Education, Communication, Respect

The following resources can be used to guide employers, human resource professionals, managers, and colleagues, along with the employees who struggle with mental disorders. The links lead to a range of topics including: best practices for inclusion; the complex issue of disclosure; invisible challenges of individual disorders; and suggestions pertaining to reasonable accommodations.


Stigma & Labels
Disclosure & Accommodations
What Employers and Politicians Need to Know
Training and Development
  • Don’t Let a Bully Boss Affect Your Mental Health – Bullying can be part of a complex set of dynamics; however, four components of emotional intelligence can help employees in protecting themselves from workplace bullies.  A
  • 2015 Instructional Design Trends Compass: Calling IDs to Action – Brain science is an important and evolving field, which is having an impact on instructional design trends, and provides insight into how to personalize instruction.  Adaptive engines and approaches can serve to  accommodate the needs and abilities of different learners, and can change or adapt in real time to learners’ inputs and location.  eLearning Industry.  A
  • The Onboarding Experience Matters To Your Future Employees – The onboarding experience is a personal one, from the act of bringing people together, to the team building, to introductions to brand advocates.  New employees are treated as people from the outset, increasing the probability that they’ll be engaged immediately, and remain engaged, as they disperse throughout the company to their respective offices.  Forbes  A
  • Workplace Culture Leaders Humanize The Onboarding Process – Is formal employee orientation a thing of the past in this everything-social and digital world?  The choice between traditional and social processes is not always black and white, of course.  Learning styles differ from person to person and from company to company.  Forbes   A
  • Training Employees with Special Needs – employees with special needs must have the same development opportunities as everyone else.  Adults with special needs are growing at a faster rate than the general population.  The key to accessing this under-tapped workforce, requires eliminating internal barriers, including those accommodations that can help maximize the training of employees with special needs and/or “hidden disabilities,” which can disrupt their ability to learn and/or perform expected job requirements.  Chief Learning Officer A
  • Inside the Learning Brain – Cognitive neuroscience will shape the future of corporate learning practices.  During the past decade numerous peer-reviewed publications have connected the fields of neuroscience with education and learning. Several studies report structural and functional changes in the brain related to training. A working understanding of how the brain learns and performs is an invaluable new skill. TD Magazine – Talent Development.  A
  • Smart Training: A Learner-Guided Approach – Rather than define learning as formal or informal, why not provide learners directions that guide them to learn job competencies – especially, through job-based experiences?  With employees becoming more diverse; self-directed and self-paced learning strategies, which recognize the differences in how they learn and the time needed to do so, will  reduce costs and increase retention.  Training – the source for professional development.  A
  • Social skills training – Social skills training has been shown to be effective in treating patients with a broad range of emotional problems and diagnoses. Some of the disorders include: shyness, adjustment disorders, anxiety disorders, attention-deficit/hyperactivity disorder, social phobia , alcohol dependence, depression, bipolar disorder, schizophrenia, developmental disabilities, personality disorders, and obsessive-compulsive disorder.  A
Tools for Employee Success
Personal Stories of Success and Inspiration

Be Counted!  Illuminate Mental Diversity at Work.
There is safety (AND strength) in numbers. “All for one, and one for all.”

Suggestions, feedback, comments, and questions welcomed at

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© October 2015


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