#depression discrimination in the workplace

[lifewithcraig]

Deli

This building has a way of making you feel invisible.

People don't say hi.

Or ask, "How are you?"

They don't greet each other in the hallway.

Or do drop-bys at each other's desks to see how things are going.

Not if they don't care about you anyway.

The difference in wavelength between a disinterested interaction and an enthralled one is palpable.

But you wouldn't dare say anything about it.

Because what would that accomplish?

You'll make your manager feel bad?

Evoke the essence of a guilty Catholic schoolboy reprimanded for sinning but predestined to do so again.

Or will they get angry?

Defensive?

Will you simply expedite your expiration date?

And watch things wilt from sour to stale?

Perhaps the worst thing they could do is say it's all in your head.

That you're composing a false narrative.

As if anyone would actually choose to be this miserable.

The problem is feelings are not facts.

You can't argue with auras.

Energies aren't evidence.

There is no antidote for apathy.

And maybe it doesn't matter.

Not when you don't have a regular boss to report to.

But when the building loses color and shape and pitch every time there's a layoff.

When the same echo chamber of centuries past continues to rise in a flash of white.

It makes you wonder if those of us on the outside are all just waiting for our number to get called.

[fingertipsmp3]

Sometimes I wonder if I’m the only person who has a grasp on reality, or if it’s actually that I’m the only person who doesn’t have a grasp on reality

[letters-to-lgbt-kids]

My dear lgbt+ kids,

Someone requested some advice on whether to openly tell people you are mentally ill/neurodivergent/invisibly disabled or not.

There's some research that suggests that, for example, autistic people are more likely to identify as lgbt+ than their non-autistic peers - so this is absolutely a topic that belongs on a lgbt+ blog and I'm sure there are a lot of you who had to make that decision (and probably keep having to make it as coming-outs of any sort are rarely one-and-done!).

In fact, I had/have to make that decision myself! As an autistic person with depression and anxiety, I could tell you now why I personally decided to be open about all those diagnoses - but the right decision for me isn't necessarily the right decision for you as my life isn't yours.

So, what I'll do instead is to write down a general list with (potential) pros and cons, and I encourage you to nitpick it. Personalize it, take some time to decide how much, if at all, each point weighs in your own decision. There's no right or wrong answer here. It's all about your highly individual situation, about your safety and comfort.

Reasons not to be open about it:

It may put you at risk for various sorts of hate, discrimination, negative stigma and bad treatment

It may put a burden on you to educate others and discuss any misconceptions or myths they believe in, including potentially hurtful or disstressing ones (maybe even fruitlessly so which may cause frustrations or fights)

It may change the way people treat you, even in well-meant ways (babying you, pitying you, trying to "help" against your wishes etc.)

It may feel like a loss of privacy, make you feel "naked" or emotionally vulnerable, make you worry more about the way others perceive you etc.

Reasons to be open about it:

It may help others understand you or your behavior better, which may have positive effects on your relationships

It may allow you to ask for support and help more easily (either from friends and loved ones or in the workplace, school etc.)

It may make you feel empowered and help you accept/love yourself as a disabled person more

It may contribute to making your specific diagnosis more visible in society (which may also make you feel pride in breaking down stereotypes and supporting your community)

It may discourage people from assigning wrong or hurtful labels to you (either armchair-diagnosing you or labeling you as weird, crazy, lazy, gross etc.)

It's important to keep in mind that some people do not have the option to make this decision for themselves, for example because they have highly visible symptoms or they are in a position where their caretakers make the decision for them. This adds another layer to why we can't judge one decision as better or worse than the other - it's not always their own decision.

With all my love,

Your Tumblr Dad

[moonlitwitchdaisy]

Office Days

☕︎ There’s nothing worse than not being able to catch the attention of the person you like. No matter what you talk about or how you laugh at their slightest unfunny joke, if they’re not curious about you, you’ll never have a chance with them. But if there’s something worse than that, it’s being caught on the radar of someone you should never have attracted attention from. My boss, who I thought only cared about his work and money, noticed me and became curious about me, out of all the people around. But he wasn’t the one I wanted. This must all be a dream. Someone like Nanami Kento could never be involved with someone like me. I wouldn’t have anything to do with him either. After all, the person I liked wasn’t him. Right?

☕︎ pairing: nanami kento x fem reader

☕︎ topics: modern au, morally gray billionaire boss nanami, employer fem reader, workplace romance and setting, 6 year age gap (nanami is 34 and reader is 28), one-sided attraction, strangers to lovers, different social class, secret admiration, cooking clasess, coffee dates, soulmate connection, traumatic past relationship, being there for reader and making reader smile is nanami’s love language (touching too), broken reader, love at first sight, mutual hobbies, happily ever after ♡︎

☕︎ warnings: +18 Minors Do Not Interact!! +18 (explicit sexual content, cheater and abusive ex, depression moments, low self-esteem, anxiety attacks, mentioning gender discrimination in the workplace, alcohol use, mature language)

☕︎ office days aesthetic

☕︎ chapters:

⤷ chapter 1 - coming soon !

all rights belong to the @moonlitwitchdaisy do not copy, reproduce, or translate my work.

[strawberry-graveyard]

saw a post where someone was talking about how they studied for like 5 years for the career they really wanted, then got diagnosed with schizophrenia and fired from their job. and all the comments were from nt + abled people talking about how “they can’t do that, it’s discrimination and protected against” which is a very sweet thought but i need you all to understand that schizospec people, and really anyone with a mental illness involving psychosis are not well protected against job discrimination. physically disabled people aren’t even well protected against job discrimination, and they’re who you usually think on when talking about accommodations and the like. even people with “accepted” neurodivergencies like depression, anxiety, and autism face a lot of discrimination and difficulties when it comes to the workplace.

all this to say, please keep fighting the good fight. and continue to learn about disabilities, mental and physical, and the issues those individuals face in society. especially if it’s something that’s still very heavily stigmatized. progress is slow but that doesn’t mean you stop pushing for it, we’ve all got this.

[bealilyaliceinmarch]

Election Thoughts - Fear and Pain

I just watched the new Legal Eagle video on Nebula that outlined some of the realistic legal effects of this election and it's truly put into focus how this outcome genuinely ruins my life. Like... we'll probably still have elections but the consequences of this election will last my lifetime and some of them WILL be things like the revocation of same sex marriage, legalized hiring and workplace discrimination on the bounds of gender identity and sexual orientation, and smaller stuff like the loophole I can use in Georgia to change my name will probably be closed. I genuinely can't see myself having the future I've envisioned for myself. The future I wanted has to go to future generations. The life I want has never been for me, I won't live to see a world where it happens.

And that sucks. My goals I have for my life are incredibly unambitious and they have become actively much more difficult. I don't know what else to feel than angry and hurt that so many people want that. Want people like me to suffer so that somehow that reflects some equity back on them. It's so incredibly selfish and self centered. All I've wanted was to live my life, get the legal and medical procedures necessary for my basic happiness, and hopefully get a job good enough to support myself and have enough money left over to help my friends through tough times. Not nothing, but attainable. Reasonable. Now, looking more and more impossible.

I've genuinely lost all faith and love for the American people and this country as a whole. I've never been truly ashamed to be an American until now, but like... freedom and justice for all is a lie. Its always been a lie. We've never been the land of the free, we've always had slaves, we've always killed our neighbors, stolen our land, traded the lives of the poor and desperate for the wealth of ourselves and the people above us. We're a truly hateful and selfish country. This just shows that we haven't changed. We stubbornly continue our legacy of hate and bigotry. Flip the page and trace the markings from the one before.

It's so hard to keep motivated. So hard to fight my depression and anxiety and mental illness and obesity and just move forward. Everything feels so heavy. How do you hope for a future you'll never see?

[selamat-linting]

this is complaining about online stuff again but seriously, i just saw this guy on insta complaining over a girl making a joke post about how since she spent so much money looking pretty she cant be dating poor men. this guy said "what about the reverse? what if i say since im a good educated man who spent money building a career and going to therapy then i shouldnt be dating a girl who only knows how to be pretty?"

thats not the pointtt, every single argument from men like him forgets gender roles and workplace misogyny and discrimination is alive in 2024 and it might influence how some women cast their lot in life. and then his next insta story was about toxic masculinity and male depression rates. and then i remember... this is the guy i followed because the liberal feminist collective i used to follow on ig recommended him as The Guy on how men could be an ally to women and how they can benefit from feminism.

el oh el. i guess its true that a man's allyship to women extends only until the women is mean to him.

[floofgryph]

If I may ask what is your interpretation of kianna komori as a boy

Like in terms of name personality and appearance

I honestly don't know what you would be named as a boy

But I'm curious to hear your interpretation

Name

It would be interesting if he was named Kaiya Komori or some other short masculine name that starts with a "K".

Personality

I imagine him having a similar personality to Kianna, but I do think there will be some noticeable differences:

He would occasionally bicker with Yui due to their differing opinions and interests. However, he would profusely apologise and hug her shortly after because he's afraid of losing her.

Despite his oddly good emotional intelligence, he does exhibit signs of psychopathy, but they're not always noticeable.

He has seasonal depression

He has bloodthirsty tendencies that he tries his best to hide because he's ashamed of it and he fears that it might lead him to a dark path.

Whenever he's understandably furious, he can come off as confrontational and rudely blunt.

There are moments where he's extremely shy or super paranoid

He has trust issues that are geared towards everyone, but it doesn't include people who remind him of Yui, Demaryius, and Sister Rosa.

He's a maltheist (it means that he believes in God's malevolence)

He's not extremely religious, but that doesn't mean he's not interested in religion and learning about the beliefs of different cultures.

He occasionally comes off as cynical and pessimistic

He strongly respects all women as he believes that there is no excuse for discrimination directed towards people who are natural equals.

He has a deep fascination with animals, but he tries not to engage with him because he's afraid that he might accidentally kill them. It also explains why he doesn't own pets, but he does own pictures, drawings, and books about animals.

He places great value on honour, loyalty, honesty, generosity, kindness, and vigilance.

Appearance

He would look physically similar to Kianna, but with a more masculine build. However, it would be pretty if his physical appearance had a hint of femininity in his face.

Onto the outfit!

He would have a pastel gothic wardrobe

He has work clothes that have a muted colour palette

He likes to wear oversized hoodies

He has a massive coyote fur jacket that's only worn during the winter months

He has necklaces and earrings that depict iconography from the Western religions (Christianity is the most common amongst his jewellery pile)

His causal outfit aesthetics mimic male outfit styles during the 1990s and 2010s

His workplace outfit aesthetics mimic male outfit styles during the 1920s (they're also referred to as the Roaring Twenties for all of you history buffs)

I know you didn't ask for backstory, but I do have a little something for that. I know that I'm not part of the Diabolik Lovers fandom as I haven't engaged with the franchise... but hear me out! I strongly doubt that the Sakamaki brothers would be interested in male Kianna (let me know if I'm wrong). So, what if he was abused by Seiji and whatever church he and Yui attended?

[covid-safer-hotties]

Almost 18 million people have Long COVID. Here’s how to make your work more inclusive - Published Sept 23, 2024

BY Ludmila Praslova

Supporting inclusion for workers with Long COVID requires rethinking many long-standing practices. But it can—and must—be done.

We often talk about the impact of COVID-19 on workplaces during the height of the pandemic as if that impact is over. But it is far from over. In the U.S. alone, nearly 18 million people are grappling with Long COVID, and 65% of them are working, even if some had to make adjustments to hours and tasks.

The impact on individual lives, the workforce, and the economy is tremendous, and we have to keep learning to deal with it. Just as many organizations learned during quarantine that much more flexibility in the workplace is possible than previously thought, many will learn that much kinder and more inclusive cultures are possible. And organizations will also learn that flexibility and inclusion are not just possible, but profitable.

Long COVID is a Full-Person Condition Long COVID can impact the whole person, with symptoms ranging from mobility problems (due to muscle weakness, dizziness, and shortness of breath) to depression, anxiety, and difficulty focusing. It is associated with grief and reevaluation of life’s values and priorities.

While fatigue, cardiac, and respiratory issues often come to mind when thinking of Long COVID, its neurological and psychological effects are just as profound. This makes Long COVID both a chronic illness and a form of acquired neurodivergence—a significant difference in neurobiological functioning. Thus, models developed for neuroinclusion at work are just as relevant as an understanding of physical disability.

Supporting workers with Long COVID requires rethinking many long-standing practices—critically, the way organizations view disability inclusion, and the way organizations view employees, period. It requires understanding and including people much more holistically.

Inclusion > Accessibility > Accommodations In many workplaces, disability inclusion is equated with accessibility and accommodations. However, neither specific accommodations (e.g., providing an employee with limited dexterity speech-to-text software) nor accessibility (e.g., ensuring that buildings have ramps to support wheelchair users, but also many others) guarantee inclusion. Coworkers may still make rude comments about those who need accommodation, and managers may still assign them tasks well below their qualifications and exclude them from promotion considerations. Inclusion requires that there is no discrimination or unfair barriers. Inclusive systems support all.

Many specific accommodations for employees with Long COVID are listed in this article I coauthored with Katie Bach and Beth Pollack. But to go beyond accommodations, organizations must build systems for holistic inclusion that support a whole person, body and mind, as outlined in my book, The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work. This holistic inclusion acknowledges the complexity of Long COVID and honors the complexity of human beings.

Social Inclusion: Opt-In, Opt-Out, no-Judgement Culture Most of us have suffered through “mandatory fun” events in the workplace. The happy hour where some smile through exhaustion while others worry about their kids. The team-building retreat that leaves introverts socially drained and people with back problems in pain. For people with Long COVID, these aren’t just annoyances. They’re barriers to employment. The extra energy simply is not available.

True social inclusion is an opt-in, opt-out culture for social events. Want to engage? Great, we will make sure that events are accessible. Need to conserve your energy? No judgment. Virtual options? Sure. Sometimes inclusion is less about participation and more about permission to not participate. When we empower workers to choose how they engage, without judgment or “consequences,” we build true social inclusion that benefits everyone.

Cognitive Inclusion: Less Hustle, More Flow Long COVID often causes cognitive difficulties—brain fog, memory glitches, and a struggle to multitask which, like many Long COVID symptoms, can come and go, and be exacerbated by stress. Of course, Long COVID is much more than “just stress.” And yet, some degree of cognitive struggle, even if less extreme, can also stem from the work culture overly fixated on the hustle, along with a rigid, “one-size-fits-all” model of working.

This means organizations have an opportunity to improve the cognitive environment by focusing on better work organization. Here are two crucial ways to do this:

Less Hustle, More Flow: Fixing the hustle-and-juggle pressure and overload will help everyone, including those with Long COVID, other conditions, or stressful life situations. It is also likely to help productivity. Studies show that multitasking does not work, so why not get rid of it? Evidence-based work organization calls for focused rather than fragmented time—single-tasking helps people experience flow and have more done. True productivity calls for less frenzy and stress. Flexible Work Patterns: We all have different patterns of best performance. Some work best in short, Pomodoro-type segments with frequent short breaks. Others need longer stretches of focused work time with longer breaks. Slicing everyone’s time in one-hour segments does not serve anyone’s productivity. Cognitive inclusion in work organization calls for limiting meetings to specific days and times to reserve significant periods of time for employees to work with their best productivity rhythms. While beneficial for all, this can be crucial for those with Long COVID who may need extra flexibility to work with limited and fluctuating energy. Cognitive inclusion supports productivity, but to take full advantage of it, an organization may need to refocus performance evaluation more on the outcomes of work, rather than focusing on hours spent working or “being seen.” That’s one of the key principles of neuroinclusion.

Emotional Inclusion: Human First Depression, anxiety, and grief often accompany Long COVID, and sadly, many employers have traditionally dealt with emotion by telling employees to “leave it at home.” Many organizational cultures have narrow, prescriptive norms of “professional = not emotional” while others expect the emotional labor of “faking happy.”

That lack of emotional inclusion—cultural support for emotional authenticity—can make even healthy employees sick, and it’s an energy drain that those with Long COVID and many other disabled, chronically ill, and neurodivergent people can’t afford.

Normalizing a broader range of authentic emotional expression, from happiness to sadness, supports individuals and groups in truly dealing with difficult situations and building collective resilience through inclusive practice. An environment where saying, “I’m not okay today” is met with empathy, not eye rolls, relieves the pressure and allows people to process emotion in a healthy way, while suppression can make negative emotions intensify.

Emotional inclusion is not about cheesy wellness posters or even “employee assistance programs.” It is about a culture of normalizing well-being check-ins, mental health days without guilt, emotional inclusion training for all managers, and shifting a perspective on employees from “workers” to “humans who work.” And humans have feelings.

Physical/Sensory Inclusion: Redefining the Workspace Long COVID throws physical and sensory curveballs that aren’t immediately obvious to observers, but significant. Sensory sensitivities leading to an overload in reaction to bright lights or loud noises can derail an employee’s entire day. While mobility issues may not be apparent, dizziness, pain, and crushing fatigue can make the trip to the printer feel like a marathon, and navigating two steps with no railing life-threatening.

We need to design workplaces for an expanded definition of accessibility. A ramp in the back of the building is not cutting it. Organizations should involve disabled and neurodivergent employees in an accessibility audit and make sure to heed their input. Easy-open doors, easy-access elevators, adjustable lighting, sound control, and ergonomic workspaces aren’t luxuries; they’re essentials. Disability is not rare or limited to specific populations. Someone sneezing on a plane, a bug bite, or a sports accident can make anyone need accessibility at any time.

And, yes, remote work is an important part of making work accessible. For many employees managing physical symptoms of Long COVID, the option to work fully or mostly from home can be the difference between having a productive career or not being able to work at all. It also goes a long way in preventing the risk of reinfection—a survival essential for many with Long COVID, and a great benefit to all.

Supporting employees with Long COVID with remote work and other forms of flexibility helps create a more positive work environment overall, as illustrated by a French sports retailer, Decathlon France. Decathlon France also expanded its efforts to support holistic inclusion by helping educate employees and the society at large about the physical and psychological effects of Long COVID and to promote inclusion in all areas of life.

This approach had direct positive effects on employees. As Mylène Rahel Damamme, Decathlon’s ESG & Sustainability Reporting Director, shared: “The flexibility of teleworking/remote work, combined with the possibility of working from home on days when my symptoms are more severe, has enabled me to reconcile my health with my professional responsibilities. This approach, supported by my company’s diversity and inclusion policy, enables me to continue and not give up my professional plans and desires!”

Long COVID has altered many human lives. Organizations may ignore this reality, or they may create environments that are more inclusive of Long COVID and other chronic illnesses, while being more inclusive and kinder to all.

[opiatemasses]

Normality or Reality?

Some believe that racism no longer exists, that the society we now live is post-racial or colour-blind. However, it is clear racism is an ongoing issue both here in the UK and globally. For example, 95% of young black British children have witnessed racism in school. According to Delgado et al. (2017) many people of colour choose not to speak out about it, as they feel it limits their futures. 

Because racism exists in society it also exists in sport. Black people do not have equal opportunities and do not receive similar rewards for equal or better performance when compared to their white counterparts. As a consequence, their desire for a successful career beyond sport or any other profession is dismal. 

Racial abuse does not just affect children, it affects adults, athletes, teachers, police officers, lawyers and so on. Anyone who is a person of colour can feel as though they are at a disadvantage because of the colour of their skin. It is something they face and challenge every single day. 

Examples of Racism in Everyday Life

It has been argued that race is a social construction.                       

Within the police force, at the end of March 2020, 92.7% of police officers were White, with only 7.3% identifying as BAME. Between April 2020 and March 2021 black people were over 3 times as likely to be arrested as white people. 

These statistics provide evidence to their reasonings of why they are at a disadvantage, simply because their skin is not white. Racism can occur anywhere and to anyone, what is important is that we are aware and report it to the police, or if you are at work to your workplace management. If you or someone you know is experiencing racial abuse you can report it here: https://www.report-it.org.uk

Image credit: Getty Images https://www.wsj.com/articles/the-myth-of-systemic-police-racism-11591119883 

Defining Racism 

Racism in sport is defined as any form of discrimination against people based on race, ethnicity or nationality. This includes, and is not limited to, discriminatory acts, comments, policies and practices that exclude or hinder the ability of people of certain racial backgrounds to participate in sports. 

Racism In Sport 

Racism in sport is a reflection of wider prejudice and inequity that exists in both our societies and institutions. Athletes experience racial harassment on a regular basis, whether that be in person or online through social media. 

Racism has been found in sport for a long time in European sports, but this has intensified during major international sporting competitions where players of colour are put on centre stage and under pressure.   

In 2020 the men’s England football team lost to Italy in the UEFA Euro final.  Instead of admiring the skill of Italy’s goalkeeper or congratulating the fact England had succeeded in coming so far in the competition, three players – Bukayo Saka, Jason Sancho and Marcus Rashford – were subjected to floods of racist abuse. A tweet was published in response to this harassment encapsulates this phenomenon: “When you score, you’re English. When you miss, you’re an immigrant.” 

Furthermore, racism in sports can often have serious consequences for those subjected to it. Research has shown that in addition to physical and mental stress, athletes of colour often struggle with feelings of powerlessness, depression, and anxiety due to the constant discrimination they face during their sporting career. This can not only affect an athlete’s performance, but can also have lasting impacts on their mental health and well-being.

Image credit: Reuters https://metro.co.uk/2021/07/12/euro-2020-england-players-bombarded-with-racist-abuse-14912944/

What is Being Done to Stop Racial Abuse?

There are several organisations working to combat racism in sport, which include:

The Institute for Sport and Social Justice

The Anti-Defamation League

The National Association for the Advancement of Coloured People (NAACP)

Additionally, many professional sports leagues, such as the National Basketball Association (NBA) and Major League Soccer (MLS), have established policies and initiatives to promote diversity and inclusion in their leagues. 

‘Taking the Knee’ was a major movement - a globally recognisable protest against racism, but it was prohibited for football players to do this before every match. This was only just the beginning. If we are to make progress in combating racism in sport, it is important for everyone to take a stand and speak out against racism whenever they see it. 

Various important initiatives have been launched to tackle racism in sport, such as the #BritishAthletesUnite campaign across the UK, which aims to create a platform to end racism in sport. Initiatives such as this are important, as they provide education and awareness of racism in sport. 

Additionally, organisations like Kick It Out are taking action to fight racism through their campaigns, educational resources and alert system. This ensures those affected by racism are provided with support and the issue is addressed.

Below is a short video on the backlash players received by ‘taking the knee’ before games. 

What Can YOU Do?

Sports are a microcosm of society. So to end racism in sport we need to recognise that the idea that society is post-racial is wrong. We must also focus on eliminating racism in our wider communities. 

This includes actively supporting organisations and initiatives that promote equality and racial justice. Additionally, we must continue to have discussions about racism and engage with communities to create change. 

Finally, it's important to remember that sport should be accessible to all, regardless of race, gender, class, disability, etc. Encouraging diversity and inclusion and ensuring that everyone has a seat at the table is critical to creating a more equitable sporting environment.

Racism in sport is an issue that we must take seriously and address. We must take steps to ensure that all athletes, regardless of race, are given equal opportunities and treated with respect. This is our reality but let us not make it a normality. YOU can help end racism once and for all. We all need to do our part and take steps to ensure that all athletes, regardless of race, are given equal opportunities and treated with respect. We must also take steps to ensure that those who engage in racist behaviour are held accountable for their actions. Only then together will we be able to make progress in our fight against racism in sport and end racism once and for all. 

N0948104

[howdy-folks-its-showtime]

"Howdy folks! Take your seats please and get ready, cause It's Showtime!"

Welcome to It's Showtime! The tumblr ask blog for the BATIM inspired story of the same name! Here we have the characters in the studio, before the events of the story take place, ready to answer your questions and get into all kinds of antics! Want to learn more about the characters/story of It's Showtime? Check out its wiki/site right here! Or check out it's Gamejolt page if you want to see the game being made for it!

This blog is run by two mods, mod Whirly who goes by They/Them/It/Its and mod Roddy who goes by any pronouns! Below there is more information such as an FAQ which should help you with any question you have and elaboration on the content within the story! But if we missed anything please feel free to send asks about the project and ask blog!

It’s Showtime Is A Bendy And The Ink Machine Inspired Story That Completely Rewrites The Events And Timeline Of The Games. With The Same Characters Put Into Brand New Contexts And Relations To One Another. It Has A Character Focused Narrative And Focuses On Themes Of Abandonment, Grief, Family And Trauma, With Heavy Influences From The New York 1930s Setting.

The story follows Henry a retired animator, who after ten years comes back to his old workplace to find the place abandoned and staff missing. The walls are soaked with ink and the entire place smells of death and misery. Despite that, Henry journeys deeper and deeper into the dark abyss below, discovering what remains of his coworkers and the way grief can tear people apart…

But not even the shadows of his past, clawing at him from the dark puddles is enough to deter Henry from his attempt to find out what happened to his family and making things right…

Assuming he’s not too late to do so…

This story is meant to be rated R, the warnings below elaborate on this.

Warning this project contains: Cursing, blood, gore, body horror and death. Themes of internalized bigotry, depression, discrimination, abusive family members, grief, trauma and self hatred. Mentions of nsfw topics, alcohol and recreational substances. Traumatic flashbacks and panic attacks are depicted but abuse, suicide and self harm are discussed/implied. It should be known the ask blog may not contain these things but the story and larger project does.

FAQ:

Who are the mods? The mod team is me, Mod Whirly and my romantic partner, Roddy, we’ve been together for years and are very in love with this project and story! We have our own art blogs for personal art, but keep in mind art shown off here, even if it contains characters from It’s Showtime, should not be considered official art. Anything not posted by this blog regardless of who drew it, is considered non-canon to Showtime. If you want to look into supporting us as artists and creators you should check those out though! Obviously for legal reasons, we can’t advertise any ways to support us in a monetary sense on this blog <3. Roddy’s art blog is here and Whirly’s art blog is here!

What is this project for? It’s Showtime is currently beginning development as an indie horror game, no promises on scale or when it will come out as we are both very busy, Roddy with school and me with figuring out post high school life stuff, but I have been learning 3D animation and modeling in preparation for it. All work I’m doing currently isn’t really game ready or worthy, but every small step in development makes me more excited to one day maybe make this project a reality <3 Currently the plan is to build it in Unreal Engine. [at first it was gonna be Unity but well… If you know you know.]

Are you okay with fanart? We love fanart! If you tag us in any of your fanart we are sure to share it on the blog and sing its praises! It’s so flattering how much fanart we have already received and it makes us so happy and excited to work on Showtime when we see how beloved our designs are! If you want to make fanart please do! We would love to see it!

Who did the character designs? Who made the site? Mod Roddy did all the refs you see on the site and on the blog! They are based on my old character designs and notes I made on changing them, but overall they are very much the creation of my wonderful darling! It was the work of Whirly however to make the actual website! It’s a bit rough but I do like it a lot <3 I hope to expand it and make it better with time but for now I am very happy with it as a wiki for It’s Showtime.

What is Encore? Encore is the catch all name for all stories based on the world of It's Showtime, currently there is a BATDR inspired story we are also writing called Curtain Call that doesn’t take place in the normal timeline of It’s Showtime. So Encore is just the general name for this universe! Think of it as the franchise name.

I still have a question after reading this? Send us an ask! We’re almost sure to answer it and the more activity in the inbox the more activity in the project as well! Don’t ever feel bad for sending us questions or inquires! We like to talk to you guys!

[ashton-slashton]

Btw sorry for being largely absent, here's some current events:

My partner and I moved the entire contents of our apartment by ourselves while still going to work

My dog died

I'm facing workplace discrimination from the woman who basically controls whether I live or die

So like! Bear with me, I'm probably the most depressed I've been in a long time while trying to make the new apartment feel like home.

I might start working on another story, just to take my mind off things, because The Blood Of Saints is just not something I think I have the mental fortitude to continue right now.

[info-copa]

Trauma-Informed Programming

Trauma is described by the CAMH as “the lasting emotional response that often results from living through a distressing event” such as sexual assault, violence, an accident, or a long term, repeated pattern such as childhood abuse (sexual, physical, emotional), sex trafficking, war and displacement, discrimination, and incarceration.

When we consider rates of interpersonal violence as well as discrimination and inequity in our society, it may not be surprising that some estimates suggest that over 75% of Canadian adults have experienced significant trauma in their lifetimes, including adverse childhood experiences, or ACEs. ACEs include traumas sexual and physical abuse, neglect, or family instability due to divorce, suicide, incarceration, or parents or caregivers with substance abuse or mental health issues. Research shows that between half and two thirds of Canadians have experienced one or more ACEs before the age of 18.

A traumatized individual (survivor) can suffer for a lifetime from repercussions of the loss of personal power, control and agency, and their ability to trust or feel safe. They are also more vulnerable to chronic disease, anxiety and mental health issues, loss of cognitive function, and behavioural problems. ACEs can affect brain development and future educational and employment opportunities, cause lifelong depression and relationship issues, and increase vulnerability to ongoing trauma such as sex trafficking.

Considering the toll of trauma on individuals, families, the workplace, and communities, it is no wonder that we hear the term “trauma-informed” more and more often to describe health care practices, therapies, even leadership models that recognize and seek to accommodate survivors of trauma.

But for the COPA National team, being trauma-informed is not a new approach at all, as our organization was founded almost 30 years ago on the principles of trauma-informed practice. To this day, all our programming and resources are still developed and delivered with a trauma-informed approach.

The origins of our approach were a disturbing event in the late 1970’s in Columbus, Ohio. When a 7-year-old girl was raped, the local school and community were thrown into turmoil. Shocked, disturbed, and frightened, the community was desperate to prevent this from ever happening again. Community members approached the local sexual assault centre (Women Against Rape) and asked them for help. Workers from the centre rallied to help the community find answers and created a school-based program called the Child Assault Prevention (CAP) Project. The CAP Project was so innovative and successful that it spread quickly across the United States, throughout the world, and into Canada.

Today, COPA National is one of 4 CAP projects in Canada, and is also a regional CAP training centre. We have been using this unique and effective prevention curriculum since COPA was founded in 1995, in schools, community organizations, and the wider communities. Using CAP as inspiration we have developed a range of resources and programs for different groups - including immigrants and refugees. The CAP Project is the cornerstone of all of COPA National’s programs. Its unique vision, principles, and approach are at the core of our resource development.

Fundamental to CAP’s vision of violence prevention is the recognition of assault as a violation of human rights, expressed through the assertion that all people and all children have the right to be “safe, strong and free”. This basic premise underpins the foundational principles that form the basis of the CAP Project:

Prevention starts with breaking the silence and secrecy and debunking the myths surrounding violence against children, women, and all marginalized groups.

Effective prevention strategies address the social roots of violence: inequity and hatred.

People and communities have the right to information, skills and resources that will enable them to take back their power through capacity building.

These principles and approaches dovetail with the 6 guiding principles of a trauma-informed approach offered by SAMHSA's National Center for Trauma-Informed Care in the United States:

Safety

Trustworthiness and transparency

Peer support

Collaboration and mutuality

Empowerment, voice, and choice

Acknowledgement of cultural, historical, and gender issues

How is COPA National’s programming trauma-informed?

COPA National’s approach to the development of programming and resources reflects our care for the individual and their experiences and at the same time addresses social, institutional, and systemic issues. Designed to mitigate harm to the survivors of trauma, they are, in fact, welcoming and inclusive practices that work for all humans. We are creating spaces where marginalized people and ALL people are seen and heard and have a voice – or in other words, where all children, and all people, have the right to be safe, strong and free.

Below is a brief discussion of how we continue to incorporate trauma-informed principles into our prevention programming. COPA National also strives to espouse these principles internally within the organization to ensure coherence between what we practice and what we preach.

Our programming is rooted in awareness of the factors that increase vulnerability to assault, aggression, discrimination, child abuse, and other traumatizing events

The strong theoretical framework that underlies and informs COPA National’s programming is what makes it so unique and powerful.

We believe that lack of power—social or personal—underlies all situations involving assault, which is by definition an abuse of power. Inequities and exclusion increase vulnerability to assault, triggering and perpetuating a cycle of violence against children, women, and all other marginalized social groups. Strategies for assault prevention are only effective when they promote equity and inclusion by facilitating the individual and collective empowerment of socially marginalized groups and individuals.

We recognize and make linkages in our programming between the different types of violence and harassment that members of marginalized social groups (children, women, LGBTQ2+, IBPOC, etc.) experience every day, and that are normalized.

Our understanding is that trauma is widespread and that those affected by it are everywhere, including in our workshops and trainings. Thus, every time we work with a group of people, we ensure that we actively recognize the presence of survivors and take their experiences into account.

Psychological and Physical Safety

Safety is key to a trauma-informed approach.

In COPA National programs, we begin to create psychological safety at the start of every workshop by generating a set of agreements with participants - children, youth, and adults. Participants identify their needs for a safe environment and commit to:

fostering a positive and inclusive space for LGBTQ2S+

respecting what others say

practising non-judgment,

listening when others speak

holding in confidentiality what others share

We continue by recognizing that survivors may be present, and naming their courage. We acknowledge that some topics we will discuss may be difficult and may elicit painful emotions, while emphasizing that we will also focus on positive strategies for prevention. We encourage those who feel the need to seek support, either from COPA National facilitators or from services in the community.

We ensure the physical safety and well-being of survivors by:

arranging in advance with schools that kids who are triggered by the content in the workshops have permission to leave in order to protect themselves.

ensuring there are at least 2 facilitators in every workshop or training: one to facilitate, and one to observe and offer support to those who are visibly triggered by the content of the workshop.

inviting participants to speak with us at the end of workshops, providing an opportunity for them to access support and resources. COPA National facilitators have all received empowerment-based crisis intervention training offered in-house and are up to date with what resources exist so that they can link those who need them with the appropriate resources.

Collaboration

Active listening is foundational to everything we do. Whether we are facilitating discussions or providing support to individuals during program implementation, we listen deeply to the stories of those who have experienced assault and trauma. New programming and resources are created in consultation with them and adapted according to their feedback. We know that listening, consulting, and integrating them within our programs is part of the healing process for survivors of trauma.

For example, A Circle of Caring and Joining the Circle, toolkits intended to foster the well-being of First Nations, Métis and Inuit students at home and at school, were developed by COPA National in grassroots collaboration with Indigenous communities all over Ontario. We sought the wisdom and guidance of people and groups from different communities, and met with hundreds of family and community members, and leaders. It was important to us to ensure that the content in the toolkits was what was needed by the communities and that it was also responsive to the context of historical and cultural trauma.

Another example of this type of collaboration is Virtu-elles, COPA National’s cyber-violence prevention program, an online workshop developed in consultation with witnesses and survivors of online violence against women and with front-line workers from women’s organizations.

Our Whole School Prevention program Change Our World is part of a repertoire of educational resources to promote equity and inclusion. It was developed through a consultation process with a wide range of equity-seeking individuals and organizations. Change our World also includes a consultation process with each school we work with. A committee of allies is created within the school to assist the change process. In this way, we not only recognize and elicit the experience and knowledge of those within the community, but we deepen the potential for ongoing and transformational change by leveraging allies of this change.

Yet another example of this is in our role as provincial coordinators of Ontario’s Francophone network of Settlement Workers in Schools (TÉÉ). When creating the conditions of success in schools for new arrivals, we form committees of student allies within the schools we work with that include those who have already gone through the experience of being a new arrival.

COPA National approaches program delivery as an ongoing and never-ending consultation. Our contact with students, parents and guardians, teachers and other schools staff represents a precious opportunity to listen and learn about their experiences and to identify emerging issues.

And fundamental to how we work and how we view things at COPA National, is our belief that kids have much to contribute, and wisdom to share with us. We share power with kids, and we recognize their knowledge and elicit their wisdom. We also model this way of being to the adults we work with.

Capacity Building

We believe that certain social factors such as a lack of information, dependence, and isolation, make children and women (and all marginalized social groups) particularly vulnerable to assault.

Therefore, all resources and activities created, developed, adapted, and disseminated by COPA National strive to reduce the vulnerability of children (and women, and members of all marginalized social groups) to assault. We do this in the following ways:

1) We facilitate people’s empowerment with TOOLS NOT RULES, sharing problem-solving tools and strategies that build their capacity to prevent violence and take care of themselves and others. We always frame it as tools not rules – in other words, as choices and not imposed. Trauma comes from loss of power and choice, so we aim to provide those who experienced trauma with opportunities to take back their power and build their confidence by making choices and taking action.

2) We aim to break the silence and secrecy surrounding violence against children, women, and other marginalized groups by providing accurate information and resources, addressing stereotypes and myths/false information around all forms of violence and its root causes, such as sexism, racism, etc.

3) We encourage children to seek and develop peer and adult support, and we educate adults on how they can provide empowering and respectful support to children. Problem-Solving Together is an excellent example of a tool that builds this capacity. It is a practical guide to supporting children who are struggling with a problem and also to helping them develop the ongoing ability to solve problems. This approach can be used with adults as well as children, modifying it as needed.

We suggest that adults who support safe, strong, and free children model positive action, respect the rights of children while seeking opportunities to share power with them, and recognize the capacity of a person to change. In our blogs, you will find many tools to support this approach. Here are 3 blogs about bullying that explain how to do this, step-by-step.

Intervene with the child who is being bullied

Intervene with the child who witnesses bullying

Intervene with the child who is bullying

The importance of community

The Child Assault Prevention curriculum (CAP) was originally developed in response to the need of a community to know how to prevent the tragedy of child sexual assault. Thus, the whole idea of CAP is community-based. We believe that trauma-informed work needs to consider a more holistic approach through community mobilization and capacity-building. We know it can be a powerful force for positive change when we create spaces in our communities and schools where marginalized people are seen and heard and have a voice – and where they can explore together how to take care of themselves and others.

Our belief is that anyone can learn our approach, and we pick and choose our own facilitators from the community, based on their perspectives and their communication skills, and not only their professional standing. We provide them with training in respectful and empowering approaches to facilitating discussions, and to supporting and listening to children and adults. We do not set ourselves up as the experts, rather we recognize the wisdom of children, trauma survivors, and community members.

One of the ways in which COPA National is unique is that we offer programming to kids, their parents and caregivers, and to educators – the whole circle of care surrounding a child. When everyone is equipped with tools and strategies, kids reap the benefits, as the adults in their lives are collaborating to enhance their well-being. When everyone shares a collective understanding, it is more likely that each child will be safe, strong, and free.

Another innovative aspect of how we approach trauma-informed programming, is through whole school interventions such as Change Our World and Our Power in Adversity. These programs align not only with trauma-informed principles of consultation, collaboration, and capacity building, but also with the current understanding of successful approaches to change management (Peter Block, 2011 & Edgar Schein, 1999). This systemic approach to individual and collective transformation through empowerment can have a profoundly healing and transformative effect when embedded in a system like a school or a community.

COPA National has been operating according to trauma-informed principles for almost 30 years now – since our inception. What has impelled us more than anything over the years is our wholehearted commitment to the PREVENTION of violence and child abuse. Our trauma-informed approach, and the underlying theory of who is vulnerable and why, is what makes our prevention programming effective. Recognizing the social roots of all forms of violence including child abuse, we seek to bring about the social change needed to ensure that all children, from whatever social group, are safe, strong and free. By eliciting the wisdom and participation of survivors, we have been able to develop programming, interventions, and resources that are powerful, engaging, and that really work.

[sigh-the-kraken]

[Image ID: A 8 slide presentation on the issues faced by bisexual individuals.

Slide 1. Title "7 Issues that Bisexual People Face: And What You Need to Know".

Slide 2. #1 Bi erasure and invisibility. Bi erasure refers to the dismissal or invalidation of bisexuality, often leading to the belief that bisexual individuals are either heterosexual or homosexual. This erasure can result in feelings of isolation, confusion, and a sense of not belonging. Bisexual individuals may feel pressured to label themselves as heterosexual or homosexual to fit societal norms, leading to internalized homophobia or heterophobia.

Slide 3. #2 Monosexism and Bi Curious Stereotypes. Monosexism is the assumption that everyone is either exclusively heterosexual or homosexual. Bi curious stereotypes often portray bisexual individuals as indecisive, attention-seeking, or merely experimenting. Those stereotypes can perpetuate harmful assumptions and misconceptions about bisexuality, leading to discrimination and prejudice. Bisexual individuals may face skepticism, disbelief, or even ridicule when expressing their sexual orientation.

Slide 4. #3 Cheating and Infidelity. A common misconception is that bisexual individuals are more likely to cheat or be unfaithful in relationships. Research has shown that there is no significant difference in infidelity rates between bisexual, heterosexual, and homosexual individuals. The perception that bisexual individuals are more prone to cheating is often rooted in harmful stereotypes and biases.

Slide 5. #4 Relationship Challenge and Mononormativity. Mononormativity is the belief that monogamy between two people of opposite genders is the only acceptable or "normal" relationship structure. Bisexual individuals may face challenges in navigating relationships within a society that primarily value monogamy. They may encounter difficulties in finding partners who are open to non-monogamous arrangements or who understand and accept their sexual orientation.

Slide 6. #5 Internalized Biphobia and Heteronormative Pressures. Internalized biphobia is the internalization of negative societal attitudes and beliefs about bisexuality, leading to self-doubt and shame. Bisexual individuals may experience feelings of guilt, inadequacy, or confusion due to societal pressures to conform to heterosexual norms. This can lead to difficulty in coming out, maintaining healthy relationships, and embracing their sexual identity.

Slide 7. #6 Health Disparities and Stigma in Healthcare. Bisexual individuals often experience higher rates of mental health issues, such as anxiety, depression, and substance abuse, compared to heterosexual and homosexual individuals. Healthcare providers may lack adequate training or understanding of bisexuality, leading to discriminatory practice and inadequate care. This can contribute to negative health outcomes for bisexual individuals.

Slide 8. #7 Workplace Discrimination and Harassment. While legal protections for bisexual individuals vary across different countries and regions, discrimination and harassment based on sexual orientation can still occur in the workplace. Bisexual employees may face challenges in a work environment that is not inclusive or accepting of their sexual orientation. This can lead to lower job satisfaction, reduced productivity, and even job loss.

/.End ID]

Bisexuality, as a sexual orientation, encompasses attraction to more than one gender. Despite growing acceptance, bisexual individuals often confront unique challenges that differ from both heterosexual and homosexual experiences.

[marblery]

Addressing Mental Health Challenges in the Workplace Through Employment Support

Mental health challenges in the workplace are a significant issue that affects the productivity, well-being, and retention of employees. According to the World Health Organization, mental health conditions such as depression, anxiety, and burnout are among the leading causes of disability worldwide. However, many individuals who experience mental health challenges face stigma, discrimination, and lack of support in the workplace, leading to negative consequences for their career advancement and job satisfaction. In this article, we will explore the impact of mental health challenges in the workplace and discuss strategies for addressing these challenges through employment support.

Employment support programs play a crucial role in promoting mental health awareness, providing resources for employees, and fostering a supportive work environment. By offering mental health education and training for managers and employees, employers can raise awareness about common mental health conditions, reduce stigma, and encourage open communication about mental health concerns. Employee assistance programs (EAPs) can provide confidential counseling, therapy, and support services to employees experiencing mental health challenges, helping them cope with stress, anxiety, and other issues affecting their well-being. By prioritizing mental health in the workplace, employers can create a culture of empathy, understanding, and support that benefits all employees.

Moreover, employment support programs can implement strategies to accommodate employees with mental health challenges and promote their well-being in the workplace. Flexible work arrangements, such as remote work options, flexible hours, and job sharing, can help employees manage their mental health symptoms while maintaining their productivity and performance 愛知 就労支援. Reasonable accommodations, such as quiet workspaces, ergonomic furniture, and assistive technologies, can create a comfortable and supportive work environment for individuals with mental health challenges. By proactively addressing the needs of employees with mental health conditions, employers can reduce absenteeism, improve job satisfaction, and retain valuable talent in the organization.

Additionally, employment support programs can collaborate with mental health professionals, community organizations, and mental health advocates to enhance their services and promote holistic well-being for employees. Partnering with mental health providers to offer counseling services, therapy sessions, and support groups in the workplace can provide employees with immediate access to mental health care and resources. Engaging with mental health advocates and organizations to organize mental health awareness campaigns, workshops, and events can promote mental health literacy, resilience, and wellness among employees. By fostering partnerships and collaborations, employment support programs can create a comprehensive and integrated approach to addressing mental health challenges in the workplace.

In conclusion, addressing mental health challenges in the workplace requires a proactive and collaborative approach that integrates mental health awareness, supportive services, and accommodations for employees. By prioritizing mental health in the workplace and providing the necessary resources and support, employers and employment support programs can create a safe, inclusive, and supportive work environment that promotes the well-being and success of all employees. As organizations recognize the importance of mental health in the workplace, investing in mental health support and services is not only a moral imperative but also a strategic decision that benefits employees, organizations, and society as a whole.

[drkarenhawk]

Dr. Karen Hawk's Perspective on Mental Health Stigma

Mental health stigma remains a significant barrier to individuals seeking help and support for their mental health concerns. Misunderstandings, stereotypes, and societal misconceptions surrounding mental illness can lead to shame and isolation for those affected. Dr. Karen Hawk, a clinical psychologist based in Arizona, has dedicated her career to advocating for mental health awareness and reducing stigma. This article explores Dr. Hawk's perspective on mental health stigma, its impact on individuals, and actionable steps for fostering understanding and acceptance.

Understanding Mental Health Stigma

Mental health stigma refers to the negative attitudes and beliefs that society holds about mental illness. These misconceptions can manifest in various ways, including:

Labeling: Individuals with mental health issues may be labeled as "crazy" or "unstable," leading to a reduction in their perceived value and dignity.

Discrimination: Stigmatization can result in discrimination in various settings, such as the workplace, healthcare, and social interactions, causing individuals to feel marginalized.

Fear and Misinformation: Lack of understanding about mental health can lead to fear, resulting in avoidance and rejection of those struggling with mental illness.

Internalized Stigma: Individuals with mental health issues may internalize negative beliefs, leading to feelings of shame, low self-esteem, and reluctance to seek help.

Dr. Hawk’s Insights on the Impact of Stigma

Dr Karen Hawk psychologist Arizona emphasizes that mental health stigma has profound effects on individuals and communities. Here are some key insights from her perspective:

Barriers to Treatment: Stigma often prevents individuals from seeking necessary treatment and support. The fear of judgment or ridicule can lead to reluctance in disclosing mental health struggles, hindering recovery.

Isolation and Loneliness: Stigmatization can lead to social isolation, as individuals may withdraw from relationships and support systems due to fear of being judged. This isolation can exacerbate feelings of loneliness and despair.

Increased Suffering: The shame and guilt associated with mental health stigma can intensify suffering, leading to worsening mental health symptoms and, in some cases, suicidal ideation.

Hindrance to Recovery: Stigma can hinder the recovery process by creating a cycle of shame and avoidance. Individuals may feel trapped by their circumstances, preventing them from accessing the resources and support they need.

Strategies to Combat Mental Health Stigma

Dr Karen Hawk psychologist Arizona advocates for various strategies to combat mental health stigma and promote a culture of understanding and acceptance:

Education and Awareness: One of the most effective ways to reduce stigma is through education. Dr. Hawk encourages open discussions about mental health in schools, workplaces, and communities to dispel myths and increase awareness of mental health issues.

Sharing Personal Stories: Personal narratives can be powerful tools for combating stigma. Dr. Hawk emphasizes the importance of sharing stories of resilience and recovery, as these narratives can help humanize mental health struggles and foster empathy.

Promoting Positive Language: The language we use when discussing mental health matters. Dr Karen Hawk psychologist Arizona suggests adopting person-first language that emphasizes the individual rather than the illness (e.g., “a person with depression” instead of “a depressed person”). This shift helps reduce labeling and fosters a more compassionate understanding.

Encouraging Open Conversations: Creating safe spaces for individuals to share their experiences and feelings can help normalize discussions about mental health. Dr. Hawk advocates for open dialogues in families, workplaces, and community organizations to reduce fear and stigma.

Advocating for Policy Changes: Supporting mental health initiatives and policies at the local and national levels can help reduce stigma. Dr Karen Hawk psychologist Arizona encourages individuals to engage in advocacy efforts, such as promoting mental health education in schools and advocating for mental health parity in healthcare.

Fostering Empathy and Compassion: Empathy plays a crucial role in reducing stigma. Dr. Hawk encourages individuals to practice compassion toward themselves and others, recognizing that mental health challenges are part of the human experience.

Utilizing Social Media Positively: Social media can be a double-edged sword when it comes to mental health. Dr. Hawk recommends using social media platforms to raise awareness, share resources, and connect with supportive communities, counteracting negative narratives.

Encouraging Help-Seeking Behavior: Dr Karen Hawk psychologist Arizona emphasizes the importance of encouraging individuals to seek help when needed. Normalizing therapy and mental health support can empower individuals to prioritize their mental well-being.

Engaging in Community Initiatives: Participating in community events focused on mental health awareness can help reduce stigma. Dr. Hawk encourages individuals to get involved in local organizations and initiatives that promote mental health education and support.

Modeling Vulnerability: Leaders, influencers, and individuals in positions of power can play a crucial role in reducing stigma by modeling vulnerability and sharing their own mental health journeys. Dr. Hawk believes that when those in the public eye speak openly about their struggles, it can encourage others to do the same.

The Path Forward

Dr. Hawk's perspective on mental health stigma highlights the urgent need for collective action to foster understanding, acceptance, and support for individuals facing mental health challenges. By actively working to reduce stigma, society can create an environment where individuals feel safe seeking help and discussing their experiences without fear of judgment.

The journey toward reducing mental health stigma requires commitment, empathy, and a willingness to engage in difficult conversations. Dr Karen Hawk psychologist believes that through education, advocacy, and open dialogue, we can dismantle the barriers that prevent individuals from accessing the support they need.

Conclusion

Mental health stigma poses significant challenges for individuals seeking help and understanding for their mental health struggles. Dr. Karen Hawk’s insights emphasize the importance of education, open conversations, and compassionate engagement to combat stigma and promote acceptance.

By adopting strategies to reduce stigma, we can create a culture that prioritizes mental health, fosters resilience, and empowers individuals to seek the help they deserve. Together, we can work toward a future where mental health is treated with the same importance and respect as physical health, allowing individuals to thrive and build fulfilling lives free from the burden of stigma.