breathe - Jan/Feb/Mar 23

hello from the team!wellbeing

Be Supported

The 24/7 helpline offers practical, impartial information and support on everyday matters ranging from health issues, financial and legal matters to home and family issues. You can also access Be Supported online by visiting axabesupported.co.uk. If you wish to access further support, such as counselling, an assessment will be carried out by a qualified counsellor and together you will agree the best course of action to suit your needs. This is a confidential service.

Health at Hand

Health at Hand allows you to discuss health concerns. While the Health at Hand service does not diagnose or prescribe, and it is not designed to take the place of your GP, it can provide you with valuable information to help put your mind at rest. This is a telephone service for you and your immediate family, that you can access 24/7, 365 days.

Are you looking for ways to improve your health and wellbeing? Would you like to find out what services are available to you as a Government of Jersey employee?

You’ll also hear from colleagues across the organisation on what wellbeing means to them.

Thrive

Thrive is designed to help increase resilience and lower stress. You have free access to the app, which you can download from the App Store, Google Play or the website. Within the app you have access to a Cognitive Behavioural Therapy programme, the ability to seek further support and over 100 hours of content including a range of stress reducing sessions and a progress journal to help you keep track of your moods and stressors.

AXA Health App

The AXA Health app brings together assessments, coaching programmes, linemanager support, services and more to put you in control of your health and achieve real change. You have free access to the app, which you can download from the App Store, Google Play or the AXA website.

Know Your Numbers

You can attend a free health assessment within your workplace with our Wellbeing Physiologist. These health assessments are called Know Your Numbers (KYN) and take 15 minutes. The assessments give you the opportunity to find out your height, weight, waist circumference, blood pressure, resting heart rate, blood glucose (sugar) and cholesterol (the latter two involve a fingertip blood test). During the session you can receive lifestyle support to help achieve your wellbeing goals. Our KYN health assessments are free and confidential. All sessions are advertised internally.

Peer Support Networks

Colleague Supporters (formerly known as Mental Health First Aiders) are available to talk through any mild to moderate mental health issues and offer a listening ear and signposting to the appropriate service. Find contact information on the My States Wellbeing pages or by emailing wellbeing@gov.je

Occupational Health Advice Line for Managers

This telephone line is for managers seeking help and support on an immediate basis for Occupational Health matters relating to individual cases.

If you have any questions, please email wellbeing@gov.je

Email us

wellbeing@gov.je

Introducing the NEW Men’s

Mental Health Network: Heads Up

Clyde-Smith FOUNDER OF THE MEN’S MENTAL HEALTH NETWORK – HEADS UP

Sir Simon Wessely is President of the Royal Society of Medicine, an advisor in psychiatry to the British Army, and was knighted for his work on Post Traumatic Stress Disorder (“PTSD”). People with PTSD experience symptoms such as flashbacks or panic attacks after exposure to extremely stressful or traumatising events. Sir Simon has found it's a condition that affects between 2-5% of British military personnel, and whilst this is a high number, it's nowhere near as high as might be predicted for a group of people experiencing the number of traumatic events the military are exposed to. Why?

Sir Simon argues this is because soldiers belong to a cohesive, supportive, and collegial group, a small band of brothers and sisters who trust each other with their lives. Such high levels of what psychologists call ‘social support’ buffer against stress, nourish the human spirit and enhance resilience. Interestingly, reservists are twice as likely to suffer from PTSD, a phenomenon that is still not fully understood, but the evidence points to it being linked to reservists being less familiar trusting and friendly with their peers than regulars.

When I read Sir Simon’s work on PTSD, it highlights that the people we work with can play a critical role in helping us cope with the stress, pressure and anxiety caused by it. When we can openly discuss how we’re feeling with supportive colleagues that care about us, it has a healing effect. The opposite

Toby

is also true, as Lord Byron so poetically wrote: “I had a thought too long and darkly, till my brain became, in its own eddy, boiling and overwrought, a whirling gulf of fantast and flame”. Thoughts are thoughts, not facts, but they matter. They can move robotic arms hundreds of miles away. They can also become self-defeating, pulling us into negative cycles of self-criticism, unless we share them with supportive colleagues who help us cope by making us feel loved and giving us perspective. Yet I very rarely, if at all, share my thoughts or feelings with my colleagues. The Greeks have a word for this – Akrasia – knowing something to be good for you but doing nothing about it. But I am not alone in this. When I look around the office and speak to colleagues, I know that many other men struggle with speaking about how they feel, seeing it as a sign of weakness. The research on men’s mental health helps confirm this, showing that distress manifests differently in men than women, and how they cope with stress differs as well. Men are far less likely to seek support for mental health challenges, irrespective of age, nationality, or ethnic or racial background (for their physical health as well – GP consultation rates are 32% lower in men than women). Unfortunately, in not seeking support from others men are more likely to ‘self-medicate’ – men are nearly twice as likely as women to meet the criteria for alcohol dependence.

This has disastrous consequences (but is by

no means the only influential factor). In 2020 74% of all suicides in the UK involved men, meaning that 2 in every 3 suicides involved men. Suicide is the leading cause of death for men over 45 and now the second biggest cause of death for men aged 1-44, behind unintentional injuries. Unfortunately, these statistics can worsen during a recession or economic downturn, which we will likely experience for the foreseeable future. There are no straightforward fixes to these complex issues, but several initiatives are making inroads. One such programme is peer support groups or networks that attempt to shift cultural paradigms by creating spaces where men can share their stories in conversation. I believe that it’s essential we create our own in the Government of Jersey, to show men who are struggling that they’re not alone and build a space where supportive relationships can be forged. We can challenge the current culture where it’s seen as cool to ‘man up’, and foster a new one in which those that openly discuss how they are doing are considered the brave ones.

To support this, I will be setting up a new mental health network for men called ‘Heads Up’ in 2023. If you would like to be part of it, then please click the link here.

We are currently looking for anyone interested in being the Chair of this network, please email me here or to DEI@gov.je.

The DEI Networks

Adoni Mosquera-Valencia DIVERSITY AND INCLUSION CONSULTANT PEOPLE & CORPORATE SERVICES

The drama-based DEI training rolled out in the spring and summer of 2022. It gave an insight into the real issues employees have experienced. It was a thought-provoking workshop that got everyone talking. This initiative helped me create the six most powerful employee-led networks we have today. We are an organisation that is evolving and changing, and I am proud to say, people are listening.

We know the chair role is a demanding one, what do you do to relax for your wellbeing?

Anyone who knows me can tell you that I am a bit of a social butterfly. I love to do all sorts of activities, but dancing and bodyboarding are the ones I can’t go without. Dancing helps me create deeper connections with people and feel free. Equally, the adrenaline rush given by crushing waves when bodyboarding has got no comparison. My younger self comes back when I'm in the sea. Music and the ocean are the best medicines for the soul. Hugely recommended.

The DEI network gives employees a voice. It provides a central focus for creating and nurturing a culture of inclusivity and enables and empowers employees, whatever their background, characteristics, or experiences to feel like they belong. People are more likely to be happier and healthier when they experience social/work inclusion and participation. The creation of different networks has provided the opportunity for everyone to be heard.

I’d like to see the networks acting as a champion of diversity, equity and inclusion. We want to hold everyone (and ourselves) accountable for upholding our values and principles of inclusion, as well as taking responsibility for learning from others (internally and externally). The future of the network should be the point of reference for everything that we do across Government.

How do you see the networks developing in the future?

What would you say is the main purpose of the networks and how does it positively impact the members’ wellbeing?

What is the key initiative that you have started within the networks that you are most proud of?

Disability Network Disability Network

Steph - As we haven’t launched yet, the main purpose of our network will be to provide somewhere people can go for support and advice and to give people with disabilities a voice in the workplace. It will also be a place where allies can hear from people with disabilities, including long-term health conditions, which aren’t always seen as disabilities, but have the same protection and right to ask for adjustments to be made.

KL - As the disability network is relatively new and still in its infant stage, we aim to have a safe environment for our colleagues where they can get support, understanding and resources. Also being able to have a space where you can talk openly about any struggles and the positives with a group of like-minded peers. The main point is not just having the network focusing on the negatives but highlighting the positives.

We know the chair role is a demanding one, what do you do to relax for your wellbeing?

Steph - As a disabled person, my version of wellbeing may be quite different from others. I spend a lot of time when I’m not working physically recovering from being at work. When there are work events to attend, it’s not just a one or two hour thing out of my working week, but something that might wipe me out for days. This requires me to strategically plan out what might have to go into my ‘to do’ pile, as I don’t have the energy reserves others have and accessibility is always tricky. For me, it’s not a case of just popping to the office, but something that has to be well planned and thought out.

We have two retired horses I spend a lot of time with, Dream and Arkady, who have previously featured in Breathe Magazine. They don’t care that it will take me two hours to do something that would take other people 20 minutes – as long as the food arrives they’re happy. Being outside with them, in nature, really helps my wellbeing and physical health.’

KL - What I do for my wellbeing is to set aside time at the end of each day to step away from technology and reflect on what I have achieved, spending some of that time having a mug of herbal tea and writing in my journal about my day.

How do you see the network developing in the future?

Steph - Helping to bring awareness of disability to the Government and States of Jersey as an employer and to help GoJ to become an employer of choice for people with disabilities. As networks, it is not our role to fix problems, but hopefully we can shine a light on good practices and work with our senior leaders to address the common barriers people are facing.

KL - How I see the network developing in the future is to be the voice for colleagues who might feel like they don’t have one, bring awareness to common issues which people face across the organisation, organise events with local charities for specialist training and other learning resources we can share across the organisation.

What would you say is the main purpose of your network and how does it positively impact the members’ wellbeing?

Steph De la Cour and KL De Heaume CO-CHAIRS OF THE DISABILITY NETWORK

About the LGBTQ+ Network

Kaye CO-CHAIR OF THE LGBTQ+ NETWORK

What would you say is the main purpose of your network and how does it positively impact the members’ wellbeing?

The purpose of our employee-led network is to create a supportive working environment for LGBTQ+ colleagues in Jersey and for others to understand the needs of LGBTQ+ individuals within the community and organisation.

We impact our members’ wellbeing by giving them a supportive community within the workplace, increasing visibility and representation across all areas. The network works to address barriers to a healthy working environment, free from discrimination, and equitable career progression. We also signpost colleagues to suitable support services, where they need them.

Barette CO-CHAIR OF THE LGBTQ+ NETWORK

What is the key initiative that you have started within the network that you are most proud of?

We are really proud of our network nights out and drop-in sessions as they provide a safe place for members to be open and join in with some fun activities. We offer a range of times and locations to accommodate as many colleagues as possible and to make things fun we include activities like quizzes, drag shows or even Latin American dancing!

We know the chair role is a demanding one, what do you do to relax for your wellbeing?

Two of the network leads like to:

Stuart

Cheryl

(CK) Dog walking, socialising with friends and family with an occasional visit to a health spa.

(SB) I love spending time with my horses and the beautiful natural surroundings they live in is very beneficial to my wellbeing. One of the things I love the most is sitting next to them, listening to them breathing as they steadily munch their way through a pile of hay. I also enjoy mentoring and coaching young people who are neurodiverse. It gives me great pleasure to see them succeed in life and I feel privileged to have been a part of their journey.

How do you see the network developing in the future?

We’d like to improve the reach of our network to all GoJ employees (the network is open to all, not just LGBTQ+ colleagues) by having champions who can pass on important updates to colleagues in their teams and departments and further increase our membership.

We would like to have a better understanding of what our employees would like and need from the Network as this is an ever changing situation and increase participation and engagement at our activities and events.

Of course, it goes without saying that we look forward to participating in a bigger and better Channel Islands Pride every year!

Want

Meet the Menopause Network

friends, family, and colleagues. Recognising the symptoms and even understanding what they are, breaks down barriers, confusion and sometimes even isolation.

All genders and ages are welcome to join, whether they’re experiencing symptoms themselves and want to meet others in a similar situation or if they would just like to understand more about the menopause.

Rhian Beaton CHAIR OF THE MENOPAUSE NETWORK

What would you say is the main purpose of your network and how does it positively impact the members’ wellbeing?

The main purpose of the menopause network is to give people the opportunity to connect, to talk about the menopause, gain understanding and increase their overall awareness - there are no set rules. It's just a safe space for them to take a break, to chat, to listen and to meet each other. Whether in person or online, it’s an opportunity to share information and ask questions.

The positive impact the network has is breaking the stigma associated with the word “menopause”. The menopause can not only affect you directly but also indirectly, through

We've been so fortunate in being able to roll out numerous talks and seminars across 2022 with fantastic presenters ranging from doctors and nutritionists to stories from our own experiences.

Giving people the opportunity to understand the many changes that can affect them through the menopause not just physically but emotionally as well. Everyone’s journey is different and through our events my wish is to make everyone feel confident, secure in their knowledge and ready to embrace the changes they may face.

I must give a shout out to Adoni and Jessica for organising these events they have been real stars!

Probably what I was most proud of was seeing The 51 Employers Pledge signed by Government’s Chief Executive Suzanne Wylie, and the Vice Chair of the States Employment

What is the key initiative that you have started within the network that you are most proud of?

CAFE

Board, Constable Richard Buchanan.

This was a mark of the Government’s commitment to encouraging open conversations and to adjusting our own policies and hopefully inspiring other employers to do the same

We know the chair role is a demanding one, what do you do to relax for your wellbeing?

For relaxation and wellbeing I walk an average of 50 miles a week with my dog Finnley, I find being outdoors revitalises the senses. We walk mostly across the sand dunes and down St Ouen or up to Corbière. In the summer we can often be found together on a paddleboard down Ouaisnè Bay.

How do you see the network developing in the future?

Next year is exciting for the network as we continue to roll out new seminars with new speakers and work in closer collaboration with wellbeing to support future strategies, policies, and campaigns.

Engagement is key with the network and remains at the heart of everything we do. Adhering to the 51 Employers Pledge and keeping the 14 Points on the pledge at the forefront of what we do remains a priority.

• Take an individual approach to menopause support, recognising that everyone’s

journey is different and should be considered on a case-by-case basis

• Champion an inclusive culture, which challenges sexist, ageist, and derogatory comments about the menopause

• Be inclusive in how we communicate about the menopause, recognising that: Some people experience early menopause or premature ovarian insufficiency. Some people go through menopause as a result of medication or surgery (medical and surgical menopause). Not everyone who goes through the menopause identifies as a woman. Trans, intersex and non-binary individuals also experience menopause symptoms.

• Include menopause in our long-term wellbeing / diversity and inclusion strategy

• Educate all staff and line managers about the menopause and its impact through menopause awareness training, delivered by a qualified expert

Overall breaking down the barriers to make people feel comfortable talking about the menopause and support those who wish to learn more so they then can support their staff, family and friends.

Want to get involved?

Join the network here!

About the Neurodiversity Network

NETWORK

CHAIR OF THE NEURODIVERSITY NETWORK

What would you say is the main purpose of your network and how does it positively impact the members’ wellbeing?

The Neurodiversity Network supports people with a range of conditions that affect how our brains work. The best-known ones are autism, ADHD and dyslexia – although there are loads more. Neurodiversity means the idea that some people have brains that cause them to think and experience life differently. Acknowledging this is important for wellbeing because society, and by extension, the workplace, is heavily biased towards the needs of people whose brains function “neurotypically” - meaning they think and feel the way that society expects them to. This bias is often unconscious, but its effects can make life harder for those people who have different needs from our working environment or from life generally. Neurodiverse people often struggle with stress and depression as a result of the extra effort needed to manage their needs in a neurotypical world, so the network tries to help people understand that this can often be made easier for them/us. We

do this by working to communicate the needs of neurodiverse colleagues more effectively, and in supporting each other.

What is the key initiative that you have started within the network that you are most proud of?

For our members, I think what has really made a difference is the opportunity to talk with other people who have similar experiences in the workplace and in life outside of work. Some have diagnosed conditions, some are just now learning about themselves, and some support family members or friends. A lot of society’s focus on neurodiverse conditions is either on children or people with high care needs, so working adults haven’t had as much of a voice. It currently takes over a year to get a diagnosis of autism or ADHD and not all doctors (or family members) are understanding or supportive of these conditions. We’re also enthusiastic about explaining how some of the accommodations needed by neurodiverse employees might actually benefit many other employees – such as flexible working, the option of a quiet environment to work in, and more clarity over the social expectations

Will Lakeman

of working life. There are some parts of government who accommodate neurodiversity well (my own Department for example), and some do it less well.

We know the chair role is a demanding one, what do you do to relax for your wellbeing?

I relax by playing board games, making weird art and baking bread. I also like to listen to intense music (death metal, jungle and jazz) and watch horror and science fiction movies. As those activities are mostly based in my house and are not particularly “chill”, I also make time for daily meditation and recently took up running. I did a couch-to-5K and am training to do a half marathon in 2023. It helps offset some of the calories from the bread and SPPP has a good representation at Parkrun every Saturday.

How do you see the network developing in the future?

It's likely that neurodiverse conditions are heavily undiagnosed in the adult population, so I expect the network to grow as people

become more aware of their own needs. Many other organisations have benefited from accommodating neurodiverse employees, and even by directly targeting them in recruitment campaigns, so I hope that we can help the Government of Jersey be the employer of choice for neurodiverse Islanders. We’ve got a way to go and it is a lot of work, so I would like to concentrate on developing the network so it is inclusive of all Government of Jersey staff. At the moment we work mostly on Teams, which is not very accessible to people who don’t work desk jobs. I hope in 2023 we can roll out some activities to make links with uniformed, manual, health and education workers. The good thing about neurodiverse people is that we like to keep busy!

Want to get involved?

Join the network here!

Introducing the REACH Network

Washington Gwatidzo CHAIR OF THE REACH NETWORK

What would you say is the main purpose of your network and how does it positively impact the members’ wellbeing?

REACH stands for Race, Ethnicity and Celebrating Cultural Heritage - Our mission is to end racial inequality. We believe that embracing the diversity within our community is essential for our organisation to deliver dynamic local services, share knowledge and improve wellbeing. This has allowed members to feel empowered to share issues that affect them in the workplace including recognition of their cultural heritage and their contributions to the organisation as a whole.

This has allowed people from minority ethnic groups to identify themes and explore

challenges that they thought were individual issues and recognised that these are shared across the organisation.

What is the key initiative that you have started within the network that you are most proud of?

To celebrate the diversity of our workforce we have initiated celebrating national days of countries of origin for all of our members in the network. This has presented in many forms including sharing something about their heritage or country with the network. We have worked with the hospital canteen (Thyme Out) to serve dishes from different countries that has been popular with staff and network members.

We have run sessions on South Asian Heritage Month (July-August) with lunch and learn sessions for the network and some government departments. Various articles for OurGov have also been put forward in recognition of Day for Elimination of Racial Discrimination, Africa Day and Black History Month.

For Black History Month (BHM) we ran a number of events including:

• Rebranding of the network name from

BAME to REACH

• Cinema screenings of historical issues around the history of some Africans (slavery)

• Showings and viewings at Jersey's Library to celebrate BHM

• Talks at the Jersey Museum about slavery and Jersey participation in the slave trade

At the later part of the year, we introduced Safe Spaces to the Government of Jersey with a number of senior leaders and staff working in the government. This was a session, which brought leaders and staff to discuss what it's like to work in the organisation, the challenges and jointly identify areas of improvement. An action plan is now being developed from this work.

We know the chair role is a demanding one, what do you do to relax for your wellbeing?

I've never viewed the role of Chair as demanding for a staff network but rather an honour. It is humbling that people can feel comfortable sharing issues with me and trust me to be confidential with their information. Listening to music and watching comedy is

however my go to therapy when I need it. I spend a lot of time with my family and treasure those moments and I try to keep active including playing tennis and swimming.

How do you see the network developing in the future?

Networks are key to developing and shaping the culture of any organisation- their agenda is not dictated by management but by staff to address their needs. Networks working together will only strengthen the message, and people will feel empowered to speak up using the networks to amplify their voices.

They will drive a culture of inclusivity and diversity in the organisation and hopefully contribute to the government being an exemplary leader and employer on the island.

Want to get involved?

Join the network here!

New Year Nutrition

Pinel HUMANKYND NUTRITION

The Christmas period was an exciting time for many of us. An opportunity to go back to our roots and spend time with loved ones catching up over a traditional Christmas feast.

Christmas for me has long been filled with memories of a juicy turkey crown, golden crispy roasties, a Christmas pudding draped in cream, a generous selection of cheeses, crunchy canapes, champagne with a dash of OJ and, of course, gravy seasoned to absolute perfection. For some of us, however, this was an anxious time filled with food fear and feelings that we are going to be thrown off track with our nutrition goals.

But let me console you in the fact that one day should not ruin your progress. In fact, consistency is key and that is where you can apply a few simple hacks.

It’s so easy to forget, when we're not in our usual routine, to drink water. Dehydration can make us feel physically and mentally sluggish, give you dry skin, and headaches and may trick us into thinking we're hungry, causing us to eat even more. This is especially important if you're indulging in alcohol which can further dehydrate you. Why not treat yourself to a fun water bottle or download an app to track your water intake such as Waterllama.

Vitamin-D rich foods include oily fish, red meat, liver, mushrooms, and egg yolks. However, since it's difficult for us to get enough vitamin D from our diet alone, it is recommended that everyone over the age of one should consider taking a daily supplement containing 10 micrograms of vitamin D during the autumn and winter. In the summer and spring, we tend to make all the vitamin D we need through the sunlight on our skin and a balanced diet. Vitamin D is key for our mood, bone health, immune system function, sleep-wake cycle and so much more.

Jess

1. Stay hydrated

2. Take your sunshine vitamin

Here are my top 6 nutrition tips for starting the New Year:

3. Quality over quantity

When approaching the less nutritious options that popped up around Christmas and will do into the new year, consider having smaller amounts and enjoy them. Make sure you're eating consistent nutritious meals with enough protein and fibre to keep you feeling full and to sustain your blood glucose levels so you are less likely to binge out on the less nutritious options.

4. Eat mindfully

Mindful eating involves focusing all your attention on each mouthful of food, allowing you to maximise enjoyment whilst also helping to listen to your hunger and fullness cues. Due to our fast-paced lives that are filled with distractions, eating has become a mindless act, often done quickly. This can be problematic as it takes your brain up to 20 minutes to realise, you’re full. You can take three steps to support the process of mindful eating.

– Reduce any distractions while eating. This might involve turning the television off or staying off your phone

– Acknowledge mealtimes by sitting down and allocating time to eat

– Before eating, check-in with yourself and identify your internal cues to eat. Have you drunk enough today? Have you eaten enough protein today? Have you eaten enough? After eating, checkin with yourself again to determine whether you're full or whether you should eat more

5. Keep moving

A never-ending list of social events, last minute Christmas shopping and closed gyms may all result in us missing out on our usual physical activity. It is therefore important to find alternative ways to get in 150 minutes of moderate intensity activity or 75 minutes of vigorous intensity activity a week coming into the New Year. This could include spending more time outside with family and friends, swapping the café for a hot drink and stroll or squeezing in a morning run.

6. Consider giving Veganuary a go

Veganuary is an annual challenge that promotes and educates people on the benefits of veganism by encouraging people to follow a vegan diet. If you're considering partaking, it’s important to make sure you are including foods high in:

– Protein - tofu, Quorn, beans, lentils, nuts, and seeds

– Calcium - leafy greens, fortified milks, dried figs, sweet potato

– Vitamin D which aids calcium uptake

– Iron – tofu, beans, lentils, leafy greens, tempeh, quinoa, nuts, and dark chocolate.

– Vitamin C aids iron uptake

–

Omega-3s and 6s – leafy greens, walnuts, flaxseeds, soya beans, tofu, and grains

Iodine – seaweed and iodized salt

–

– Vitamin B12 – yeast extract, nutritional yeast, fortified cereals, and milks

If you are looking for someone to support you through this period or to kick-start your 2023 nutrition journey. Please feel free to book a 15-minute free discovery call via my website or Instagram.

Visit: humankyndnutrition.com Instagram: @humankyndnutrition Telephone: 07829 881073

HOW IS YOUR DRY JANUARY GOING?

At the start of a brand new year, January offers a great opportunity to take a break from alcohol. You might want to do it for health reasons or as a personal challenge. You may be sober curious or want to change your relationship with alcohol. Whatever your reason, there are so many benefits that Dry January can show you.

So, if you’re one of the many people who’ll be starting 2023 with a resolution to drink less, sign up to the challenge at:

Dry January | Alcohol Change UK Introducing the new and improved Try Dry® app | Alcohol Change UK

These tips can help make your Dry January a healthy and happy one.

Make goals - Set realistic expectations for yourself. Write your goals down or post them somewhere as a physical reminder of your intentions.

Tell people - Share your goals with friends and family; they'll support you to stay on track.

Make a plan for situations where alcohol is on offer –Be prepared. Decide beforehand what you will do and stick to your plan. If you like a particular alcohol-free drink, and you're going to someone’s house, take it with you. Plan to arrive late, leave early or choose to be the driver.

Know your triggers – What are the things that make you really, really want a drink? Triggers like social occasions, treats, negative emotions and more can come when your defences are down. Once you know, you can avoid them or make a plan to manage them differently.

Practise saying no – You don’t need to justify your choice to not drink but sometimes it helps to have rehearsed phrases you can say easily such as: ‘I’m looking after the kids in the morning’, ‘I get terrible hangovers so I’m better not drinking’ or ‘I’ve got to be up early to…’.

Plan some activities to look forward to – What do you enjoy doing? Have some activities in your diary to keep busy and to look after your own wellbeing. Plan to meet friends for breakfast, have a walk and a hot chocolate somewhere out of town. Get on a bus to somewhere you haven’t been in a while. Start the book or box-set you’ve been meaning to read or watch. Find new recipes to cook or learn a new skill, such as learning a language on an app or looking at Youtube to learn crochet or drawing.

Keep a diary – Record what’s new, what’s different and what’s better every day. This will help you stay focussed.

Ask for help if you need it – You might find that Dry January is harder than you think and that’s ok. Lots of people have a complicated relationship with alcohol. Talk to someone, and find support through your friends and family, your GP, online information and forums or the Alcohol Pathway Team. Alcohol and drugs (gov.je)

Do not stop drinking suddenly if you drink more than 10 units every day as you can experience withdrawal symptoms that can be dangerous. You should reduce very slowly, by no more than two units daily or seek specialist advice.

In our capacity as a mental health charity, we have had the privilege of presenting many mental health awareness sessions throughout various venues in Jersey. The main theme of these being the difference between mental health and mental illness and the necessity for a change in the cultural narrative. We have been trying to promote a better understanding of mental health in general and hope to work towards better awareness and help to break down the stigma surrounding mental health issues.

It’s important that we acknowledge we all have mental health and that, like physical health, it's an equilibrium that we maintain within us, like physical health, everyone has mental health. Physical health is the state of your body, and mental health is the state of your mind, feelings, and emotions.

Mental health is always there, and it’s fine to have good and bad days. Physical health can influence mental health, both positively and negatively.

Being mentally healthy enables you to feel, think and act in ways that help you enjoy life and cope with its challenges. Poor mental health may result in feeling unhappy, difficulty thinking clearly, or feeling overwhelmed by stressful situations.

Prolonged mental health issues can lead to more serious conditions, such as clinical depression

and anxiety disorders, which would be considered a mental illness. Of course, some mental illness can be present in someone’s life from birth, such as conditions like psychosis or schizophrenia. Any persistent and enduring mental health issue can become a diagnosable mental illness.

This is not to say that mental illness is in any way a bad thing and doesn't necessarily mean there is a barrier to living a full life, just like any illness with the right support and understanding mental illness is manageable and can be a part of life like diabetes or other physical issues that require management.

In the wake of covid our society has been subject to an intense lesson in the importance of mental health, and how isolation and uncertainty can have a detrimental effect on our mental and physical equilibrium. Now more than ever we are looking to understand how to maintain and care for our mental health in tandem with our physical health.

Time to talk offers an excellent opportunity to start conversations and dialogue of all kinds and helps us to openly discuss things of a mental health nature. It’s important to remember we all have mental health and that it is only through open and honest conversations we can normalise the narrative, break the stigma and build awareness. Together we can help to maintain our own and others’ good mental health.

International Women’s Day – ALT Collective

Since 1911, the 8th of March has marked International Women’s Day (IWD). A day to celebrate the economic, political, and social achievements of women globally. Anyone who’s taken part in a Women’s Day march will know the sense of immense unity and overwhelming gratitude that’s felt as you come together to acknowledge all the incredible, brave women that have fought for equality over the last century. Through these global marches and campaigns, IWD highlights issues, ignites discussion, showcases female talent, and gives women a powerful platform from which they can be heard. At its core though, it aims to drive real, tangible action towards gender equality.

In the workplace, women have proven themselves to be strong leaders, not only demonstrating they're doing more to support their team's wellbeing, but also taking on additional responsibilities to ensure that diversity, equity and inclusion efforts are advanced (Leanin). This is leading to higher levels of burnout however, when coupled with the added disruption of the pandemic causing women to take on more domestic and care responsibilities, reports have shown that more women are having to leave their jobs or the workforce entirely (Deloitte). While this is a concern, it’s also an opportunity for businesses to take intentional action to support women by embedding wellbeing and flexibility within their culture.

Of course, equality in the workplace doesn’t just come down to flexibility. The gender pay gap in Jersey has risen to 24.3%, a worrying difference as we face this cost of living crisis. In addition, only 21% of Jersey board roles are filled by women (PwC).

The importance of diversity on the board isn’t just cosmetic, with research continually showing that it leads to better performance, greater efficiency and employee retention (CIPD).

Recognising women’s needs for support and visibility, Alt Collective was born. Our mission is to help women thrive in the workplace by providing networking opportunities, a sense of community and tools to navigate personal and professional challenges. While women face a lot of hurdles that can prevent them from reaching their potential, quite often they're held back by a lack of confidence and struggles with imposter syndrome. By not just spotlighting women in leadership roles, but by hosting events in which we have open, vulnerable conversations, we aim to empower and inspire women on the Island and to show them what is possible.

This year, the focus of International Women’s Day is #EmbraceEquity. Equity is about providing equal and fair opportunity. What we need to ask ourselves is whether we are creating a culture in which everyone feels included, supported and nurtured? And what we can each do to actively promote equity.

REFERENCES:

Leanin - Women in the Workplace 2021: The Full Report (leanin.org)

Deloitte - PowerPoint Presentation (deloitte.com)

PWC - women-in-work-channel-islands-2021.pdf (pwc.com)

CIPD - Equality, diversity and inclusion in the Workplace | Factsheets | CIPD

Co-founders of ALT Collective, Sophie Clyde-Smith and Claudia Sutton

Dates for the Diary

AXA Webinars

Monday 16 January – 12 to 1pm, Developing your Toolkit webinar

You will learn about:

• How to define mental health and wellbeing, and what this means to you

• Different ways to look after your mental health, including the ‘Five Ways to Wellbeing’

• How to develop resilience, and understand mindful practices and top tips and skills to build your own personal toolkit

Thursday 19 January – 12 to 1pm,

You will learn about:

Be Resilient and Flourish

• Resilience – the definitions and a chance to reflect on what this concept means to you personally

• The RAW Model of Flourishing and WAR Model of Withering – considering the interaction of Resilience, Achievement and Wellbeing

• Tools to enhance your psychological resources and increase overall resilience

Friday 20 January – 12 to 1pm, Positive coping

You will learn about:

• What contributes to both optimal and poor mental wellbeing and key obstacles and barriers to achieving optimal mental wellbeing

• The natural reactions we might experience to change and adversity

• Positive coping tools and skills for managing change, and our mental wellbeing

Friday 3 February – 12 to 1pm, Cancer Awareness

You will learn about:

• What is cancer? The signs and symptoms to closely look out for

• Cancer detection and treatment and the changes you could make to reduce the risk of cancer

• Managing the emotional stresses of cancer

Monday 13 March – 12 to 1pm, Sleep your way to better health

You will learn about:

• Why we really need sleep - (Hint: the answer is not an easy one!)

• How much sleep we actually need and what long-term poor sleep can do to both your body and mind

• Top tips on how to get a better night’s sleep

Dates for the Diary (continued)

Webinars

Wednesday 18 January at 12pm, Let's Talk About Burnout

Delivered by Jonty Rose, Business Psychologist & Richard Middleton, Senior Relationship Manager at Thrive Mental Wellbeing

Thursday 9 February 2023 at 12pm

How Thrive Mental Wellbeing has Revitalised its Leading Digital Mental Health Service

Delivered by Zoe Allcott-Wells, Senior Relationship Manager and Martin Jervis, Chief Revenue Officer at Thrive Mental Wellbeing.

Wednesday 15 March at 12pm

Importance of Sleep on Your Mental Health

Delivered by Dr Andres Fonseca, Consultant Psychiatrist and Co-Founder at Thrive Mental Wellbeing.

Wednesday 22 March at 11am

Line Managers Workshop on Mental Health in the Workplace

Delivered by Jonty Rose, Business Psychologist at Thrive Mental Wellbeing.

Try out the THRIVE app! The app provides you with the tools to manage your mental wellbeing, empowering you to understand your emotions, differentiate between helpful and unhelpful thoughts and be the best you can be.

To access the app, download it from App Store, Google Play or the website and use your work email address as the username. The access code is T21201

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Documentary: My Octopus Teacher

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HOSTED BY

SARAH GRASSINI EMMA OXENHAM