Champions Career Centre: A Therapeutic Patient Relationship Champions Career Centre: Disability Focus: Cochlear Implants Champions Career Centre: Managing ADHD at Work Champions Career Centre: Get Engaged: Alberta Social Policy Framework Part II Champions Career Centre: ADHD: Myths and Facts Champions Career Centre: Zombie Job Search Survival Guide Champions Career Centre: Burden of Mental Health Higher than Cancer Champions Career Centre: Meet & Greet with Home Depot, October 11th Champions Career Centre: Get Noticed By Employers at Year's End Champions Career Centre: Alberta September Labour Market Report Champions Career Centre: Are You Depressed? National Depression Screening Day

The Value of Hiring Persons With Disabilities

Tuesday, October 30, 2012

We are often approached by employers who would like to know what they can do to improve their diversity and inclusion practices in their organization. Many times, they want to ensure they are being compliant with the legal requirements set out in Alberta which prevent discrimination in the workplace. Other times, they are interested in diversifying their workforce because they feel it is the right thing to do, and want to create a company where every person has the ability to succeed. Both of these motivations are related to feelings surrounding the equal opportunity to work, even if one is legally mandated and the other comes from our own individual perspectives about equality.

At Champions, we know that giving every person an equal opportunity to work isn't just a requirement of the law, and basic human right, but it can also add tremendous value to your organization. Considering potential candidates with disabilities, and hiring the right person for the right job, can dramatically improve your company's bottom line. There are 4 reasons why this is the case:

1. Employees drive your business

Whether you are a publicly traded corporation, a small business, or a non-profit organization, the chain of all your relationships begins in one place: your employees. Employee satisfaction, capability, productivity and commitment are all fundamental to meeting your organization's goals. This may be revenue, growth and profitability for businesses, or quality provision of services for non-profits. Right now skilled staff members are hard to source - so it's important to find the right person for the right job, and keep them. Utilizing the talent pool of persons with disabilities will provide a unique perspectives to your company and help fuel innovation. A diverse workforce will also identify you as a leader and employer of choice in your community.

2. Value of Diversity and Inclusion

A diverse and inclusive workplace comes with numerous benefits. Productivity can increase as different experiences and backgrounds inject energy and creativity into your workplace. A healthy culture at work improves the quality of life for everyone, and the more people care, the better the product. Improved morale can increase your employee loyalty and raise the retention rate of your current workforce. Finally, a diverse and healthy workplace culture will attract potential candidates to your organization as you are identified as an employer of choice.

On the other hand, not having the right policies and supports in place can cost you money, and not just from the lost benefits from the above mentioned improvements. In 2010-11, the Alberta Human Rights Commission had 723 complaints filed with over 1916 grounds of discrimination cited. 44% of these citations were related to physical or mental disabilities. The cost of defending oneself to a Human Rights Tribunal or court can be exorbitant. Recently, the University of British Columbia attempted to recover $150 000 in legal costs incurred from a complainant - after the UBC successfully had the complaint dismissed! Not to mention that the case hadn't even been to a hearing and the fees were associated with preliminary matters only.

3. Hiring and Retention Costs

The costs associated with recruiting, hiring and retaining a new employee can be hefty. Advertising, time costs of an internal recruiter, interviewing, background checks and other pre-employment assessment tools can quickly accelerate the costs related to hiring. After hiring comes training, and workplace integration, which also add to the costs incurred by an employer. While every organization is different, a typical mid-level manager requires 6.2 months on the job to reach their break even point with the costs associated to their hiring.

Hiring the wrong person and having a high turnover rate of staff can be a costly endeavour. One way to avoid this mistake is to ensure you are accessing all available talent pools when hiring. Increasing your pool of candidates will help in your search for the right person. When considering a candidate with a disability, educate yourself on accommodations (80% have no cost) and strategies for success in the workplace. This will help you be able to look at candidates and see their ability, rather than their disability.

4. Local Talent Pool

1 in 6 Albertans has some type of disability and this population is currently under-represented in the workforce. Persons with disabilities have various skill levels, including high school diplomas, trades certificates, and university degrees, and can often meet the needs of employers when given the opportunity. Additionally, employers have repeatedly reported higher levels of staff retention when hiring persons with disabilities. Contrast this with the high costs related to hiring and retaining foreign workers, and persons with disabilities become a very attractive option to both talent needs and the economic bottom line of your company. 

A Therapeutic Patient Relationship

Thursday, October 25, 2012

We are always excited to receive guest blogs from our followers. Today's blog is courtesy of Melanie Bowen who wanted to share the importance of quality care for people who are chronically ill. Follow Melanie on Twitter @MelanieLBowen or follow her blog at If you would like to contribute to our blog then please contact us at

A therapeutic relationship is defined by the interactions between a nurse and patient that are based on mutual respect and trust. Patients report their health concerns and nurses provide them with treatment solutions and disease management instructions. Patients and their family’s can benefit from the knowledge and compassion of nurses in a working relationship that fosters improved physical and mental health outcomes. Nurses include the entire family, as well as the patient, as equal partners in care.

A Caring Relationship

The therapeutic relationship is developed through effective communication skills and involving the patient in their care as much as possible. Patients may become overwhelmed with the required skills and procedures to manage lifelong chronic conditions. Nurses teach patients how to care for themselves and perform procedures that the patient cannot.

For instance, patients with mesothelioma may be able to feed themselves, but are not strong enough to clear their airway. The nurse is needed to assist them to improve their breathing status and prevent an emergency.

Teaching for Families

Family members are also involved equally in patient care. For long-term illness, families are instructed in complex procedures and the signs and symptoms of potential complications. Medication administration, oxygen applications and medical care coordination are complex and the family benefits from the instructions and assistance of a knowledgeable nurse.

Mental health and Chronic Disease

Nursing care is crucial for the identification of mental health deficits and treatment. Patients may spend long periods of time in an isolated hospital room and endure painful procedures that deplete their brain of “feel good” chemicals and experience depression. Nurses use listening skills and provide patients an outlet to express their fears and concerns. In addition, nurses discuss the possibility of medical treatment with the patient and their physician for severe depression or anxiety.

The Patient-Nurse Relationship

Nursing care includes the goal of the patient achieving harmony in mind, body and spirit. A therapeutic relationship is based on trust, respect and the patient’s needs and strengths. Family members are also treated equally in care and learn from the instructions and knowledge of the nurse.

Chronic disease is complicated and the entire family can gain the skills needed to care for their loved one. Patients with chronic illness can feel safe, confident, and less anxious when involved in a patient-nurse relationship. Find a medical staff that only care but knows how to help and never give up the fight.

Disability Focus: Cochlear Implants

Tuesday, October 23, 2012

We see lots of assistive technology in our work here at Champions, but perhaps one of the most interesting implementations of technology to assist people with disabilities are cochlear implants. For those not in the know, a cochlear implant is an electronic device which can provide a sense of sound to people who are profoundly deaf or hard of hearing. 

Pictured right, the device consists of both external and internal components. The external components include a microphone, sound processor and transmitter. These parts gather sounds and information which is then sent to the internal component, the implanted electrode array, which communicates with the users auditory nerve - allowing them to hear.

So what does a person with a cochlear implant hear? First off, it is important to note that a cochlear implant does not restore normal hearing. In this sense, it is not a "cure" for deafness. A cochlear implant provides useful representations of sounds in the environment, which can help a person understand speech. This is markedly different from a hearing aid, which simply amplifies sound. 

When a person receives a cochlear implant they will undergo listening therapy to learn or relearn what they are now hearing. Making sense and proper associations of the sounds takes time and each person experiences a different learning curve with the device. Over time, people with cochlear implants generally understand more speech than they did with just hearing aids and can sometimes learn to speak on the phone or listen to music.

Want to learn more about cochlear implants? Look at this article for more basic information or this one which debunks many myths which surround cochlear implants. For a more personal touch, check out the Adventures of a Deaf Adult blog which is currently chronicling life after receiving an implant.

Come back tomorrow when we will talk about cochlear implants in the workplace!

Managing ADHD at Work

Wednesday, October 17, 2012

Is this your desk? 
October 15-22 is ADHD Awareness Week and we want to give voice to this condition and address some myths which exist about it. Today, we are going to talk about ADHD and it's impact in the workplace. Similar to other mental health conditions, there are numerous accommodations or ways to succeed at work when you are living with ADHD. 

Being aware of possible accommodations allows for us to avoid the trap of trying to find a job that is "perfect for people with ADHD". This is a trap we often see when discussing disabilities and employment, where there can be a tendency to try and match jobs to a specific disability. Choosing a career path according to your personality, interests and skills should always come first, and your ADHD is only a small part of this decision. For example, living with ADHD may mean that you want to stay away from a position where you are expected to do repetitive and mundane tasks every day. But you will never find a job that doesn't contain tasks like this in some shape or form. Knowing how to self-help or manage your ADHD is the key to not allowing the condition to create barriers in your career.

Adults living with ADHD typically struggle at work because of three things related to their condition: inattention, impulsivity and problems with time management. These symptoms manifest themselves in a variety of ways. Problems with attention can mean a person with ADHD may seem distracted or bored at times. This can be frustrating as part of ADHD includes a symptom called hyper-focus, where a person becomes so engrossed in a task that they lose track of time and other commitments. 

Impulsiveness may cause people with ADHD to take on tasks they don't have time for and also speak out of turn or abundantly at meetings. Both impulsivity and inattention can cause problems with time management, but a person with ADHD may also have a bigger than normal problem with procrastination. This combination of symptoms can definitely cause a person with ADHD to struggle with long term projects.

Fortunately, there are plenty of strategies and tips to help people with ADHD succeed in the workplace. It's important to note that medication can help with symptoms of ADHD, but they aren't a cure. Medication may be an option for some people with ADHD but should still be used along other options like therapy and self-help strategies. 

Here are some tips and strategies for succeeding in the workplace with ADHD:
  • Take care of yourself away from work. Exercising regularly, spending time outdoors, eating properly and getting enough sleep have all been shown to reduce stress and symptoms related to ADHD. 
  • Create space in your work environment. Keep your desk and office clutter free to avoid the sensation of everything piling up. Devoting just 10 minutes a day to filing properly and creating space in your office can go a long way. 
  • If you share an office, you can create space by using other environments to complete high priority work - like an unused conference or meeting room. Simple tasks like turning off your phone ringer, a do not disturb sign or closing your email inbox can also minimize distractions. 
  • Similarly, create the same space in your digital environment. Don't neglect your inbox - devote time every day to specifically file, de-clutter and respond to email. An inbox with dozens (or hundreds!) of unattended to emails can quickly become an overwhelming distraction and source of stress.
  • Use a day planner and lists to prioritize your activities, then single task. Focusing on one task at a time will keep your attention in one spot and has been shown to be better for your memory and overall mental performance.
  • Add more time than you think necessary to tasks and arrival times for meetings. People with ADHD are notorious for not giving themselves enough time to do what they need to do or get where they need to go. A simple trick is to automatically add ten minutes above your instincts to each task. For example, if you think it will take 30 minutes to get across town for a meeting then plan for 40 minutes. 
  • Using clocks and alarms can be a huge help to stay on time with projects and also to break hyper-focus. It's not unusual for a person with ADHD to miss a meeting because they lose track of time working on something. An alarm can break the attention and allow you to re-evaluate where you are and what you are doing. 
  • Do mundane tasks during the day when you are most attentive. Trying to complete them when you are tired or burned out from the day will cause stress and make an easy task seem much more difficult than it is. 
  • Have a way to file "big ideas" away for later. People with ADHD can become sidetracked when working on one thing by a non-related idea which excites them. Learn to jot them down and put them away to be addressed later.
  • Follow up discussions with written records or emails. The "do it now or write it down" rule is a great way to battle forgetfulness. 
  • Use progress reports on long term projects to beat procrastination. Have another person or boss follow up on these to keep you on task.
  • Consciously under-commit. People with ADHD have a tendency to impulsively sign up for tasks even when they don't have the time for them. Not feeling rushed allows you to feel less stressed and also be more effective in your work. 
  • Move around! Take a walk on your lunch or get up and stretch from your desk to combat restlessness. Feeling fidgety at a meeting? Take written notes to minimize these feelings and stay attentive. 

Get Engaged: Alberta Social Policy Framework Part II

Tuesday, October 16, 2012

Over the past six months the Alberta government has been asking Albertans to participate in a province wide engagement to direct the future of our social policy. Using various tools, like community discussions, surveys and social media, the Alberta government has sought feedback on what is important to Albertans. The hope is that this feedback can be used to create a social policy framework to guide decision making and social programs into the future.

Part 1 of this process took place during the spring and summer. During this part of the process over 20 000 Albertans participated in community discussions and answered the online survey. Part 1 largely focused on establishing what is important to people in Alberta, or what they value.

The next step is to develop strategies to bring these ideas and values to fruition. The government recently launched Part 2 of the social policy framework engagement and it involves new community discussions and surveys to be completed. We highly recommend anyone interested in the future of our province and it's social policies to get involved once again.

There are lots of ways to get involved. You can:

ADHD: Myths and Facts

Tuesday, October 16, 2012

This week is ADHD Awareness Week in Canada and we are joining in to help raise awareness of this common, but often misunderstood, mental disorder. Roughly 1 million people in Canada are affected by this condition and the lack of understanding about the disorder causes many people and their families to be stigmatized and traumatized.

Get informed about ADHD with these quick facts provided by the Centre For ADHD Awareness Canada

MYTH: ADHD is not real.
FACT: ADHD is a neurobiological disorder linked to issues with the neurotransmitters in the brain, due to a lack of dopamine and/ or norepinephrine. It is most often inherited. ADHD is recognized by all of the major medical associations and government health agencies due to overwhelming scientific evidence.

MYTH: ADHD occurs only in boys who outgrow it in adolescence.
FACT: ADHD conservatively occurs in 5% of children: 80% maintain the diagnosis into adolescence, with at least 60% affected by core symptoms in adulthood. Research shows that at least 4% of adults worldwide have ADHD. While three times as many boys are diagnosed with ADHD in childhood, we now know that we are most likely misdiagnosing, or missing to diagnose, the girls who tend to be less hyperactive because incident rates are almost equal between men and women in adulthood.

MYTH: ADHD is over diagnosed because everyone has difficulty paying attention and being restless sometimes.
FACT: Diagnosis is a complex process. Although many people may exhibit some of the symptoms some of the time, the symptoms must be considered an impairment to daily functioning, and be recognized in more than one setting, for a diagnosis to occur. Since there are three subcategories of ADHD you do not need to be hyperactive to have ADHD.

MYTH: ADHD is caused by bad parenting, lazy teachers, and eating too much sugar or food additives.
FACT: Parenting and teaching styles do not cause ADHD. When a child acts impulsively, fidgets, cannot remember routines, and is distracted, it is not because they have not been taught to do otherwise, it is a symptom of the disorder. Diets and limiting food additives and sugar will not cure ADHD.

MYTH: People with ADHD simply don’t want to focus or complete tasks that they don’t enjoy.
FACT: ADHD is a problem with the regulation of attention, not just inattention. People may misconstrue the ability of someone with ADHD to “hyperfocus” on a highly stimulating task (like a video game) for hours as an example that the person can focus, but lacks willpower. Being unable to break or prioritize focus is a core symptom of ADHD.

MYTH: Teachers, doctors and parents just want to medicate children to make them easier to manage.
FACT: Treatment for ADHD should always be multi-modal. First and foremost, it must include education of the child’s caregivers, and the child and adult themselves, on what ADHD is and how it impacts them. Learning accommodations are required; coaching or counseling may be helpful to teach management strategies. Research indicates that medication can be beneficial, but is not always required.

MYTH: Taking ADHD medication increases a child’s risk of future drug abuse.
FACT: Research has shown that people with ADHD who take medication may actually have lower rates of substance abuse than people with ADHD who don’t receive treatment. Those with untreated ADHD may turn to substance abuse as a form of self medication.

MYTH: ADHD is not a big deal.
FACT: Children with untreated ADHD are at a greater risk for: problems with learning resulting in academic difficulties (3-fold risk for high school dropout); low self-esteem; substance abuse; sustaining injuries and having accidents (2-fold increased risk of injuries, particularly head injuries/fractures, and 2- to 4-fold risk of motor vehicle accidents as a driver); developing other mental health problems (i.e. depression, anxiety); family dysfunction; and decreased likelihood of full-time employment and lower household income when they grow up.

Zombie Job Search Survival Guide

Friday, October 12, 2012

October 31st is Halloween, but the month also featured the International Moment of Frustration Scream Day, Calgary's Annual Zombie Walk (1100+ people) and the return of The Walking Dead for a third season. So it seems like the perfect time to incorporate some of the undead into our blog writing.

In the movie Zombieland, the main character "Columbus" (Jesse Eisenberg) crafts several rules to surviving in a world filled with zombies. We figured many of these could be easily adapted for the equally scary reality of trying to find a new job.

So here are the Zombieland rules to your job search. Use these tips to successfully navigate your way to a new position and to also be prepared for the forthcoming zombie apocalypse.

Rule #1: Cardio
Zombies don't give up in their lust for blood, so outrunning them requires being in peak physical condition. In the same way, your job search is a marathon, not a sprint. Finding a new job is similar to having a job - it's hard work and requires a daily commitment to searching, networking and following up. It can be disheartening to apply for many jobs and not hear anything back, similar to running a mile and still having a pack of unliving fiends behind you. Have a plan and commit to doing your job search every day and you will eventually bust free from the pack.

Rule #2: Beware of Bathrooms
There aren't many ways to defend yourself from a zombie attack when you are caught with your pants down. Avoid the same fate when being contacted by an employer for an interview - do your homework! Nothing will impress an employer more at first contact then you knowing a lot about the organization you've applied to. With access to the internet and social media there is absolutely no reason to not be well informed about the company you are applying to. You can most likely even find a fair bit of professional information about the person who will be interviewing you. Use this information to 'Wow' the person contacting you and demonstrate your interest in the position and organization.

Rule #3: Know Your Way Out
You don't go into an abandoned mall or supermarket in a world full of the undead without having a game plan for escape. Similarly, once you been asked to come in for an interview, don't simply wing it. Getting bombarded by questions in an interview that you haven't  prepared for can be like getting caught in the soup aisle with a dozen zombies closing in. A simple question like, "Tell me about yourself?", might seem easy enough but can cause even the most confident to get tongue tied. Write out the questions you expect to face in advance and practice your responses. Ask a friend to give you a mock interview. Being well prepared will give you more confidence and allow you to think quickly for questions you may not have considered.

Rule #4: Double Tap
You've just drilled a zombie in the head with a baseball bat, you think it's game over, then a cold dead hand grabs your ankle as you walk away. Your survival depends on making sure those mindless creatures stay down. In your job search you might have just nailed your interview, but don't just walk away and expect the job. Interviewers may be talking to many candidates for an open position and it is possible to slip through the cracks in the process. A simple note that thanks the interviewer for their time, communicates your enthusiasm and makes note of the essential requirements of the job (and your ability to do them!) will go a long way. This will keep you in the forefront of the mind of the person hiring you.

Rule #5: Enjoy the Little Things.
Life in a zombie infested world can cause one to despair, live in constant anxiety, and feel terribly alone. Taking the time to enjoy the little things - like a Twinkie - can be cause for hope. Being out of work can cause the same feelings of despair. However, use your time off away from work to re-prioritize what is important to you and where you are headed in life. Career planning isn't simply about finding a job, but is a holistic process of evaluating who we are and what we want to accomplish. Self reflection may give you the direction, and hope, you need to continue on in your job search.

Burden of Mental Health Higher than Cancer

Thursday, October 11, 2012

Yesterday was World Mental Health Day and people around the world joined together to raise awareness and discuss mental health issues. Fitting then, that a ground-breaking new study was released at the same time which highlights the extreme cost mental illness is placing on society. The study, conducted in Ontario, measured the impact mental illness has in the same way we measure other illnesses - like cancer and infectious diseases. 

The findings are startling. The researchers discovered how the burden of mental illness and the corresponding addictions in Ontario is several orders of magnitude higher than cancers and infectious diseases. Even more worrisome is that the researchers noted they may be underestimating the impact because they aren't factoring other conditions, like dementia and autism. 

To many, this won't be news. We talk a lot about mental health in this blog and often point out the high costs involved and how pervasive mental illness has become in our society. However, painting the picture against other diseases provides an excellent contrast to see how serious of an impact mental illness is having. 

Here is a brief summary of the findings of the report. You can download the report in it's entirety here.

• The burden of mental illness and addictions in Ontario is more than 1.5 times that of all cancers, and more than seven times that of all infectious diseases.

• The nine conditions identified in this report contributed to the loss of more than 600,000 health-adjusted life years (HALYs), a combination of years lived with less than full function and years lost to early death in Ontario.

• Five conditions have the highest impact on the life and health of Ontarians: depression, bipolar disorder, alcohol use disorders, social phobia and schizophrenia.

• Depression is the most burdensome condition, with twice the impact of bipolar disorder, the next highest condition. The burden of depression alone is more than the combined burden of lung, colorectal, breast and prostate cancers.

• In terms of deaths, alcohol use disorders contributed to 88% of the total number of deaths attributed to these conditions and 91% of the years of life lost to dying early.

Meet & Greet with Home Depot, October 11th

Wednesday, October 10, 2012

Are you interested in starting a career with Home Depot?

Home Depot will be at the Champions Career Centre offices this Thursday, October 11th, for a brief presentation about their company and opportunities specific to the Beacon Hill and Mackenzie stores. Following their presentation Home Depot will conduct 5 minute screening interviews for interested candidates.

If you are interested in attending or would like more information please contact us by calling 403.265.5374.

Please attend professionally dressed and remember to bring your resume with you.

Please note that Home Depot is only recruiting for the Beacon Hill and Mackenzie locations. If you wish to work at another store you should apply online at

Date: October 11th, 2012

Time: 11 am to 1 pm

Champions Career Centre
Suite 650, 839 5th Ave SW
Calgary, Alberta

Get Noticed By Employers at Year's End

Wednesday, October 10, 2012

With fall in full swing, and winter rapidly approaching, we are often confronted with questions about the hiring practices of employers during the end of the year. We recently received some insight from a volunteer of ours who has worked as an executive with many different organizations over the years. This is excellent advice regarding what companies are looking for during this part of the year and how to best position yourself to get hired.

"During my executive tenure in different organizations where I have hired many individuals at all levels in an organization, the positions which are open during the fourth quarter of a budget year (October, November, December) are particularly important. These positions have been carefully negotiated in the previous year to address a head count which matches the forecast of work anticipated in the upcoming year. These positions add to the operating expense of an organization and are carefully scrutinized and budgeted.

If there are any outstanding positions not filled during the fourth quarter, these positions are a priority for any given department. If these positions go unfilled, the prospect of carrying forward that position in the New Year becomes difficult or at the very least awkward.

So given the fourth quarter vacancies, I have always noticed that the more experienced and mature candidates are given a preference over younger and less experienced candidates. The reason is that the time to integrate a new employee into a role is dramatically reduced. The individual will need to "hit the ground running" almost immediately. Earlier in the year, entry level positions are most apt to be filled by less experienced candidates, since plans to ease them into open positions have the luxury of a full year of training and orientation. In the  fourth quarter, this patient luxury has all but evaporated.

I hope this helps those experienced clients you have in your system. The next few months is their turn to impress employers with their ability to perform immediately.

I have one tip to offer those individual which could dramatically improve their chances at an interview during this period. If they have done their homework on the company and the position, I would draft a 30 day and 60 day plan of what they can do on the job. No other candidates without their level of experience can match this simple one page, bullet point document - because they will not know what to do.

I would present this document when the question comes up "What are your strengths, or what experiences do you have?" Presenting this document as a talking point firmly positions the candidate as someone who can do the job the way the hiring manager needs it to be done. I have come across this technique in several interviews and it totally impressed me - and yes they were offered a job."

Alberta September Labour Market Report

Tuesday, October 09, 2012

Alberta's Labour Force Statistics have been released for September with generally positive news as the local economy holds steady as we move into the fall. The year over year numbers are extremely strong as Alberta has seen employment increase dramatically over the last year and is experiencing the lowest unemployment rate in Canada.

  • Alberta’s seasonally adjusted unemployment rate was 4.4% in September 2012, unchanged from August 2012 and down 0.9 percentage points from the same month last year. This rate was the lowest among provinces. The national rate was 7.4%, up 0.1 percentage points from the month before.   
  • The labour force increased by 2,400 people and employment increased by 2,100 from August to September 2012.  
  • Full-time employment increased by 3,600 and part-time employment decreased by 1,500 people in September from the previous moth. 
  • Between September 2011 and September 2012, employment increased by 37,400 in Alberta, the second highest increase in the country behind Ontario’s 44,700. This employment increase accounted for 21.4% of Canada’s employment growth over the same period.  
  • Edmonton’s unemployment rate of 4.5% and Calgary’s 4.7% in September were ranked second and third, respectively, behind Regina’s 4.0% among Canadian Census Metropolitan Areas.  
  • The following industries had the most employment increases in September from the previous month: Transportation and Warehousing, 8,100; Public Administration, 4,600; and Manufacturing, 4,100.  

Are You Depressed? National Depression Screening Day

Thursday, October 04, 2012

Today is National Depression Screening Day (NDSD) and a great opportunity to raise awareness about depression while taking stock of our mental health. Health screenings are a regular part of our lives, whether it be a yearly physical or scheduled tests for heart disease, high blood pressure or other illnesses we may be at risk for.

However, we have a tendency to overlook our mental health and may treat it less seriously than physical conditions. NDSD serves as a good reminder that depression is a serious medical illness and screenings are often the first step in getting help.

If you would like to screen yourself, get started at, where they have a free online test as well as many other supports. If you're an employer, or are wondering about depression in the workplace, then please take a closer look at the graphic attached to this post!