Tag: Awareness

  • Senate Committee Postpones Vote on Antisemitism Awareness Act

    Senate Committee Postpones Vote on Antisemitism Awareness Act

    A vote on the Antisemitism Awareness Act—a bill that would codify the International Holocaust Remembrance Alliance’s controversial definition of antisemitism—was postponed Wednesday following a testy two-hour debate in the Senate Health, Education, Labor and Pensions Committee, Jewish Insider reported.

    The committee’s Republican chairman, Sen. Bill Cassidy of Louisiana, called off the planned vote after the Democratic minority won enough Republican support to pass several amendments aimed at more clearly distinguishing what qualifies as discriminatory speech and protecting the First Amendment rights of pro-Palestinian protesters.

    For instance, some of the proposed amendments included clarifying that it is not antisemitic to oppose the “devastation of Gaza,” or to criticize Israeli prime minister Benjamin Netanyahu, as well as preventing the revocation of visas based on “protected conduct under the First Amendment.” Lawmakers also sought to ensure students and faculty members could protest as long as they don’t incite violence.

    Cassidy opposed the amendments, saying they were “problematic” and could jeopardize GOP support for the bill on the Senate floor.

    “So that it’s clear for the people that are watching, supporting these amendments is an effort to kill this bill, which protects Jewish students from antisemitic acts,” he said during the meeting. “The bill [already] includes protections for free speech. So let’s not be naïve as to what’s taking place here.” 

    But Democrats and Republican Rand Paul of Kentucky said the amendments were necessary to ensure that while objecting to bigotry and discrimination, this bill also upheld the constitutional right to peaceful protest. (Sen. Susan Collins, a Maine Republican, also supported some of the amendments.)

    “I worry very much that the Antisemitism Awareness Act that we are considering today is unconstitutional and will move us far along in the authoritarian direction that the Trump administration is taking us,” Sen. Bernie Sanders, a Vermont Independent and ranking member of the committee, said in his opening remarks.

    Paul also objected the current bill’s language, particularly the examples of antisemitic speech it includes.

    “The problem is if you look at the IHRA’s examples of speech, they are going to be limiting on campuses everything on that list … protected by the First Amendment,” Paul said. “The First Amendment isn’t about protecting good speech; it protects even the most despicable and vile speech.” 

    The bill was already expected to face a tight vote given that the committee consists of 12 Republicans and 11 Democrats. So if two Republicans voted in opposition to the act, it wouldn’t move forward.

    Furthermore, multiple Republican members of the committee were not present for the full hearing due to other commitments. Cassidy said there was not enough time for all Republicans to return to the committee room for a vote before the meeting ended, so he postponed the vote. A vote on the Protecting Students on Campus Act, which would require colleges to notify students of how to file discrimination complaints, was also delayed.

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  • Getting Organic Engagement in a Mental Health Awareness Program – CUPA-HR

    Getting Organic Engagement in a Mental Health Awareness Program – CUPA-HR

    by Julie Burrell | July 15, 2024

    Employers have enormous sway over employee health. That’s one of the major takeaways from the CUPA-HR webinar An Integrated Approach to Fostering Workplace Well-Being, led by Mikel LaPorte and Laura Gottlieb of the University of Texas Health Science Center at San Antonio. They collected eye-opening data that helped them make the case to leadership for a mental health awareness campaign. In a Workforce Institute report they cited, employees say that managers have a greater impact on their mental health than their doctors or therapists — roughly the same impact as their spouse!

    In the webinar, LaPorte and Gottlieb discussed how their robust, research-driven suite of content is helping to normalize discussions of mental health on campus. They’re even being asked to present their well-being trainings at meetings, a sign that their push for mental health awareness is resonating organically.

    A One-Stop Shop for Mental Health

    The awareness campaign centers on their wellness website, which acts as a one-stop shop for campus mental health. (Right now, the site is internal-facing only, but the recorded webinar has rich details and example slides.) There, they organize their podcast episodes, articles and curated content, as well as marshal all the mental health resources currently available to staff, students and faculty.

    They’ve also found a way to make this initiative sustainable for HR in the long term by recruiting faculty subject matter experts to write on topics such as compassion fatigue. These experts are then interviewed on their quarterly podcast, Well-Being Wisdom. Tapping into faculty experts also ensures rigor in their sources, a significant step in getting buy-in from a population who requires well-vetted wellness practices.

    Getting Organic Engagement Starts With Leaders  

    LaPorte and Gottlieb have faced the typical challenge when rolling out a new campaign: engagement. Email fatigue means that sending messages through this channel isn’t always effective. But they’ve started to look at ways of increasing engagement through different communication channels, often in person.

    Direct outreach to team leaders is key. They regularly attend leadership meetings and ask different schools and departments to invite them in for facilitated mental health activities. (In the webinar, you can practice one of these, a brief guided meditation.) They’ve developed a leader guide and toolkit, including turnkey slides leaders can insert into decks to open or close discussions. Leaders are supplied with “can opener” discussion items, such as

    • “I made a difference yesterday when I…”
    • “Compassion is hardest when…”
    • “I show up every day because…”

    Not only does this provide opportunities to normalize conversations around mental health, but it also strengthens relationship-building — a key metric in workplace well-being. As CUPA-HR has found, job satisfaction and well-being is the strongest predictor of retention by far for higher ed employees.

    Campus leaders are now reaching out to the learning and leadership development team to request mental health activities at meetings. Some of the workshops offered include living in the age of distraction, mindful breathing techniques, and the science of happiness. For more details on UT Health San Antonio’s well-being offerings, including ways they’re revamping their program this fiscal year (think: less is more), view the recorded webinar here.



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  • Suicide Prevention and Awareness: Four Ways HR Can Lead the Conversation – CUPA-HR

    Suicide Prevention and Awareness: Four Ways HR Can Lead the Conversation – CUPA-HR

    by CUPA-HR | August 31, 2022

    This blog post was contributed by Maureen De Armond, Executive Director, Human Resources at Drake University.

    In higher education, we must plan for many worst-case scenarios, including tornados, fires, active-shooter situations, and, as we now know, pandemics. Among this wide range of difficult scenarios that could present themselves on our campuses at any time, suicide is one that deserves more attention and discussion.

    Like other scenarios, suicide prevention and planning should contain at least these components: awareness and prevention at the front end; crisis-response protocols to deploy in the moment; and post-incident support and debriefing.

    Here are four ways HR can take the lead on awareness and prevention efforts:

    Normalize Mental Health Conversations

    HR can set the example in normalizing conversations about mental health. From new employee orientation to leadership trainings to trainings offered during open enrollment, make mental health as normal a topic to discuss as being sick with the flu or needing rehab due to an injured back. We know that mental health carries a stigma; openly discussing mental health helps chip away at that stigma.

    Coordinate Messaging

    Tailor communications to your institution’s practices and use more than one channel for communication. If your institution sends newsletters, plan articles for each week of September. Consider emails as well. Be sure to provide your leadership teams with prepared messages and information they can share with their teams. Point them to helplines, training opportunities, reminders about EAPs, and tips for what to do and where to go if they or someone they know is having mental health crisis.

    Collaborative messaging sent from campus and community partners can also create a widespread impact. Consider reaching out to student services, the provost’s office, Title IX/Equal Opportunity, campus safety, student senate, faculty senate, student counseling, faculty subject matter experts, and your institution’s employee assistance program (EAP) providers and health plan partners to team up on mental health messaging throughout the month.

    Train, Train, Train

    Offer learning and development opportunities that focus on mental health awareness as well as suicide prevention. This fall semester, Drake University is offering Question, Persuade and Refer suicide prevention training in addition to Mental Health First Aid for Higher Education for faculty and staff. Faculty partners are facilitating these sessions. We’ve found that having faculty-led sessions can help attract faculty attendees, leverage internal expertise and offer faculty additional forms of service to the institution.

    Inventory Resources, Benefits and Policies

    Take a fresh look at your well-being/wellness programming. Does it appropriately address mental health? Explore what resources and trainings may be available through your existing EAP contracts. Does your health plan offer virtual doctor’s visits for mental health care? If so, shine a spotlight on those resources. Making mental health care as accessible as possible may mean more people will consider using it. Review sick, personal and other paid-time-off leave policies to ensure mental health is clearly addressed. This includes handbook and web language, too.

    While suicide awareness and prevention shouldn’t be a once-a-year conversation, September is a great month for HR to demonstrate leadership in normalizing conversations about mental health and suicide prevention and planning.

    Related resources:

    Reassessing Your Institution’s EAP: Steps for HR Pros to Increase Awareness and Accessibility (The Higher Ed Workplace Blog)

    HEERF Funds Can Be Used to Support Mental Health Resources (The Higher Ed Workplace Blog)

    Mental Health Month Focus: Higher Ed Campus Culture (The Higher Ed Workplace Blog)



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