A truly diverse and inclusive workplace can boost business by promoting innovation and enhancing reputation, says Sandra Healy, founder and CEO of Inclusio Employers who treat diversity, equity and inclusion (DE&I) as a “tick box” exercise are missing a valuable opportunity to improve, not only their organisational culture, but also their ability to attract and retain talent and improve business performance and profitability. So says Sandra Healy, founder and CEO of Inclusio, the Irish tech start-up behind a first-of-its-kind platform offering a scientific, data-led approach to measuring DE&I in the workplace. Founded in 2016, Inclusio is now on the path to global growth amid plans to expand overseas and increase its Dublin headcount from 35 to 120 by 2025. The global expansion will be financed by the company’s Enterprise Ireland and VC backed €6.2 million investment. In addition to her role at the helm of Inclusio, Healy is a member of the Diversity and Inclusion Leadership Council for An Garda Síochána and a former member of the Expert Advisory Group for Ireland’s Citizens Assembly on Gender Equality. An organisational psychologist, her interest in promoting and supporting DE&I, and her inspiration for Inclusio, came about as a result of her experience working for two decades in global telecoms. “One of the values I hold dearest is fairness and I could see through my work that not everyone is treated fairly or equally at work,” Healy explains.  “That’s a problem for the individual who is not treated equitably, but it is also a problem for the organisation and, beyond that, for society as a whole.” Better outcomes  Ultimately, Healy believes that true DE&I can deliver better outcomes across the board.  “For organisations, the benefits of hiring a diverse workforce include access to a greater range of skillsets, experiences, and perspectives that reflect the reality of the society around us,” she says. “This provides a better understanding of their customers, and their customers’ needs—which improves commercial performance and boosts the bottom line.” Other benefits include greater creativity and innovation, improved talent attraction, engagement and retention, and a better reputation in the marketplace. “By intentionally creating a diverse workforce and a socially responsible organisation that takes DE&I seriously, you are opening the door to new markets, customers, business partners, and employees,” says Healy. “There are so many benefits—and you don’t have to go it alone. There are plenty of organisations providing advice and support to help employers get their approach to DE&I right, creating a better environment within the company and supporting a positive culture.” Inclusive hiring Creating an equitable hiring process is often the first step to building an inclusive work environment. There can be barriers to equitable hiring, however, sometimes including deeply held beliefs and behaviours.  “These barriers may be rooted in stereotypes, prejudice, or unconscious or implicit bias, which may lead to discriminatory beliefs and actions,” explains Healy.  “Only by identifying and understanding them, can we begin to dismantle beliefs that lead to discriminatory actions and attitudes.” The DCU Centre of Excellence for Diversity and Inclusion, founded by Healy, lists some the main barriers to equitable hiring as: 1. Stereotypes A stereotype is an oversimplified or exaggerated belief or sentiment about a group; a broad generalisation that doesn’t allow for individual differences. Stereotypes can be positive or negative and can apply to any group on the basis of race, ethnicity, age, disability, religion, gender, and other categories. 2. Prejudice Prejudice is a predetermined opinion or attitude about a group and its members. Prejudices are often negative and accompanied by a belief in an “in group” and an “out group”, the latter being the target of the prejudice. 3. Unconscious or implicit bias This is a form of prejudice or belief we are largely unaware of, which is held about members of a group. It can also be described as the positions we hold, filters we form, or conclusions we reach by means outside our active thought. Hence, unconscious or implicit biases often seem automatic. Unlike stereotypes and prejudices, these biases may not even enter our awareness, but they can drive discriminatory actions. 4. Discrimination This behaviour involves, or results in, people being treated unfairly, unequally or differently, because of their identity or the group or groups they belong to. Discrimination often starts through stereotypes, prejudices, and bias. Discriminatory behaviour can range from subtle actions to hate crimes.  Conscious steps All of these concepts work together to perpetuate inequity, so it is crucial that employers take deliberate, conscious, and considered steps to establish hiring practices that are as inclusive as possible. “As a first step, I would advise employers to evaluate and challenge the language you use in your job ads. Ask yourself, ‘what cohort am I appealing to, and who is missing?’” says Healy. She advises employers to design and develop interview processes that are inclusive, non-judgmental and respectful, creating equitable opportunity for all candidates. “All your approaches should be multidimensional—working to address biases and discrimination in all aspects of the hiring process,” she says. “Then, moving beyond the hiring process, you have to intentionally embed DE&I into the culture of your organisation and stress its importance through inclusive leadership and best practice.” As Healy sees it, culture lives “collectively” in the behaviours and lived experiences of each and every individual within an organisation.   “If you want to have a culture that is truly supportive of Diversity, Equity and Inclusion—and consistently so—you have to educate your people managers,” she says. “It should really be the case that, no matter what part of your organisation an individual works in, or who they report to, their experience is consistent with that of everyone else. Your DE&I policies and practices must be ‘lived’. “Your people managers are the custodians of that lived experience, and the culture of your organisation. They must be crystal clear about your DE&I policy and practice,” says Healy. “They must know how to have good conversations to make sure people are supported and get what they need. Ultimately, you want to focus on what every member of your workforce can do, not what they can’t do, and how they can contribute to, and enhance, your organisation.”  So, how can employers gauge whether or not they are on the right track when it comes to DE&I? “That’s one thing employers really struggle with—how do you measure culture?—and that’s where Inclusio comes in,” says Healy. “We’re bringing a ‘scientific evidenced’ approach to employers, which allows them to listen to the collective voice of their people and to measure, track and act on DE&I,” she says. About Inclusio Healy spun the idea for Inclusio into Dublin City University (DCU) in 2016 where she established and led its Centre of Excellence in Diversity and Inclusion Research. “Diversity and Inclusion is a core focus for many organisations now and the DCU Centre of Excellence was established to give them access to the very latest developments in academic research, insights and tools to drive change across organisations,” Healy explains. “I started working on Inclusio from 2016 with my two co-founders Deborah Murphy and Arthur Lubambo and support from Enterprise Ireland’s Commercialisation Fund, we spun out of DCU in 2020.” Inclusio has been developed by experts in behavioural data science, psychology, artificial intelligence, equality, diversity and inclusion. The platform gives employers real data-driven insights that will help drive DE&I improvements within their workforce and deliver measurable improvements in their culture. Healy has ambitious plans to make Inclusio Ireland’s first female-founded tech unicorn, and a global DE&I enabler that will help employers to “take the right action on DE&I and ensure that it’s not just a tick box exercise”. Participants in the company’s €6.2 million investment round, closed in 2022, include lead investor Elkstone, alongside Atlantic Bridge, Oyster Capital, Wakeup Capital, Enterprise Ireland, and a group of private backers, such as Brian Caulfield and John Hearne.  Inclusio’s clients include RSA Insurance Ireland, 123.ie, Intact FBD insurance, Linesight, Kilsaran, the Public Appointments Service, and Teagasc. “We already use global benchmarking, and we are now starting to develop sector benchmarking, initially with the insurance sector. Our customers use our data for Board and regulator reporting, Gender Pay Gap and environmental, social, and governance reporting,” Healy explains.  “That will allow employers to answer the question, ‘how am I doing compared to competitors in my own industry?’ as well as the global benchmark. “There is nothing else like Inclusio in the world. Our software is helping organisations to pinpoint and focus DE&I actions in a more strategic way, linked to business KPIs.” “That will allow employers to answer the question, ‘how am I doing compared to competitors in my own industry?’ as well as the global benchmark. “There is nothing else like Inclusio in the world. Our software is helping organisations to pinpoint and focus DE&I actions in a more strategic way.”

John Francis Dick tells Accountancy Ireland why it is so important to advocate for yourself and ask for what you need to succeed at work “Be the disruptor”. That’s the call to action from John Francis Dick, ACA, whose approach to his career has seen him seek out new opportunities at every turn. “My attitude has always been to just go for it, to take that step and to be the disruptor. You have to be willing to represent yourself in any new situation; to come in and say, ‘this is what I need, please provide it for me’.”  As John sees it, people in positions of influence—school teachers, college lecturers, and bosses and managers at work—have an enormous impact on the opportunities open to people with disabilities. “I want to get the message out there that it’s just so important to give people the time and space they need to perform at their best, to engage with them, and take the time to understand what they need to contribute in the best way they can.” John, who has cerebral palsy, grew up in south Belfast and, after completing his A Levels, went on to Queen’s University Belfast to study for a degree in land use and environmental management. “A lot of my school friends dropped out after their GCSEs. They didn’t go on to do A Levels, but I didn’t grow up seeing many people with disabilities around me, so I’ve never taken my education or career for granted,” he explains. “I was passionate about getting as much out of the educational experience as I could. Going to college was a big milestone for me. I hadn’t always been sure I’d get to do it because of my disability.” Be your own advocate It was at this time that John learned the value of speaking up, asking for what he needed, and becoming his own advocate. “It was the first time I was really on my own. I didn’t have my parents behind me and I was suddenly in a much bigger environment than I had been in at school. It was the first time I found myself having to fight for my needs and rights,” he explains. The experience taught John the importance of determination, and gave him the confidence to begin looking further afield to progress his career and education. He decided to apply for a one-year placement with Study USA, a British Council initiative, which allows third level students to spend a full academic year studying business in the US. His placement was with Monmouth, a private college in the midwestern state of Illinois. “That was really where my business education began,” he says.  “Up until that point, the only experience of accountancy I’d had was through my dad, but he just did a one-year course at Ulster University and then went into business.” John was “very open” to learning about accountancy and business, and potentially taking his studies in a new direction. “Really, I’d say my entire education and career to date has been driven by an openness to grasp opportunities, try new things and make the most of lots of different experiences,” he says. “I think this approach will take you in the right direction and, again, for people with disabilities, it comes back to that idea of being a disruptor. “It’s so important to reach out, to be seen and counted, and have access to the same experiences, opportunities and choices as people who do not have disabilities,” says John. “For the most part, people have been accepting of my difference, curious to know more about me and how they can help.  “The bigger challenge for me has been navigating the organisations and institutions that are not quite sure how best to support people with disabilities. “I feel that, in my own journey from school to college and on to work, I’ve really had to be my own trailblazer in terms of getting things done, but I’ve also seen a lot of change in those years.  “Even in terms of Chartered Accountants Ireland as an organisation, its approach to helping people with disabilities continues to improve and that’s encouraging. The Institute has agreed to my request to introduce disability awareness training for staff and I really welcome that.” Path to accountancy While he enjoyed studying for his degree in environmental management at Queen’s University, John was also aware that better career opportunities might lie elsewhere. “I remember, when I was at Monmouth, being encouraged to come up with business ideas. It was just a different way of learning and I think it really helps you when you go into the working world,” he says. “So, I came home and finished my degree, but I also took a part-time job as a book-keeper and started learning about debits and credits. My parents were a big support at that time, because they were both responsible for the accounts in their jobs.” In late 2011, the year after his graduation, John decided to apply for a training position with EY in Dublin. He was offered a six-month internship and went on to work with the firm for five-and-a-half years, qualifying as a Chartered Accountant and becoming an Audit Senior. “Joining EY was a really big step for me. It was my first full-time role and my first experience working in a Big Four environment. Starting with the six-month internship was really key for me because it meant I knew what to expect and how best to navigate my way around,” he says. Importance of managers During his years with EY and in subsequent roles in banking and industry, John has learned time and again the critical role managers can play in supporting career progression. “I remember once I had one manager who, I felt, wasn’t supporting me or interested in me as a person.  “I thought, ‘something has to change’. There were other managers I got on really well with, so I asked to switch teams. I took control of the situation. “The person I talked to about switching teams, who was also a Chartered Accountant, was an enormous help and support to me at that time. They are also someone I’ve returned to over the years to ask for advice and input.” Such support has been crucial in helping John to navigate his career path and make the right decisions.  “It just goes to show how important it is to speak up and advocate for yourself. Anyone can find themselves in a situation where their manager isn’t open to promoting them or supporting their needs and progression,” he says. “You might not have exactly what they’re looking for on the face of it, but if they’re not open to seeing your strengths, they won’t be able to see how a different approach could result in a better outcome for you and for your team.” The result of this approach to managing people is often a poor culture and a higher turnover of staff of all abilities, John says. “I wasn’t the only one on my team who was frustrated with how we were being managed, but I think I found it especially difficult. I had identified what I wasn’t able to do myself, but there was no room for genuine communication.” He continues: “These days, I am more confident about asking for that communication and understanding. I’ll give everything 110 percent. Living with a physical disability can present acute challenges, but I find solutions and I put them into practice.  “I am an advocate for the promotion of differing abilities in the workplace. I think it’s crucial that we respect and value each colleague’s abilities and I take pride in my work and in leaving things better than I found them and having a positive impact on the people around me.”

Maeve Dermody tells Accountancy Ireland about her experiences in the workplace as a person who is profoundly Deaf For Maeve Dermody, ACA, a truly inclusive workplace is one that supports open communication, diversity and allyship. Dermody, who qualified as a Chartered Accountant in 2018 and now works for Revenue, has had varied experiences in the working world—some positive, and some negative.  Above all, she has learned the true value of open communication, a willingness to embrace difference, and the strengths and benefits it can bring to the working world.  “My biggest advice to employers would be to focus always on a person’s abilities, not their disabilities,” Dermody says. “I am Deaf, but I have strong communication skills. I am very good at writing reports and communicate very effectively this way. I am a team player and I always want to contribute, to discuss my work, and find out about other people’s work.” Dermody joined Revenue five years ago as an Executive Officer and was promoted to Administrative Officer in 2019. “I have been given a lot of space here to learn, develop and grow in my career,” she says. “Not all jobs are positive, and I think this has really shown me the enormous value of providing the right supports for people with disabilities and creating the right culture of communication.” The right support Dermody has the full support of her line manager at Revenue and is provided with an Irish Sign Language (ISL) interpreter at all team meetings. “This means I’m able to converse, interact and engage. The conversation flows naturally because I can express myself. Without an ISL interpreter, it would be challenging in a group environment to engage effectively,” she says.  “I can lip read in one-to-one meetings, but, in a group setting, it is much more difficult because I am trying to keep track of everything around me.” This practical support also helps to foster a sense of inclusion and allows Dermody’s colleagues to benefit from the full scope of her skills and expertise as a Chartered Accountant.  “I haven’t always had a positive experience at work. A few years ago, I worked with a small firm in private practice, and I found it very challenging,” she says. “At team meetings with colleagues, there was no interpreter present, so I found it hard to understand the messages my colleagues were communicating.  “We would be sitting together around a table and people beside me would be chatting and looking at their notes, so I wasn’t able to lip read.  “I was the only Deaf person and felt I couldn’t make the role work for me, because of the lack of support in the environment. “With Revenue, my experience has been completely different and so—to all employers—I would say, ‘be an ally, listen and work together with the individual, because everyone has different needs’.  “My husband is Deaf too, but his level of hearing is different which means he can use the phone, whereas I can’t, but we have the same preference to have an ISL interpreter at meetings.  “At the same time, another person who has the same level of hearing as me might prefer to use captions. Different people have different preferences, needs and accommodations and that is why it is so important to talk, to ask questions, to listen and respond to the individual.”  Maeve’s story Dermody grew up on a farm in Mullinalaghta, Co. Longford, with four older brothers. “One of my brothers has a hearing loss and I am profoundly Deaf, so we have both had very different experiences. I went to a Deaf school and he went to a mainstream school. “I grew up seeing him progressing a few years ahead of me—going to college and getting a job. I thought, ‘I’m going to grow up and I’ll do the same because he’s been able to do it’.” At first, Dermody set her sights on becoming a primary school teacher. “I went to a Deaf school in Dublin and I knew that St Patrick’s College offered a teacher training course in Deaf education. That’s what I wanted to do,” she says. Dermody discovered, however, that she couldn’t apply for a place on the course because the Deaf school she had attended had not taught Irish as a subject at either primary or secondary level.  This meant she did not have Irish as a Leaving Certificate subject—a requirement for primary teaching in Ireland. “I didn’t have the option of doing my primary teacher training in Ireland. I could have gone over to the UK, but I didn’t want to do that. I wanted to study here and be close to family and friends,” she says. Instead, she decided on a different career path; one that would allow her to use her strength in maths and interest in business to become a post-primary teacher. College life Dermody embarked on a degree in accountancy and finance at Dublin City University (DCU) in 2008 followed, three years later, by a professional diploma in education and a master’s in education. She is a qualified secondary school teacher, specialising in accounting and business studies.  Dermody’s college experience was positive, but it was also a new and unfamiliar environment. “When you’re in a Deaf school, it’s a bit like being in a bubble. You know all the teachers and everyone uses sign language. We had very small classes of just two to six pupils,” she says. She was the only pupil in her class to do the Leaving Certificate. “I had always wanted to go on to third level, meet people and socialise,” she explains.  “College is very new and different though when you’re coming from a Deaf school. You can feel a bit lost, but I was determined to roll up my sleeves and integrate.” As well as forming close bonds with her collegemates at DCU, and forging lifelong friendships, Dermody made use of the supports offered to Deaf students, including ISL interpreters and note-takers for college lectures. “I started to teach and I enjoyed it, but found myself wanting more from my working life. I’ve always been a problem-solver, so I started thinking instead about pursuing a career in accountancy,” she says. Dermody’s next port-of-call was AHEAD, the independent non-profit organisation working to create inclusive environments in education and employment for people with disabilities. “AHEAD is a really good organisation and they provide a lot of support in the workplace, both to the person with a disability and to the employer,” she says. Through AHEAD’s Willing Able Mentoring (WAM) programme for graduates with disabilities, Dermody secured two paid work internships with ESB and the Civil Service. “I started applying for jobs when I completed my internships, but I wasn’t having much luck. I decided that I needed more qualifications under my belt, so I started studying to become a Chartered Accountant,” she says. “As an organisation, Chartered Accountants Ireland was every bit as supportive as DCU, organising ISL interpreters and anything else I needed. “It was only when I started applying for jobs, both after graduating from DCU and completing my CA training, that I started to feel different. I could see my peers, who had similar grades but no disability, getting jobs. I wasn’t getting those same opportunities.” Path to experience To gain the experience she needed, Dermody took a part-time paid position with Reach Deaf Services. “That was a good start for me, and I was able to apply for other jobs while I worked there.” Eventually, Dermody was offered a fixed-term accountancy position and, from there, she joined St. Joseph’s School for Deaf Boys in Dublin as an accounts administrator. “I also started working as an administrative accountant with Deaf Village Ireland and the Sign Language Interpreting Service. I was working three different jobs, all fixed-term, but I wanted more security.” That was when Dermody decided to apply for work with the Civil Service and was offered her first position with Revenue. Government supports Even though her experience of working in the public sector has been overwhelmingly positive, Dermody would like to see greater emphasis at Government level on the provision of practical work-related supports for people with disabilities in Ireland. “I think the Irish government should look to the UK model of providing supports for people with disabilities. The Access to Work scheme there provides people with a disability with funding at an individual level, to help support them in the workplace,” she says. “This means the employer doesn’t have to be concerned about the cost of providing this support. The person with a disability receives the funding and the employer then confirms that the funding has been used.” On the other side of the coin, Ireland is better than the UK in terms of access for people with disabilities in social spaces.  “I would also like to see Irish Sign Language (ISL) included in the school curriculum in Ireland. ISL is one of our three official languages, yet it is not taught in our schools,” says Dermody. “If Irish Sign Language were on the curriculum alongside Irish and English, it would help to give people a basic understanding of sign language. That would make it easier to converse with Deaf people, even just through simple, everyday expressions like ‘please’ and ‘thank you’.”

Tony Ward tells us about his experiences starting his career as a Chartered Accountant and adapting to a new working reality after he began to lose his sight in his twenties I had a very ‘ordinary’ early life growing up in Monaghan. I was of a generation where it wasn’t so commonplace to go to college, but I was always reasonably academic and chose to study commerce at UCD.  I had no particular focus on going on to do accountancy, but I guess the subjects I studied were already oriented towards accountancy and business.  Looking back now, almost 40 years later, I don’t know whether I was lucky or smart, but choosing to become a Chartered Accountant turned out to be a great decision from a career perspective. I’ve never had any sense that I went in the wrong direction. I began my career in contract with a smaller firm—now long gone after many mergers over the years.  Like all trainees, I started at the bottom and found working at a smaller firm to be of great practical help. I qualified as an Audit Senior in 1989, moved to Deloitte for two years and, from there, went into a management role in practice. It was around 1990 that I became aware that things I used to be able to do fairly easily were becoming more difficult. I was losing my sight, but it wasn’t until 1994 that I was diagnosed with Retinitis Pigmentosa, a genetic condition that causes sight to degenerate over time. Those four years without a diagnosis were the most difficult for me, both personally and professionally.  I was desperately trying to survive in the sighted world and many things became more difficult, and eventually impossible.  It may sound strange to say it now, but it wasn’t obvious to me at the time exactly what was going on.  I think the human response when faced with all kinds of challenges is often to try to survive in the moment.  It’s perhaps only afterwards that we realise what was actually going on. My diagnosis in 1994 came as a huge relief. It’s hard to believe in 2022, but back then losing my sight meant that I basically had to stop working.  Computers and adaptive technology were in their infancy, and I just couldn’t read any more.  At that point, I embarked on a new career pathway—less direct than most in the profession.  Technology began to improve and one of the most important decisions I made was to learn to touch type.  Around that time, I and others were gradually starting to realise that, just because I couldn’t see didn’t mean I didn’t have the skills to do a lot of the jobs sighted accountants could do—think clearly, solve problems, and be part of a team.  Definitely then, and even now, people can be too easily judged at face value. Unfortunately, this means that your most easily identifiable, defining characteristics—in my case, my sight loss—can be a real disadvantage.  At that time, many doors were closed—both to me, and on me. Fortunately though, there were enough open doors, even then, to allow me to pursue a rewarding, constructive and worthwhile career. Here, I have to mention Access Support Services at Chartered Accountants Ireland. I was extremely reluctant to engage with the service at the outset. I thought, “what can they really do apart from sympathise with me?” But, for whatever reason, I decided to reach out, initially to Derek Snow and then Oliver O’Brien. Oliver (who only recently retired from the Institute) was a huge support. He encouraged and facilitated me to go to Institute events and introduced me to others. For that, I am extremely grateful.  I think the biggest challenge people with disabilities face is often other people’s perceptions and attitudes.  This is much improved nowadays with genuine engagement on equality, diversity and inclusion and a much more diverse society than 30 years ago. Challenges remain, however, including preconceptions of what blindness means and assumptions about what you can and can’t do.  There are also the very practical challenges involved in everyday tasks—reading hard copy documents, shopping, transport, participating in sport, traveling, the basics of working full-time, and walking into things if I’m not careful!  I suppose one way for a sighted person to understand my experience would be to close your eyes and try to go about your daily life. That said, technology and a multitude of very considerate family members, friends and colleagues have all made this easier for me.  So, while everything starts from a position of potentially being difficult, good planning and decent workarounds make it all much more possible.  Nowadays, I enjoy a very fulfilling work life, and numerous work- and career-related interests, but getting to this point was neither easy nor inevitable. In my experience over the years, very few employers actively start from a position of discrimination—but we all know, through training and education, that bias is ever-present, including unconscious bias.  The phrase I use to describe how this works is, “the making of assumptions”. We all make incorrect assumptions all the time based on sub-optimal information or flawed perceptions.  So, while the world of employment has improved greatly over the years, much more remains to be done to ensure that we are truly fair and unbiased. People with disabilities and other differences deserve a fair crack at fulfilling their expectations of obtaining and retaining work.  We wouldn’t like to be discriminated against, so we should not put ourselves at risk of discriminating against others. My advice to employers here is to be fair and equitable. Don’t make assumptions about employees or candidates who have disabilities and get professional advice if you need it.  There are organisations like AHEAD (ahead.ie) working to create inclusive environments in education and employment for graduates with disabilities, and many other sources of excellent information about people with specific disabilities that will give any employer the resources they need.  The essential ingredient here is that the employer is genuinely open to all of this and has the right attitude. Without this, it doesn’t matter how many resources you have—­­it will be inadequate. It was one small private company I worked with 20 years ago that gave me my first breakthrough in obtaining employment in an open competition.  I am very good friends with the Director to this day. When I asked him why he gave me the job, he said I was the best candidate. He knew I would be able to do the work as a person with a visual impairment because, he said, “I figured you would figure it out and that it was really none of my business!” That was worth more than anything to me and I flourished in that role for six years. It just shows how much attitude matters. The details can always be figured out, unless the person hiring you really believes your disability is an issue—then, it won’t work. I had a similar experience with The Wheel where I was Director of Finance from 2016 to 2022. They were a bit apprehensive about hiring me, simply because they didn’t know what they didn’t know. In other words, they didn’t know how I would interact with the normal volume of information any Director of Finance would be expected to handle—but, if I can put it this way, they took the risk. By risk, I don’t mean me as a person or professional. What I mean is that they were comfortable not fully knowing or understanding what they didn’t yet know or understand. If you look at equality for people with disabilities in the wider working world and in society as a whole, the bottom line for me is that, if we are treated fairly and equitably, then we have the same likelihood of benefiting from opportunities in life as everyone else.  As it stands, unemployment rates among people with disabilities are much higher than in the general population. There may be genuine reasons for some of this disparity, but definitely not all of it—and employment opportunities really matter because there are so many benefits that go along with them. I am talking about active engagement, social interaction, economic benefit, and the power to make decisions about where and how you live, and what you do.  So, to the extent that people with disabilities might need some extra support or flexibility in the work environment, the benefits for these people, for employers, and for society as a whole far outweigh any efforts, costs or flexibility required. If it is done the right way with the right support from the Government and from employers, we will all reap the rewards.

Bottling up emotions can prevent us from processing them and make them harder to handle. But so many of us find it hard to talk about our feelings. We might overthink the process, worry about being judged, or struggle to find the right language.   There’s no right or wrong way to go about sharing how you feel, though.  You could speak to family and friends for support. Or you may find it easier to open up to a professional counsellor or coach. Maybe you have a colleague or line manager you can approach.   Other sources of support may include a religious or spiritual community, teachers, or academic supervisors.   The important thing is that you feel safe and supported by the person you’re opening up to.  Tips to help you open up about your feelings  Communicate in a way you’re comfortable with   If you can't speak face to face, you could try talking on a video or phone call. Or maybe you prefer to write your feelings down in a letter, email, or online chat.  Writing your feelings down provides a space to reflect on, and shape, what you want to say. Writing a letter to yourself, or keeping a journal, are great ways to explore your feelings. They can also help you articulate them when you’re ready to share.   Find the right time and place  When you’re ready to talk, find somewhere comfortable, relatively quiet, and where you’re unlikely to be disturbed or interrupted.   If you’re planning to talk with a colleague, manager, or friend, consider telling them in advance that you want to have a personal and private conversation. They can then prepare to give you enough time and space.   You may also want to discuss any concerns about confidentiality.  Practise what you want to say   What do you want to say? How much do you want to share? Try not to overthink it, but have a vague idea of what you want to cover.   Give your plan some flexibility so that you can adapt to how the conversation naturally unfolds. It can be distressing if you have a rigid plan for the conversation and things don’t go how you wanted.  The trick is to balance knowing what you’d like to say, and leaving room for the other person to speak.   To help you prepare, you could make some brief notes or write points down in a journal. You don’t have to share everything. You’re in control of what you share. Opening phrases like, ‘I haven’t felt like myself lately,’ or ‘I’ve been struggling to cope lately,’ may provide a starting point.  Aim to use language and phrases that are comfortable and relevant to your experiences.   Be honest  It can help someone to understand what you’re experiencing if you describe how your feelings are affecting your life, and what actions they’re prompting you to take (or stopping you from taking).   You might say, ‘I’ve been really anxious lately, and it’s making me withdraw’, or ‘I’m feeling overwhelmed with the amount of work I have on and it’s really affecting my sleep’.   Making connections between how you feel and your behaviours helps people to understand your situation. It may even be something they can relate to.   You may also find it helpful to share how you feel about the emotions you’re experiencing. Perhaps you feel anxious about your low mood, or guilty when you feel happy.  This gives the other person more information about what you’re going through and helps you to better understand what you’re experiencing.  Explain how you feel  Acknowledging how difficult it is for you to talk about your feelings gives the other person a chance to respond in a sensitive and helpful way.   You could say, ‘I find it hard to share what I feel, but I think it would be helpful…’. This might also give you some time and space to settle into the rhythm and tone of the conversation.   If you start to feel uncomfortable, let the other person know and give them the chance to reply.  Suggest things that might help   It can be useful for both of you to share some examples of what you’d find helpful. This might be listening. Or it could be something more practical, like if you’re talking to your manager, you could discuss potential changes to your job and responsibilities.   Start slowly It may take several conversations to explain how you’re feeling. That’s ok. The goal is to express your genuine experiences, and do so in a way that allows you (and whoever you’re talking to) to feel comfortable.   While it isn’t your responsibility to manage how other people respond, it may be beneficial to both of you to allow time for them to process what you’ve told them and return to the conversation later.  Similarly, if the other person’s response upsets you, or they don’t seem willing or able to respond helpfully, the wisest and kindest thing you can do is talk to someone else.   It’s not your job to convince someone to help you. Nor do you have to justify how you feel. Maintaining your boundaries around difficult and sensitive conversations will empower you to support yourself safely.   Cultivate openness without dependence  When you first talk about your emotions, it’s easy to feel dependent on the people you share them with, especially if you only share your experiences with one person.   The goal of disclosing your emotions is for you to manage your feelings so that you can better support yourself. That’s very different from depending solely on others.  Although friends and family can sometimes help you feel less anxious, it’s important that this process empowers you to work through your emotions independently.  Talking about your emotions should be an experience that strengthens the openness and trust you have in relationships, without making others responsible for how you feel.   Be kind to yourself  Whenever you feel uncomfortable, unsure, or guilty about sharing how you feel, ask yourself what you’d say to a loved one dealing with something similar. Apply the same kindness to yourself.   Our emotions affect so many things, from our ability to learn, to how creative we are, to whether we can develop and sustain healthy and reciprocal relationships. So it’s vital we find positive ways to explore and express them.   Talking about our feelings can make us feel vulnerable, but try to see it as investing in yourself. By sharing how you feel with someone supportive and trustworthy, you’ll learn ways to support yourself through life’s ups and downs.   Sharing how you feel with others also gives them permission to share how they’re feeling, too, allowing us each to contribute to a society where we can all be more emotionally authentic.   Article reproduced with the kind permission of CABA, the organisation providing lifelong support to ICAEW members, ACA students and their close family around the world.

Self-compassion is the ability to treat yourself with the same care and kindness as you would a good friend who was going through a difficult and stressful time. 'Unlike self-criticism, which asks if you're good enough, self-compassion asks what's good for you, what do you need?' Kristin Neff Showing compassion to others When we are compassionate to others, we have an intention to be with them through the difficulties they are experiencing and to alleviate their suffering and stress in some way. This can often be very different to the way we treat ourselves through the challenges of life. How often have we provided support for someone we care about and yet end up criticising ourselves endlessly for our various perceived inadequacies or shortcomings. Many of us have been taught to put others first. But neglecting ourselves in order to do this isn't an effective or sustainable long term strategy without considering what we need to keep emotionally well. Maintaining the inner capacity to be there for our family, friends and colleagues is reliant on looking after ourselves well. Self-compassion means you are understanding and kind to yourself when confronted with personal failings and mistakes – after all, whoever said you were supposed to be perfect? Why we need to be compassionate towards ourselves Feeling stressed and being hard on ourselves is very common, especially in a culture which is increasingly performance and target focused. Loneliness and isolation are also increasing in our ever digitally focused world. If you are finding it difficult to manage the many challenges, threats and distractions of our modern world, you are not alone. With current figures of one in four people developing a mental health difficulty in any given year and the rising levels of distress within young people, many people are struggling to align life with their deeper values and needs. A self-critical and unkind stance towards yourself when you are going through testing times will only serve to activate the fight or flight stress response, clouding the minds ability to remain calm. Some people may feel reluctant to develop self-compassion as they might feel the notion is self-indulgent or self-pitying. But developing the ability and strength to face and manage our difficulties, without isolating ourselves from others and becoming absorbed in our own pain is the essence of courageous living. Being able to attend to your own difficulties and challenges wisely will enable you to have the spare emotional capacity to engage with others and life in a more helpful way. According to Kristin Neff there are three key elements to compassion: Self-kindness An ability to relate to ourselves with warmth and kindness. Common humanity The appreciation that we all suffer at times and you are not alone in these feelings. Mindful awareness The ability to view our difficulties in a balanced perspective so that we can keep engaging in life. How to develop emotional resilience There has been much interest in the effects of developing compassion within ourselves from a scientific perspective. Research has shown that people who score high on self-compassion: Cope better with adversities Take more personal initiative and responsibility Are less fearful of making mistakes and being rejected Are more emotionally intelligent, happier and more optimistic Take better care of themselves physically and emotionally The good news is that our compassionate self can be developed and enhanced through training and practice so that we become more attuned to supporting ourselves through the difficulties of life rather than sabotaging ourselves and making situations more unmanageable than they need to be. How to be kinder and more compassionate to yourself Be aware of your internal voice Becoming aware of how we talk to ourselves, the tone of voice we use and language we use gives us the opportunity to move from harshness to supportive tendencies. Noticing the good Being able to notice and celebrate moments of the day and our good qualities is an essential part of managing and balancing difficult times. Each day ask yourself: When have I been at my best today for someone else? What has been my best moment of today? Give yourself encouragement It is more effective to become your own internal ally and support system rather than your own harshest critic. Written by: Kirsty Lilley Kirsty has delivered mindfulness and self-compassion courses to a wide variety of workplaces during her career and is also a trained psychotherapist and coach. She has worked at a strategic level within organisations developing wellbeing policies and been responsible for developing training courses on improving mental health and wellbeing. Kirsty is committed to an integrated and compassionate approach when helping others to fulfil their potential. Article reproduced with the kind permission of CABA, the organisation providing lifelong support to ICAEW members, ACA students and their close family around the world.

"I look back on her teenage years as being the loveliest stage of her childhood" said no parent, ever. Living with teenagers can be stressful, exhausting, sometimes fulfilling and certainly unpredictable. Here’s some thoughts on how to help your child transition to a happy and healthy young adult, whilst keeping your own professional and personal life on track. These are based on my own experience and feedback from other parents. Remember you are the expert on what’s right for you and your family, these are only ideas. Be a role model for a happy, healthy and meaningful life Teenagers don’t appear to listen to what we say, but they certainly copy what we do. Pay attention to your own diet, exercise, sleeping habits, alcohol consumption, over-work and other life style choices. That includes letting them observe you having fun and making time for things you enjoy, as well as working and being a parent. It’s not selfish to have outside interests and let your children see that life is for living. Don’t pretend to be a clean-living paragon when you are not. It’s much better for them to see you balance a few days of healthier living to make up for a period of excess, whether through work or play. That’s real life. Turn off the digital devices Teenagers are notoriously critical of their parents so don’t make it easy for them to call you out on double-standards. You can’t expect them to make conversation with you if you are checking your own emails at the dinner table. Try to make some family rules about screen time and stick to them Talk, don’t bottle up your emotions It’s normal to feel frustrated, overwhelmed, and tired from time to time. It’s also normal to feel frustrated or angry with your teenager sometimes too. Reach out to people who will support you. At work, advice and feedback is usually helpful. In our personal lives, you don’t necessarily need advice, just someone to listen to you non-judgementally. It’s ok for your teenagers to see that you can feel vulnerable or overwhelmed from time to time. They will learn how to deal with stressful situations from observing how you cope. Avoid comparisons Other people’s children may appear to be coping much better than yours, and other parents appear to be managing their life and career better also. That may be true, or it may not be. Surround yourself with a supportive network and don’t judge your own family life or other people. Life is a marathon not a sprint. If your children are facing difficulties now, then they will learn from their mistakes and build resilience. Don’t beat yourself or them up for not being perfect. You may even have to relax your high standards – maybe one relaxed, home-cooked meal with all the family round the table each week is enough to aim for? Create an easy space to talk As teens become increasingly independent they often spend more time with their friends than their family. This can feel like a rejection. Try and keep the lines of communication open. It is essential to invest your energy in maintaining a good relationship, even when they have trouble communicating. Talk to them about what you are up to, and perhaps they’ll reciprocate. Find the best time to get them to open up. Many parents say that their teens talk to them when they are taxi-ing them around. If your children are more relaxed in the early evening, then grab a cup of tea and chat to them when you get home, rather than rushing to do chores or doing work. Ditch the guilt Some days you simply have to put your professional life first to cope with the demands facing you. That’s modern life and that’s how you pay the bills. Don’t beat yourself up about it. They’ll respect you for your achievements, even if they don’t show it right now. No one says it is easy to balance work and family life. Smaller children are tiring but they are easier to control than stroppy teenagers. It’s hard for many of us to let go, particularly when we are usually in the driving seat in our personal and professional lives. Pick your battles carefully. Like all childhood phases, this won’t last for ever. Written by: Zena Everett, Executive Coach. Article reproduced with the kind permission of CABA, the organisation providing lifelong support to ICAEW members, ACA students and their close family around the world.

We all get stressed from time to time. A certain amount of stress can be useful but if you feel constantly overwhelmed this can lead to health problems. This article will look at the causes of stress and provide some tips on how to increase your resilience. You probably know the feeling of being stressed out all too well. Your breathing quickens, your heart starts to pound, your mouth feels dry, your muscles feel tense, your hands feel cold yet sweaty. Situations we find stressful can vary widely from person to person as some of us are more susceptible to the effects of stress than others. These situations trigger the release of stress hormones that are responsible for the way you feel when stressed. This is called the stress response, or the fight or-flight response. Survival mechanism The term fight or flight was first used by American physiologist Walter Bradford Cannon back in the early 1900s. It describes the body's automatic response to danger which is thought to have evolved as a way of helping humans react quickly to life-threatening situations. This response is triggered so fast you won't have time to think about it. Here's how it works: Step 1 In the presence of danger, the eyes and/or ears send information to the area of the brain involved in emotional processing, called the amygdala. The amygdala sends a distress signal to a tiny area at the base of the brain called the hypothalamus, which communicates with the body via the nervous system. Step 2 The hypothalamus activates the part of the nervous system called the sympathetic nervous system. This then sends signals to the adrenal glands, which respond by producing hormones including adrenaline, norepinephrine and cortisol into the bloodstream. As these hormones circulate through the body they bring about a range of physiological changes, such as: Faster heart rate Increase in blood pressure Faster breathing rate Increase in mental alertness Decreased saliva production Increased sweating Sharpening of senses such as sight and hearing Increased energy (caused by the release of sugars and fats into the muscles) Reduced urination Step 3 If the brain perceives the threat as ongoing the hypothalamus releases more hormones. These act on the adrenal glands, making them release more cortisol and leaving the body in a continued high state of alertness. Step 4 When the brain perceives the threat as having passed, cortisol levels fall and the hypothalamus activates the parasympathetic nervous system, which dampens the stress response.  Long-term effects Though the threats we encounter these days are usually very different from those faced by our prehistoric ancestors, the stress response is still useful as it boosts our awareness in stressful situations and helps us cope with emergencies. If your fight-or-flight response is triggered too often and for too long, the constant release of stress hormones in your body can lead to one or more of the health problems associated with chronic stress. These include digestive issues, impaired resistance to colds and other infections, heart disease, sleep difficulties, weight gain, anxiety and depression. While it's unlikely you'll be able to remove stress from your life entirely, there are steps you can take care of your physical and emotional wellbeing. Try to make your lifestyle as healthy as possible by: Eating well Eat a healthy balanced diet. Have at least five portions of fruit and vegetables every day and try to limit how much sugar you eat. Sleeping well Getting a good night's sleep (read our tips for a better night's sleep for pointers). Learning how to relax Try yoga, meditation, deep breathing or whatever helps you feel calm. Move more Taking regular exercise can help reduce the build-up of stress hormones in the body. Improve your resilience Increasing your resilience can help you to cope with stressful situations. Learn how to be more resilient by reading our article 5 ways to boost your resilience Article reproduced with the kind permission of CABA, the organisation providing lifelong support to ICAEW members, ACA students and their close family around the world.

Sometimes, the hardest part of networking isn’t the meet-and-greets, but the follow-up. Jean Evans gives us her five top tips on how to maintain and nurture your network. Many people confidently attend networking events and meetings but falter on the follow-up. And as we all know, it’s all in the follow-up. That’s where the magic happens. Why you should nurture your network Building relationships take time, effort, energy and intention. Importantly, your relationships must be built and developed strategically on a foundation of authenticity. You must have done this before having an ‘ask’, like looking to someone for help, an introduction or a connection. You have to be intentional and focused about the follow-up. Know how much time and effort you can put into the process, and how best you can nurture relationships with the people in your network. Here are a few pointers to help nurture your network. 1. Keep a pad and pen handy I never leave home without a little notebook and pen. I never know when I might meet someone or come across a piece of information, a useful podcast, an article, or something I can share. The pen and paper are for writing down any useful information obtained, and the person to whom I want to pass this valuable information on to. Alternatively, there are loads of opportunities to find interesting bits and pieces others might value on social media platforms. If you come across an image, article or even an appropriate meme you think could be good, screenshot it and send it on to them. 2. One-to-ones Get to know people in your network on a more personal basis. This is imperative if you want to move the needle on the relationship. This can be done in person (best option), digitally, or by phone. However you do it, the key is taking the time to really connect with the other person. 3. Broker introductions Two people may be in the same network and not know each other yet, but you think these remarkable people should get to know each other. Share the love (and they’ll surely share it with you)!  If you hear of someone who is looking to hire, needs a job or is looking to source a supplier, and you know the perfect person, make a introduction by sending a friendly email to both, highlighting their expertise and suggesting they connect to move forward. You can also separately discuss the connection with the concerned party and assess if it’s appropriate in terms of need, fit for time, etc., before making an introduction. 4. Send a letter or message I have a stash of thank-you cards and notelets, and I also keep a roll of stamps to hand. Write a handwritten note of thanks to people who help you by nurturing their connection to you. Social media platforms are great for reminding us of birthdays, anniversaries and new jobs, so utilise this service by reaching out to those marking a special occasion. Don’t just use the pre-written text suggested by LinkedIn or other platforms. Personalise it. The recipient will remember your kindness, and you’ll develop that feel-good factor. 5. Invitations Invite people in your networks to visit other networks that you find valuable. If you’re learning, engaging, connecting and growing, why not share this opportunity with a friend, colleague or acquaintance? Jean Evans is the Founder of Network Me.

Sometimes it feels better to put off our work rather than diving into something difficult, overwhelming, or simply unenjoyable. Edel Walsh outlines how you can overcome your procrastination Do you find you leave your studies until the eleventh hour? When you sit down to study, do you spend more time organising your notes and desk than doing productive work?  One of the most common time management traps students fall into is the habit of procrastination.  In this article, I will look at what procrastination is, its causes, and how to overcome procrastination when it comes to your studies.  What is procrastination? Procrastination is the art of delaying or postponing an action, so there is a significant lapse between when you intend to do something and when you eventually do it. This can result in missed opportunities, missed deadlines, feelings of stress, frustration, and dissatisfaction.  Causes of procrastination There can be simple causes of procrastination, such as: the task appears overwhelming; the inability to prioritise; and a lack of skills and knowledge to complete the task. More complex reasons for procrastination include: a fear of failure; and  perfectionist tendencies. How to combat procrastination There are many ways to combat procrastination, and here are just a few. Reflect on your behaviour Start by writing down the reason why you are delaying the task. By reflecting on your behaviour and its causes, you can start to work on overcoming the challenge before you.  Break it down If the task appears overwhelming, break it down into small manageable chunks. As students, we often think of the end goal – the exams. This is called a performance goal.  However, a better approach is to think in terms of learning goals. A learning goal is where we focus on understanding and mastering one small element of the syllabus.  Reframe your self-talk It is also important to watch your self-talk. Sometimes, our internal dialogue can be negative, especially when we are under pressure or feeling stressed.  For example, you might tell yourself that you can’t pass the exam or that there is too much information for you to take in. Instead, reframe your self-talk by finding the one small step you can take to move forward in your studies.  Remind yourself of your strengths and your capabilities. Consider the times in the past when you were procrastinating on a task and what you did to overcome this. Pomodoro technique Limit yourself to short periods of work. For example, work on a task for 25 minutes and then take a five-minute break. This is known as the ‘Pomodoro’ technique.  During your break, take a few moments to reflect on what worked well for you in the 25 minutes of study. What have you learned? What else do you need to know for a better understanding of the topic?   “Eat the frog” Schedule time for the task, even to get a little bit done.  Sometimes, if we find a task overwhelming or complicated, we tend to avoid it and instead focus on the subjects and tasks we enjoy, or the topics we find easy.  A helpful technique to use is to “eat the frog”. When planning a study block, schedule the subjects you find difficult first and keep the easier subjects until the end.    Find a study partner Consider finding an accountability partner like a friend, colleague, or family member. This is someone who keeps you on track and helps you maintain progress on a task. Discuss the tasks you procrastinate on with your accountability partner and ask them to check your progress regularly. This increases motivation to complete the job. Procrastination is a habit The good news is that procrastination is a habit. Bad habits can be broken, and good habits can be made.  A helpful tool to use is the ‘Cue, Behaviour, Reward’ technique when building new habits.  The cue is a trigger that sets off our habitual routine. The behaviour is the action that comprises the habit. Finally, the reward is a tangible or intangible positive reinforcement for the behaviour.  Let’s take an example: Cue: If I start browsing social media instead of tackling my studies…  Behaviour: …then I will put my phone on aeroplane mode… Reward: …and take a deep, productive break once I have completed the task. Changing your habits We have seen that procrastination is a habit that can result in feelings of stress, overwhelm and disappointment. However, patterns can be changed. To change your practices, break the tasks into small manageable chunks, “eat the frog”, watch out for the negative self-talk, limit yourself to short work periods and find an accountability partner.  Edel Walsh is an academic performance coach. Her website is www.edelwash.ie, and her email is edel@edelwalsh.ie

It’s normal to want to ease into the new year. However, doing so at the sacrifice of your studies will not set you up for success in your exams. Shane Burke, LMS Project Manager at Chartered Accountants Ireland, argues that focusing on your exams early will lead you to the best result We understand that returning to studies after the festive break can seem a less than appealing prospect, particularly when you’re also in full-time employment.  By this point in January, the novelty of starting a new programme or a new academic year has well and truly worn off and finding new reserves of energy and commitment for the months ahead can feel like a big task.  However, the Institute is here to help you move forward with confidence. We’ll also explore the opportunities for exam practice and look at ways to help you return your focus to your studies when you feel pulled in different directions. Staying engaged Traditionally, January can be a time of lower engagement in learning activities. However, getting back into the hard work of study matters, and the stakes get higher from this point on – we have the statistics to prove it.  Each year, we capture the engagement and attendance levels of students. More recently, the shift to an exclusively online education model has provided far more detailed data on student engagement. By mapping results against student activity levels, we can now identify those behaviours that make a big difference in whether you pass or fail a subject in the summer.  When our data team compares exam success to student behaviours and investigates the data available from the Learning Hub, we see a strong correlation between students who perform well in the exams and keep up with their studies.   The opposite also applies.  Data shows that students who did not focus on their studies after the holidays and remained at a lower level of engagement in the months that follow were at greater risk of either only just passing their exams with a low mark or failing them completely. Busy season for firms The data points to a considerable increase in engagement (not unexpectedly) on the Learning Hub in the weeks leading up to the main exams. However, the problem is, by that stage, it’s often too late to catch up.  While you’ve stood still, the work keeps mounting; sessions build up, and later lessons only make sense if earlier fundamentals are thoroughly understood. As with any new job or contract, there are waves of work and busy periods you need to prepare for. Being new to the company, you might not be aware that you are about to be hit with long hours and a heavy workload over the next few weeks. This is driven by the volume of statutory audits which need to be managed by firms, with knock-on increased work in other areas of the business, such as tax and financial services.  Don’t worry. Your firms are well used to managing resources, and you will get through it with your team. You might even enjoy the energy and buzz involved in external assignments. However, finding study time can be extremely difficult during these periods.  We advise finding some time each week in early spring to maintain your studies. This might involve live webinars or putting aside some hours each weekend for study.  Remember, you’re wearing many hats as a trainee, employee, and student working towards a professional qualification. Over the coming weeks, your task is to keep all those balls in the air. Exam technique  Our data shows it’s not enough to ‘cram’ in the weeks before the exam. If that was ever possible in the past, it’s definitely not now, given the move to online education. The course material is too long, and there is too much of it to really understand what you are being taught if you try to stuff it into your brain last minute. Students should be spending that pre-exam time practising questions in exam papers and prepping their exam technique.   This is also backed up by the data. Students who fail exams tend to have lower uptake on mock exams and practice papers. On the flip side, students who passed – and passed well – in the main exam either engaged in mock exams or utilised practice papers in each subject at least once. Successful students study, learn and then practice what they learn in question banks and sample papers. You’ll also have ample opportunity to practice your technique on the online exam platform.  From late January, all students will have access to four sample papers in each subject. These sample papers are exam-quality and fully representative of the type of paper and distribution of marks you can expect in the main summer exams.  Then, closer to the mock exams, we will take one of these sample papers and upload this to the exam platform, Cirrus. This paper, known as the ‘Practice Paper’, allows you to practice what you’ve learned in exam technique from videos on the exams section of the Institute’s website (see ‘e-assessment’). You will have four attempts at each paper per subject. But what if you want to practice now and not after March? Easy. Just practice the questions from the question banks for each session in Microsoft Word. It offers functionality similar to the Cirrus exam platform and is a great way to practice before the mocks. All students have access to the mock papers released in March (CAP1) and May (CAP2). We strongly encourage you to use the mocks as another chance to practice on exam-quality papers, on the exam platform and in exam conditions.  What’s examinable? A common question we get from students near the end of the academic year is what content is examinable. Luckily, the Competency Statements outline what is examinable for each subject. These can be found in the exam information section of the Institute’s website.  In reading the Competency Statement, you will learn what’s examinable and how well you need to understand a certain topic to pass the exam. Bringing it all together As we’ve seen, January marks a crossroads for many in their studies. The pressure of the ‘busy season’ in work means that it can go two ways: you keep the pace or slack off.  In discussing what the data shows and matching student behaviours to exam success, we’ve demonstrated the importance of sticking to the programme. Even doing a little bit each couple of days will make a huge difference.  Now that it’s over to you. Start small and start now to set yourself up for success.

After the hustle and bustle, exhilaration and excitement of the festive period, January and the winter season itself generally can leave us feeling a bit flat. With colder, darker days, people may notice they experience a dip in mood, feel more irritable, fatigued and less motivated. The reason for this may be Seasonal Affective Disorder (SAD) or the less-severe form, the winter blues. SAD symptoms are very similar to depression but has a seasonal pattern. The HSE estimates approximately 7% of the population experiences SAD. Here, we share some timely information and advice on how to combat the winter slump.  What causes this? Nobody really truly knows what causes the winter blues or SAD, but some experts believe SAD is caused by fewer hours of sunlight during the winter months that deplete your body’s levels of serotonin – often called the ‘feel-good’ chemical. Low light levels are thought to affect the production of melatonin, which can disrupt the body’s internal clock (or circadian rhythm).  If you’re diagnosed with SAD, your GP may recommend treatment with antidepressants called selective serotonin re-uptake inhibitors (SSRIs), alongside talking therapies, such as cognitive behavioural therapy.  But if you have milder symptoms, we have some tips you can try to protect yourself against the winter slump: See the light Sunlight is known to activate a specific hormone called serotonin. This hormone is responsible for regulating and elevating your mood, helps with sleep and wakefulness and is linked to feeling good and living longer. Try getting outside into the sunlight as early and often as possible throughout the day.  Get help from tech If access to bright sunlight isn't possible, studies have shown light treatment/therapy is another effective way of reducing the symptoms of SAD. Many people with SAD or the winter blues respond well to light therapy, which involves sitting in front of a special light therapy lamp – or light box – at home. You may also find dawn simulators useful,  they use a gradual light to wake you up in the morning, simulating a summers morning. Always remember to check any light therapy devices to make sure that it has been made by a fully certified manufacturer and is designed for treating SAD. Additionally, you could try using aromatherapy and the use of essential oils to help boost your mood. As some studies suggest that it could potentially lessen any symptoms. Get active Physical activity is widely thought to be an effective way to boost your mood, and there’s a solid body of evidence that suggests exercise may help to alleviate depression. Exercising outdoors, especially when it’s sunny, may have an even stronger effect on SAD/winter blues symptoms. You don’t have to turn into a fitness fanatic. Just being more active in your day-to-day life can have a huge benefit on the way you feel, especially during the winter. Eat mood-boosting foods Many experts believe what you eat can make a huge difference to your mood, especially during the winter, particularly foods that contain the amino acid tryptophan, which converts into serotonin in the brain. Foods rich in tryptophan include bananas, turkey, chicken, fish, cheese, eggs, milk, nuts, avocados and pulses. Some also believe omega-3 fatty acids may enhance serotonin activity, so eat oily fish such as salmon, mackerel, sardines and fresh tuna at least once a week (if you’re a vegetarian or vegan, try adding flaxseeds or chia seeds for an omega-3 boost). Stay warm Some SAD sufferers say their symptoms improve when they keep warm, so make sure your home and workplace are properly heated and wrap up well when you go outdoors.  If you’re worried about the financial cost of turning up your thermostat, get in touch to find out about CA Support's emergency financial assistance.   Keep in contact When feeling down, it’s natural to want to shut ourselves away from the world. It’s important to keep our social muscles active, as positive relationships bring both joy and perspective to our lives. Make sure you arrange regular catch-ups with your family and friends throughout winter.  How we can help The Thrive wellbeing hub provides free emotional supports to members, students and family members. We offer a confidential space for you to talk, whether you need a listening ear, wellbeing advice or professional counselling, we are here for you. You can contact the thrive wellbeing team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294 Article reproduced with the kind permission of CABA, the organisation providing lifelong support to ICAEW members, ACA students and their close family around the world.

Each year in January we have Blue Monday.  Often referred to as the most depressing day of the year, researchers have cited the third Monday of January as a day when we are at our lowest, but it doesn’t have to be this way.  Blue January was awarded the gloomy title due to a combination of reasons. Christmas and New Year joy has evaporated, resolutions and motivation begin to crack and wane, finances can be stretched and we find ourselves in the thick of winter.  However, it is important not to allow the concept to become a self-fulfilling prophecy. The day can present an opportunity to check in with yourself, practise some self-care and a chance to look after your physical and mental health. Perhaps it is time to retrain our brain and change our outlook on the month itself- maybe January could be a time for gentleness, reflection and self-compassion rather than abstinence and self-criticism. January is a bleak month but a positive spin on the gloomy dark days of winter is to think of the days getting a little brighter with each one that passes and another step closer to Spring and Summer. There is something reassuring about the subtle change in nature in anticipation of better weather that can lift our spirits and encourage us to look to the future. Or why not carve out some time for yourself this blue Monday and make plans to brighten up the day.  Enjoy a sunrise morning walk Have a slow, gentle morning or breakfast Spend quality time with family/kids  Explore, and appreciate, your local area and surrounds Get out in nature Plan an adventure or complete a task you have been avoiding Embrace online learning Tackle that big DIY project and much-avoided clear-out Develop a new gardening skills Learn to cook or bake something new Catch up with friends Activity/Health Now is a good time as we start new beginnings to think about your health. Being active and having a healthy heart has never been more important. A regular walk will make a big difference and there is plenty of workouts or classes online, no matter what your fitness level. Carve out time for you!  Self-care Managing our stress and anxiety levels is essential and many people use meditation or yoga. But everyone is different, and some find painting or gardening works. Explore some options and find what works for you.  Appreciation The New Year gives us time to reflect and consider our surroundings, our family, friends, and appreciate all that is good in our lives. It also gives us the opportunity to consider changing things which perhaps were not so good for us.    If, however, Blue Monday has made an impact on you then perhaps Thrive can help? To help alleviate the effects of Blue Monday (and beyond), join Thrive and the District Societies for our joint Blue Monday webinar, taking place on Monday 16 Jan @12pm. Our speakers will be discussing their lived experiences and how we can protect and nurture our own mental health. We will be joined by founding member of Hermitage Green, Barry John Murphy, Head of Marketing and Communications for the Limerick City and County Council, Donn O’Sullivan, and a See Change ambassador. Book your free place here: Webinar Registration - Zoom

With Generation Z now established in the workplace, companies need to be savvy when creating an accommodating workplace without forgetting the previous generations' needs. Paul O'Donnell explains how to do just that Are you Generation Z, Generation Y, Generation X, or the rarer breed of baby boomer? With retirement ages drifting and young graduates streaming into the jobs market, a truly diverse workplace will include workers from all generations. Born between 1996 and 2007, Generation Z are not a niche cohort – they make up over a fifth of the population and are the fastest-growing electoral and consumer group – but as relative newcomers to the workforce, they may play a different role as part of their respective teams. In 2022, the Irish recruitment firm HRM released its 2022 'Understanding the Misunderstanding – Intergenerational Insight Report'. The report highlights how age-related stereotypes could mean that workers are somewhat pigeonholed and often assigned specific tasks based on their age and perceived behaviours. As this misunderstanding can negatively impact employee satisfaction and fulfilment – as well as the bottom line – a strategic approach to creating a working environment that meets the needs of all workers is vital. Reading between the lines, the report highlights the inherent challenges in building a genuinely intergenerational workplace and why employers must be cognisant of these to unlock and tap into the talent of all age groups. Priorities As illustrated by the survey findings, each generation has priorities regarding their chosen employer and future career path. It was clear that Generation Z workers have different views on work/life balance, and their preferred communication style is markedly different to that of their colleagues. It has been well-documented that Generation Z, on the whole, tends to be well-educated. They have also witnessed the significant disruption of a global pandemic as they began their working lives and have come of age as the realities of the climate crisis begin to bite. Thus, it is perhaps unsurprising that the report indicates that Generation Z sees themselves as quite different from other generations. On the ground, this can cause issues. An astounding third of Generation Z participants think differing perspectives held by different generations caused difficulties at work regularly. However, the diverse needs of each generation of workers are not necessarily competing. For example, the report found that Generation Z prefers an employer that supports their health and well-being. In contrast, baby boomers were far more concerned about the organisation's financial viability. Yet, employees from all generations benefit from an employer focused on both the bottom line and the health and well-being of its employees. According to a 2021 LinkedIn survey on learning and development, Generation Z is keen to upskill and learn on the job, as their longer-term goals may include an entrepreneurial endeavour. This commitment to lifelong learning should be considered when building people strategies that include ongoing training, rewards or recognition programmes, and career path trajectory. We also learned that for Generation Z, a collaborative culture is the number one factor when choosing a workplace. We know that firms with rigid hierarchical structures are the most likely to struggle to adapt to Generation Z's workplace needs. However, the reality is that traditional hierarchical structures and incremental career growth based on tenure are now outdated concepts. Yet, while an organisation may seek to re-orient its historical structure to accommodate Generation Z as they continue to stream into the workforce, this must be balanced against a duty of care to the other generations of workers. In this regard, the pace of organisational and technological change in the last two decades certainly presents both opportunities and challenges. As digital natives, Generation Z will invariably find digital up-skilling and role development easier – or at least more straightforward. And according to Kantar Global, the smartphone tends to be Generation Z's preferred method of communication. As hybrid workplace models become embedded, ensuring effective communication and savvily employing technology to enable this is a given. However, the pace of change can pose some problems, which must also be considered when creating and developing learning strategies for up-skilling and role development. Blending the generations' needs When blending the right mix of generations, employers must not lose sight of the bigger picture: they must be aware of the differing priorities of each, but this cannot be to the detriment of any one age group. By recognising the needs and wants of each employee cohort, they can exploit the possible synergies that a diverse workforce is capable of. The hunger and drive displayed by Generation Z will always be a welcome addition to a team, but the talent, skills, and experience of other generational cohorts are indispensable. Can a company culture please everyone all of the time? Of course not. But by re-orienteering critical elements of the organisation's culture to satisfy Generation Z, they risk alienating the other generational cohorts – who still comprise the majority of the workforce.  The HRM report clearly illustrates that the key to maintaining good intergenerational relationships is recognising differences and discussing them. As with most workplace challenges, clean and open communication – face-to-face, via email, or even over WhatsApp – is key. Paul O'Donnell is CEO at HRM Search Partners.

With the gender pay gap legislation in full swing, now is the time to invest and empower women in the workplace. Dawn Leane explains how There are numerous ways in which organisations can support the development of female talent. In approaching this piece, I asked myself, 'what is the main challenge that female coaching clients report?' The answer appears deceptively simple, so simple that it is often overlooked: communication—specifically, communication in two areas: articulating expectations and delivering unequivocal feedback. As advice goes, it's not particularly innovative or exciting, but it is fundamental. After all, how can anyone live up to expectations if they don't know what they are? Early promotions are usually based on the ability to perform tasks to a high standard, manage a function, coordinate and plan. Frequently, a promotion is preceded by the 'tap on the shoulder' indicating that an application is actively encouraged. However, at a senior level, there is a whole set of essential behaviours, attitudes and competencies that are not explicitly stated anywhere. Of course, this also applies to men. However, they have a more significant advantage when understanding many of these behavioural norms and unwritten rules. Accordingly, professional women are far more likely to find themselves disadvantaged when navigating the corporate environment. I often share the example of a client who was identified as having high potential, yet her career had stalled. She was performing well and getting all the right signals, but nobody had discussed her next move with her. Ultimately, she initiated the conversation with her manager, who asked what took her so long. She was being judged for her lack of self-advocacy – yet, nobody had told her this was an expectation. The double-bind—a set of double-standards women are subjected to in the workplace—is a significant factor in communication. To succeed, women must display the traits commonly associated with effective leadership, such as assertiveness. However, when women behave assertively, they often suffer consequences that their male counterparts don't experience. A significant long-term impact is associated with the double bind – it can prevent women from receiving the crucial feedback they need to progress. According to research conducted by McKinsey and LeanIn.Org in 2016, managers (men and women) are more likely to be concerned about appearing harsh or provoking an emotional response when delivering developmental feedback to women and so dilute the feedback or talk around the issue. The consequence of this hesitancy is that women are less likely to receive the critical feedback needed to succeed. Year after year, the McKinsey and LeanIn.Org Women in the Workplace report illustrates how women lose ground at every step on the corporate ladder. As a result, there are too few women to promote to senior leadership positions in representative numbers. In addition, women are increasingly leaving organisations that make it difficult for them to advance. When discussing career development with female employees, managers should consider the following: Don't assume that the organisation's culture is understood equally by all; Clearly articulate the behaviours that the organisation values and rewards; Don't be afraid to set performance objectives that may be difficult to quantify, such as networking; Create space for dialogue, asking questions such as 'what information would be helpful right now?'; and If tempted to dilute difficult feedback, ask yourself, 'what would I value if I were in this person's position?' Information is power. Presenting female employees with clear rules of engagement and detailed feedback levels the playing field. Once that is achieved, women will do the rest! Dawn Leane is Founder of Leane Empower.

Typically, the festive season is a joyous occasion and a time for celebration, but it can equally be an extremely busy and demanding time that often puts extra pressure on us whether socially, financially or emotionally.  For some, it is a time where they acutely feel the loss of loved ones and feelings of loneliness. The festive period can affect your mental health in many ways and can bring up feelings of being overwhelmed, anxious, stressed and again this year, uncertainty of the pandemic. Our Thrive wellbeing team has compiled a list of tips to help you look after your mental health this Christmas. Realistic expectations It is easy to get carried away with the expectations of a perfect Christmas and everything that goes with it. However, this can cause disappointment and impact our self-esteem if it doesn’t turn out how we hoped. Be realistic about what you can expect from the festive season and avoid unhealthy comparisons with others. Create your own Christmas agenda for how you want to spend your time, focusing on a couple of things that are most important to you. Take a break The Christmas period can be the one time of year where we can truly take a break from the demands of day-to-day life. It is essential for our mental wellbeing to have some time-out to help prevent stress and feelings of being overwhelmed. Take this time to rest and restore your energy especially if you are feeling particularly drained. Make sure you set time aside to be by yourself if you need it and engage in activities that help you relax and unwind. Christmas is a time of compassion and giving, so why not indulge in some self-compassion and treat yourself. Reflect As the year draws to a close, you can quickly fall into the trap of thinking about everything you didn’t achieve and all those forgotten resolutions and goals. Try not to be too hard on yourself as you begin to reflect on the year that has passed. Accept the year for what it was and reflect and acknowledge the (big and small) things you have achieved and where you are now.   Say no Leading up to and during Christmas you can find yourself inundated with social engagements, invites, and being surrounded by people. If you are feeling uncomfortable or unsettled with the incoming invitations, the key is to give yourself permission to say no. You may want to limit your social interactions and while it is important to maintain some social connection it is imperative that you set clear boundaries with yourself on how much interaction you want to have. Balance your sense of social obligation against your need for self-care and time by yourself.   Healthy habits The temptation to overindulge is ever present at Christmas - the few extra tipples, lounging on the couch watching Christmas movies or over-doing it on the mince pies and rich food. Overindulging can cause your motivation levels to diminish and make you feel sluggish and not ‘yourself’. Alcohol may make you feel relaxed at first, but it is a depressant which can cause low mood and irritability. Strive to maintain some balance across the festive period if you can. Maintaining a relatively healthy diet and getting some exercise will give your mental health a much-needed boost. Get outdoors, wonder at the Christmas lights and decorations in your area or head out on a nature walk, it will do you a world of good. It can be quite difficult to maintain your usual routine over the holidays too. The best way to retain some semblance of routine and structure is keeping up a healthy sleep pattern. Sleep is an essential component to not only positive mental health but also our physical health. Talk to someone The expectations of the festive season can take its toll and the pressure to have a good time can be overwhelming. How we feel can become all-consuming. If you are struggling it is important to talk to someone about how you are feeling. Your family and friends are your best support system, reach out to someone you feel comfortable disclosing your feelings to. If Christmas is a hard time for you, it's important to remember that you are not alone. Help is here if you need it. The Institute’s wellbeing hub, Thrive, provides an array of mental health supports to members and students. Whether you need a listening ear, wellbeing advice or professional counselling, we are here for you. You can contact the team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294 Merry Christmas!

Your time is a precious commodity and should be respected, particularly during busy seasons. Moira Dunne gives three tips on how best to utilise your time and maximise your productivity It is hard to be productive in today’s busy work environment, especially in the lead-up to the holidays. Whether you are working hybrid or fully remote, it is important to get the best return from the hours you work. Imagine finishing each workday with a sense of achievement, knowing that you have done everything on your list. For many people, that is the simplest definition of being productive: making a plan and then sticking to it. It helps us deliver important tasks, but it also contributes to our well-being. If you are not happy with your workday, do something about it. Start by understanding where your time goes each day. In most busy work environments, there are many requests and urgent issues, causing us to spend a lot of time in reactive mode, responding to others instead of making progress toward our own goals. To change to a more proactive way of working, you need to develop good habits. This helps you take control of your time and take charge of your workday. Here are three tips to boost your productivity in the few weeks before everyone takes a much-earned break. Tip 1: protect your time To protect your time, it is important to have a plan for your own work. Set out the key pieces of work you want to get done each week and the targets you absolutely must reach by Friday. Figure out what tasks will make you feel the most productive and accomplished by the end of the week and put them in motion. This plan gives you a focus for each day. You will be motivated to complete your tasks to achieve your target by the end of the week. Tip 2: say ‘when’, not ‘now’ Without a plan, it is hard to say no when someone makes a request, and people are often compelled to respond immediately. Your weekly plan will now help you quickly assess which work should take priority, particularly when it comes to new requests. For work that is a lower priority, ask the requester when they need it. They may say they need it straight away, but the question can prompt them to assess their own timescale and will communicate that you don’t drop work to respond to new requests. The best part of this response is that you are not saying no but instead negotiating a response time that suits your plan. Tip 3: make progress on the big things It can be hard to find time to work on bigger projects or goals, but this is our most important work. Sometimes we wait for a quiet week or a free block of time in our diary, but when those days do not come, the project gets pushed out. Start using your weekly plan to achieve your long-term goals. Include actions to get started on a project. Set a target to complete a goal. Bit by bit, task by task, make progress each week so that when the deadline arrives, you have the work done. Moira Dunne is Founder of beproductive.ie

The theme of Alcohol Awareness Week 2022 is change, something that most people find challenging, but change is ever present. We can all easily slip into patterns and routines, and drinking more than we should or using alcohol as a coping mechanism is one. However high levels of alcohol consumed regularly can undermine our physical and mental health. One of the biggest challenge is to force a change in our mindset and seek alternative tools.  If you are finding you are inclined to drink more heavily and frequently, then perhaps it is an opportunity to explore alternative coping strategies. Being mindful and observing a low-risk relationship with alcohol can make a big difference to your anxiety levels and mood. Below are some tips to get you started: Stick to the weekly low-risk alcohol guidelines If you can stick to these guidelines it will reduce alcohol related problems The recommended weekly low-risk alcohol guidelines are less than: 11 standard drinks for women 17 standard drinks for men Drinks should be spread out over the week –no more than 2 standard a day for men, or 1 standard a day for women. Have 2-3 alcohol-free days per week. For more on these guidelines and what is a standard drink check out the HSE site. The Ask About Alcohol  drinks calculator also provides fact-based non-judgmental information about how drinking affects health, wallet and weight. Be aware of your mental health & wellbeing An awareness of how you are feeling can help you identify behaviours and any self-destructing tendencies. Do you use alcohol to ward off or cope with a bad day, stress or low mood?  If so, it is important to look for alternative ways to deal with our mental health and wellbeing.  Connecting with others is essential as it gives us purpose and a sense of belonging. Get out and about, walking and being outside is so good for our mental health. Keep a routine that works Most of us not only like routine, but we need it, so find a routine that works for you and reap the benefits. Keeping structure to your day and evenings will really help you to stay focused. Find alcohol free alternative tools Explore new options and find something you enjoy and works for you. Reaching for that drink each evening can become a bad habit and one which could be hard to break. Reconnect with hobbies or interests you once had or learn a new skill and try some relaxation or mindfulness. Take a news break Turn off the endless newsfeed for a few hours. Anxiety, depression, and alcohol are linked, so give yourself a break and take sometime out from social media and all news feed. You will be amazed how quickly your mood can change once these distractions are removed.

Ahead of our Movember webinar, Movember Lessons: Surviving the Corporate World & Beyond, speaker Ewan Dunbar shares his experience of dealing with cancer and how his journey changed the trajectory of his life, career and mindset. 5,000 Steps!! That was my goal … if I could achieve that then I was sure that my system would kick back in, my wounds would start to heal properly, I would be able to cope without morphine and I would recover fully mentally.  24 hours earlier I had undergone significant surgery to remove stage three cancer and fit a temporary stoma bag for a year.  I had cried for the first time in over a decade when I looked down at my stoma wound, exhausted from the pain and a sleep deprived night in the “Zombie ward” (as I ‘affectionately’ named it). The Zombie Ward was intensive care where patients were typically on morphine and definitely not in control of their senses during the night (I only have admiration for the nursing staff).  I decided to take control of the situation… I declined any more ‘purple tablets’ (the morphine), forced myself out of bed and started putting one foot in front of the other to get walking.  I achieved the 5,000 steps within a couple of days much to the amusement (and possible annoyance) of the nursing staff as I marched up and down blocking the hospital corridor.  I achieved 10,000 steps after day five (not to be recommended) and was released from hospital in half the time I was originally told I had to stay for.  I had set a goal. I had a purpose. I had prepared through significant physical training in advance of my operation and apart from the ‘wobbly 24 hours’ mentioned above, I was determined to live up to the expectations that my friends, family and colleagues expected of me.  Throughout the year of my cancer treatment, the importance of having a really strong network was emphasised to me.  Everyone viewed me as being really positive but I was only positive because of them (they were the fuel to my fire in trying to cope with the challenges presented to me). How did I get there though? As everyone is all too aware, there are carcinogens throughout the world in which we live.  There is not any way to know definitively the cause of my disease however for me it was not coincidental that I was experiencing the most stressful period of my working career.  Whilst smiling on the outside and still being that positive person that everyone expected at work, I was going through so many challenges that I was not sleeping properly.  Despite a rigorous exercise regime, I was constantly exhausted from a lack of sleep and worrying about work issues.  It also does not surprise me that all the cancer sufferers that I befriended who are in their forties also developed cancer whilst going through a particularly stressful period in their lives. This is anecdotal and unfortunately people can just be extremely unfortunate, but this journey has led me to a large number of realisations which also prompted a career change.  I now coach and provide leadership talks to support business executives in navigating the challenges of business life. One of my regular questions to senior executives is “if you woke at 2am, what would you be thinking of” … unfortunately this transpires to be the reality for almost all of my clients, who are able to tell me exactly what they were thinking about.   In this ‘always on’ world, leaders need to check themselves (both physically and mentally) before they wreck themselves.  So please, if in doubt, get it checked out! (early detection is key to saving lives, possibly even yours!)  If you are struggling with business challenges then please reach out to someone for support. Ewan Dunbar is an Executive Coach, Facilitator and Founder of xPotential. Ewan will be speaking at the Thrive Wellbeing Hub and the Young Professionals committee Movember webinar, Movember Lessons: Surviving the Corporate World & Beyond. The one-hour session taking place on Wednesday 16 November will focus on men’s health and their journey through the corporate environment. We will be joined by Ewan Dunbar and Michael Burton who will share their own personal experience of the challenges faced, the journey back and the life lessons learned along the way.  Register for free here: Movember Lessons: Surviving the Corporate World & Beyond!

Active listening can be a powerful tool for effective communication and connecting with colleagues. Ed Garvey-Long offers tips on how to get it right It might surprise you to hear that there are different types of listening. However, I'm sure we all know the feeling of talking with someone and noticing that the other person's attention is elsewhere, distracted by something else. This can make us feel like the person we are talking to is undervaluing what we are saying, even though they may well be able to recall accurately what was said during the conversation. This is known as 'passive listening.' Its opposite—active listening—is a much more useful tool, particularly in the workplace and when connecting with colleagues. The term 'active listening' was coined in the 1950s by American psychologists Carl Rogers and Richard Farson. The central idea of active listening is to be an equal participant in conversations. This allows the listener to take note of body language as well as words and will result in a more nuanced discussion. Employing active listening will not only help your colleagues feel they have genuinely been heard but can also help build a foundation of trust within teams. Furthermore, this is a skill that anyone can learn. Below are some tips to help you become an active listener: Slow down When another person else is talking, we might rush to the end of the conversation, guessing what they are trying to say and getting our brains to start rehearsing what is best to say in response. In doing so, however, our attention shifts, and we risk missing important details. Don't rush ahead! Instead, slow down and really consider what is being said to you. Once the other person has finished speaking, taking a second before speaking is OK; maybe even ask a follow-up question about what they have just said to demonstrate that you have been listening and understood what has been said. Notice what's not being said We give off more signals about our thoughts and feelings than just by using our words. Our body language can often give subtle clues about the speaker's situation. For example, a stressed colleague might have very tense body language, sitting hunched on their chair. Stress can also sometimes be heard in someone's voice, making them sound strained or even quieter than usual. If you notice these behavioural changes in someone you are conversing with, don't interrupt them and draw attention to it. By doing so, you run the risk of making them feel uncomfortable. Instead, wait for an appropriate time to ask a question like 'are you doing all right?' This can reassure someone that they are being noticed and might encourage them to open up more about their situation. Empathy is king Everyone has difficulties in their lives from time to time, whether it be work stress, family issues or money worries, etc. When listening to someone, consider their perspective as much as possible. They might have been nervous about having this conversation with you or are finding the topic hard to talk about. Recall how you've felt in the past in similar situations and behave as you wish others had behaved towards you then. Consider the context Active listening is a great skill to practice and can really help colleagues feel heard and help you develop your own communication skills. However, it is essential to acknowledge that it can be quite tiring to be constantly in active listening mode. Instead, consider saving your active listening skills for important meetings, such as probation reviews or when colleagues ask to speak to you in private. Active listening can be a powerful tool, but it's wasted if it's used on idle chitchat in the office kitchen! Ed Garvey-Long is a poet and founder of Ed Garvey-Long Coaching

There are lots of simple ways to add exercise into your day, and they can come from the most unexpected of places. Housework and gardening can help you squeeze in more moderate exercise, for example. Find out how else you could add more activity into your day. Not doing enough exercise can shorten your lifespan by three to five years, according to research. Regular exercise can help manage weight, keep your muscles flexible, and even maintain collagen production as you get older, leading to healthier skin.  It also relieves stress, boosts energy levels, improves your confidence, can help you sleep better, and helps you maintain your independence as you grow older.  Statistics show just how much of a difference regular exercise could make to your health:   up to 35 percent lower risk of coronary heart disease and stroke  up to 50 percent lower risk of type 2 diabetes  up to 50 percent lower risk of colon cancer  up to 20 percent lower risk of breast cancer  up to 83 percent lower risk of osteoarthritis  up to 30 percent lower risk of depression  up to 30 percent lower risk of dementia  How much exercise do you need?  According to public health guidelines, you should aim to be active every day and do at least 150 minutes of moderate activity every week.  Moderate exercise is something that leaves you slightly out of breath and raises your heart rate. This could be 30 minutes five days a week, or you could break that down into three 10-minute sessions.  You should aim to do at least a couple of strength training sessions a week as well, such as weightlifting, heavy gardening, or exercises that use your body's weight as resistance (like yoga).  The good news is that being physically active doesn't have to mean joining an expensive gym or committing to running a marathon.   Nor do you have to go from zero to 150 minutes - it’s far better to start slowly and build up gradually as your fitness levels improve.  speed up daily chores  Small things - like taking the stairs instead of the lift, walking to work or the next bus stop, gardening, playing with your children, and doing DIY and shopping (especially if you leave your car at home) all help to boost your activity levels.  Housework, for instance, is a great way to get moving - dusting, polishing, ironing, scrubbing, and vacuuming is great for boosting your heart rate.   You could also wash your car by hand or clean your own windows, either of which will get you moving more.  walk for health  A regular brisk walk can improve your heart and circulation, help your lungs, lower your blood pressure, and reduce your risk of coronary heart disease and stroke.  Even if you can't manage a brisk walk, a gentle walk is still good for your bones, joints, and immune system. And it can boost your mood.   And, because walking is a low-impact exercise, it's much safer in terms of injury and accident risk, especially if you haven't exercised much lately.  go for a swim  Swimming has similar health benefits to walking, so it’s no wonder it’s a popular form of exercise.  There’s no age barrier, and you can take things at your own pace. This may explain why swimming is so popular among middle-aged and older people.  Studies have also shown that swimming every day could protect against dementia.  If joint problems prevent you from walking, swimming is ideal because the water supports your weight and takes the pressure off your knees, hips, and spine.   Can’t swim? Most swimming pools offer adult swimming lessons as well as aqua aerobics classes.  do a dance  Dance doesn’t just keep you fit and healthy - it also gives you a more positive outlook on life! And it’s great fun.  Learning a new dance can help to keep your memory sharp. One report even claimed that dancing is associated with a lower risk of mental decline.  With ballroom, Latin, jive, disco, line dancing, ballet, and even belly dancing, there's a type of dance for everyone.   ride a bike  If you already have a bike, cycling is an easy way to exercise more.   It could save you money on petrol, too, since statistics show most car journeys are under a mile long (a distance that can easily be cycled in most cases).  Cycling is ideal for working your lower body and your cardiovascular system. It may also help reduce your risk of heart disease and high blood pressure.   According to research, cycling for 20 miles or more a week reduces your risk of heart disease by half compared with a non-cyclist.  Cycling protects against obesity, too, since a moderate ride burns eight calories a minute.   According to experts, people who cycle regularly are as fit as those who are 10 years younger. It can be fun, too, especially if you get the whole family involved.  Article reproduced with the kind permission of CABA, the organisation providing lifelong support to ICAEW members, ACA students and their close family around the world.