Top job: Sarah Higgins, group HR director, Bland BankartOn 22 Apr 2003 in Personnel Today Previous Article Next Article Related posts:No related photos. Sarah Higgins is group HR director at Bland Bankart. She joins the independentinsurance, risk management and financial services company from Lombard whereshe was an HR consultant. Her appointment marks the first ever full-time HRrole at the firm, and she will provide strategic and operational support to the260 directors, line managers and staff. What is the strangest situation you have been in at work? Singing Gold by Spandau Ballet in front of 300 staff at a conference in2002. I had volunteered to be part of a pop idol act. How do you think the role of HR will change over the next five years? With the increasing amount of employment legislation, businesses will becomemore reliant on HR for its expertise in this area. What is your essential viewing? Generally anything sci-fi orientated. However, I’ve recently been hooked on24 and Reborn in the USA. What’s the best thing about HR? Being able to facilitate issues into win-win solutions. And the worst? The level of strategic importance placed upon HR, often to the detriment ofthe business. How do you fill your spare time? Going to the gym, cooking, spending time with my partner and family. I alsomake time to keep up-to-date by reading Personnel Today, People Management andthe IDS Review. What is the greatest risk you have ever taken? As a non-swimmer scared of deep water, I completed a diving course while onholiday in Turkey in 2002. What is the essential tool in your job? The internet is invaluable for me at the moment as a source of HR-relatedinformation. What advice would you give to people starting out in HR? Gain as much experience as possible of different HR practices in differentbusiness areas. Keep an open mind and be true to yourself. Do you network? Yes, it’s important, but I always try to ensure there is added businessbenefit attached to it. If you could do any job in the world what would it be? A dancer with pop stars on their videos or TV performances. Who would play you in the film of your life and why? Davina McCall – I like her style. What’s the worst/best office party you’ve ever attended? The funniest office party was one I went to with my partner. We thought itwas going to be quite formal and didn’t realise that there was a Ceilidh [anIrish informal social gathering with folk music and storytelling]. My partnerhad to wear green leprechaun ears! Higgins’ CV2003 Group HR director, Bland Bankart2001 HR consultant, Lombard (Royal Bank of Scotland Group)1999 Area personnel manager, Boots 1998 HR officer, Zeneca (now AstraZeneca) Comments are closed.
Anyone who has spent a reasonable amount of time in the HR/recruiting industry invariably will have been on the wrong end of candidate opting out of an application process. There are of course a multitude of reasons why this might happen, a lot of which are outside of our control, but sadly in a large amount of cases, accountability rests on the shoulders of the agent/HR pro and in a lot of cases this can have significant ramifications. For example, in agency-land the client can quickly lose faith in an agent’s ability to close the recruitment loop. In internal talent acquisition you will be held accountable for the cost associated with the time spent resulting in a no-hire etc. Not to mention the pounding your reputation could take from the candidate or client perspective if it a regular occurrence. Sadly in HR and recruitment the candidate opt-out is an evil that will always play a part in our role but if we ensure adequate focus on the quality of our communication and efficiency of our processes, the risk will be largely minimized. It’s not rocket science by any means, but it’s good to not lose sight of the basics as our experience grows.Clarity is King: Grey areas are the mortal enemy of any recruiter. When talking to a candidate, the more details that go undiscussed or the more inaccurate the information you give the applicant, the higher the no-hire’o’meter will rise. When talking to a candidate, if you get the impression that any details you’ve divulged about the remit, remuneration package, location or pertinent skills managed to raise the candidate’s eyebrows and perhaps caused un-easiness, DRILL DOWN!. Don’t be happy with getting a half-hearted approval to flick a CV to a client/hiring manager. Ultimately all you will be doing is facilitating the beginning of a fact finding mission for the candidate (which they will opt out of as soon as any facts they don’t like arise) as opposed to offering up all the facts and ascertaining that they are your/clients next superstar. Yes, your CV submittal rate will be higher but your conversion rate will stink.Recruit in a timely manner, without lacking substance. Anyone who has read my previous blog post (Why the long……process) will know my thoughts on drawn out, lengthy recruitment processes. IMO, if a recruiter or HR pro must ask a candidate to go through a 6 stage process in order for them to ascertain suitability, or if they lack the ability to consult properly with their clients/hiring managers around why this is not needed, then there is some serious training required. Personally, I’m a fan of a robust phone screening process followed by a panel interview or a well put together 2 stage interview process. Keeping in mind the candidate experience, neither option would be arduous but will give more than adequate time to ensure a full screening process.As I said, by no means rocket science but I’d suggest just keeping these two things in mind will largely contribute to overall recruitment success rate and conversion ratios. Read full article Recruitment: The Candidate Opt-outShared from missc on 14 Apr 2015 in Personnel Today Previous Article Next Article Related posts:No related photos. Comments are closed.
One Response to CPD: Transition period – supporting employees through gender transitioning The process of gender transitioning is complex and not undertaken lightly. As Dawn Wyvern explains in the first of a two-part series, occupational health professionals therefore can play an important role in supporting employees who choose to transition, as well as helping employers understand what it will mean in terms of time away from, and returning to, work.It’s by no means a scientific observation, but there do seem to be many more transgender people in the workplace these days. Is this because there are more people transitioning or is it because being transgender is now more acceptable, as well as opportunities to access the surgery required to transition being more readily available?About the authorDawn Wyvern is an occupational health nurse advisor and offshore medicOpinions differ but, whatever the reason, there is a strong possibility that, as an OH practitioner, will come across a transgender person in your workplace and may be required to support them.This article is the first of two exploring issues relating to being transgender. I am myself transgender and therefore this article aims to provide an overview of the “what, why and how” elements of supporting transgender individuals within the workplace.My second article in the series will build on this foundation and consider the legal requirements in relation to supporting an employee as they transition into their preferred gender.As with all things, the medical guidelines and support for those who are transgender are dynamic areas and prone to revision and progression. However, it is hoped that the information explored here will be helpful to practitioners in supporting a transgender person in the workplace.Being “transgender” – some clarificationAccording to the World Health Organization, transgender people have a gender identity or gender expression that differs from the sex they were assigned at birth (WHO, 2016).The term “transgender”, often shortened to “trans”, is an umbrella term covering a range of gender identities (Oliven, 1974). It refers to people whose gender identity is the opposite of the sex they were assigned at birth: trans men being men nominated female at birth and trans women being women nominated male at birth.Other identity terminology refers to people who are not exclusively masculine or feminine and who identify as non-binary, gender-queer or including bi-gender, pangender, gender-fluid, or a-gender.When discussing transgender issues, it is important to differentiate between transgender and non-transgender people. The opposite of transgender is “cisgender”, the term describing persons whose gender identity or expression matches their sex assigned at birth (NHS England, 2019).Some people identify as belonging to a third gender, or categorise transgender people as a third gender (WHO, 2016). Such gender identities are seen in other cultures around the world including the ‘mahu’ in Hawaii and hijra in India. These people stand outside of the male/female binary order (Mahapatra, 2014).The term transgender includes transvestites, cross-dressers, drag queens and drag kings, and other forms of gender nonconformity, but is distinguished from intersex (The United Nations Office of the High Commissioner for Human Rights, 2015).However, not all transgender people elect to undergo surgery or take medication to develop secondary sexual characteristics. They may choose to live in their preferred gender role, whilst others may desire medical assistance to transition from one gender to another and identify as “transsexual” (Gov UK, 2010) because of gender dysphoria. This is the distress a person experiences when there is a mismatch between their gender identity and their sex assigned at birth (Oliven, 1974).Being transgender is independent of sexual orientation (Anon, 2013); sexual preferences are unrelated to gender and often misunderstood when gender is confused with sexuality.Many transgender people choose not to obtain a gender recognition certificate or to permanently change their gender, preferring to live with a different name to the one they were given at birth.A range of reasons underpin such a decision and employers and others should support this in the same way as transgender individuals undergoing surgery (Gov UK, 2010 and NHS England, 2019).Some statistics about transgender identityThe following statistics can assist in understanding the transgender population in the UK.In 2018-19, approximately 8000 adults and children were referred to gender identity clinics (GICs) (NHS, 2020).The number of those under the age of 18 years being referred to GICs has quadrupled in the last four years (Hartley, 2020).There is up to a three-year waiting list for first appointments across the five national GICs (House of Commons Women and Equalities Committee, 2015).In 2018-19, three times as many people assigned female at birth were referred to the Tavistock GIC compared to those assigned as male at birth (Hartley, 2020).Although 41% of transgender people (TGs) will try to end their life by suicide before the age of 30, this number is more than halved after commencing hormone treatment (McNeil et al, 2012, Powers 2019).Only 2% of all post-op TGs have regrets – most of these are because of complications from surgery (Powers, 2019).Many TGs suffer from mental illnesses, which improve during transition (House of Commons Women and Equalities Committee, 2015).Too much choice? What am I?An overview of the complexity of transgender has been presented. However, there are numerous differences on where, within the transgender spectrum, individuals feel most comfortable.In illustration, 26 choices were included on a form sent to schools by the Children’s Commissioner in 2016, asking the students to identify their gender preference (Boult, 2016).The gender preferences offered included: boy, girl, tomboy, female, male, young woman, young man, trans girl, trans boy, gender fluid, a-gender, androgynous, bi-gender, non-binary, demi-boy, demi-girl, gender-queer, gender-nonconforming, tri-gender, all-gender, in the middle of boy and girl, intersex, not sure, rather not say, and “other”.As we are all unique, are labels necessary? For myself, I would prefer to be simply listed as identifying as a member of the trans community.Self-Identification is an important area for support. Being able to express who you are without any constraint from “labels” is important, but it is important to respect a label that an individual identifies with and complying with their terminology.Having a name that a person is comfortable with and equates to their preferred gender is an important point in self-identification.It’s a lifestyle choice, isn’t it?Being transgender is not a choice. Rather, it is something in the person’s make up that is part of them from an early age.We can ask ourselves some very simple questions to illustrate what our options are or individual make up.Such questions include asking: what colour are your eyes, can you choose your eye colour? You can wear contact lenses and hide your true eye colour. However, your true eye colour will always remain unchanged.Are you left or right handed? Your dominant hand is innate. But it is possible to train yourself over time to be able to use the dominant and non-dominant hands equally.What is your sexuality? Can you choose what you find attractive? As discussed above, when discussing sexuality, you can deny your deepest feeling, but this will still be there.When it comes to gender, is it possible to choose your inner gender? The feeling of being in the wrong gender is always there if you are transgender.So, gender identity is not a choice, we are all unique and have different make up (Powers, 2019). Self-identity awareness may come from an early age when you know you need to do something but it is put on hold. Alternatively, there may be a realisation in middle age when you just have to follow the call. It is not a choice – but it is often held back.Many individuals know they are different at an early age; some are able to take steps then, but others hesitate hoping that they will be able “to fit in”, often from parental expectations and peer pressure (House of Commons Women and Equalities Committee, 2015; Mermaids, 2020).Understanding transgender transitioningThe NHS has established a series of GICs specialising in the treatment and management of transgender transitioning within the UK.These centres triage those wishing to commence hormone therapy and support those who wish to have gender confirming surgery. In view of this, national guidelines have been developed to guide these individuals through the process (NHS, 2020; House of Commons Women and Equalities Committee, 2015).These are often seen as a hindrance to the transgender population and not “best practice”, as the waiting time is often very slow from the point of being referred to the point of attending their first appointment.There is a further delay from the point of being seen in the GIC to commencing surgery (House of Commons Women and Equalities Committee, 2015).Obviously, this waiting time increases stress and anxiety at a time when the individual is hoping for support and progression. The original “Harry Benjamin” standards of care protocols set this precedent but tended to focus on a purely psychological basis (Powers, 2019).Recently the WHO has removed transgender from its list of psychiatric “disorders” and the need for psychiatric evaluation is no longer required for those who wish to transition (WHO, 2019).NHS England Gender Dysphoria Clinical Programme has produced a set of transition flow charts. These standardise the treatment pathways for the transgender individuals and, as NHS England explained at the time, were “formed through a process of extensive stakeholder engagement and public consultation”. (NHS England, 2019). The pathways, however, are often seen as obstructive to those who are transitioning and a constant source of frustration (House of Commons Women and Equalities Committee, 2015).An outline of the route to transitioning provided by NHS EnglandThe individual has an awareness of the need to transition. Awareness comes at various ages and realisation takes time. The individual may need to overcome family and social factors, prior to being able to commence their transition.They, first, undertake a visit to their GP, who refers to the GIC. There is now a wait for an appointment with the GIC. Two to three years (24-36 months) was the timeframe in 2019-2020 (NHS, 2020).If the individual is below the age of puberty, the GIC may fast-track them to commence a medication regime to slow the onset of puberty. This is to defer the development of secondary sexual characteristics, which will be detrimental to their transition, so as to allow time for the individual to make a more informed choice of their options prior to commencing hormones (Mermaids, 2020).During this time, some people may start transitioning by changing their name via deed poll; this is the legal document that proves a name-change. The person will then commence a “real life experience” of living and working in their preferred gender for a period of at least two years.The day of the official name-change is generally taken as day one for that experience. At this point, they have their professional and civil documents changed to adopt their new name.A transgender woman may undertake hair removal at this point, if they have not done so already. They may also need to “come out” at home and at work as part of a social and visible transition (Anon, 2020).After a period of time, the person will attend their first GIC appointment, where they will discuss how they feel and explore their gender identity, obtain a background history. Treatments are rarely commenced at this appointment.After a further period of time, usually six to eight months, they will attend their second appointment at the GIC.Provided there are no medical red flags and the individual is deemed psychologically stable, hormones are recommended and a letter confirming this is sent to their GP in order that they can prescribe them.Access to speech therapy and hair removal services is arranged at this point. Regular hormone and liver function tests are arranged, with medication levels being adjusted as required (Anon, 2020).Following a period of two years of real life experience (to recap, living in their preferred gender), the GIC will make a referral for surgery. This involves two further assessments by two different doctors (NHS England, 2019; NHS 2020).The use of hormones will have a profound change in secondary sexual characteristics for both genders (Powers, 2019). These include:For a male to female transition. These are skin changes, breast growth, mood swings, fat redistribution, and loss of muscle mass.For a female to male transition. The development of body hair, voice changes, increase of muscle mass, an increase of libido, cessation of menstruation and possibly male pattern baldness (Powers, 2019).Accessing surgery can be complex. NHS waiting lists are long and there are a number of prerequisites, such as having a body mass index below 30, good management of hypertension and diabetes, as is the case for other elective surgery.For male to female surgery, the removal of hair from the genital region is often required before surgery can be undertaken, as the tissue may be used to construct parts of the new anatomy.The approximate timeline for surgery and recovery includes a minimum of a six-month wait after the GIC visits for the first surgical assessment. After that, there is often a two- to 12-month wait for the first surgical intervention.Male to female surgery includes vaginoplasty, breast augmentation, facial surgery, tracheal shave, and laryngeal surgery.Vaginoplasty requires an eight- to 10-week recovery period, but recovery periods for the other surgical interventions is procedure-dependant.Dilation is a lifelong requirement to maintain patency of the constricted vagina. For the first few months post-operatively, this will be required for up to three hours per day (Powers, 2019).Female to male surgery can include “top surgery” to remove breast tissue and construct a male-shaped chest.There is further genital surgery, including scrotoplasty and metoidioplasty/phalloplasty to fashion a new phallus and scrotum after clitoral growth has been stimulated following the use of testosterone.Removal of female organs of reproduction is also necessary, and includes a total hysterectomy. Recovery times are again dependant on the type of procedure (Powers, 2019; Anon, 2020).After gender realignment surgery, a period of time is required for maintenance of the new gender anatomy, including, as touched on above, dilation for male to female and stretching of phallus skin for female to male.Completion of gender-affirming surgery is often seen as the end of the transitioning process. However, it is worth being aware that there are often ongoing areas that will always require some attention, such as family acceptance and relationships (House of Commons Women and Equalities Committee, 2015).Implications for occupational healthAs this article has highlighted, the process of transitioning is complex and not undertaken lightly. Occupational health (OH) professionals have an important role to play in supporting clients who choose to transition from the gender they were assigned at birth.There will be both physical and psychological challenges for the worker. Equally, the person’s line manager and HR professionals are likely also to welcome advice from their OH service in terms of regarding the impact on their employee’s health, time off from work, their ability to work, and how their health and transitioning might impact on them generally in the workplace.In the second article in this series, which will appear in next month’s edition, I will consider the legal considerations of transitioning. This is an important area for occupational health practitioners, line managers and HR staff to be considering – and fully understanding – in order to ensure that they are confident they are treating their transgender staff, fairly, sensitively.ReferencesAnon (2013). “Sexual orientation, homosexuality and bisexuality”. American Psychological Association.Anon (2020). “Female to Male Transsexuals: Gender Reassignment and FTM Surgery Guide”. Available online at: https://www.femaletomale.orgAnon (2020). Mascara and Hope. Available online at: https://mascaraandhope.tumblr.comBoult A (2016). “Government asks schoolchildren to define their gender”. The Daily Telegraph, January 2016. Available online at: https://www.telegraph.co.uk/news/uknews/12127280/Government-asks-schoolchildren-to-define-their-gender-and-gives-them-24-options-to-choose-from.htmlThe Equality Act 2010. London: HMSO.Hartley E (2020). “Why do so many teeenage girls want to change gender?”. Prospect Magazine, March 2020. Available online at: https://www.prospectmagazine.co.uk/magazine/tavistock-transgender-transition-teenage-girls-female-to-maleT455 The General Guide for all Users Gender Recognition Act 2004. HM Courts and Tribunals Service, 2019. London: HMSO.House of Commons Women and Equalities Commitee, 2015. Transgender Equality First Report of Session 2015-16. London UK: House of Commons.Mahapatra D (2104). “Supreme Court recognizes transgenders as ‘third gender’”. Times of India, April 2014. Available online at: https://timesofindia.indiatimes.com/india/Supreme-Court-recognizes-transgenders-as-third-gender/articleshow/33767900.cmsMcNeil J et al (2012). “Trans Mental Health Study”. Available online at: https://www.gires.org.uk/wp-content/uploads/2014/08/trans_mh_study.pdfMermaids (2020). Mermaids Transgender Support. Available online at: https://mermaidsuk.org.uk/parents/NHS England (2019). “NHS England Gender Dysporial Clinincal Programme”. Available online at: https://www.england.nhs.uk/commissioning/spec-services/npc-crg/gender-dysphoria-clinical-programme/NHS (2020). “Gender Identity Clinic: what happens when you are referred”. Available online at: https://gic.nhs.uk/referrals/what-happens-when-you-are-referred/The United Nations Office of the High Commissioner for Human Rights (2015). “Free & Equal Campaign Fact Sheet: Intersex”. Available online at: https://www.unfe.org/wp-content/uploads/2017/05/UNFE-Intersex.pdfOliven J F (1974). “Clinical sexuality: A Manual for the Physician and the Professions”. Lippincott, pp.110; 484-487.Powers W (2019). Available at: https//PowersFamilyMedicine.comWHO (2016). “Growing recognition of transgender health”. Bulletin of the WHO , 94(11), pp.685-860. Available online at: https://www.who.int/bulletin/volumes/94/11/16-021116.pdfWHO (2019). “WHO ICD classification of Diseases.” Available online at: https://www.who.int/classifications/icd/en/ Care needs to be taken on the language in this article.“A man transitioning to live as a woman may undertake hair removal at this point, if they have not done so already.”She does not become a women, she is already a woman. Any treatments are gender affirming.Editor’s response – thank you pointing this out. We’ve updated the sentence to, hopefully, reflect your point and use more appropriate language. Musculoskeletal care and occupational health: only for more ‘enlightened’ employers?The good news is musculoskeletal care for working-age people is widely considered a priority area by clinical commissioning groups, a… Previous Article Next Article Laura Leigh 5 Mar 2021 at 3:05 pm # Reply Related posts: Leave a Reply Click here to cancel reply.Comment Name (required) Email (will not be published) (required) Website Could ‘long Covid’ become the biggest return-to-work challenge yet for OH?Covid-19 is not just a discussion about those who recover from the virus and those, sadly, who do not. A… CPD: Transition period – supporting employees through gender transitioningOn 5 Mar 2021 in Transgender, Gender, Continuing professional development, Gender reassignment discrimination, LGBT, OH service delivery, Return to work and rehabilitation, Sickness absence management, Occupational Health, Personnel Today CPD: Supporting an employee living with an alcohol problemOccupational health can play a pivotal leadership role when it comes to supporting an employee struggling with alcohol or substance…
Workers with ‘long Covid’ may need personalised and long-term supportEmployers wishing to minimise the impact of “long Covid” on both their employees and their organisation should ensure their health… After coronavirus, we must ‘build back better’ on workplace healthAs we rebuild our economy post pandemic, employers must not leave behind their renewed focus on employee health and wellbeing,… No comments yet. Leave a Reply Click here to cancel reply.Comment Name (required) Email (will not be published) (required) Website Significant minority experiencing ‘long Covid’ symptoms, warns ONSA fifth of people who have tested positive for Covid-19 are still exhibiting symptoms five weeks or more after being… The role of OH in reducing the mental trauma of Covid-19On 5 Feb 2021 in Coronavirus, OH service delivery, Return to work and rehabilitation, Sickness absence management, Occupational Health, Personnel Today Related posts: Shutterstock Front line workers and those who have been dangerously ill, or have lost relatives or been exposed to domestic violence, customer aggression or suicide may have been traumatised during the pandemic. Ensuring they aren’t left struggling to cope alone is crucial to facilitating their recovery, explains Deborah Pinchen.While the Covid-19 pandemic has been stressful for most people, it’s been deeply traumatic for many others. From the rape victim who can’t wear a mask, due to her post-traumatic stress disorder (PTSD) being triggered when her mouth and nose are covered through to the tens of thousands of front line health workers the British Medical Association is predicting will become sick with PTSD, many individuals are now struggling with symptoms of trauma brought on or triggered by the pandemic.About the authorDeborah Pinchen is head of trauma and critical incidents management at PAM WellbeingTrauma is officially defined, under the diagnostic and statistical manual of mental disorders (DSM-5), as resulting from exposure to actual or threatened death, serious injury or sexual violence. It can lead to intrusive symptoms, including flashbacks, nightmares and avoidance behaviour, such as avoiding places or stimuli associated with the trauma. It can also lead to changes in mood and memory, negative beliefs, such as self-blame, fear, anger and shame, or feeling alienated from others.However, while not everyone exposed to a traumatic event will go on to develop lasting symptoms of trauma, some people who are exposed to seemingly less traumatic events, such as an aggressive outburst by a customer, might, depending on their past history, go onto develop PTSD.Similarly, someone who for months has been told they must shield might also become anxious when told it’s now safe to return to the physical workplace. They may experience heightened anxiety response and become traumatised by the idea of returning to work. Due to believing their life is still at risk, or that their employer doesn’t understand or care about the threat to them, regardless of whether or not they’re actually at risk.Understanding the symptoms of traumaAs with most things in life, trauma is a spectrum. At one end people may have a few symptoms of trauma, such as intrusive thoughts, at the other, they could have full-blown PTSD.The main four symptom clusters of trauma include:Avoiding things that put you in mind of the thing that traumatised you.Hyper-vigilance, making you feel jumpy or interrupting your sleep.Flashbacks and constantly replaying events in your mind.Low mood and feelings of sadness or not feeling anything at all.Critical to supporting as many people as possible is “normalizing” trauma, by giving them upfront education about the symptoms that are a natural reaction to any unnatural event they’ve been exposed to, as part of your ongoing mental health or psychoeducation initiatives.Reassure people that they can expect to start to feel better over time but also educate them how to recognise if their symptoms are becoming worse, putting them at risk of developing PTSD. The symptoms of PTSD include extreme physical reactions, such as nausea, sweating or pounding heart, nightmares, extreme anxiety, invasive memories and intense feelings of distress that can make the individual feel like the trauma is still happening in the moment. These symptoms are often severe and persistent enough to have significant impact on their day-to-day life.Destigmatise asking for help by explaining what services are in place, such as the Employee Assistance Programme (EAP) or any wrap-around trauma counselling services. Plus why you want them to be able to access this support, at no cost to themselves, at a time when they would have to wait months to access support via their GP.Providing appropriate supportIn the event that people at work were exposed to a trauma, such as a colleague committing suicide, it’s important that this news is communicated in the right way to everyone in the immediate aftermath. Access to counselling should be provided for those who might be feeling particularly affected, with a debriefing session 72 hours afterwards and follow-up PTSD screening and support two to three weeks later.If someone has experienced a trauma outside of work, or become vicariously traumatised by an event that happened to someone else triggering their own past traumas, it’s essential that managers know how to look out for and spot the early warning signs. Not least because something as seemingly non-traumatic as a strong-smelling detergent might be enough to trigger someone who experienced that smell while in intensive care in hospital.Warning signs that someone is struggling with trauma include avoiding certain places, people or situations, sleep disturbance and being more irritable or easily aggravated. They may not lose their temper but will be more on edge.If managers are concerned, they should give the person an opportunity to talk in a confidential space and ask open-ended questions that show concern, by observing the person’s behavior and asking if they’re okay.It’s important that managers don’t attempt to counsel the person or discuss the trauma in detail, as this can embed rather than cure it. Managers do, however, have a vital role to play in signposting people towards appropriate counselling services.When to rehabilitateWith charities warning that the NHS doesn’t have the resources needed to support the number of people who have been traumatised during this crisis, employers have a valuable role to play in rehabilitating skilled employees who would be costly to replace and train up to the same level otherwise.How well someone recovers from a trauma depends on how well they process it and whether their trauma is due to a single event or a complex layer of events. The latter is more difficult to treat, but by identifying and treating the earliest or most distressing events first, you can significantly reduce the impact that the other events are having.For example, a paramedic triggered by witnessing the loss of lots of lives during the pandemic, but who was also on the scene at, say, Grenfell and the London bombings, might only need to process their experience of the London bombings if this was the most distressing event to them and the ‘stuck belief’ – for example, “I should have done more” or “I am in danger” – is the same across all events.Adaptive therapies such as Eye Movement Desensitisation and Reprocessing (EMDR) can deal with trauma in as little as three sessions, with one session to establish the root cause of the trauma, a second to treat it and a third to equip the individual with reasoning skills to protect themselves in future. Although complex traumas can require more sessions.EMDR works by getting both sides of the brain to communicate because in a traumatic situation, the side of our brain that governs how we see, hear and feel dominates and can overwhelm us. For example, in a domestic violence situation, someone leaning over the victim with an angry look is the visual, being shouted at is the auditory, smelling alcohol on their breath is the olfactory and being hit and tasting blood is the taste.With so much stimuli being processed, cognitive function shuts down and they enter a survival mode. The flashbacks are their brain trying to process events, but they get stuck and constantly relive them. Which embeds the trauma further and can also increase the risk of the individual turning to drink, drugs or gambling to forget.The aim of EMDR is to revisit events in a calmer setting to remove the negative feeling of helplessness. Bilateral stimulus, eye movements, or tactile tapping, is used to move sensory data to the other side of the brain so it can be processed to create a clear beginning, middle and end to help the brain realise: ‘I am safe now’. Or if the person is stuck in feelings of guilt: “I did all that I could”.Group counselling, conducted by someone who knows what they’re doing, and Cognitive Behavioural Therapy (CBT), to change how the individual is thinking and behaving, can also be good for trauma, but if there is significant trauma, these therapies can take longer.Another thing employers can do to help is recognise that, for many, coronavirus is an unseen terror. It’s one thing to help someone continue working from home or conducting meetings online, if this is being done for positive reasons. But if they’re doing this to avoid facing their fears, this could lead to longer-term problems down the line.In this context, it might be better to help them consider how they can face their fears now, by talking to a counsellor about what’s really worrying them and allowing them to manage their fears in a more manageable and positive way.References“Male suicide hits two-decade high in England and Wales”, ONS September 2020, https://www.ons.gov.uk/peoplepopulationandcommunity/birthsdeathsandmarriages/deaths/bulletins/suicidesintheunitedkingdom/2019registrations“Rape survivor whose PTSD means she can’t wear masks”, Sky News September 2020, https://news.sky.com/story/coronavirus-rape-survivor-whose-ptsd-means-she-cant-wear-masks-calls-for-greater-awareness-for-exemptions-12066415“Trauma of coronavirus frontline could leave staff with flashbacks”, Huff Post, April 2020, https://www.huffingtonpost.co.uk/entry/coronavirus-could-spark-nhs-ptsd-crisis-say-mental-health-experts_uk_5e9eeda6c5b6a486d07f3b28?guce_referrer=aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8&guce_referrer_sig=AQAAAGgylQNs9Q2NcaqnaIJBhzL66XYx0mUu2iSG-0Q-umfZh9yIfznbf_wH7Mlb6j9PWBNQ33wT4AhRaWFxP0daVW5Oqd9PaLTyWMniW6jVhY2ZLq1YVmWygaGDiz8P3RIfvQD0Rcfq9CiZl8yTAZHXnf9yh-avKYFmhLzAAwlGaJlR&guccounter=2“For many in Britain the lockdown of domestic abuse isn’t over”, The Guardian, September 2020, https://www.theguardian.com/commentisfree/2020/sep/03/britain-lockdown-domestic-abuse-help-violence-camilla-duchess-of-cornwall Previous Article Next Article
Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Full Name* Message* Phil Collins is in contract to sell his waterfront Miami Beach mansion amid a legal battle with his ex-wife, Orianne Bates. (Getty, Coldwell Banker Realty) Phil Collins found a buyer for his waterfront Miami Beach mansion.Collins’ sale of his home at 5800 North Bay Road is pending, according to Realtor.com and other listings websites. The 11-bedroom, 10-bathroom mansion, which once belonged to Jennifer Lopez, hit the market in December for $40 million. Jill Hertzberg, of the Jills Zeder Group at Coldwell Banker, has the listing.The 10,769-square-foot Mediterranean Revival estate, built in 1929, sits on a 1.2-acre lot. It has 184 feet of waterfront, a pool and dock, as well as a 6,000-gallon koi pond, according to the listing. Collins’ 5800 North Bay Road Miami LLC paid $33 million for the property in 2015.Collins has been in a legal tussle with his ex-wife, Orianne Bates. She and her new husband, Thomas Bates, paid $5.5 million for a waterfront house in Fort Lauderdale last month. They eloped in Las Vegas in August, allegedly a month after Collins and Orianne broke up.Through his lawyer, Collins demanded last year that Orianne and Thomas vacate his Miami Beach home and filed a lawsuit against the newlywed couple in October alleging unlawful detainer and forcible entry. Orianne has alleged that Collins verbally promised her 50 percent ownership interest in the house, which is owned by Collins’ LLC.Collins’ complaint also alleged that Orianne blocked the listing agent, Hertzberg, from showing the property last year.Court records show both parties agreed to a settlement that requires that Orianne and Thomas Bates leave the property by Thursday, Jan. 21. Once they leave, the mediated agreement calls for the dismissal of the LLC’s pending claims against them.Collins reportedly provided Orianne with a nearly $47 million settlement when the couple divorced in 2008. Though Orianne remarried, Phil and Orianne got back together in 2016, prior to her recent marriage to Bates. Orianne, a jewelry designer, owns Orianne Collins Jewellery and Spa in the Design District.Contact Katherine Kallergis Email Address* TagsCelebrity Real EstateMiami Beachnorth bay road Share via Shortlink
Share via Shortlink Mack’s lawyers reacted quickly to All Year’s emergency order to show cause, filing an extensive response on the same day.“Plaintiffs submit no evidence to substantiate the assertion that either Plaintiff [Goldman or his LLC] attempted to make any $7.5 million payment to Mezzanine Lender,” Brian Hail of Goodwin Procter LLP wrote in a letter to the court. “The evidence shows that they did not make any payment.”Filings show that during a Thursday hearing, the court told the parties that the sale would not be allowed to proceed as scheduled if All Year made a $3.5 million payment to Mack by 5:30 p.m. The borrower would also be required to pay $4 million the following week.As of 8 p.m yesterday, Mack said it had not received any payment. “I have requested payment confirmation and identifying information from Plaintiffs’ counsel, but no confirmation or information has been supplied,” Hail wrote in a second letter to the court.Representatives for All Year and Mack did not respond to requests for comment.In addition to the $65 million mezzanine loan on phase two of Denizen Bushwick, All Year is in default on a $170 million senior loan for the property provided by JPMorgan Chase.Phase one of Denizen, a 750-unit rental complex, serves as collateral for the Series E bonds that All Year has issued on the Tel Aviv Stock Exchange. Trading on All Year’s bonds was suspended in January, a month after the company missed a bond payment and delayed its quarterly financial reporting.On Monday, All Year disclosed on TASE that the tenant entity at the William Vale hotel and office complex in Williamsburg would not make its scheduled $7.5 million biannual rent payment. Both the tenant and landlord LLCs at the William Vale — which backs All Year’s Series C bonds — are partially owned by Goldman.Contact Kevin Sun Full Name* Message* Tagsall year managementbushwickforeclosureMack Real Estate The Denizen in Bushwick with Mack Real Estate CEO Richard Mack (Illustration by Kevin Rebong for The Real Deal)A day before the scheduled UCC foreclosure sale of its trophy Bushwick rental project, Yoel Goldman’s All Year Management filed a lawsuit in an attempt to block it from going forward.In the suit filed Thursday in Kings County Supreme Court, the Brooklyn developer accuses mezzanine lender Mack Real Estate of violating a forbearance agreement the parties reached in July by refusing a $7.5 million payment that would reinstate the loan.Mack “has refused to proffer an accurate payoff, or accept payment under its reinstatement agreement, because it seeks to wrest the property from plaintiffs at a steep discount,” All Year’s complaint alleges. “In effect, it is scheming to prevent Plaintiffs from paying off the mortgage as part of a scheme to unlawfully obtain the Property.”Goldman’s firm is seeking a permanent injunction barring the UCC foreclosure sale, and/or a judgment for damages of at least $70 million.Read moreAll Year faces foreclosure on part of Bushwick apartment complexAll Year Management in default on $170 million Brooklyn mortgageAll Year misses Israeli bond payment, sending values plunging Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Email Address*
One57’s unit 51B (left) and unit 32C with Extell’s Gary Barnett (One57 photos via StreetEasy)Home buyers are looking for more space these days, even on Billionaires’ Row.A resident at Extell Development’s One57 just handed over $5.2 million to trade up to a bigger unit, property records show.The unknown resident first bought into the building in 2014, the year after it opened, purchasing unit 51B, a 2,009-square-foot two-bedroom, for $7.58 million through a British Virgin Islands company, Parksville Investments Corp.Now the anonymous owner has upgraded to a four-bedroom duplex, 32C, and sold the smaller unit back to Extell.Read moreOne57 condo sells at record 51% lossHNA’s fire sale continues with One57 dealOne57 condo with reduced ask tops a slow week of luxury contracts Email Address* Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Share via Shortlink Message* At 4,635 square feet, 32C is more than double the size of the buyer’s first home in the tower. It features a dramatic, double-height living and dining room with glass walls and ceilings, akin to “a glass-encased greenhouse,” as described by a former listing agent, Douglas Elliman’s Janice Chang.The condo unit was seeking $17.5 million per Chang’s listing, which was live on and off in 2018 and 2019.Parksville purchased the larger unit last month for $11.2 million while simultaneously selling the two-bedroom back to Extell for $6 million. The parties signed both contracts in mid-January and closed the transactions Feb. 11.Trading up along Billionaires’ Row was common before the pandemic, though typically buyers would move into buildings newer than the ones they left. The One57 resident bucked that trend by upgrading within One57.Ostensibly, both parties took a hit. Parksville sold the two-bedroom for 21 percent less than it paid, while Extell accepted 36 percent less than it had once asked for the sponsor unit — and was left with as many unsold units as before. Both deals closed in cash on the same day. (A loss on the sale of a primary residence is not tax-deductible.)The developer declined to comment, and the attorney representing the buyer did not immediately return a request for comment.The deal comes after a rough year of resales at One57, where Extell still has sponsor units to sell. One unit was sold at a 51 percent loss as part of an estate sale in early January, while three units tied to Chinese conglomerate HNA Group traded at steep losses last summer in sales to related parties, Extell’s Gary Barnett said at the time.Contact Erin Hudson Tags Billionaires RowExtellGary Barnettone57Residential Real Estate Full Name*
Jokr founder Ralf Wenzel. (Getty)A new delivery startup believes it can rival Amazon or Instacart when it comes to cheap, fast delivery — thanks, in part, to an ambitious plan to turn as many as 100 storefront locations in New York into micro-fulfillment centers.Jokr, founded by German entrepreneur Ralf Wenzel, has a bold promise: that it can deliver goods to consumers within 15 minutes. Customers use an app to order items, which are then ferried from those storefronts. Along with groceries, Jokr intends to sells items you would typically find in convenience stores or pharmacies — things that people use all the time and sometimes need in an instant.“In an age where retail rents are falling and warehouse rents are rising, there’s a new form of retail emerging that combines the two, but with a focus on speed, efficiency and maximum consumer experience,” said Morris Sabbagh of Kassin Sabbagh Realty, who is representing the company in its search for U.S. storefronts. So far, it’s already live in Sao Paulo, Brazil; Lima, Peru; and Mexico City. It will soon launch in Bogata, Colombia, along with other cities in the U.S. and Europe.ADVERTISEMENTIn New York, Kassin Sabbagh has already completed six deals for the startup, with another 15 leases out for signature. There are 20 more leases in the works, and the company also has New Jersey in its sights. Sabbagh would not elaborate on specific areas where the storefronts — which typically range from 2,500 square feet to 5,000 square feet — will be located, but said the company is looking “everywhere, every neighborhood.”But rather than paying top dollar for prime avenue locations, Jokr is looking primarily at space on side streets. “They are not depending on foot traffic but on density,” Sabbagh said.Wenzel previously founded FoodPanda, which later merged with DeliveryHero, another online food delivery service. Jokr has funding from SoftBank Group International — where Wenzel was a managing director — along with HV Capital and Tiger Global.Jokr says it will use technology, demographics and data to get deliveries done faster, turning over goods multiple times a day by knowing who will buy what and at what time of the day.“I know what is selling in the morning and what is selling in the evening,” said Aspa Lekka, a co-founder and the startup’s COO, who is spearheading its real estate push. “We know where to put each item and how to place the aisles.”Jokr says it will work directly with local suppliers. By cutting out the middleman, Lekka expects costs to be on par with supermarket prices, and there won’t be a minimum order size. So if you’re in the middle of baking a cake, for instance, and realize you’re out of butter, you can get that missing ingredient delivered while you keep on beating the eggs — and not miss a beat.“We have the expertise, we have the funding, we have great people on board, we have the right timing and the right markets, and we are ready to make this happen,” Lekka said. Share via Shortlink Commercial Real EstateRetail Real Estate Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Tags
Commercial Real EstateCoronavirusRetail Real Estate Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink “There’s no question things are better,” Bill Taubman, the president of Taubman Co., told the publication. “Sales are also better than anticipated four months ago.”Landlords say that collection rates have also improved.Ami Ziff, director for national retail at Time Equities — which owns eight malls and dozens of open-air shopping centers — said that collection rates are above 90 percent. Last April, after the first pandemic lockdowns set in, rent collections had dropped to 58 percent. They largely rebounded by the end of year.He said he has also been signing new tenants, including healthcare providers and restaurants, at cheaper terms. Some mall owners also believe that they can benefit from deals negotiated where tenants pay a percentage of their monthly sales in rent.Investors seem to be buying into a retail recovery as well. Shares of Simon Property Group Inc., which recently acquired Taubman, have risen 45 percent this year, per the publication.Analysts say, however, that not all malls and shopping centers are equal. Those in places with little population growth and an oversupply of stores are likely to struggle.[WSJ] — Keith LarsenContact Keith Larsen Email Address* Tags In March, foot traffic was up 86 percent at 50 shopping centers tracked by the data firm Placer.ai. (iStock)After a devastating year for malls, landlords say shoppers are heading back in droves.In March, foot traffic was up 86 percent at 50 shopping centers tracked by the data firm Placer.ai compared to the same month last year, according to the Wall Street Journal. But that was still 24 percent lower than it was in March 2019.Mall owners say sales are also improving as shoppers look to get out of their houses and spend their government stimulus checks.Read moreRock bottom prices 11 malls whose valuations have tanked A Simon mall falls to foreclosure Retailers now owe $52B in back rent Full Name* Share via Shortlink Message*
Zooplankton was sampled intensively with an RMT 1+8M system in the fjord of Cumberland East Bay, South Georgia during late winter 1983 and summer 1987. In summer, biomass was highest in the surface 20 m, reaching 142 g dw/1000 m3. Copepods dominated the zooplankton comprising 96–99% by numbers, of which 80–90% occurred in the top 100 m of the 265-m water column. The small clausocalanid Drepanopus forcipatus was particulary abundant. With increasing depth the proportion of non-copepod biomass, principally Mysidacea and Amphipoda increased significantly. Biomass throughout the water column in winter was generally 4–5 times lower than in summer although again copepods, and in particular D. forcipatus and members of the Metridinidae, still numerically dominated the plankton. Biomass levels were some 2–3 times greater than those found in Antarctic oceanic regions but were comparable with estimates from some boreal fjords. The mixture of neritic and oceanic species encountered, and the seasonal presence of some gelatinous zooplankton, particularly ctenophores, appears typical of the community structure of many fjord ecosystems.