April is recognized as Workplace Violence Awareness Month. Forbes recently published an article entitled, “Workplace Safety And Well-Being On The Decline In 2024, Study Shows.” The article highlighted findings from a new report from the company, Traliant, Fear Factors: A 2024 Employee Survey Report on Workplace Violence, Harassment and Mental Health. According to the report:

• 1 in 4 people interviewed stated they have witnessed workplace violence happening to another employee in the last five years,
• 12% said they had been the target of workplace violence themselves.
• 86% said they either strongly or somewhat agree that employers need to do more to address the mental health needs of employees in the workplace.

In this Q&A, Magellan Healthcare’s Psychologist Advisor Dr. Yasmeen Benjamin provides insights on the connection between workplace violence and mental health awareness and suggestions on how employers can build a culture of safety.

Q: How does workplace violence awareness intersect with mental health awareness in the workplace?

Dr. Yasmeen Benjamin: A sense of safety is considered a basic human need in order for us to thrive in our daily lives. Given that we spend the majority of our time in the work environment, work environments must value safety, establish a set of expectations and policies around safety, and consistently reinforce these policies in order to provide a sense of safety for its workers.

Q: How can workplaces create a culture of safety and prevention to mitigate the risk of violence in the workplace?

Dr. Benjamin: The culture of safety should be imbedded within the values of the organization, as our actions tend to follow our value system.

Examples of safety-specific actions that would follow this value system are:

• Trainings
• Having ongoing discussions about the importance of building a culture of safety
• Directly and publicly addressing issues of workplace violence when they occur

Additionally, I’m a huge believer that prevention starts with an ability to assess. What is the propensity for violence given individual, social, and environmental factors? Are trends changing and how does one adjust and become more informed as a result of the trends?

Q: What are some common mental health challenges that employees may face as a result of workplace violence or other workplace stressors?

Dr. Benjamin: When safety is lacking, we can see an increase in stress, depression, anxiety, relationship problems, and job dissatisfaction (in the form of absenteeism, tardiness, and high turnover rates). In the instance of workplace violence, people can go on to develop conditions such as posttraumatic stress disorder as well as other conditions. It is important to note that all of these symptoms and conditions are treatable with the right supports, resources, and interventions. It is also important to keep in mind, that generally speaking, the longer one is exposed to stressors, the longer symptoms can persist once the stressor is removed.

Q: What resources and support services should employers provide to promote mental well-being among employees?

Dr. Benjamin: It is important that we continue to take steps to make discussions surrounding mental health less taboo while respecting individual privacy. I highly suggest employees utilize insurance resources to access the mental healthcare that is available to them. Also, consider accessing wellness resources such as gym membership discounts and meditation/mindfulness app discounts. As best as we can (with a recognition that life can be extremely busy) it’s important to build and maintain healthy self-care habits. These types of habits can be instrumental when combating work-related and life-related stressors.

Q: Are there specific strategies or initiatives that employers can implement during Workplace Violence Awareness Month to promote mental health awareness and support?

Dr. Benjamin: Bringing attention to the topic is an important start. Hopefully, articles like this spark the type of assessment that I mentioned earlier and lead readers to include a personal assessment of their own mental health status and wellness practices.

With approximately 1.7 million dependent military children across all branches of the U.S. Armed Forces, experts who support military children must understand the unique experiences and diverse needs that require a specialized counseling approach.

This topic will be the focus of the upcoming Magellan Federal webinar on Thursday, May 16, “Connecting with Military Children: Counseling Techniques for Success.” Expert panelists for this webinar will include:

• Keionna Baker, LPC, LMHC, LCMHC, clinical project manager, Military & Family Life Counseling Program
• Paul Taraborelli LICSW, IMH-E®, child youth behavioral director, Military & Family Life Counseling Program
• Susan Trotman, LCSW, regional supervisor, Military & Family Life Counseling Program

The webinar will focus on trends, concerns, and intervention techniques that create a sense of connectedness and belonging for military-connected children and youth. To attend, register here.

In this Q&A, expert panelist Paul Taraborelli LICSW, IMH-E® shares a preview of information that will be shared in the webinar and why it is critical for counselors and other professionals who work with military children to invest time into enhancing their skills by attending.

Q: What are some key challenges that military children commonly face?

Paul Taraborelli: There are more than 1.7 million military children who face many challenges and unique experiences because of their parents’ service. Military families move on average every two to three years, impacting military children through changing schools and support networks. Military families often experience changes in parents’ access in terms of regular face-to-face contact, changes in caregivers, and changes in family routines due to a military parent being called away from their family to serve and support their mission. To manage these changes during their overall growth and development as a child, military children often rely on resilience skills they develop over time. By acknowledging and celebrating the many unique aspects of military culture and being a military-connected child, we can help these children be equipped to emotionally adjust to challenges throughout their lives.

Q: How do these challenges impact their emotional well-being?

Taraborelli: Due to changes in locations, fluctuations in daily schedules and routines, and the temporary absence of a primary caregiver/parent can lead to short-term and possibly long-term effects on a child’s overall wellbeing and the development of age appropriate social emotional skills.

Q: What are ways that counselors can help military children navigate these transitions and build resilience?

Taraborelli:

Focus topics when working with military children to support and enhance social emotion skill development and reduce stress, including:

• Resiliency skill-building
• Development and use of age-appropriate problem-solving skills
• Development of healthy relationships skill building, including ways to express and manage their emotions

Q: What are some common misconceptions or stereotypes about military children, and how can counselors work to challenge and overcome these misconceptions?

Taraborelli: A common misconception is that military children are used to moving a lot, changing schools, making new friends, and can adjust easily to changes in their lives. Counselors can engage military children in conversations about how they are coping with and adjusting to these changes both in the past and presently. Counselors can explore, identify, and develop age-appropriate coping skills while working with military-connected children. If possible, provide opportunities for peer support through group meetings and activities with other military-connected peers.

Another misconception is that due to attending different schools in different locations, military children are not as academically prepared as their nonmilitary peers. Counselors can explore with military children their learning journey and what they have learned both academically and outside of school during their life as a military child. Counselors can focus on, celebrate, and acknowledge the experiences they have had compared to their nonmilitary peers and how those experiences contribute to their overall sense of self and the skills they have developed academically, socially, and emotionally.

Q: Lastly, what advice would you give to counselors who are looking to enhance their skills and effectiveness in working with military children and their families?

Taraborelli: Make a conscious effort to better understand the unique aspects of military culture and what military children experience in their lives as military children. Use this knowledge to provide additional information and insight when assessing presenting issues or concerns a military child may be facing and develop tailored goals for counseling and support for the child.

As a Performance Expert (PE) working in Japan, my mission has been to enhance the performance and resilience of U.S. Army Soldiers, civilian employees, and family members by creating customized training based on needs and availability. Master Resilience Trainer-Performance Experts (MRT-PEs) work at Army Ready and Resilient (R2) Performance Centers to help soldiers understand and enhance the mental side of performance, maximize the benefits of training, and provide skills and techniques to develop strong teams.

When I arrived at Camp Zama, Japan, I sat down with several leaders in the community, including the Garrison Commander and several Brigade-level leaders. The leaders requested our help to bridge the communication and cultural gap between the U.S. forces and local and national employees. My experience provided me with a unique perspective I’d like to share on the strategies, struggles, and successes I used to foster mutual understanding and collaboration between U.S. Army personnel and Japanese local national employees. These tactics can be used in any personal or professional situation to help you communicate more effectively across diverse backgrounds and cultures.

Identify the Challenges

One of the initial hurdles I encountered was the stark contrast in communication styles between the U.S. Army Soldiers and Japanese civilians. The direct and assertive approach of American Soldiers clashed with the Japanese employees’ more reserved and harmonious communication style. These differences often led to misunderstandings, strained relationships, and hindered collaboration.

Additionally, cultural differences permeated every aspect of work, from decision-making processes to leadership styles. U.S. Soldiers were accustomed to hierarchical structures and authoritative decision making, while Japanese civilians valued consensus and a collective approach. Bridging this gap required a comprehensive understanding of both cultures and a nuanced approach to cognitive performance enhancement. Once I had identified the challenges, I was able to employ the following strategies to help me successfully communicate and collaborate across cultures.

Strategies for Success

Cultural Immersion: I immersed myself in the daily lives and traditions of both American Soldiers and Japanese civilians to develop a deep understanding of both cultures. This involved attending social gatherings, participating in cultural activities, and engaging in open conversations to grasp the intricacies of their perspectives.

Customized Training Programs: I recognized the need for tailored solutions and designed training programs that integrated cultural empathy and cross-cultural communication skills. These programs focused on enhancing emotional intelligence, active listening, and the ability to adapt communication styles to meet the expectations of diverse audiences.

Collaborative Workshops: I organized interactive workshops that brought together U.S. Army Soldiers and Japanese civilian employees to foster mutual understanding and collaboration. Participants gained valuable insights into one another’s perspectives and developed a shared sense of purpose through facilitated discussions, role-playing exercises, and team-building activities.

Mentorship and Coaching: I embedded myself in existing mentorship and coaching programs, such as a U.S. Army cooperative education (co-op) program that partners leaders with their Japan Ground Self-Defense Force (JGSDF) counterparts. I observed how JGSDF leaders learn from their U.S. counterparts and organized facilitated workshops to introduce the JGSDF co-op program participants to U.S. Army performance and resilience training.

Continuous Evaluation and Adaptation: I recognized that cultural empathy is an ongoing journey and consistently evaluated the effectiveness of our training programs and adapted them based on participant feedback. This iterative approach ensured that our services remained impactful and relevant.

Achieving Cultural Empathy

Meeting client demands for cultural empathy training required perseverance, innovation, and a commitment to delivering tangible results. As a Cognitive Performance Enhancement Specialist, it has been an enlightening experience bridging the cultural divide between U.S. Army Soldiers and Japanese civilian employees. We successfully fostered collaboration and mutual respect through understanding, empathy, and tailored training programs. We can pave the way for harmonious and effective working relationships that benefit both individuals and organizations by recognizing the importance of cultural empathy and continuously adapting our strategies.

Together, we can bridge divides and create a future of cultural understanding and cooperation. I hope this helps you do the same.

The appearance of the Department of Defense (DoD) visual information does not apply or constitute DoD endorsement.

The National Football League’s 58^th Annual Super Bowl ended with a winning team and fans who might be recovering from a tough season. Whether you’re an athlete or a fan watching sporting events in person or at home, the competitive nature of sports can be both exhilarating and heart-wrenching. However, what happens when the passion felt for the game triggers emotions such as sadness or depression? In this interview with Magellan Federal’s Performance Coaching Manager Meg Helf, M.S., CMPC®, we explore the concept known as “sports fan depression.”

What is Sports Fan Depression and is it a real diagnosis?

Meg Helf: Although Sports Fan Depression is not an official diagnosis in the Diagnostic and Statistical Manual of Mental Disorders (DSM-5-TR), many of us are all too familiar with the emotional rollercoaster that comes along with being a fan. Reactions to any number of life events can linger and develop into diagnosable depression, prolonged grief disorder, or an adjustment disorder with depressed mood. Just as we experience grief with the loss of a relationship or a loved one, a job or an opportunity, we may experience grief at the end of a season or when our favorite team comes up short.

For sports fans, acute grief is that initial intense feeling after a loss takes place. This may manifest in a range of complex feelings such as sadness, anger, frustration, and disappointment, which often isn’t discussed in the context of sport. When this grief is experienced for extended periods of time and starts to impact our daily functioning (e.g., work, eating habits, sleep, relationships), we might be experiencing what many call Sports Fan Depression.

What is it about sports that can trigger this feeling?

Helf: There are several reasons that sports can trigger these feelings. Fans make emotional, psychological, physical, and sometimes financial investments in their teams. There are a plethora of ways that sports can impact our wellbeing: sports can be integral to one’s identity, sports can drive our daily activities, and, sports have the ability to create communities and develop relationships.

The more someone identifies with their team the stronger they may feel loss about the outcome of the game or result of the season. These events can feel like a blow to our personal identity when we have a sense of pride and belonging. Despite superstitions and lucky shirts, socks, and routines, fans have a lack of influence and impact on the outcome of the game. This may set many up with unrealistic expectations and add a sense of helplessness. A player on the field has the ability to distinguish what went well, identify what they and the team need to develop, and maintain a future focused growth mindset regardless of the outcome. With less control, it is understandable that fans struggle with optimism because they cannot take any action to make the desired change.

For some, being a fan is a part-time (or full-time!) job. Between watching games, competing in fantasy leagues, and researching statistics, our daily lives are filled with something that we are passionate about. Similarly to how some marathon runners experience the “post-race blues,” when a season is over, we may feel a loss for all the time we invested and feel like a large part of our daily excitement and activities are missing. As the season comes to a close, that taste of the adrenaline, tension, energy and anticipation of each game fades and may leave us wanting.

Fans also rarely go it alone. Our favorite team has the ability to connect people, both friends and strangers alike. Fans connect across time zones for draft parties and engage in banter through fantasy leagues, spend hours tailgating before a game, and gather for watch parties. Families strengthen bonds, adorning newborns in gear and creating traditions. Strangers high-five. They hug. They share food, drinks and handwarmers. Even opposing fans engage in playful banter and share stories. Entire cities come together to support their team. We win together. We lose together. And when the season is over, we are losing these opportunities for such a meaningful part of life – connection to others.

How can someone identify if they suffer from this condition?

Helf: A couple of symptoms experienced with depression are diminished interest or pleasure in activities, depressed mood, significant unintentional weight gain or loss, insomnia or sleeping too much, fatigue or loss of energy, feelings of worthlessness or excessive guilt, and diminished ability to think or concentrate, or indecisiveness. Prolonged grief symptoms are intense emotional pain, loss of identity, difficulty moving on with life, emotional numbness, feeling that life is meaningless, and intense loneliness.

Individuals should build self-awareness about the intensity and duration of their symptoms, and the impact they have on their daily lives. Tap into your thoughts. Are they pervasive? Is the loss of the game bleeding over to other areas of your life? Be purposeful with your next steps and be on the alert for destructive or non-productive patterns that may not help you (e.g., alcohol, adrenaline/thrill seeking, substance abuse, risk-taking).

What are steps someone should take if they believe they have Sports Fan Depression?

Helf:

• Make some intentional time to mourn the loss and build self-awareness of when intrusive thoughts creep in so you can shift to more productive, optimistic style thinking.
• Expand your identity – who are you outside of being a loyal, avid fan?
• Develop and maintain healthy habits – make time to move your body, prioritize healthy eating, hydration, and sleep. These habits are always crucial, but especially helpful for individuals who are struggling.
• Cultivate connections with others – reconnect with your fellow fans in a different context and develop new communities. Diversify your portfolio on interests and discover activities that generate positive emotions and engagement.
• Unplug from your fandom. Clear your head and provide an opportunity to get a little emotional distance from the season. Taking time for yourself will sow benefits for you and those around you. If the post-season funk stays around for longer than 2-4 weeks, find a professional to talk to or take a depression screen.

It’s important to understand that it is perfectly natural to have emotional highs and lows when you are so connected and invested with a specific sports team. Just because you experience some grief, sadness, or disappointment does not mean you have depression. It is typical to have reactions when any season changes and normal to reset your compass.

Perhaps consider why you watch sports in the first place. Is it the appreciation of athletic prowess? The comradery and connection with others? Pride in your town? Understanding what is most important to you can help you squeeze every ounce of enjoyment and excitement out of the game, while arming you with strategies to cultivate your wellbeing.

For more information on depression screenings and tips on wellness, please check out: The Journey to Wellness: Do I need a Depression Screening?

And remember…there is always next season!

Resources

Online screens and helplines: 

• Anxiety & Depression Association of America: (1)
• The Reach Institute (2)
• Mental Health America (16)
• Veteran’s Administration (17)
• SAMHSA National Helpline: 1-800-662-4357
• NAMI Helpline: 1-800-950-6264

February 1^st is known around the world as Time to Talk Day. This is a national day that encourages individuals to have an open dialogue about their mental health and to be supportive of others.

In this DocTalk article, Magellan Healthcare’s Medical Director Dr. Chris Squillaro shares why the act of talking about mental health is so important, the common misconceptions about mental health, and advice on how to approach the conversation for all age groups.

Q: In your opinion, why is it important to talk openly about mental health?

Dr. Chris Squillaro: Open conversation is important to communicate our feelings and emotions.  Without the ability to share the things that we are feeling inside, they can become confusing, which can feel out-of-control and lead to worsening emotions and possibly behavior.  Conversing about mental health also normalizes the subject matter.  The more frequently mental health is openly discussed the more accustomed we become to discuss it within our relationships and as a society.  Lastly, talking about it helps us to realize that we are not alone.  Since mental health and substance use is so prevalent in our culture, every one of us likely has a connection to someone struggling with one or the other.

Conversely, not openly discussing mental health has no benefit.  History has already shown that this only leads to stigma and worsens the potential problems associated with unaddressed mental health conditions.  If we’re not openly discussing it, we’re also not openly seeking solutions when needed.

Q: In 2024, what do you think is the biggest misconception about mental health?

Dr. Squillaro: That mental health issues are resolving as fast as our concerns about COVID.  Even though we are moving away from the day-to-day threat of COVID to us and our loved ones, mental health and the mental health system are far from recovered.  We are seeing consequences both in terms of children and adolescents who lost social connection at critical junctures in their development and are struggling to catch up from the delay.  This not only impacts them but also their family unit and their community.  The increase in alcohol and drug use that occurred during the height of the pandemic was not resolved.  Many of the people who developed addictions are just now starting to seek help and there are many who have not realized that there is a problem.

At the same time there is a greater need as the delivery of mental health services shifted.  Services moved from primarily face-to-face to virtual.  With this came a shift in the workforce.  Many mental health workers sought virtual positions and left critical services that required face-to-face interaction.  This left vacancies that have not been filled.  Every service in every level of care is experiencing staffing shortages.  The misconception is that as society normalizes, the mental health system has normalized and can accommodate the demand.  However, we are not seeing that same level of normalization at a time when it is needed.

Q: How do you think we can create a more supportive and understanding community when it comes to mental health?

Dr. Squillaro: It starts in the home.  Each generation has gotten better at this.  The best way to influence change is to teach our young.  More knowledgeable and understanding parents teach their children acceptance.  These children then begin to make a difference as they interact in the community and in school.  As the members of the generation mature, they create a more compassionate and embracing community.  When children grow up with these concepts that are taught and modeled in the home, their thinking and behavior is more solidified and less likely to be influenced by many of the external influences that continue to be intolerant.  I doubt anyone feels that society will eliminate extreme points of view that preach intolerance.  But the hope is that these extremes get smaller with the majority being a community that is accepting and supportive.

Q: What role can friends, family, or colleagues play in supporting mental well-being, and how can they contribute positively to someone who may have mental health struggles?

Dr. Squillaro: In terms of having tougher conversations and feeling safe to communicate about mental health and mental health struggles, family and friends are critical. They contribute to each other’s lives by caring and having the best of intentions, even when saying things that aren’t always easy to hear or when someone isn’t necessarily ready for help.  Many times, family and friends will be the first to identify when something is wrong and should be the first to speak up.  The most positive thing you can do for someone is to let them know what you’re seeing and that you are a person they can come to for help.  They may not be ready in that moment and they may need additional encouragement, but being there is the hardest and best thing to do.

On the other end, as things begin to improve, they will also likely see it first.  They can encourage and provide that perspective to continue instilling hope.  They can walk the recovery journey with their loved ones and make the connection even stronger.

Q: What advice would you give to someone hesitant to talk about their mental health issues?

Dr. Squillaro: An analogy I use to make this point is that emotions are like water.  Eventually, there is nothing that can hold it back and when it breaks through, it is one of the most transformative and potentially destructive forces on the planet.  Hesitating to talk about mental health doesn’t mean it’s not there.  We’re only able to hold it back for so long before the pressure becomes so great that we no longer control how it comes out and what it destroys.  Talking about mental health is like choosing to release the pressure and having a more constructive say as to how those emotions come out.

Q: Can you share 3-4 ways to begin an open dialogue with someone about your need for support?

• Identify the issue – you don’t need to know exactly what is wrong, only that your emotions are affecting your functioning.
• Identify someone who has historically made you feel safe.
• Take a risk – anxiety is about feeling conflicted. Choosing to move forward despite that feeling is how you begin to change take control of it.
• Gather information – after you’ve taken one risk, a second, third or more becomes easier. In that process, collect what people tell you and find your own path forward.

Q: Are there unique ways to approach a discussion about mental health with an adult versus a child (under 18) or a young adult?

Dr. Squillaro: Pay attention to the language you use.  Whether it’s a child, adolescent, or an adult, they must be able to understand what you’re saying.  Logically, children will need more simple language and concepts.  It’s okay with adolescents to take a more informal approach to how you communicate.  You’re trying to connect with someone who is at a stage where they may not want to rely on authority figures or feel that they know better.  Adults can have a wide range of capabilities.  Trying to match the language they use will put it in terms they can understand.

Be aware of their developmental stage.  Each age group is at a different stage of brain development.  Children will need to be told the answer and will need help developing the solutions.  They are much more open to direction from authority figures.  Adolescents are more impulsive and tend to believe they can easily overcome the issues.  They may also be more comfortable receiving recommendations from peers, so look to engage people within their age group to help reach them.  Adults have more lived experience, and their decision-making is more progressed.  Predicting the consequences in areas of importance to them helps to prepare them engage in help.  No matter what age group, sometimes people need time to process information.

As a person trying to support someone with a mental health issue, patience and consistent messaging are key.  Very few people react immediately.  Continue to support them through their process and reinforce a message of help and hope that will eventually be heard when they are ready.

Q: What tools or resources would you recommend on this topic?

Dr. Squillaro: This may sound simplistic, but doing an online search can bring you to both national organizations and local resources that may be of benefit.  It offers choices about which sites, information, or resources speak to you.  Specifically, the Substance Abuse and Mental Health Services Administration (SAMHSA) has a resource on this: How to Talk About Mental Health | SAMHSA.  Another great organization to seek support is the National Alliance on Mental Illness (NAMI) Resources | NAMI: National Alliance on Mental Illness.  NAMI also has local chapters and can provide support to families as well.

Your insurance provider will also have resources available on their website and may be able to aid in facilitating referrals or tools to help you understand what you’re feeling or start a conversation with someone who needs help.  Along the same lines, the county you live in has mental health resources and is well-versed in the network of providers who can provide the services needed.

Resources

How to Talk About Mental Health from the Substance Abuse and Mental Health Services Administration

Resources from the National Alliance on Mental Illness

Walk into any store after Halloween and you more than likely will see the twinkle of holiday lights, trees, and decorations that quickly remind us that the Christmas season is upon us. For some, these reminders are a welcomed sight, and, for others, these reminders may trigger feelings of stress.

One way to help ease stress levels can be by setting healthy boundaries. Magellan Healthcare’s medical director Candice Tate, MD, MBA, shares advice on the importance of setting healthy boundaries during the holiday season.

Q: What are some factors that you feel are adding to stress this holiday season?

Dr. Tate: I think people are still trying to get that pre-pandemic holiday spirit back. People feel overworked and underpaid. Many stressors do not seem to have a deadline or an endpoint. This is also the time when people tend to mourn the loss of loved ones or feel emotional because they are unable to attend family gatherings.

Q: What are the steps to setting healthy boundaries during the holiday season?

Dr. Tate:

1. What are your needs and/or what are your stressors? This first step is important because it is difficult for others to know what you need and what stresses you. This can be effective by focusing on your top five.
2. You should expect resistance from others because your needs may conflict with their needs. This can be a challenging step in establishing boundaries for that reason. This is also challenging because you are imposing a change from past behavior.
3. You must communicate the boundaries and any subsequent changes. This may result in uncomfortable discussions and possibly conflict, but this is a necessary step in establishing boundaries. This is important for the people who will be directly impacted by the changes.
4. You must be consistent with the boundaries and hold yourself accountable. Others may intentionally or unintentionally challenge your new rules and habits. It is important to stand firm and remind others of what has been discussed. For this step, practice makes perfect. The longer you are consistent in reinforcing your boundaries, the more beneficial the boundaries will become.
5. Be prepared to distance yourself if necessary. On occasion someone may wholly reject your boundaries and object to any change. That is okay for them to do, and it is okay for you to distance yourself from the person or the situation. The boundary has been created to provide you with peace of mind and protection.

Q: What are examples of healthy boundaries? Is this important for both adults and children? How so?

Dr. Tate: An example of a healthy boundary during the holidays is setting a budget. Many people are faced with financial challenges due to rising costs of food and gifts. Many people feel that their disposable income has decreased over the past few years. Setting a budget for holiday spending to include gifts, decor, travel, and entertainment is a form of a boundary. Overspending causes anxiety, depression, and relationship problems. A budget can be beneficial for an individual and/or a family. It can be shared electronically or on paper, and it can be discussed with significant others and children. This allows for spending a certain amount, managing expectations, sparking creativity, and establishing new standards for the holidays.

The holiday season is an optimal time to take a social media break as another example. Recent reports in the news highlight how social media harms teenagers and children. Not only is this information not new, but we also know that social media negatively affects adults too. This is an opportunity to disconnect from what others are doing (or pretending to do) and allows you the space to focus on your values and the needs of your family.

There is so much pressure for us to experience a certain type of holiday season that usually includes overspending, indulgence, and being happy about it. Establishing boundaries is an opportunity to show yourself and your children that you can create positive and meaningful memories by doing things that suit your family based on your means and your values.

As October comes to a close, so does the monthly observance known as National Disability Employment Awareness Month. This year’s theme selected by the Office of Disability Employment Policy was “Advancing Access and Equity.” According to the Autism Society, adults with Autism are represented in every field of employment.

In this Q&A article featuring Dr. Amy Latta, a psychologist advisor for Magellan Healthcare, we explore the question – is Autism a disability?  Dr. Latta shares her thoughts on this question below.

Q: Is autism considered a disability (from social, legal, and medical viewpoints)?

Dr. Latta: The medical and legal perspectives both view Autism as a disability. The disability is created when the individual’s impairments (social communication and social interaction, as well as restricted interests, behaviors, or activities) interfere with daily functioning.

In contrast, a social perspective views the individual with Autism as “neurodivergent”  or having a brain style that is simply different from the average or “neurotypical” person in society.  From this perspective, Autism is not a disability. The disability is created by society’s lack of acceptance of an individual with a different or “neurodivergent” brain style. Within this framework, as society becomes more inclusive of persons with Autism and adapts better to their needs, the disability fades.

Q: How do you discuss neurodivergence with a child with autism?

Dr. Latta: If you ask a group of children to draw a person enjoying something fun, do you think all the pictures will look the same? Would anyone’s drawing be the “right” drawing or the “wrong” drawing? That is neurodivergence. It means everyone’s brain functions differently. There is no right or wrong way.

Q: Please briefly outline state government disability benefits people with autism can take advantage of.

Dr. Latta: Social Security Administration’s (SSA) administers the Social Security Income (SSI) program, which provides financial assistance to children and adults with Autism. In order to meet eligibility for SSI, there are income limits and medical requirements (e.g., symptoms of Autism need to be severe enough).

Q: How does getting disability benefits differ for children and adults (especially for parents with teens about to turn 18 – do they need to go through the process of conservatorship before the 18th birthday or will their child need to show financial responsibility, such as a job or paying rent, to get the full amount of disability)?

Dr. Latta: A child (under age 18) with Autism may qualify for Social Security Income (SSI) if the symptoms of Autism are severe enough and the parents’ income does not exceed the income limit. The income limit increases with each additional child under age 18 in the family.

Once a child with Autism turns 18, the parents’ income is no longer counted (even if the child is living at home) in the calculation for SSI benefits.

If a child is going to turn 18 and needs help making life decisions as an adult, the family may want to consider providing support to the child after age 18 through guardianship, conservatorship, or power of attorney. Guardianship and conservatorship are more involved legal processes so the family will want to start this process six months before the child turns 18.

Guardianship: A trusted adult is court-ordered by a judge to make decisions on behalf of the individual. There are full and partial guardians. A full guardian can make decisions about all areas of an individual’s life. A partial guardian can make decisions about select areas of an individual’s life.

Conservatorship: A trusted adult is court-ordered by a judge to make decisions about financial affairs only.

Power of Attorney: Is a legal document that authorizes a trusted adult to make decisions about the individual’s property, finances, or medical care. Under a POA, the individual still retains the right to make decisions on his or her behalf.

For more than 80 years, organizations have turned to employee assistance professionals to support their employees and people leaders dealing with issues that threaten personal wellbeing or hinder workplace productivity. Today’s most trusted expert is the Certified Employee Assistance Professional (CEAP), who is multifaceted and has a sharp focus on the Employee Assistance Program (EAP) core technology to guide their work. Here’s how and why Magellan believes obtaining a CEAP certification can benefit your professional development and help organizations receive top-tier EAP services.

What Makes Employee Assistance Professionals Unique

Fostering employee engagement and wellbeing is associated with a positive workplace culture, helps retain and attract talented employees, and contributes to higher productivity. Employer organizations have long relied on the unique blend of expertise possessed by experienced Employee Assistance (EA) professionals to support and advance their programs. Skilled EA professionals are knowledgeable in organizational culture, mental health, workplace policy, program promotion, and crisis management. They possess the ability to interact with and support all levels of the organization.

On any given day, EA professionals intervene with individual employees and family members in managing life’s challenges; furnishing opportunities for people leader development; conducting program promotion activities; and addressing organizational impacts such as preventing and coping with workplace violence, critical incident support, and crisis management. Unlike other helping professionals who often play a client–advocate role, EA professionals recognize and are bound by the principle of their dual-client relationship and maintain neutrality as well as confidentiality. EA professionals’ distinct expertise and adherence to the dual-client philosophy sets them apart from other types of helping professionals.

The Value of CEAP Certification

The Certified Employee Assistance Professional (CEAP) certification is the only EA professional credential that demonstrates mastery of the concepts and skills required by competent EA professionals. CEAP certification is a recognizable commitment to excellence and demonstrates the EA professional’s unique body of knowledge and alignment with the EAP core technology.

Voluntary certification establishes professional credibility by demonstrating the following:

• Observance of quality and industry standards
• Well-trained in your area of expertise
• Commitment to continuous professional development
• Personal drive and motivation to excel in the Employee Assistance profession

The CEAP certification process provides an evaluation of existing knowledge and skills while concurrently providing professional development. The required knowledge modules cover essential EAP components, updated industry information, exposure to international EAP, policy issues along with relevant legal issues, EAP clinical assessments, marketing, training, supervision, and program management for EAPs.

The CEAP is the gold standard in the field of employee assistance. It is the only credential that confirms proficiency in the concepts and skills required by competent EA professionals, and it is why Magellan Federal seeks to hire professionals with this designation and offer free certification for our staff. We believe that the CEAP empowers our professionals to provide exceptional EAP services to the government, our ultimate goal.

How to Become a CEAP

There are multiple pathways to becoming a CEAP, depending on your education and work experience. Many CEAPs are masters-level counselors, but there are other roles in the EA profession that do not require a counseling degree. For example, account executives, program managers, human resource professionals, and union stewards benefit from CEAP certification in their roles.  All candidates seeking initial certification should visit the Employee Assistance Professional Association (EAPA) website for more information.