Healthline Media and BEAM Announce Black Trans Womens Wellness and Mental Health Grants OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer

Healthline Media and BEAM Announce Black Trans Women’s Wellness and Mental Health Grants

Applications are now open for a new program that will award grants to Black trans women-led projects that support Black trans women’s mental health

SAN FRANCISCO–(BUSINESS WIRE)–Healthline Media in partnership with the Black Emotional and Mental Health Collective (BEAM) has today announced the Black Trans Women’s Wellness and Mental Health Grants. The new program will award three grants of up to $10,000 each to Black trans women-led projects that support Black trans women’s mental health.

Applications are now open, and winners will be announced in January 2022.

The grants are part of Healthline Media’s $100,000 investment in BEAM’s Black Wellness Innovation Fund, a series of innovative Black-led wellness programs designed to sustainably address unmet mental healthcare needs within Black communities and build a national movement dedicated to the healing, wellness, and liberation of marginalized communities.

“Over the last 10 years it’s become more evident to the general public that dominant mental health interventions were not built with Black people in mind. This fund fills that gap by supporting innovative culture-based mental health interventions that invite Black communities across the country to heal on our own terms,” said Yolo Akili Robinson, Founder and Executive Director of BEAM.

“At Healthline Media, we are passionate about addressing disparities in access to health and wellness,” said Laurie Dewan, VP of Brand Insights and Communications at Healthline Media. “Through our partnership with BEAM and the Black Trans Women’s Wellness and Mental Health Grants, we are furthering our vision of a stronger, healthier world by centering Black trans women innovators and making direct investments in the well-being of Black trans women.”

Prioritizing the mental health of Black trans women

Black trans women currently experience the highest levels of violence and distress of any group and correspondingly high levels of anxiety, depression, and suicidality. This project aims to address disparities in mental health resources by supporting Black trans women-led projects that support Black trans women’s mental health through innovative approaches to healing and disability justice.

Winners will be selected by a panel of accomplished leaders in the Black trans community, including:

  • Dominique Morgan, Executive Director, Black and Pink Inc.
  • Aaryn Lang, Writer, Public Speaker & Media Personality
  • Valerie Spencer, Capacity Building & Social Services Specialist
  • Aryah Lester, Deputy Director, Transgender Strategy Center

“Disparities in mental health outcomes in the Black trans community deserve our attention. We are honored to continue our close work with BEAM to improve mental health outcomes by supporting leaders and mental health advocates within the Black trans community,” said Faye McCray, editor-in-chief of Psych Central, a Healthline Media brand. “Health equity is a top priority for Healthline, which is why we will continue to invest in the mental health of historically excluded communities.”

About BEAM (Black Emotional and Mental Health Collective)

BEAM is a 501(c)(3) nonprofit organization whose mission is to remove the barriers that Black and marginalized communities experience when trying to access or stay connected to mental health care and wellness resources. Through healing justice-based organizing, education, training, grantmaking and advocacy, BEAM envisions a world where there are no barriers to Black healing.

About Healthline Media

Healthline Media is the leading digital health and wellness property, reaching the most people on their road to well-being. The company delivers expert insights with a clear, human voice through its content, communities, and services. Healthline Media connects its partners with more than 94 million people each month (ComScore, August 2021) across its brand portfolio (which includes Healthline.com, MedicalNewsToday.com, Greatist.com, and PsychCentral.com), and connects its audiences with solutions to help them live fuller, richer lives. The company publishes more than 1,500 pieces of content a month, created by more than 250 writers, and reviewed by more than 125 medical experts, doctors, and clinicians. Every program and piece of content is purpose-built to make an impact and make wellness attainable for people everywhere. Healthline Media uses its platform to advocate for a more inclusive and equitable approach to wellness. Throughout its history, Healthline Media’s mission and vision have stayed constant: to make a stronger, healthier world. Healthline Media is based in San Francisco and owned by Red Ventures.

Contacts

Stacey Grimsrud

Bospar Public Relations

415.271.1028

[email protected]

BAI Survey of Financial Services Employees Shows Over a Third Feel the Pandemic Has Had a Negative Impact on Their Mental Health OutBuro lgbtq employess professionals networking online community

BAI Survey of Financial Services Employees Shows Over a Third Feel the Pandemic Has Had a Negative Impact on Their Mental Health

CHICAGO–(BUSINESS WIRE)–Recent research by BAI, a nonprofit independent organization that delivers the financial services industry’s most actionable insights, reveals that while employees’ work/life balance has improved during the pandemic, their mental and physical health and work load have been negatively affected. HR leaders are taking note and looking at ways to preserve the positive impacts of the pandemic work environment, while helping employees work through the personal challenges they are facing.

BAI surveyed more than 250 financial services employees to better understand how the pandemic had affected their personal and professional lives. While the results on work/life balance were positive, the research showed a negative 37% net impact on mental health, a negative 13% net impact on physical health and a negative 22% net impact on workload.

“Increased remote work arrangements with more flexibility in where and when employees work has predictably had a positive impact on work/life balance,” said Karl Dahlgren, managing director at BAI. “However, for the long-term health and engagement of their employees, it is important for financial services leaders to better understand and act on other negative impacts from the pandemic.”

BAI hosted a Fireside Chat Webinar, “The Impact of the Pandemic on Financial Services Leaders,” to walk through the study and discuss how leaders can help employees with things like mental health and workload challenges. Participants included Catherine Garret, Senior Vice President, HR Operations, Technology and Compliance at Comerica Bank, and Dannielle Brown, Head of Employee Experience at M&T Bank. Moderated by Holly Hughes, Chief Marketing Officer at BAI, the discussion included real examples of how the participants are working to help their employees during these transitional times, including extending mental health services, monitoring employee workloads through analytics, and creating manager resources to help employees transition back to the office. The webinar was published November 9 and can be accessed on demand.

About BAI

As a nonprofit, independent organization, BAI has delivered the financial services industry’s most actionable insights for more than 95 years, helping leaders make smart business decisions every day. We provide in-depth, proprietary research to more than 40 of the top US banks, support more than 2,100 financial services organizations with compliance and professional development training, provide trusted, relevant thought leadership through BAI Banking Strategies reports, podcasts and webinars, and offer specialized events and programs. For more information, visit www.bai.org.

Contacts

Kendall Carwile

William Mills Agency

678-781-7224

[email protected]

Employee Mental Health Issues Intensify OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Employee Mental Health Issues Intensify

CHICAGO–(BUSINESS WIRE)–#mentalhealth–Employees’ mental health has become a serious issue in the workplace and employers face growing responsibility to stem the tide. According to a customer poll by ComPsych, the world’s largest provider of behavioral health and well-being services, 87 percent of employers say the mental health of their employees is their biggest well-being concern.

“The mental health issues emerging from this period of prolonged stress need to be addressed now,” said Dr. Richard Chaifetz, Founder, Chairman and CEO of ComPsych. “Pandemic stress is contributing to widespread mental exhaustion, negative health impacts and unhealthy behavior changes. We’re seeing employers continue to expand their efforts with enhanced counseling, manager and employee trainings and a broad-based approach to better support employee needs.”

National Stress Awareness Day, the first Wednesday each November, aims to shine a light on the role stress plays in people’s mental health and the importance of learning how to manage it and cope with it.

Stress, Mental Health and Work

Workplace stress is a silent, and often neglected factor which can impair health and productivity and lead to absenteeism. According to a new ComPsych Tell it Now℠ customer employee poll 60 percent of employees report they feel stressed, anxious and depressed.

The employee impact is significant with direct consequences to business. In fact, the American Psychological Association’s 2021 Work and Wellbeing Survey showed 44 percent of American workers plan to change jobs in the coming year for a multitude of reasons—particularly, stress.

With employers looking to better understand the mindset of their employees and intervene before stress may lead to resignation or poor performance, ComPsych recently held a webinar for its customers entitled -“Managing Staff Through Stressful Times.” Attended by more than 900 HR and benefits leaders, the webinar offered real-world examples and scenarios to help managers identify and address the multitude of issues their employees face each day. For more information visit www.compsych.com.

About ComPsych

ComPsych® Corporation is the world’s largest provider of employee assistance programs (EAP) and is the pioneer and worldwide leader of fully integrated EAP, behavioral health, wellness, work-life, HR, FMLA and absence management services under its GuidanceResources® brand. ComPsych provides services to more than 56,000 organizations covering more than 127 million individuals throughout the U.S. and 190 countries. By creating “Build-to-Suit” programs, ComPsych helps employers attract and retain employees, increase employee productivity and improve overall health and well-being. For more information, visit www.compsych.com and follow us @ComPsych on Twitter and LinkedIn.

Contacts

Jamie Stein

ComPsych Corporation

312-451-7160

[email protected]

More than one in 10 Americans resigned during the pandemic due to increased stress at work OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer

More than one in 10 Americans resigned during the pandemic due to increased stress at work

LifeWorks Mental Health Index™ indicates a decline in mental health after several months of improvement

CHICAGO–(BUSINESS WIRE)–LifeWorks, a leading provider of digital total wellbeing solutions, today released its monthly Mental Health Index™, revealing a negative mental-health score among Americans for the 18th consecutive month.

Key findings:

  • Overall mental-health score of -3.8 compared to the pre-pandemic benchmark, marking the first decline after four consecutive months of improvement.
  • In the latest survey, nearly one-third of Americans (30 percent) reported that they are either considering or are unsure about leaving their current job. These groups also reported a mental-health score more than 11-points worse than those who are not considering leaving their jobs.
  • The 17 percent of respondents who indicated that they are considering resigning from their job are reporting the lowest mental-health score (-16.1).
  • Sixteen percent of respondents have resigned due to changes in their physical health and this group has among the least favorable mental-health scores (-24.7).

Older employees more likely to consider resigning due to feeling underappreciated:

  • Older employees are feeling underappreciated in the workplace at a disproportionate rate, with eight percent of respondents between the ages of 40-69 citing lack of appreciation as the reason for considering resignation, compared to three percent of those aged 20-39.
  • Among all respondents, those under 40 years old are more than twice as likely to consider resigning from their job than respondents over 50 years old.
  • Parents are more than four times more likely than non-parents to report resigning during the pandemic.

Comments from president and chief executive officer, Stephen Liptrap

Employees have faced incredible challenges over the last year and a half, both inside and outside of the workplace. As many continue to experience the increased mental stress related to work, resignations are an inevitable consequence that is becoming a harsh reality for many organizations. Employers need to recognize an increasing condition of employment for Americans is to provide ongoing resources facilitating a culture that supports individual mental health needs. Employees are the backbone of any organization and prioritizing employee wellbeing is critical in order to retain talent.”

Nearly half of Americans have not been asked by their employer about working preferences, contributing to poorer mental health:

  • Nearly half (46 percent) of respondents report that their employer has not asked them about their working preferences for the post-pandemic workplace.
  • Over one-third (35 percent) of respondents report that their employer has asked them about their working preferences.
  • Managers are twice as likely as non-managers to report that their employer has asked about working preferences.

Comments from global leader and senior vice president, research and total wellbeing, Paula Allen

Our research indicates a clear connection between feeling valued at work and favorable mental health across the United States. Part of feeling valued is being heard and showing appreciation. We were surprised to see that mid and later career individuals were the most likely to consider resigning as a result of feeling underappreciated. There is a lot of focus on younger employees now, which is important, but that should not mean older employees are taken for granted.”

The full American LifeWorks Mental Health Index™ report can be found here. This month, the report includes additional insights on changes in mental strain and stress, preferences for the post-pandemic workplace environment, impact of salary on job satisfaction and more.

About the Mental Health Index

The monthly survey by LifeWorks was conducted through an online survey from September 2 to September 10, 2021, with 5,000 respondents in the United States. All respondents reside in the United States and were employed within the last six months. The data has been statistically weighted to ensure the regional and gender composition of the sample reflect this population. The Mental Health Index™ is published monthly, beginning April 2020, and compares against benchmark data collected in 2017, 2018, 2019.

About LifeWorks

LifeWorks is a world leader in providing digital and in-person solutions that support the total wellbeing of individuals. We deliver a personalized continuum of care that helps our clients improve the lives of their people and by doing so, improve their business.

ID-CORP, ID-MH, ID-US

Contacts

Heather MacDonald

LifeWorks

[email protected]
1-855-622-3327

Angela Pinzon

Kaiser & Partners

[email protected]
1-647-295-0517

Health Resources and Services Administration Awards One and a half Million Dollars to UCLA Extension to Fund New Behavioral Health Support Specialist Training Aimed at Supporting the LGBTQ+ Community

Health Resources and Services Administration Awards $1.5 Million to UCLA Extension to Fund New Behavioral Health Support Specialist Training Aimed at Supporting the LGBTQ+ Community

LOS ANGELES–(BUSINESS WIRE)–#BehaviorialScience–UCLA Extension, a national leader in comprehensive continuing and professional education programs, today announced a $1.5 million grant from the U.S. Health Resources and Services Administration (HRSA) to support the creation of a Behavioral Health Support Specialist Training Certificate (BHSS). The program provides training to upskill paraprofessionals to address the needs of the LGBTQIA+ population of greater Los Angeles.

“UCLA Extension’s mission and 100-year history support the advancement and empowerment of individuals,” said Eric A. Bullard, Dean of Continuing Education and UCLA Extension. “This grant removes financial barriers to access training in the Behavioral Health Support Specialist Program and allows us to serve the needs of the greater LGBTQIA+ community in greater Los Angeles.”

Evidence indicates the LGBTQIA+ population is underserved in the areas of behavioral disorders, violence, and homelessness. The certificate addresses gaps with evidence-based training for healthcare support workers (and non-clinical staff) by developing knowledge, skills, and practice to meet the needs to mitigate and help prevent behavioral health concerns.

The Behavioral Health Support Specialist Training Certificate totals 33.5 academic credit units and consists of nine (9) courses: Fundamentals of the U.S. Health and Behavioral Healthcare Systems; Health Care Law, Legal Issues, and Ethics in Behavioral Health; Fundamentals of Human Sexuality; Working with Diverse Populations in Behavioral Health; Behavioral Health Support Practice; Communication Strategies in Behavioral Health Care; Navigating High-Stakes Conversations and Motivating Patients; Supervised Field Work (Internship); Capstone Project in Behavioral Health Support.

With an anticipated cohort of 26 students per year, the program enables trainees to obtain a California Consortium of Addiction Programs and Professionals Education Institute (CCAPP-EI) credential for behavioral health workers, with credits and training hours eligible for different types of credentials offered by CCAPP-EI, depending on their desired career path. The goal is to put health support workers on a path of career advancement. The certificate training is at no cost for tuition and students receive a stipend of $5,000 per trainee to complete the program.

There are collaborations with community-based organizations – CRI-Help, Being Alive, Los Angeles LGBTQ Center, and United American Indian Involvement, Inc. – and Custom Programs and Corporate Education (CPCE) at UCLA Extension manages the program, advisory board, and student cohort.

“Working with community-based organizations as well as health care experts has allowed us to develop a unique program,” said Denis Couturier, Program Director, Custom Programs and Corporate Education. “Our community partners are very supportive of professional development.”

UCLA Extension instructor Benjamin O. Toubia, PsyD, contributed subject matter guidance on the Behavioral Health Support Specialist grant proposal. He is a marriage and family therapist, community health expert and LGBTQIA+ affirmative treatment specialist with experience in providing services for and teaching students about LGBTQ-affirmative treatment. Toubia’s research background and clinical practice stresses the importance of research on LGBTQ-specific issues as foundational for sustainable addiction recovery in the LGBTQ community.

The Behavioral Health Support Specialist Training Certificate begins in 2022. For more information, contact [email protected].

Health Resources and Services Administration (HRSA)

This project is supported by the Health Resources and Services Administration (HRSA) of the U.S. Department of Health and Human Services (HHS) as part of an award totaling $1,574,294. The contents are those of the author(s) and do not necessarily represent the official views of, nor an endorsement, by HRSA, HHS, or the U.S. Government.

Custom Programs and Corporate Education

UCLA Extension’s Custom Programs and Corporate Education unit (CPCE) exists to serve organizations with training and development needs for the current and future workforce. With collaborations across industries in entertainment, healthcare, and finance, as well as governmental agencies and community-based organizations and nonprofits, CPCE is a leading educational provider for domestic and international groups, offering in-person and online programs.

About UCLA Extension

Founded in 1917 as the continuing education division of the University of California at Los Angeles, UCLA Extension has delivered the most advanced courses and certificates that annually enhance the careers of thousands of individuals across the United States and the world. UCLA Extension offers online and in-person courses for professionals in the arts, business, management, education, engineering and digital technology, entertainment studies, public policy, health care, humanities and sciences, and many other fields. Find out more at uclaextension.edu

Contacts

Denis Wolcott

213-200-1563

[email protected]

Natreve Announces Partnership with The Trevor Project on World Mental Health Day OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Mission-Driven Wellness Company, Natreve, Announces Partnership with The Trevor Project on World Mental Health Day

VANCOUVER, BC, Oct. 7, 2021 /PRNewswire/ — Natreve, the mission-driven and ocean-forward premium wellness company dedicated to providing the most innovative, highest quality products, announced today its partnership with The Trevor Project, the world’s largest suicide prevention and crisis intervention organization for lesbian, gay, bisexual, transgender, queer & questioning (LGBTQ) young people. The brand will become an official corporate partner of the renowned organization on World Mental Health Day (October 10).

“Support from brands like Natreve is so essential to our life-saving work,” said Sofi Goode, Corporate Development Manager at The Trevor Project. “We’re so thankful for not only their generous donation – which will allow us to keep operating and scaling our free, 24/7 crisis services, but for the message of love and acceptance that they’re sending to LGBTQ young people everywhere by backing our organization.”

“At Natreve we’re just as focused on creating premium wellness products as we are on cultivating a community that believes in diversity, equality, and acceptance,” said Roland Radu, Founder of Natreve. “We are honored to team up with The Trevor Project to support LGBTQ young people. While our partnership officially kicks off on this important day, World Mental Health Day, we look forward to continuing our support throughout 2021 and 2022.”

While this year has been difficult for everyone, it has been especially challenging for  LGBTQ youth, who often face more rejection, bullying  and discrimination than their straight or cisgender peers. As a corporate partner, Natreve will work with The Trevor Project to help end suicide among LGBTQ young people through a donation of $25,000.

For more information visit Natreve.com or TheTrevorProject.org.

About The Trevor Project
The Trevor Project is the world’s largest suicide prevention and crisis intervention organization for lesbian, gay, bisexual, transgender, queer & questioning (LGBTQ) young people. The Trevor Project offers a suite of 24/7 crisis intervention and suicide prevention programs, including TrevorLifeline, TrevorText, and TrevorChat as well as the world’s largest safe space social networking site for LGBTQ youth, TrevorSpace. Trevor also operates an education program with resources for youth-serving adults and organizations, an advocacy department fighting for pro-LGBTQ legislation and against anti-LGBTQ rhetoric/policy positions, and a research team to discover the most effective means to help young LGBTQ people in crisis and end suicide. If you or someone you know is feeling hopeless or suicidal, our trained crisis counselors are available 24/7 at 1-866-488-7386 via chat www.TheTrevorProject.org/Help, or by texting START to 678-678.

About Natreve
Launched in 2019, Natreve is a mission-driven and ocean-forward premium wellness company dedicated to providing the most innovative, highest quality products, to help you Eat Right and Do Good. Natreve is proud to be the world’s first plastic and carbon-neutral wellness company, with a vision to become the world’s most sustainable wellness brand. Protein powders include WheyVegan, and Keto options available in unique and decadent flavors such as French Vanilla Wafer Sundae, Fudge Brownie, and more. The Wellness Series offers science-backed drink mixes including Stress LessImmune Strength, and Sleep Peaceful. Natreve products are Non-GMO Project verified, Informed Sport certified, and free from gluten, hormones, artificial sweeteners, flavors, and colors. For more information visit www.natreve.com.

MEDIA CONTACTS
Lauren Newhouse
Konnect Agency
[email protected] 
407-342-2833

Cision View original content to download multimedia:https://www.prnewswire.com/news-releases/mission-driven-wellness-company-natreve-announces-partnership-with-the-trevor-project-on-world-mental-health-day-301394848.html

SOURCE Natreve

Donald Trump's Presidency Worsened LGBTQ+ Mental Health OutBuro LGBT professional entrepreneur online networking community gay lesbian bisexual transgender

Donald Trump’s Presidency Worsened LGBTQ+ Mental Health

Donald Trump claimed to be the “most LGBT friendly” President ever. His policies indicated otherwise, and a massive study recently released indicates the mental health of LGBTQ+ Americans was harmed by his presidency. The study of more than 1.06 Million Americans found that LGBTQ-identified respondents experienced a greater increase in extreme mental distress than non-LGBTQ respondents. In 2014, before Trump became president, 7.7 percent of LGBTQ individuals and 4.8 percent of non-LGBTQ individuals reported extreme mental distress. By 2019, three years into Trump’s presidency, 12 percent of LGBTQ adults reported extreme mental distress, compared to just five percent of non-LGBTQ people.

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New Study From Mind Share Partners In Partnership With Qualtrics And ServiceNow: Employee Mental Health Challenges Now Impact The Majority Of U.S. Workers—Persisting Longer And Pushing More Employees To Leave Their Jobs

Follow-On Study Offers A Rare Pre- And Post-Pandemic Comparison On The State Of Workplace Mental Health And Spotlights The Heightened Stakes For Employers

SAN FRANCISCO–(BUSINESS WIRE)–Mind Share Partners, a national nonprofit that is changing the culture of workplace mental health, launched “Mind Share Partners’ 2021 Mental Health at Work Report in partnership with Qualtrics and ServiceNow”—a study that explores mental health, stigma, and work culture in U.S. workplaces. This year’s study is sponsored by ServiceNow and Morrison & Foerster and is a follow-on to the 2019 Mental Health at Work Report.

Read more about the findings in our Harvard Business Review article.

The study reveals that mental health challenges are impacting a majority of U.S. workers at all levels of seniority for significant periods of time. 76% of full-time U.S. workers reported experiencing at least one symptom of a mental health condition in the past year (a 29% increase from 2019), with 80% of study respondents reporting their symptoms cumulatively lasting a month or more, and 36% reporting symptoms lasting five months to an entire year. Executive and C-level employees were more likely to report experiencing at least one mental health symptom, compared to managers and individual contributors.

With a growing dialogue around “The Great Resignation,” there are clear correlations to employers losing talent due to unsupported mental health challenges. The study found that 50% of respondents had left a previous role at a company due, at least in part, to mental health reasons, compared to 34% in 2019. This number grows to 81% for Gen Z and 68% for Millennial respondents.

“Prior to the pandemic, U.S. employers had just begun to acknowledge the prevalence and impact of mental health challenges at work, the need to address stigma, as well as the emerging link to diversity, equity, and inclusion (DEI),” said Kelly Greenwood, Founder & CEO of Mind Share Partners.

“The stakes have been raised. Companies must move from viewing mental health as an individual’s responsibility to a collective priority. The future of workplace mental health demands culture change. Everyone within an organization plays a unique role in creating a mentally healthy workplace, with leadership paving the way. We can’t afford to go back to ‘business as usual’. Now is the time to be intentional and imagine what work could be—with more vulnerability, compassion, and sustainable ways of working,” Greenwood said.

Other Key Findings Include:

Workplace factors have a clear impact on mental health.

  • 84% of study respondents reported at least one workplace factor that negatively impacted their mental health in the past year—the most common being emotionally draining work (37%).
  • Employers’ return to office plans are negatively impacting mental health. The most common ways were the policies themselves around in-person vs. remote work after the pandemic (41%) and lack of work-life balance or flexibility based on the policy (37%).
  • The study found that employees who have felt supported by their employers with the pandemic, racial injustices, return to office planning, and/or mental health overall have better mental health and engagement outcomes.

Employees are talking about mental health more, but their comfort levels and experience of these conversations are still mixed.

  • Two-thirds (65%) of study respondents reported having talked about their mental health to someone at work in the past year—a 63% increase from 40% in 2019.
  • 41% of study respondents felt comfortable talking to their colleagues about their own mental health—a 46% increase from 2019 (28%); 40% felt comfortable talking to managers—a 38% increase from 2019 (29%); and 37% to HR—a 48% increase from 2019 (25%).
  • Only 49% of respondents described their experience of talking about mental health at work as positive or that they received a positive or supportive response—comparable to rates in 2019 (48%).

Diversity, equity, and inclusion (DEI) programs continue to play a strong role in workplace mental health, but significant investment and commitment are needed to alleviate disproportionate challenges exacerbated by the events of 2020, including, but not limited to, systemic racism and trauma experienced by Black employees and school closures due to Covid-19 impacting parents and caregivers.

  • Younger workers (i.e., Gen Z and Millennial respondents), caregivers, and respondents from historically underrepresented communities (including LGBTQ+, transgender, Black, and Latinx respondents) tended to be more likely to experience mental health symptoms, more likely to say that work or the workplace environment negatively impacted their mental health, and more likely to have left a previous role due, at least in part, to mental health reasons.
  • Asian Americans and Pacific Islanders were among those who felt the least supported amidst the pandemic and racial hate crimes / injustices, alongside Native American respondents for the pandemic, and mixed-race respondents for the racial hate crimes / injustices.

Employers are investing more into mental health and employees are increasingly drawn to day-to-day support versus temporary, Band-Aid solutions.

  • Resources provided by employers to employees grew since the pandemic, including extra paid time off (55% growth), mental health days (41% growth), and mental health training (33% growth).
  • There was significant growth in the use of accommodations by employees.
  • The “resource” most desired by respondents (31%) was a more open culture around mental health.

Employers are deepening their investment in supporting mental health at work through company culture, but still haven’t achieved true culture change.

  • 32% more respondents believe that mental health was actually prioritized at their company (54% in 2021; 41% in 2019).
  • 27% more respondents believe their company leaders were advocates for mental health at work (47% in 2021; 37% in 2019). 21% more respondents believe that their manager was equipped to support them if they had a mental health condition or symptom (47% in 2021; 39% in 2019).

The study indicates an overarching theme that the future of workplace mental health is through employer investment in culture change—including sustainable ways of working. Employers must shift their view of mental health from being an “individual’s issue” to a company priority. Mind Share Partners’ Ecosystem of a Mentally Healthy Workplace Framework highlights how everyone within an organization has a role in influencing and changing the broader culture around work and mental health.

“The past year has highlighted the impact mental health has had on so many of our colleagues and employees,” said Qualtrics Chief People Officer Julia Anas. “Whether employees need someone to talk to, flexibility to take care of themselves, their families and friends, or recognition for their success, it’s imperative that company leaders listen, understand, and lead with empathy in helping employees find solutions. Each individual is unique, so there is not a one-size-fits-all approach, but it starts with listening, followed by taking action.”

“We are not the same workers we once were,” said Nick Tzitzon, Chief Strategy and Corporate Affairs Officer at ServiceNow. “As leaders, we need the grace and imagination to open the conversation about mental health, starting and supporting frank, sometimes difficult, conversations in the workplace.”

This study is based on collected responses from 1,500 individuals via an online survey from May 21, 2021 to June 18, 2021 through Qualtrics. To download the full findings please visit: www.mindsharepartners.org/mentalhealthatworkreport-2021-download

About Mind Share Partners

Mind Share Partners is a national nonprofit that is changing the culture of workplace mental health so that both employees and organizations can thrive. It does this by building public awareness, hosting communities to support employee resource groups (or affinity groups) and professionals, and providing workplace mental health training and strategic advising to leading companies. Learn more at www.mindsharepartners.org.

About Qualtrics

Qualtrics, the world’s #1 Experience Management (XM) provider and creator of the XM category, is changing the way organizations manage and improve the four core experiences of business—customer, employee, product, and brand. Over 13,500 organizations around the world are using Qualtrics to listen, understand, and take action on experience data (X-data™)—the beliefs, emotions, and intentions that tell you why things are happening, and what to do about it. To learn more, please visit qualtrics.com.

About ServiceNow

ServiceNow (NYSE: NOW) is making the world of work, work better for people. Our cloud‑based platform and solutions deliver digital workflows that create great experiences and unlock productivity for employees and the enterprise. For more information, visit: servicenow.com.

Contacts

Nina Tomaro

Marketing and Communications Lead

Mind Share Partners

[email protected]

Erica Evans

Qualtrics Public Relations

[email protected]

Queer News Tonight Sep 29 2021 OutBuro LGBT professional entrepreneur online networking community gay lesbian bisexual transgender nonbinary

Wed, Sep 29, 2021 Daily LIVE LGBTQ+ News Broadcast | Queer News Tonight

In this episode:
– Historic First Hollywood Pride Comes To The Gayest Place On Planet Earth
– The Dinah Was Known As ‘The Biggest Lesbian Party In the World’. After 30 Years Here Is What Has Happened
– New Study No One Needed Reports Donald Trump’s Presidency Worsened LGBTQ+ Mental Health
– Japan’s New Prime Minister Could Herald A ‘Historic Moment’ For LGBTQ+ Rights
– Long-Acting PrEP Could Be Here As Early As 2022
– Michelle Visage Remembers What RuPaul Said To Her About Self-Image
– Door Dash Delivery Man Arrested For Writing Anti-Gay Slurs On Gay Couple’s Sandwich Order
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Major US Healthcare Labor Shortages Projected in Every State by 2026, Mental Health Professionals Grow in High Demand, Mercer Report Shows

NEW YORK–(BUSINESS WIRE)–Even before COVID-19, the US healthcare labor market faced remarkable challenges with the demand for healthcare professionals outpacing supply. As the US continues to grapple with the pandemic, those healthcare professionals will get stretched further. Mercer’s “2021 External Healthcare Labor Market Analysis” released today identifies four key trends impacting the US healthcare labor market over the next five and ten years, and reveals how the healthcare industry needs to adapt to address future labor shortages.

“The healthcare workforce is burned-out following a nearly two-year face-off against COVID-19. The demands placed on healthcare workers since the start of the pandemic have been unrelenting and overall, this data shows that there will not be enough healthcare workers to fill demand in the near future,” said John Derse, Healthcare Industry Leader, Mercer. “This impact will be felt by all of us, regardless of where we live or our field of work.”

The exact deficit depends on the specific role and geography, but a few common themes emerge: the US is losing healthcare professionals to burnout and at a rate faster than expected, a significant portion of physicians plan to retire, and there will be a sharp increase in demand for mental health professionals and low-wage healthcare workers in the near term. Every state is different, and every healthcare system should assess how anticipated projections to their external labor markets will ultimately affect workforce strategies and patient outcomes in the coming years.

1. There will be a shortage of healthcare workers at the low-end of the wage spectrum, which will directly impact access to home care

About 9.7M individuals currently work in critical, albeit lower-wage, healthcare occupations (e.g., medical assistants, home health aides, nursing assistants, etc.). The need for these workers is likely to grow in the coming years, as the aging population will increase demand for healthcare workers while healthcare labor is permanently leaving these occupations. In fact, Mercer’s research shows more than 6.5M individuals will permanently leave this critical workforce in the near future. The result – a substantial shortage of workers in the next five years. New York and California will have the largest labor shortages of this workforce, each projected to fall short by over 500,000 workers by 2026. Only a few states in the country are projected to have surplus labor in low-wage healthcare workers, including Washington, Georgia and South Carolina.

2. Primary care will increasingly be provided by non-physicians

The primary care landscape and how primary care services are delivered is anticipated to change over the next five years as 21% of family medicine, pediatric and OB/GYN, and other primary care physicians will move into retirement age. Yet, demand for primary care physicians will grow by over 4% during the same time period. The result will be a shift towards primary care being provided by physicians’ assistants (PAs) and nurse practitioners (NPs).

3. There will be significant shortages of nurses in over half of US states, but surplus in some areas of the South and Southwest

Just over 3M individuals work as registered nurses in the US and demand for these professionals will grow by at least 5% over the next five years. With nearly 1M workers expected to permanently leave the profession, over half of US states will not be able to fill demand for nursing talent. The largest projected shortages of nursing talent will be in Pennsylvania, North Carolina, Colorado, Illinois, and Massachusetts. However, in the South and Southwest, new entrants into the local nursing workforce are likely to outpace local demand due to new graduates and historical migration patterns. States like Georgia, Texas and South Carolina may start to build a surplus of registered nurses in the workforce.

4. A hiring rush for mental health providers will emerge by 2026

There will be a 10% increase in demand for mental health workers by 2026. During this time, 400,000 are anticipated to leave the occupation entirely, resulting in twenty-seven states that will be unable to meet hiring demands for skilled and semi-skilled mental health workers. While Massachusetts, Illinois, Pennsylvania, California, and Colorado are expected to have the largest shortages of these professionals, Washington, Texas, Ohio, Florida, and Georgia will each build surplus due to a steady flow of new entrants and that individuals in these regions are leaving mental health occupations at a slower rate than in other states.

“While hospitals and healthcare systems cannot control what’s happening in the external labor market, effective workforce planning and managing internal workforces can help mitigate their exposure to these risks. Workforce strategies that will position an employer for long-term success should focus on transforming care models, rethink compensation and benefits, and introduce more flexibility into staffing, development and rewards,” added Derse. “Prior to the pandemic, the shortages were driven by a healthcare population that was trending older, sicker and more sedentary. Employers should not wait to transform their retention models to accommodate for all demographics in their workforce impacted by the pandemic, particularly ageing skilled professionals considering early retirement.”

Click here to see an interactive map of US healthcare labor projections over five years across six types of healthcare providers.

About the 2021 External Healthcare Labor Market Analysis

Based on Mercer research, publicly available data, and data provided by Emsi, the 2021 External Healthcare Labor Market Analysis examined the changing healthcare labor markets of the next five to ten years in all 50 states at the country, state, regional and national levels. The interactive map here features a small subset of the healthcare workforce at a broad geographic level and insights from Mercer and other Marsh McLennan businesses on the proprietary database of over 80 healthcare roles, projected over 10 years at the county and metropolitan statistical area level. If you’d like to learn more, click here.

About Mercer

Mercer believes in building brighter futures by redefining the world of work, reshaping retirement and investment outcomes, and unlocking real health and well-being. Mercer’s approximately 25,000 employees are based in 43 countries and the firm operates in 130 countries. Mercer is a business of Marsh McLennan (NYSE: MMC), the world’s leading professional services firm in the areas of risk, strategy and people, with 78,000 colleagues and annual revenue of over $18 billion. Through its market-leading businesses including Marsh, Guy Carpenter and Oliver Wyman, Marsh McLennan helps clients navigate an increasingly dynamic and complex environment. For more information, visit mercer.com. Follow Mercer on LinkedIn and Twitter.

About Marsh McLennan

Marsh McLennan (NYSE: MMC) is the world’s leading professional services firm in the areas of risk, strategy and people. The Company’s 78,000 colleagues advise clients in 130 countries. With annual revenue over $18 billion, Marsh McLennan helps clients navigate an increasingly dynamic and complex environment through four market-leading businesses. Marsh provides data-driven risk advisory services and insurance solutions to commercial and consumer clients. Guy Carpenter develops advanced risk, reinsurance and capital strategies that help clients grow profitably and pursue emerging opportunities. Mercer delivers advice and technology-driven solutions that help organizations redefine the world of work, reshape retirement and investment outcomes, and unlock health and well being for a changing workforce. Oliver Wyman serves as a critical strategic, economic and brand advisor to private sector and governmental clients. For more information, visit mmc.com, follow us on LinkedIn and Twitter or subscribe to BRINK.

Contacts

Micaela McPadden
201-694-9719

[email protected]

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