is very important we continually attend to and nurture our connection with the people we consider important in our lives. After an incredibly long period where our social interactions were restricted and ultimately reduced, you may find your sense of connection has diminished. Here are some ways you can improve your social health and reignite your connection with others; Reach out to a friend you may have lost touch with, remember it’s never too late to spark up an old friendship! Take time to ring or meet up with a friend you have not seen in a while. Join a new club or try out a group activity: focus in on your interests and you’ll be sure to find a club or group full of like-minded people. Volunteer: this can strengthen your sense of purpose, provides an opportunity to meet new people and give back to your community. Invite a co-worker out for lunch: now we have more freedom to socialise why not reconnect with your favourite work colleague or arrange a work group activity. Spend quality time with family: this could be planning a family BBQ, a movie night on the weekend or a family day out. Be Present: Step away from your devices when you are in company and have an uninterrupted chat. Social isolation is a challenging aspect of life to cope with and is detrimental to your health, please know the Thrive team  is here to lend a friendly ear, if and when you need it.

As part of the CAW's Global Wellbeing Taskforce, Thrive is delighted to introduce our revamped wellbeing toolkit for managers.  At Chartered Accountants Worldwide, we acknowledge the profound impact of mental health on work performance, relationships, and the overall quality of life. We delve into the importance of fostering employee wellbeing in our fast-paced industry. Depression and anxiety, prevalent mental health conditions, exert a significant economic toll, amounting to US$ 1 trillion each year on the global economy. Download CAW's Wellbeing Toolkit for managers in the accountancy profession. The Gallup Global Employee Survey paints a concerning picture, revealing that less than a quarter of the world's employees feel they are thriving at work, underscoring the urgency to address this growing challenge. The McKinsey Health Institute's extensive survey across 15 countries and 15,000 employees unearths a stark reality - 59% of the workforce grapples with mental health challenges, highlighting the imperative for employers to intervene and support their teams. This holds true for the Chartered Accountancy profession as well, where stress and burnout are issues, affecting over half of Chartered Accountants. Managers within this industry play a pivotal role in shaping a conducive work environment that fosters mental, emotional, and physical health. Recognising the direct link between comprehensive support and heightened engagement and productivity, it becomes both an ethical and strategic responsibility to manage wellbeing effectively. The Chartered Accountants Worldwide global wellbeing taskforce acknowledges this imperative and is proud to introduce our revamped wellbeing toolkit for managers. This toolkit stands as a comprehensive guide, arming managers with crucial insights, strategies, and best practices to cultivate a thriving and dynamic team. Above all, it emphasises the critical need to build resilience and purpose within the workplace, contributing to a more productive, rewarding, and compassionate work environment. Together, let's pave the way towards a brighter future for the Chartered Accountancy profession by prioritising mental health and fostering a culture of holistic wellbeing. Download CAW's Wellbeing Toolkit for managers in the accountancy profession.