Aditi Jasra Of Wellness North Counselling On How They Are Helping To Make Accommodations For Employees With PTSD

An Interview With Eric Pines

Clear Communication and Support Systems: Example: A company establishes a confidential communication channel, such as an Employee Assistance Program (EAP), where employees can reach out for support regarding their mental health concerns, including PTSD. This provides employees with a safe outlet to seek guidance and resources.

As a part of this series, we had the pleasure of interviewing Aditi Jasra (RCC/ CCC, MACP, MBA) is the founder and director of Wellness North Counselling.

She has a Masters degree in Counselling Psychology from Yorkville University, Canada and also holds an MBA from India. Aditi strongly believes in mind body connection and helps clients in managing work-place stress, attachment wounds, depression, anxiety, grief, loss, life transitions and complex trauma in a culturally sensitive way through various approaches like Mindfulness, Somatic, EMDR, OEI, EFT, DBT and CBT.

She has also completed externship in evidence-based couples therapy called Emotion-Focused /EFT through the Vancouver Couple and Family Institute and observed and Experiential Integration to treat Trauma with Vancouver Psychologist Rick Bradshaw, the co-creator of the OEI approach. She is also trained in EMDR and continues to take workshops and consultations to hone her skills. Inspite of her two masters and two decades of education, she strongly believes in continuous learning, education and personal growth.

Aditi is fluent in English, Hindi and Punjabi and supports clients in these languages.

Fun Fact: Prior to embarking on her journey to be a psychotherapist/registered counsellor, Aditi facilitated Yoga, mindfulness and fitness programs and workshops in Alberta and BC. She also enjoys cooking, travelling and spending time with her family and friends.

Thank you so much for joining us in this interview series! Before we dive in, our readers would love to “get to know you” a bit better. Can you tell us a bit about your ‘backstory’ and how you ended up where you are?

Yes, I started as a yoga and mindfulness facilitator about a decade ago and while hosting workshops and teaching classes, would often find folks sharing stories of their traumatic experiences which led me to study counselling psychology and become a registered clinical counsellor (RCC) with BCACC and Canadian Certified Counsellor (CCC) with CCPA. I studied EMDR which is the gold standard for trauma treatment and I am a certified EMDR therapist pursuing my EMDR consultant status. In order to offer, trauma informed counselling especially to minorities, I started a group practice in Metro Vancouver called Wellness North Counselling.

You are a successful leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?

As a successful leader, there are three character traits that I believe have been instrumental to my success: persistence, resilience, and empathy. These traits have guided me throughout my life and career, enabling me to overcome challenges, inspire others, and foster meaningful connections.

1. Persistence: Persistence is the unwavering determination to achieve my goals despite obstacles and setbacks. One example of this trait in action is when I embarked on the journey of establishing Wellness North Counselling Clinic. Starting a business in the mental health field was no easy feat, as it required navigating regulatory hurdles, securing funding, and building a strong team. However, my persistence allowed me to stay focused on my vision and work tirelessly to bring it to fruition. Through countless hours of research, networking, and strategic planning, I overcame challenges and turned my dream into a reality.
2. Resilience: Resilience is the ability to bounce back from adversity and maintain a positive outlook. I have a child with unique needs, I am a minority, person of color and an immigrant. Throughout my life, I have faced personal and professional hardships that could have derailed my progress. However, I chose to view these challenges as opportunities for growth and learning. I had mentors and support from family and some friends. I had to find my tribe and figure out where I belonged. For instance, during the early stages of my career, I faced rejection and setbacks that made me question my abilities. I personally had imposter syndrome but the desire to serve others brought me where I am today. Instead of giving up, I used these experiences to develop a stronger sense of self and hone my skills. This resilience allowed me to persevere, adapt, and ultimately achieve success.
3. Empathy and emotional intelligence: Empathy is the capacity to understand and share the feelings of others. It has been a crucial trait in my leadership journey, as it enables me to connect deeply with individuals and foster a supportive environment. Through my lived experiences and personal encounters, I have developed a keen sense of empathy for those I serve. I actively listen to their stories, validate their experiences, and provide a compassionate space for healing. This empathy not only strengthens the therapeutic relationship but also empowers individuals to open up and embark on their own journeys of recovery. At the end of the day, my team is made of females with many similar experiences so holding space for them is crucial for me to be able to run my practice successfully.

What are some of the most interesting or exciting projects you are working on now?

I am finishing up a book on relationships and how to serve couples which will be published in fall 2023 called Relationship upgrade. Internally within the organization and with my network of colleagues, we are always planning workshops and having conversations around how to further serve those in need.

Fantastic. Let’s now shift to our discussion about inclusion. This may be obvious to you, but it will be helpful to spell this out. Can you articulate to our readers a few reasons why it is so important for a business or organization to have an inclusive work culture?

Certainly! Having an inclusive work culture is incredibly important for businesses and organizations for several reasons:

1. Enhanced Diversity: An inclusive work culture promotes diversity by embracing individuals from various backgrounds, including different ethnicities, genders, ages, sexual orientations, religions, and abilities. This diversity brings together a wide range of perspectives, experiences, and ideas, fostering creativity and innovation within the organization. Hence, I have a multilingual team with varied life experiences.
2. Increased Employee Engagement and Productivity: When employees feel included and valued, they are more likely to be engaged in their work. Inclusive environments create a sense of belonging, which motivates employees to contribute their best efforts, resulting in increased productivity, higher job satisfaction, and reduced turnover rates.
3. Broader Talent Pool: Building an inclusive work culture allows organizations to attract and retain top talent from diverse backgrounds. A reputation for inclusivity makes the organization more appealing to a wider range of candidates, expanding the talent pool and increasing the chances of recruiting highly skilled individuals who can contribute to the organization’s success.
4. Enhanced Creativity and Innovation: Inclusive environments foster a culture of psychological safety, where employees feel comfortable expressing their ideas and taking risks. This leads to greater creativity and innovation, as individuals are empowered to share their unique perspectives without fear of judgment or exclusion. Diverse teams generate a broader range of ideas and solutions, driving the organization’s ability to adapt and thrive in a rapidly changing business landscape.
5. Improved Customer Relations: Inclusive work cultures can better understand and connect with diverse customer bases. When employees come from various backgrounds, they bring a deeper understanding of different cultures, preferences, and needs. This knowledge helps organizations tailor their products, services, and marketing strategies to better serve their diverse customer base, resulting in improved customer satisfaction and loyalty.
6. Legal and Ethical Compliance: Promoting an inclusive work culture is not only the right thing to do, but it also helps businesses comply with legal requirements and ethical standards. Discrimination and exclusionary practices can lead to legal consequences, damage to reputation, and loss of public trust. By actively promoting inclusivity, organizations demonstrate their commitment to fair and equal treatment of all individuals.

In summary, an inclusive work culture is crucial for organizations to unlock the full potential of their workforce, drive innovation, attract top talent, and build strong relationships with customers.

This is our primary question. Based on your experience and what are your “5 Best Practices For Companies To Make Accommodations For People With PTSD”?

1. Flexible Work Arrangements: Example: A company implements flexible work hours or remote work options for an employee with PTSD. This allows the employee to manage their symptoms and attend therapy sessions or medical appointments without significant disruptions to their work schedule. Having windows, clear pathways especially if they need a break, access to options for self regulation etc can be helpful.
2. Sensory Environment Considerations: Example: An open-office company sets up designated quiet areas or provides noise-canceling headphones for employees with PTSD who are sensitive to auditory triggers. This creates a calm and quiet space where they can work without being overwhelmed. Certain smells can bring up specific trauma memories (e.g. smell of alcohol, certain scents etc)
3. Clear Communication and Support Systems: Example: A company establishes a confidential communication channel, such as an Employee Assistance Program (EAP), where employees can reach out for support regarding their mental health concerns, including PTSD. This provides employees with a safe outlet to seek guidance and resources.
4. Training and Awareness Programs: Example: A company conducts training sessions or workshops to raise awareness about PTSD among employees. These sessions educate the workforce about the symptoms, challenges, and appropriate ways to support colleagues with PTSD. The training helps foster empathy and a supportive environment. Also certain personality types to work together can be beneficial.
5. Reasonable Accommodations for Triggers: Example: A company accommodates an employee with PTSD by providing a private workspace to minimize exposure to potential triggers or traumatic reminders (e.g. language used in workplace, pictures on the wall etc. This allows the employee to have a controlled environment where they feel more comfortable and safe while performing their job duties.

It’s important to note that accommodations for people with PTSD should be tailored to individual needs and can vary depending on the specific circumstances. Open communication, flexibility, and a willingness to understand and accommodate each employee’s unique needs are essential for creating an inclusive and supportive workplace environment for individuals with PTSD. This should be an ongoing reasonable conversation within work environment.

What strategies or tools does your company use to help employees with PTSD manage stress, maintain focus, and achieve a healthy work-life balance?

We are a very small team and as mental health counsellors, we are very well informed, educated and aware of PTSD and affects. As an organisation, we accommodate everyone’s schedules i.e. flexible scheduling, hybrid schedules, support each other, have open communication that fosters compassion and empathy, do regular check-ins with each other, do what we need to do to take care of ourselves i.e. prioritising self care, and have access to internal and external resources of support.

How does your company raise awareness and educate employees about PTSD and the importance of inclusivity in the workplace? Can you provide examples of any programs or initiatives that have been implemented?

We have regular internal training, collaborative approach and resource sharing which is appreciated by all. We have an open policy on debriefings after tough sessions and calls. We believe in safe and effective use of self (SEUS) as therapists and have each other’s backs as sometimes we deal with folks in distress that require a high level of calibre and skill set so that clinicians dont get triggered themselves and can self-regulate and co-regulate effectively.

In your experience, what are some common misconceptions or stigmas surrounding PTSD, and how does your company work to dispel these misconceptions and create a more understanding work environment?

There are so many misconceptions around PTSD and some of the common ones include:

PTSD only affects veterans or individuals who have experienced combat.

Reality: PTSD can result from various traumatic experiences, including but not limited to military combat. It can affect anyone who has experienced or witnessed a traumatic event. Trauma is anything that is too much for our system to handle. For example , a six yr old can be traumatised when he sees parents yelling and fighting frequently.

Strategy: Education and Awareness

• Organizations can provide educational resources, workshops, or presentations to increase awareness about the diverse causes and potential impact of PTSD. Sharing personal stories from a variety of individuals can help debunk the misconception that PTSD is solely associated with combat veterans.

Another Misconception: People with PTSD are dangerous or unstable.

Reality: Individuals with PTSD are not inherently dangerous or unstable. They are coping with the effects of a traumatic experience, and their symptoms may manifest in different ways.

Strategy: Promote Understanding and Empathy

• Organizations can foster a culture of understanding and empathy by promoting open dialogue and dispelling stereotypes. Encourage employees to ask questions and share accurate information about PTSD to challenge the stigma associated with it.

Misconception: People with PTSD cannot function or contribute effectively in the workplace.

Reality: Many individuals with PTSD are highly capable and can excel in their roles with the right support and accommodations.

Strategy: Reasonable Accommodations and Support

Organizations can provide reasonable accommodations, such as flexible work arrangements, access to mental health resources, or adjustments to workload or deadlines. Like I mentioned earlier, these accommodations can help individuals with PTSD manage their symptoms and thrive in the workplace.

Misconception: PTSD is a sign of weakness or a character flaw.

Reality: PTSD is a recognized psychological disorder resulting from exposure to traumatic events. It is not indicative of weakness or personal failure. Anyone can struggle with it and can successfully overcome it with help of trauma informed/based modalities

Strategy: Promote a Supportive Culture

Encourage a supportive work environment where employees feel comfortable seeking help and disclosing their experiences with PTSD. Leadership can actively promote mental health initiatives, normalize discussions around mental health, and ensure confidentiality and non-judgmental support. Hire external help as and when needed to offer support to staff.

How does your company foster open communication and create a safe space for employees with PTSD to share their concerns or needs? Can you share an example of how this has been successfully implemented?

We have regular meetings where we are talking about ourselves and not just work. We also pivot as per the needs of our clinicians and this flexibility gives them autonomy and sense of power to do their best work.

You are a person of enormous influence. If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. :-)

Kindness Campaign within/for POC or easily accessible EMDR resources/clinicians for support when critical incidents happen

How can our readers further follow your work online?

We have several informative videos:

https://www.youtube.com/@Wellnessnorth

Written articles and blogs on our website:

https://wellnessnorth.ca/blog

Stress Management tools and tips :

https://wellnessnorth.ca/reducestress

Programs:

https://wellnessnorth.thinkific.com/courses/anger-management-toolkit

This was very inspiring. Thank you so much for the time you spent with this. We wish you continued success and good health!

About the Interviewer: Eric L. Pines is a nationally recognized federal employment lawyer, mediator, and attorney business coach. He represents federal employees and acts as in-house counsel for over fifty thousand federal employees through his work as a federal employee labor union representative. A formal federal employee himself, Mr. Pines began his federal employment law career as in-house counsel for AFGE Local 1923 which is in Social Security Administration’s headquarters and is the largest federal union local in the world. He presently serves as AFGE 1923’s Chief Counsel as well as in-house counsel for all FEMA bargaining unit employees and numerous Department of Defense and Veteran Affairs unions.

While he and his firm specialize in representing federal employees from all federal agencies and in reference to virtually all federal employee matters, his firm has placed special attention on representing Veteran Affairs doctors and nurses hired under the authority of Title. He and his firm have a particular passion in representing disabled federal employees with their requests for medical and religious reasonable accommodations when those accommodations are warranted under the Rehabilitation Act of 1973 (ADA). He also represents them with their requests for Federal Employee Disability Retirement (OPM) when an accommodation would not be possible.

Mr. Pines has also served as a mediator for numerous federal agencies including serving a year as the Library of Congress’ in-house EEO Mediator. He has also served as an expert witness in federal court for federal employee matters. He has also worked as an EEO technical writer drafting hundreds of Final Agency Decisions for the federal sector.

Mr. Pines’ firm is headquartered in Houston, Texas and has offices in Baltimore, Maryland and Atlanta, Georgia. His first passion is his wife and five children. He plays classical and rock guitar and enjoys playing ice hockey, running, and biking. Please visit his websites at www.pinesfederal.com and www.toughinjurylawyers.com. He can also be reached at eric@pinesfederal.com.