News & Events

Business leadership has long emphasized strategy, finance, and operations. The canon is well established. Frameworks for competitive advantage, capital allocation, and organizational design remain central to how organizations operate.

You’ve recognized the need. You’ve got leadership buy-in, or you’re building the case for it. And now you’re trying to figure out what mental health training means for your organization.

 Stigma lives in three places, within us, between us, and in our systems. Learn to recognize each address and find practical tools for creating safer spaces.

Eating disorders are serious mental illnesses shaped by biological, psychological, and social factors, not personal choice. This piece explores how shared spaces, workplace culture, and everyday language can unintentionally reinforce harm or support recovery. By shifting norms around food, bodies, and wellness, organizations and communities can reduce risk, foster psychological safety, and promote collective responsibility.

In Canadian workplaces, the duty to inquire is part of an employer’s responsibility to accommodate employees, including those experiencing mental health challenges. When an employer knows, or reasonably should know, that an employee may be struggling in a way that affects their work, they are required to start a respectful conversation about possible accommodation before taking negative action. This duty helps protect employees from discrimination while supporting psychologically safe and responsive workplaces.

Reflection on the power of conversations about Mental Health. Drawing on experiences as a Mental Health First Aider, it highlights the importance of listening, using supportive language, and creating safe spaces to reduce stigma and foster shared responsibility for Mental Health.