We all have Mental Health and just like our physical health it needs looking after.  One in four people will experience poor mental health in any given year according to NHS England [1]. Poor mental health impacts our daily living and how we relate and interact with those around us.

You don’t need to be a specialist in this area to know that someone you know whether through work, social or family may be going through poor mental health. This was the reason I trained as a Mental health First Aid Instructor.  

A few years back, a close family member started to display signs which I know now were the early signs of a mental illness. At the time I didn’t recognise them, I just knew there were behavioural and emotional extremes but didn’t really know what to do or who to speak to.  

I hadn’t been aware or had any understanding of poor mental health and illness, so when asked if training as an instructor was something I was interested in, I jumped at the chance.  I wanted to be better equipped with knowledge, to recognise the signs and know what help was available, but more than that, I wanted to help raise awareness.

I do think we are now talking about this topic more. In the media you have celebrities openly saying about their struggles with their mental health, whereas previously it would have been cited as they are ‘stepping down due to personal reasons’.

The stigma around talking about mental health

Society’s attitudes and support for people with poor mental health should be fundamentally the same as for physical illness, so why then does it feel the reverse holds more truth? Why are Mental Health and Physical Health treated differently? One of the reasons for this lies firmly with stigma.

Stigma can lead to:

• People hiding their difficulties from others
• Stop people from seeking help because of concerns about what others think
• Fear of judgment
• Exclusion from employment, social activities, having relationships
• People who experience poor mental health are reluctant to talk about it.

Creating safe spaces to talk about mental health

Under the umbrella of inclusion, we often talk about language, how it matters, and how it has an impact on others. The language we use daily can make a real difference in the way we contribute to or reduce stigma and discrimination.  

Lack of knowledge may result in people avoiding or not responding to someone with poor mental health, not knowing where to seek help or what kind of help might be useful. It is all our responsibility to help reduce stigma.

One of the ways we can do this is to create an environment where people feel safe to talk about their mental health whether at work or outside of work and not feel as if they will be judged.

Many organisations now have in place Mental Health First Aiders but not all as currently, it is a recommendation but not legislation. The role of a Mental Health First Aider is to be a point of contact for an employee who is experiencing a mental health issue. Some of their responsibilities are to spot the early signs and symptoms of poor mental health, listen non judgementally, and start a conversation.

Some tips for starting a conversation include:

• Think about the setting and consider where they are most comfortable
• Keep body language open and non-confrontational
• Be empathetic and take them seriously
• Listen to their words, tone of voice and observe body language
• Be genuine

Mental Health First Aiders should be approachable, impartial, non-judgemental, empathetic and a skilled listener. They are there to support a person and if appropriate signpost to appropriate professional help. Mental Health First aiders give employees someone to turn to when they are struggling with their well-being.

Businesses need to ensure they are looking after the mental health of their staff both for employee well-being and business success. Training people in mental health awareness and skills to support colleagues with mental health issues at work helps to build an open and supportive culture around mental health.

If you would like Inclusive Employers to deliver mental health training to your organisation, please speak to your account manager or get in touch. From webinars to bespoke training to our internationally recognised Adult Mental Health First Aid 2-day course, there are different ways we can support you.

Related Blogs

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In this blog, I will share my experiences of what it is like to be a person with a disability in the workplace and the impact that has on my mental health.

Navigating the world

As a wheelchair user, the workplace can be a very daunting place for many reasons. These reasons can be perceived as something small such as “is there an accessible parking bay?” to “can I get into the building?”

As you can see, the two examples of questions above, are questions relating to outside influences, which essentially, have nothing to do with completing the job role, but as a disabled person, small things like this, not being in place, can have a huge impact on our day and our mental health.

As a wheelchair user, I am always planning, not just for work, but for getting around in general. I plan the route I will take to get somewhere, followed by an alternative route, and then I analyse any mitigating factors eg:

• “Will I need to book ramp assistance, if using the train?”
• “Is the train/tube station accessible?”
• “What happens if I book assistance and it doesn’t arrive when I reach my destination?”
• “Can I reserve the wheelchair space on the train?”
• “Will I be able to access the wheelchair space on the train or will it be full of luggage?”

These are just a couple of examples of things I have to think about before attempting a journey. It can get very mentally and physically tiring.

All by myself

The workplace can be a lonely place for people with disabilities. In my experience, as a wheelchair user, I often feel isolated when I’m in the workplace.

Many people reading that statement may feel quite taken back by such a profound statement, as many organisations pride themselves on aspects such as belonging, togetherness, being your true self, a culture of respect and dignity for all employees, and embracing difference.

For me, however, the workplace has always been difficult to navigate. I’m a black female who uses a wheelchair (I know, I’m extremely lucky!) but because of my appearance, I am very aware that there is no-one who looks like me or faces any of the challenges I face in the workplace.

In my experience, this has meant I’ve had to “fight” for access to the basics, this has included small things, such as access to a kettle and microwave (all other employees could access these – asking your colleagues to make you a drink isn’t a reasonable adjustment), to having access to an accessible toilet, to the most important thing, an evac chair, Personal Emergency Evacuation Plan (PEEP) and colleagues who are adequately trained on the operation of the evac chair and how best to support me in the event of an evacuation.

This very often leaves me feeling confused. How it is possible to stand out and be invisible at the same time?

This lack of belonging and constant battle to “fight” for my basic rights is draining and has a negative impact on my mental health.  

Many disabled people are often viewed as resilient and in many cases this is true,  but I’m sure you’ll agree that having to not only think about but ensure that simple, basic and reasonable adjustments have been put in place in order to effectively carry out your job, can be exhausting for the most resilient person.

The burden of gratitude

So, what happens when your employer FINALLY listens and agrees to implement reasonable adjustments? (This is a legal obligation for employers).

Apart from all the complaints about costs (yes, I realise having a disability is expensive, I already know how much equipment costs!).

Also, yes, I’m aware that equipment won’t arrive in the workplace overnight! Again, being born with Cerebral Palsy, I’ve spent most of my life on a waiting list for one thing or another!

The easiest one for most employees to “fix” is access to an accessible toilet as most of the workplaces I’ve worked in have been equipped with an accessible toilet but it was often used as a store cupboard.

In one of my previous workplaces, my manager requested that the accessible toilet was to made accessible by key only (this was because I’d complained about having to wait outside the toilet for up to 20 minutes, as the toilet was engaged). I understand that not all disabilities are visible, but call it my sixth sense, I can tell when people are abusing accessible facilities.  

After the lock was installed, my manager came to me and said “we don’t do things like that for just anyone, you know!” That comment had a significant impact on my relationship with my manager and on the way, I realised he viewed me.

My manager wanted me to grateful and praise him for me now having the provision of being able to use an accessible toilet in the workplace. Again, this made me feel uncomfortable but ensured that ALL of my noticeable differences were highlighted. How many times have you thanked your boss because you’ve been able to use a toilet whilst at work?

After (usually) months of waiting, equipment such as an evac chair arrives (and a trainer), the organisation then trains a number of staff on the operation of the evac chair, it was then affectionately known as “Bethany’s chair” because, you guessed it, it was all for me and only me.

I tried to explain that anyone may need to use an evac chair for a variety of reasons e.g. a heavily pregnant person, but again the organisation highlighted my differences and made me feel lesser and insignificant.

Fatigue, disability and mental health

Did you know that many people with disabilities use three to five times more energy to complete an everyday task in comparison to an able-bodied person?

This means, for example, a disabled person working a full-time week (37 and a half hours) would use up to 112 and a half hours worth of energy within one week.

This is quite startling to many, but it is a useful statistic for employers to be aware of. Using this much energy isn’t just physically taxing, it takes a toll on mental health too.

As a disabled person, I am very proud of who I am and what I’ve achieved in my life, but I’m often frustrated when I cannot complete simple tasks such as using the photocopier, as I can’t reach the top of it.

It reaffirms to me that we are still very much working within the Medical Model of Disability, where the person with the disability is the “problem” and not the Social Model of Disability, where the environment is the “problem.”

With this belief, it can be very difficult to remain positive about a change in attitudes towards disability and the hope for a more inclusive world.

What can employers do?

Here are a few things employers can do:

• Use inclusive language when communicating with all employees.
• Check in with employees who may have additional needs to see if they require any support. There’s a big difference between being seen and heard and being the organisation’s publicity stunt!
• Communication is crucial, people with disabilities tend to have to think about multiple things at any given time, if you can alleviate some anxieties, please do!
• If you have a disabled employee, and they are requesting reasonable adjustments, even if you have no understanding of their need, ask (appropriate) questions and please aid them in order for them to get the support they need.
• As an employer, don’t be afraid to admit you don’t know something.

Final thoughts

As you can tell from reading this blog, having a disability can impact your mental health in different ways.

It is important that we all recognise that just because a disabled person is used to having to wait for things and is used to having to fight for basic human rights, it is not fair or equal. In fact, it is very degrading and can be detrimental to how disabled people see themselves and how they feel about accessing the workplace.

I’ve been asked the question “why do you fight for your rights in the workplace?” the simple answer to this question is “because I can’t fly.” The other place it’s difficult to outrun is the mind.

To hear more from Bethany, below is her guide on accessibility in the workplace.

How Inclusive Employers can help

If you’re an Inclusive Employers member, speak to your account manager for information on how we can help you be more supportive for disabled people and explore our Disability package.

If you’re not yet a member, take a look at our blog posts on disability and get in touch to see how we can help.

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What does it mean to be a carer?

Caring is something than has been undervalued in British culture. Whether you are caring for a relative, partner or friend who is disabled or unwell, or a baby or child, it’s likely that it takes a substantial amount of your emotional and physical energy.

Caring is more than carrying out tasks for another person. We all know how long it can take to do someone’s shopping, arrange their medical appointments or pick them up from a day centre, but have we considered the mental energy it takes to be a carer?

When you’re responsible for another person’s quality of life you don’t go to work and not think about that, it weighs on your mind.

Even when you are concentrating on a big project, somewhere in your subconscious, you are either worrying if they are ok today or planning what needs to be done to support them when you finish work.

The business case for supporting carers

It is essential for workplaces to understand the experiences of carers in their workplace and create carer inclusive cultures.

If carers have to worry in silence, try to juggle work and their responsibilities without support, ultimately, they will not be able to be their best selves at work.

This means organisations lose out on their talent, energy, ideas, will see a decreased turnover, decreased retention rates, lower employee satisfaction scores and burnt-out colleagues.

The business case for supporting carers is clear, if organisations don’t provide support they miss out on innovation.

The importance of including carers at work

If you want to be considered an inclusive employer, you must include carers and make them valued in your workplace.

Legally, carers are protected in a slightly different way to the diversity groups we often talk about. They are not one of the nine protected characteristics, but they are protected in other ways.

For example: if your partner was diagnosed with Parkinson’s Disease, you may need to accompany them to doctor’s appointments and progressively support them to do day-to-day tasks.

Although you do not have a protected characteristic, your partner is considered disabled under the Equality Act 2010 and because you are associated with them (and they are a disabled person) you are protected by the Equality Act 2010 under Disability Discrimination by Association. 

Therefore, employers have a legal responsibility to protect employees with caring responsibility.

How to build a carer inclusive workplace

Building a carer inclusive workplace is crucial for any business. Anyone could be a carer – and it is important you are supporting those employees effectively.

Here are some ways to become a carer-friendly employer:

Have a carers policy

Having a carers policy means there are guidelines and official measures in place to support carers in various ways.

Have support groups or staff networks that include carers

Often, people can benefit from speaking to and being around those who have the same lived experiences and understand what’s going on.

By having support groups or staff networks that include carers, it means they have a proper support system and safe space, as well as meaning they can get involved in the workplace and create connections.

Provide flexible and agile working patterns

Carers have a huge level of responsibility and often there can be emergencies, unplanned trips, or they may simply need some time to rest from their busy schedule.

By offering flexible working in your workplace, you give the employee freedom to do their job whilst allowing time for their caring responsibilities.

Allow specific carers leave

Linking back to policies – all employers should consider having carers leave entitlement. This is a specific type of leave for carers, which doesn’t impact any other form of leave they have (e.g., sick leave or annual leave) and allows them to have time off work for caring responsibilities.

Provide training on how caring impacts individuals and the types of support

Make sure management, senior leaders and HR professionals are aware of how caring can emotionally impact individuals.

It is crucial to be aware of signs of burnout, stress, and an employee who needs a safe space.

Provide mental health support

As mentioned, caring can be very tough for people to cope with, especially alongside a full-time job.

Make sure to provide mental health support in your workplace through Mental Health First Aiders or Champions.

Raise awareness to break down any stigma around caring

Often, people may feel afraid to explain they are a carer or ask for support for their situation.  

This can often be due to a stigma surrounding caring or not knowing how to ask for support.

By raising awareness in the workplace, people will know what support they can have and more people will be aware of what being a carer means. One way to do this would be to use our Carers Week quiz!

Signpost the support available through Employee Assistance Programmes

By openly discussing and signposting the support that may be helpful for carers (i.e. wellbeing, financial planning, medical, etc.) at work, people will find it easier to access what they need.

Be there for your colleagues

Give your colleagues space to talk openly and without judgement. By having someone at work they can count on and who can support them effectively, they will feel much more comfortable asking for adjustments and explaining their needs.

How Inclusive Employers can support you

In your organisation, there may be more employees than you think working as a carer. Use Carers Week as an opportunity to review how you visible and valued carers are in your organisation.

Use Rosie’s guidance above and members please use our resources to support you and get it in touch with your account manager if you need any additional support.

If you would like more support in making workplace carer friendly, complete the form below and a member of our helpful team will be touch:

The post How to be a carer-friendly employer appeared first on Inclusive Employers.

Understanding the statistics behind mens mental health

Statistics on men’s mental health highlight that it is an issue that needs to be taken more seriously by men and society as a whole.

A Priory Group study of 1,000 men in 2018, found that 25% of respondents felt they would be wasting their GPs time if they went to discuss men’s mental health issues with them. Despite this, 77% of respondents reported suffering with anxiety/stress/depression.

Statistics from BMI Healthcare, also add weight to the need for more openness around men’s mental health issues, saying that:

• Men are around half as likely as women to access psychological therapies.
• Men are less likely to speak to family and friends about mental health issues.
• 28% of men don’t seek help for mental health issues, compared to 19% of women.
• 75% of deaths by suicide in the UK are men.
• Suicide is the most common cause of death for men under 50.

Exploring why men are hesitant to reach out

Resistance around mental health support for men seems to be, in part, rooted in stereotypes of ‘alpha’ men.

Preconceptions of ‘manliness’ equate to men acting ‘tough’ and not showing emotions have damaging consequences for men, and wider society. This quote from Frederick Douglass effectively highlights this:

“It is easier to build strong children than to repair broken men.”

Frederick Douglass

Toxic masculinity, as these stereotypes have become known, view men’s mental health issues as a weakness. This type of masculinity values stoicism, physical strength and power and does not relate positively to men valuing their mental health.

These stereotypes are damaging for everyone – toxic masculinity makes assumptions about women and people of other genders that perpetuate stereotypes, discrimination and inequality in society. The concept of men as powerful and masculine is harmful to all genders: no one benefits from this.

We can appreciate then, why some communities may be so dismissive of men and mental health. It is not a part of their value system, their language, their view of the world. By having compassion for the challenges that these stereotypes present, we can improve mental health support for men.

Why is men’s mental health so important?

Men’s mental health is equally important as that of women and non-binary people. The stereotypes and stigma discussed above highlight why men might be hesitant to reach out.

These challenges mean more effort may be needed to encourage men to seek support for their mental health. In order to reach out men need to overcome barriers that have been put in place by society over a long period of time, and for some this may feel like a big hurdle to jump.

The statistics clearly highlight that the need for mental health support for men exists. In 2018, a study by the World Health Organisation found that three times as many men as women die as a result of suicide.

Evidence also indicates that ethnic minority men (and women) face greater challenges than white men when seeking support for their mental health. Sadly, and perhaps unsurprisingly, this is the case across all minority groups regardless of gender. However, there are ways you can support minority groups with their mental health in your organisaton.

Men may present their mental health difficulties differently to women, so it may be less easy to identify that they have a need for support. For example, men may display feelings of anger more readily than sadness or anxiety.

These behavioural differences have been linked particularly to men experiencing depression. Anger isn’t viewed as compassionately as sadness or anxiety (which is how depression may be more acceptingly manifested) and this presents another barrier towards accessing mental health support for men.

How to talk to men about mental health

We have identified that there are many reasons why some men may struggle to seek support for their mental health.

Some men may not be used to identifying emotions and feelings and so it could be challenging to share them with other people. Vulnerability is not something that is automatically associated with traditional ideals of masculinity.

A Time to Change study, in 2019, found that only 25% of men would open up to friends if they were struggling with their mental health.

This study also found a significant number of friends wouldn’t feel confident to know when a friend was trying to open up.

So, how can we create opportunities for men to feel comfortable to share their feelings?

• ‘Ask Twice’ – Time to Change advocate asking twice. It can be easy for men to dismiss a check-in by simply replying, ‘I’m fine’. By repeating ‘how are you?’ it creates another opportunity for your friend or colleague to share more and reiterates that you care.

• Create a safe space – one-to-one conversations could feel intimidating and unnatural to some people. If you are trying to support someone to talk about their mental health you could try inviting them for a walk or to do an activity. This can create a distraction and be a more relaxing environment for people to share their feelings.

• Encourage gentle ways to build resilience – there are a number of things we can all do to support our mental health, but when we feel overwhelmed it can be easy to forget how helpful simple things like being outside and connecting with others can be.

• Reassure them support is available – there is a range of support available to support men (and everyone) with their mental health. You could encourage them to contact their GP or highlight charities that offer mental health support for men, so they know they are not alone. Specific examples are signposted below.

Where men can get help for mental health issues

As a supportive friend, colleague or family member there is a range of services that you can signpost men to, so they can get support for their mental health.

Charities

CALM: The Campaign Against Living Miserably takes a stand against suicide. The organisation is particularly inclusive of men’s mental health as it recognises that 75% of suicides are by men.

Mind: This mental health charity provides support through a helpline, crisis coping tools, local drop-in services and more.

Hub of Hope: This database of support services allows you to enter your UK postcode and find the most useful mental health support in your local area. Find out more about the Founder of Hub of Hope in our mental health podcast.

Male VoiceED: A charity focused on supporting men with eating disorders.

Samaritans: This charity provides a helpline that can be contacted around the clock. They provide listening and judgement-free support for everyone, particularly those who are struggling with suicidal thoughts.

Support groups

Local groups focused on supporting men are increasingly popular. Some are specific to mental health challenges, like Andy’s Man Club and others create opportunities for friendship and conversation, like Men’s Sheds.

NHS Services

• Emergency advice and helplines
• Help to access the right mental health support
• Your local GP, they be able to provide a referal for specialised support

How to raise awareness of men’s mental health as an organisation

As an inclusive employer there are many ways you can provide mental health support to men:

• Consistently communicate your values as an inclusive organisation, so men (and all colleagues) feel comfortable to reach out when they need to.
• Create a safe space to discuss men and mental health, by setting up a men’s forum.
• Empower line managers to be champions of mental health – this will help to create openness and overcome stigma.
• Work with your relevant networks or internal communications channels to signpost resources and support for men’s mental health.
• Set up an event where Senior Leader’s can role model the importance of men’s mental health. This could be through sharing their personal experience of men’s mental health issues, or highlighting how they practice allyship to support colleagues.

Inclusive Employers also offer a range of training opportunities to support organisations to create an understanding of mental health in the workplace and end stigma around it. You can read about them on our Mental Health web page.

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Mental ill health isn’t a factor that can be considered mutually exclusive to one’s identity and lived experiences. When thinking about mental health, one broad brush approach does not suit everyone and who, why and how people are impacted by mental ill health can be a very individual experience.

From a personal perspective, this conversation is important to me having lost my uncle to suicide in 2017. He was a 38-year-old father of 4 with his whole future ahead of him. The following year, I was diagnosed with depression and anxiety myself. I had to take time off work and get support through talking therapies and medication, which now I feel privileged to say is under control. The questions I’ve always asked: “what made our experiences different?”, “why was I able to ask for help but my uncle wasn’t?” “Aside from the circumstances, was there a difference in our identities and how we ‘fit’ into those roles that made it easier for me to speak up?”

To understand this, we must look at what makes people at greater risk to mental ill health. Research shows, those from vulnerable groups, those that experience trauma and stressful life events, poverty and unemployment, isolation, loneliness, and discrimination can be considered as being at highest risk. If we look at this through the lens of the Equality Act 2010 and protected characteristics, data shows:

Age

50% of mental health problems are established by age 14 and 75% by age 24, yet 70% of those who experience mental health problems as children and adolescents have not had sufficient interventions at an early enough stage. In older groups, depression can impact 1 in 4, with fewer than 1 in 6 seeking help.

Gender reassignment

Almost half of trans people (46 per cent) have thought about taking their own life.

Ethnicity

According to Mind Black African and Caribbean people in the UK are less likely to have common mental health problems but are more likely to be diagnosed with severe mental health problems than other ethnicities. They are also more likely to be held under the Mental Health Act.

Sexual orientation

Research between Stonewall and YouGov found that 52% of LGBT people have experienced depression. Bi women presented the greatest risk to experiencing anxiety (72%) and self harm (28%) in the community.

Disability

On average, disabled people have poorer ratings than non disabled people on all four personal wellbeing measures (Happiness, worthwhile, life satisfaction and anxiety). ONS data also shows that 13% of disabled people have reported feeling lonely “often or always”, four times more than non-disabled people. 

Although not a protected characteristic, gender comes into play here too. Lower socio-economic white men are 3 times more likely to die by suicide than women with the most common age group being between 40-49.

The important thing to note is that the above just is the tip of the iceberg, there are lots of identities, groups, experiences we haven’t highlighted, and these are just as important when it comes to supporting mental health in our organisations.

Whether creating mental health interventions is part of our role, or whether we are a colleague to a team of people, we can all do something to understand and support a proactive approach to challenging mental ill health.

Here are our tips to support mental health in colleagues, particularly those from minority groups:

1. Understand the nuances and narratives for certain groups

Very much like the above, it’s important to understand that people from different groups and experiences may have poor mental health for different reasons. Remember it’s not just depression and anxiety, there are other mental health issues that may be present including, eating and body disorders, personality disorders, PTSD, and others.

2. Intersectionality

Whilst data shows that different groups are at more risk than others, it’s important for us to also focus on the intersections of the most vulnerable identities. Black trans women face erasure, murder, and lack of legislative protection, which can all have a huge impact on mental health. So, whilst we can see trends across groups, we should also highlight the importance of where some of those groups overlap and understand that each individual will have a unique experience of mental ill health.

3. Silent communities

The truth is, there isn’t tonnes and tonnes of data out there for the more silent communities when it comes to the conversation on mental health. If we look at the LGBTQ+ community, the ‘silent letters’ are sometimes lumped under a larger umbrella term, the same could be said about ethnic minorities. Having an appreciation that people in our teams may be from smaller, less represented communities can again help us to broaden our approach to supporting those with mental ill health.

4. Be the one to start and continue the conversation

Whether we are the owner of the mental wellbeing policy and process, a manager, or a teammate, we can all be the one to keep the topic on the table. It may be that you can embed it as part of 1-2-1 conversations with line managers, or maybe there are some learning interventions you can introduce to raise awareness during key calendar dates across the year. Creating a culture where people can ask for support if needed, is the ultimate goal.

5. Know the support available and your role in intervention

Do you have an Employee Assistance Programme? Are managers equipped to identify signs of what might constitute as mental ill health, and do they know where to signpost more support? What about situations of crisis, is it clear how you can help in those instances? The CIPD offers good support on all those considerations for organisations, including guidance on suicide risk in the workplace.

Remember, no one in the organisation is expected to act like a licensed therapist or doctor, so knowing other avenues support is critical in providing the right support for those who need it.

COVID has tipped the balance for the worse

Lack of access to healthcare, isolation, physical ill health, lack of human connections and the potential risk of being in unsafe environments has left the most vulnerable at greater risk to mental ill health over the last 15-18 months. So it may be at this time that people are looking for continued support to navigate through challenging times. Think about how your organisation can continue to be inclusive and accommodating for people as we move into a ‘hybrid’ model of working to support ongoing mental health.

Put the oxygen mask on yourself before you help others

It really is true; we can’t pour from an empty cup. But human nature dictates that we will want to help those around us however we can. Much like my own journey, explore your own identity, think about your own mental health and focus on what impacts you and how you can thrive first in order to then be a supportive colleague to others.

Start the conversation in your organisations and keep the momentum going. Members who would like more support can access our Mental Health members resources, speak to your Account Manager or book your free place on our Mental Health webinar on 16 January.

If you’re not yet a Member but would like more support with this topic, you can find out more about Inclusive Employers membership or explore our mental health training options.  

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• It is recommended that adults exercise 5 x 30mins per week.  For any type of activity to benefit your health, you need to be moving quick enough to raise your heart rate, breathe faster and feel warmer.
• Do what you enjoy!!  We aren’t all elite athletes who can run a marathon before breakfast so do more of what you enjoy.  Brisk walks, cycling and even cleaning or gardening can all contribute to your 150mins of exercise per week.
• Factor in a “commute to work” – if you are working from home then that down time while you travel may be gone.  Spend the time you would normally be travelling to do something for yourself – maybe a quick walk before you sit at your desk and start your working day.
• Be kind to yourself – sometimes our days are too busy or we just can’t muster the motivation to go out in the cold.  And that’s ok, just make a commitment to yourself for the next day.
• Set a target – this can be as simple as to get out of the house for a walk at least 5 days a week or you may want to push yourselves harder.  Did you know the recommended step count for an adult is 10,000 steps per day?!!!
• Find a plan that will motivate you.  There are plenty of free online resources that can help you to begin to be more active:
  • The “Couch to 5km” app is a great tool for those who want to start or restart running
  • The Joe Wickes “PE with Joe” is free daily on his “Body Coach” YouTube Channel and is great for the whole family
  • The NHS Strength and Flex podcast provides a free 5-week exercise programme, involves no running and helps you to build on your strength and flexibility.
• We know that exercising with friends can help with motivation and lockdown can really hinder this, so why not set up a group with friends, family or colleagues and share your progress and successes.  Include extra challenges like taking pictures of random objects or wildlife while exercising outdoors.
• Take breaks from your desk. Regular breaks will improve our wellbeing and our productivity, more doesn’t always equal more so take a lunch break and step away from your work to recharge your batteries.
• And finally stay hydrated.  Lots of water will help you recover from exercise, increase energy, relieve fatigue, flush out toxins and aid weight loss.

Starting 2021 in a full lockdown was not the dream start to the New Year we had hoped for. This time round we have shorter days, limited (if any) sunshine and often less motivation to step outside of our front doors.

If you are anything like me, January usually starts with a long list of New Year’s Resolutions which I have usually failed on most of by the middle of the month.  This year I’ve decided to take a different approach, one that is more mindful of the things I am proud of from 2020, resolutions that are more reinforcements of positive behaviours and actions, and a promise to myself to do more of those.

For many of us, working from home significantly impacts on our physical activity levels.  Our step counts are lower, we may have limited reasons to legitimately leave the house and certainly in our house there is a surplus of naughty and tempting food calling out to us on a daily basis.

It is proven that physical activity has multiple benefits including:

• Physical and mental health benefits
• Improvements in sleep patterns
• Increased productivity in work and home life
• Reductions in frequency and severity of seasonal illness
• Boosting self-esteem and mood

The NHS have described inactivity as the silent killer which highlights the importance of staying healthy and active in these challenging times.

Here’s to a happier and healthier 2021!

Michelle

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