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Resources for Healthcare Leadership Healthcare workers and first responders experience unique challenges during episodes of disease outbreak and pandemic. Long shifts, infrequent breaks, societal pressure, new policies and procedures, decreased socialization, and fear of becoming ill, can all have an impact on one's ability to cope. These challenges can increase stress and anxiety if employees and leaders are not mindful of their mental health and well-being. Sustaining the Well-being of Healthcare Personnel During Coronavirus and Other Infectious Disease Outbreaks This resource outlines the challenges facing healthcare personnel during infectious disease outbreaks and strategies for sustaining healthcare personnel well-being. https://www.cstsonline.org/assets/media/documents/CSTS_FS_Sustaining_Well_Being_Healthcare_Personnel_during.pdf Source: Uniformed Services University Centre for the Study of Traumatic Stress Supporting the Psychosocial Well-being of Healthcare Providers During the Novel Coronavirus (COVID-19) Pandemic This document by the BC Centre for Disease Control outlines the components of psychosocial support responses and psychosocial interventions that enhance Healthcare workers’ coping and personal resiliency. http://www.bccdc.ca/Health-Professionals-Site/Documents/COVID19-Psychosocial-Supports-HCW.pdf Source: BC Centre for Disease Control Mental Health Considerations During COVID-19 Outbreak In this resource, the World Health Organization outlines the mental health considerations for various groups, including the general population, healthcare workers, team leaders in health facilities, caretakers of children, caretakers for older adults, and people in isolation. https://www.who.int/docs/default-source/coronaviruse/mental-health-considerations.pdf?sfvrsn=6d3578af_2 Source: World Health Organization Managing Healthcare Workers’ Stress Associated with the COVID-19 Virus Outbreak This document outlines strategies for assisting healthcare workers in fighting stress through preparedness, identification of specific areas of stress for healthcare workers treating patients with the COVID-19 virus, and identification of self-care strategies for dealing with stress both during and after the outbreak. https://www.ptsd.va.gov/covid/COVID19ManagingStressHCW032020.pdf Source: National Center for PTSD Roles and Responsibilities of Healthcare Workers: Considerations for OHS This resource by the World Health Organization provides guidance around the rights, roles, and responsibilities of healthcare facilities, leaders, and workers to protect occupational health and safety during the COVID-19 pandemic. https://www.who.int/publications-detail/coronavirus-disease-(covid-19)-outbreak-rights-roles-and-responsibilities-of-health-workers-including-key-considerations-for-occupational-safety-and-health Source: World Health Organization Emergency Responders: Tips for Taking Care of Yourself This resource by the Center for Disease Control and Prevention outlines tips to assist emergency responders in taking care of themselves, including preparing for a response, understanding and identifying burnout and secondary traumatic stress, getting support from team members, self-care strategies, and resources for family members and co-workers. https://emergency.cdc.gov/coping/responders.asp Source: Center for Disease Control and Prevention Preventing and Managing Stress – Tips for Disaster Responders This tip sheet outlines tips for preventing and managing stress before, during and after disaster response assignments. https://store.samhsa.gov/file/23097/download?token=g6Up4IgI&filename=SMA14-4873.pdf&sku=SMA14-4873 Source: Substance Abuse and Mental Health Services – US Department of Human and Health Services FSEAP remains committed to providing the highest quality of service to customer organizations and employees across the country. Please contact your dedicated account/EFAP program manager if you have questions or requests, and direct employees to call or access myfseap for support. If you aren’t a current customer of FSEAP and would like to learn more about how we can help, please contact us.

With campaigns like Bell Let’s Talk gaining attention and momentum, mental health awareness is increasing and the harms of mental health stigma are now better understood. People across Canada are taking the time to learn, grow, and understand how to support their families, friends and colleagues, and to be honest about their own stories and need for support. But there’s more work to be done. It can be difficult enough living with a mental illness, but when you face the added pressure of stigma – people just not understanding - it can make seeking help for your illness even more difficult. While society has come a long way, stigma is still very much prevalent, and many people still face negative responses when they express, share, or seek help for their mental health challenges. Defining Stigma & It’s Effect Stigma against mental illness has several roots, such as personal, social, and family beliefs and fears, and from the mental health condition itself, which may cause a person to act outside what is considered the social or cultural norm. Stigma involves the negative or discriminatory attitudes that others have about mental illness. Facing stigma from others can often also lead to self-stigma, when these negative attitudes get internalized, creating self-doubt and shame.. Stigma usually stems from a lack of understanding rather than information based on facts, and the consequences of stigma can be serious and devastating. The worst consequence is that it can make it less likely that people will seek treatment. For many, some conditions may worsen over time without treatment, so failing to seek help will ultimately worsens one’s outcomes. Stigma can also cause people to doubt themselves and their abilities to achieve their goals in life. It can also lead to feelings of isolation, which can ultimately make it harder for people to find desired jobs, build relationships, and live a fulfilling life. What Can You Do? While stigma continues to exist, it can be eliminated with education and awareness about mental health & illness. Here are some things you can do: Educate Self. First thing is to remember that many people experience mental illness. If you have a mental illness, know that you are not alone. According to the Canadian Mental Health Association, one in five Canadians struggle with mental illness of some kind. https://cmha.ca/brochure/fast-facts-about-mental-illness/ Talk about it: Have conversations that seek first to understand the lived experience of someone with mental health issues. Perhaps start with, “I’ve noticed that you are not quite yourself. Would you like to talk about it?” Ask questions about what it’s like for them and how you can best support them. Be aware of your language: Words have meaning and reflect attitudes and beliefs. Be careful of the adjectives used to describe mental health. Be respectful in how you speak about individuals struggling with mental health issues. Find support. Whatever you do, stay connected to others and get support. If you are a friend or family member, it’s ok to need support and to talk about how you feel. If you are dealing with mental health concerns yourself, you may be reluctant to share it with others, however, it is highly encouraged to not isolate yourself. Reach out to people you trust for compassion, support and the understanding you need during this time. Organizations such Bell – Let’s Talk Campaign, and Calltime Mental Health, offer educational and supportive resources for people and families who are affected by mental illness. Access Services. There are many ways to seek help so that you can experience reduced symptoms and a better quality of life. Proper and timely treatment can provide relief by helping identify what’s wrong and reduce symptoms that may interfere with your everyday personal and work life. Speak out. Educate others around you about the realities of mental illness including how common it is and actively speak out against stigma. Discredit myths about mental illness. Feel confident in sharing your own experiences. Sharing stories and encouraging dialog can help instill courage in others who may be facing similar challenges to get the right treatment at the right time. Stigma is a complex issue that continues to have an impact, but there is hope, and change is happening. Everyone has a role in diffusing mental health stigma. Through research, education and understanding, we can eliminate the stigma around mental illness. Here are some resources to help: Bell Let's Talk 2022 Anti-Stigma Campaign Mental Health Information & Resources from the Government of Canada Mental Health 101 free online tutorials (CMHA) FSEAP, your EFAP Provider (contact us) Crisis Services Canada Hotline -- Canada: 1.833.456.4566

LIFT session, a LifeSpeak Company, Partners With FSEAP, a Leading Employee Assistance Program, to Bring Digital­ Physical Wellbeing Solutions to Its Clients TORONTO--(BUSINESS WIRE) -- LIFT session, a LifeSpeak Company (TSX: LSPK) and the leading fitness and wellness platform for benefit providers, announced it has expanded its global footprint in the EAP market by partnering with FSEAP, a not-for-profit organization that is a leading EAP provider. Through this partnership, FSEAP will add a compelling new offering to their EAP solution to service the burgeoning demand for physical wellness benefits by organizations around the world. "Organizations are recognizing physical wellness benefits play a critical role in employee stress, mental health management, and workforce engagement," said Raffi Tchakmakjian, President of LIFT session and Chief Growth Officer of LifeSpeak. "We're delighted to partner with FSEAP to help organizations around the world provide a more well-rounded wellbeing offering for their employees. LifeSpeak is committed to reducing the stigma around mental health and providing support for total wellbeing. We are especially proud to work with an organization that devotes 100% of its profits toward supporting mental health and community-based programs." This partnership will amplify FSEAP's proactive wellness offering with personalized, app-based workout journeys. The LIFT session platform offers on-demand and live virtual workouts and activities curated and delivered by experts in physical and mental wellness. This includes app-based workouts, web chats with wellness experts, micro wellness breaks, and more. FSEAP will also offer LIFT session wellness challenges to support clients as they help employees build healthy habits and foster workplace engagement in a hybrid work model. "Our clients continue to demand digital wellbeing solutions that can support and engage the entirety of their workforce," said Joyce Zuk, National FSEAP Board Chair. "Digital physical wellness was the next logical step in providing a well­ rounded wellness offering to support this need. We are especially excited about the opportunity that this provides us to further differentiate our offering with a high-quality solution that is known for its ease of use and high usage rates." As an online platform, LIFT session is accessible anytime and anywhere through any mobile or desktop device. It provides organizations with the company-branded experience they desire and users with the flexibility to access their program wherever and whenever they need it. The value LIFT session provides organizations is reflected in the 95+ percent satisfaction rate of its users. For more information about how LIFT session can help your organization with employee wellness and engagement, visit www.liftsession.com About LIFT session, a LifeSpeak company LIFT session, a LifeSpeak company (TSX: LSPK), is a digital fitness platform that helps wellness providers offer premium virtual fitness services to their clients. With LIFT's best-in-class virtual personal training, virtual group training, and wellness broadcast services, LIFT is capable of extending its partner's service offering beyond their physical locations and making their service offerings available to clients anywhere. By offering services through wellness providers and businesses, LIFT session offers its online fitness platform to millions of customers globally. Follow LIFT session on Instagram and LinkedIn About FSEAP Founded in 1974, FSEAP is a national social enterprise division of Family Service Agencies providing employee and family assistance programs (EFAP) and Integrated Workplace Wellness Solutions. As the only private, not-for-profit, community­ based EFAP provider in Canada, we strive to sustain healthy workplaces and strong communities. FSEAP's client-centric services support customers large and small in every economic sector with evidence-based solutions that promote and maintain the health and well-being of employees and workplaces. FSEAP's services support a diverse customer base and their employees with evidence-based solutions that promote and maintain the health and well-being of employees and the workplace. About LifeSpeak Inc. LifeSpeak is a leading software-as-a-service provider of a platform for mental health and total wellbeing education for organizations committed to taking care of their employees and customers. With 18+ years of experience creating and curating thousands of expert-led micro-learning videos and other digital content, LifeSpeak's proprietary library's depth and breadth of easily consumable content helps companies around the world support their people anytime and anywhere. LifeSpeak serves a diverse global client base across many industries and sectors, including Fortune 500 companies, government agencies, insurance providers, and other health technology firms. LifeSpeak is the parent company of Lift Digital Inc. ("LIFT session"), ALAViDA Health Ltd. ("ALAViDA"), Encompass Education Solutions ("Torchlight") and Wellbeats Inc. ('Wellbeats). To learn more, follow LifeSpeak on LinkedIn (http://www.linkedin.com/company/lifespeak-inc), or visit www.LifeSpeak.com. Forward Looking Information This press release may include "forward-looking information" within the meaning of applicable securities laws. Such forward-looking information may include, but is not limited to, information with respect to our objectives and the strategies to achieve these objectives, as well as information with respect to our beliefs, plans, expectations, anticipations, estimates and intentions. In some cases, but not necessarily in all cases, forward-looking information can be identified by the use of forward-looking terminology and phrases such as "forecast", "target", "goal", "may", "might", "will", "could", "expect", "anticipate", "estimate", "intend", "plan", "indicate", "seek", "believe", "predict", or "likely", or the negative of these terms, or other similar expressions intended to identify forward-looking information, including references to assumptions. In addition, any statements that refer to expectations, intentions, projections or other characterizations of future events or circumstances contain forward-looking information. Statements containing forward-looking information are not historical facts nor guarantees or assurances of future performance but instead represent management's current beliefs, expectations, estimates and projections regarding possible future events, circumstances or performance. Forward-looking information is necessarily based on a number of opinions, estimates and assumptions that, while considered reasonable by LifeSpeak as of the date of this release, is subject to known and unknown risks, uncertainties, assumptions and other factors that may cause the actual results, level of activity, performance or achievements to be materially different from those expressed or implied by such forward-looking information. Important factors that could cause actual results to differ, possibly materially, from those indicated by the forward-looking information include, but are not limited to, the risk factors identified under "Risk Factors" in LifeSpeak's Annual Information Form, and in other periodic filings that LifeSpeak has made and may make in the future with the securities commissions or similar regulatory authorities in Canada, all of which are available under LifeSpeak 's SEDAR profile at www.sedar.com. These factors are not intended to represent a complete list of the factors that could affect LifeSpeak. However, such risk factors should be considered carefully. There can be no assurance that such estimates and assumptions will prove to be correct. You should not place undue reliance on forward-looking information, which speak only as of the date of this release. LifeSpeak undertakes no obligation to publicly update any forward-looking information, except as required by applicable securities laws. If you are an existing FSEAP customer and would like more information about LIFT Session through FSEAP, please contact your dedicated account manager. All other inquires, please contact us.

We hope that you are keeping well. In light of provincial announcements across the country about returning to work, organizations are now putting their minds towards planning a gradual return to work. During the sheltering at home phase of COVID-19, FSEAP was considered to be an essential service and has been able to continue providing much needed counselling by video and telephone during the last few months. As provincial governments start to give the green light to begin planning a return to the office, as well as to begin seeing clients face-to-face (with restrictions), FSEAP is putting together a plan as to how we will return to the office in a safe and reasonable way. We will keep you informed as to our plan going forward and how we will begin introducing in-person counselling once again. These plans will be informed by restrictions made in each province, and as a result the response may vary across the country. We are not alone in having mixed feelings about returning to the office to resume our work. Many of us are excited to return, even with specific restrictions in place, like keeping our distance, making sure we’re washing our hands, and keeping things disinfected; and, some of us are hesitant, worried about health concerns for families, or not yet feeling safe enough to return. FSEAP will continue to support clients with online and telephone counselling as staff and clients gradually return to our offices. Prior to our return to the office, we will be informing you about any restrictions or “rules” that clients may need to accept before meeting our counsellors face to face. We are also in conversation with our affiliate network to determine how they can begin to see clients safely as well. Please let employees know they can still request telephone or video counselling indefinitely if this helps them to continue to feel safe to access their EAP. We appreciate your patience and understanding as we, like you, navigate these uncertain times and plan for the safe return of our staff and clients. Please contact your dedicated account/EFAP program manager if you have questions or requests. If you aren’t a current customer of FSEAP and would like to learn more about how we can help, please contact us.

Check out FSEAP’s very own Gregg Taylor from FSEAP Vancouver as he talks about employee mental health and well-being while working from home. Gregg highlights the concepts of grief relative to our experiences and disruptions as a result of COVID-19. Additionally, he talks about how a change in our normal routines, and the concept of working from home, are impacting our productivity at work. Lastly, some strategies for decompression and stress reduction are shared as well. Webinar Information This virtual panel hosted by the Work Wellness Institute describes the essentials of safe and healthy remote working during the current crisis. The panel is co-moderated by the Work Wellness Institute’s President and Chief Executive Officer Cameron Stockdale and includes experts in mental health, ergonomics, employer legal standards, and occupational therapy. These experts speak to the changes required in workplaces due to the global health crisis and answer your questions about navigating this new context. Workplaces in all sectors are facing the impact of the pandemic, leaving many with questions about evolving work environments. Many of these questions are addressed by our panelists, and strategies and solutions are provided. Topics include: Personal well-being and mental health; Employer responsibilities and employee rights; Work-life balance in remote working environments; Maintaining productivity and working relationships. Webinar Resources: Managing the Stress of COVID-19 (Handouts) Employer & Employee Remote Work (Checklist) How to Talk with an Employee or Colleague about their Mental Health (Article) Ergonomics Tips for Working from Home (Tip sheet)

COVID-19 has impacted us on an individual, social and global level. Organizations and businesses have also been impacted and have not been able to sidestep “change”. Some organizations will have to contend with disastrous negative consequences, the minority might even see positive results, and some will sit in between. However, all leaders of teams, in any context, will have to lead and assist their employees who are not only emotionally impacted by change in their personal lives, which may show up at work, but also by organizational change. Be a Change Agent As a manager or supervisor, you are the “Change Agent”, the person who acts as a catalyst and assumes the responsibility for managing change. Your role is even more important in light of the continually advancing changes that COVID-19 brings with it. Employees will have varying reactions to change; however, it would be reasonable to say that this time in particular is an especially emotionally unsettling time for employees. The following strategies will assist in leading employees through this difficult time, but heed the advice yourself as well if needed. The Cycle of Change William Bridges, a change management consultant and author, developed a model which focuses on transition, not change. The distinction is this: change is something that happens TO people and can happen very quickly; whereas transition is INTERNAL to the person and can take longer for the person to adjust depending on a number of variables. The three-phase model includes stage 1 - “Endings”, stage 2 - “Neutral Zone”, and stage 3 - “New Beginnings”. Ending, Losing and Letting Go Endings are where we disengage from the old. It involves: loss, grief, shock, numbness, denial, anger, hurt, unease, resistance, blaming, complaining, feeling sick, doubt, and stress. You can support your employees by: Giving them the time and space to come to terms with the situation and its repercussions for them. Being transparent and providing as much information as possible on a regular basis that reinforces why the change is important (in reaction to external change). Encouraging questions and ensuring there are plenty of avenues for issues, feelings and concerns to be discussed. Neutral Zone The Neutral Zone is where we have come to terms with the notion that change is occurring but we have yet to connect fully, or understand the new normal. It involves feelings of: indecision, chaos, unknown, anxiety, fear, and, confusion. You can support your employees by: Providing as much information as possible on a regular basis. Keeping them focused on short-term objectives and goals, while at the same time helping them to see the bigger picture. Quickly addressing rumours. Keeping them up to speed with time frames for when and how the change will take place. Involving them as much as they want to be involved and can be involved. New Beginnings New Beginnings is where we begin to understand and connect to the new. It involves energy, creativeness, renewed purpose, renewed direction, growth, and cooperation. You can support your employees by: Rewarding and reinforcing their successes. Reviewing and reflecting on strengths and skills they demonstrated through the change process. Analyzing the change process and highlighting strategies for further change. General Communication Tips to Help your Employees Deal with Crisis Be human and transparent that you too have similar feelings (“we are all in this together”). Normalize that a range of emotions in the change process is to be expected. Listen and understand the emotion presented in the moment (as the presented emotion is not always what the true emotion is at a deeper internal level). Encourage the employee to discuss their true feelings and what might be triggering them. Communicate directly, honestly and calmly. Don’t ask an employee to snap out of it or pull themselves together. Denying their feelings may only drive them deeper into negative feelings. Help the individual to find ways to manage their feelings to organize their thinking patterns. People with an unbalanced emotional state have trouble processing and analyzing thoughts/feelings. Encourage and model self-care. Suggest proactive stress management techniques as well: a dedicated time to talk about issues at team meetings and remind the group that you want everyone to feel “safe” in sharing their feelings; or begin team meetings with a deep breathing technique. Encourage employees to reach out for individual counselling support. Distribute EAP brochures and phone numbers for easy access. Additional Strategies for Leaders Remind your employees to stay away from an overload of social media, to be wary of “fake news”, and offer resources which are credible. Disseminate information to all stakeholders on a consistent basis and be transparent in your message. Gene Klann, author of the book “Crisis Leadership” suggests the “3Rs: Review, repeat, reinforce”. Stay assertive, grounded, and time directed, to have others follow your example. Don’t let people get lost in the negative and stay positive. Be visible and available, show genuine concern for people, and appeal to employees’ sense of principles and morality which are important to them as individuals, i.e., courage, community, etc. Be willing to access support for yourself if you need it. Being in a leadership role can be onerous and it is easy to overlook how you are feeling when you are focused on others. Your employees need you physically and emotionally well, and self-care is equally important for leaders as well. Your employee and family assistance program is available 24/7 to provide professional support. Connect with us. We're here to help.

Healthcare workers and first responders experience unique challenges during episodes of disease outbreak and pandemic. Long shifts, infrequent breaks, societal pressure, new policies and procedures, decreased socialization, increased stigma, and fear of becoming ill, can all have an impact on one's ability to cope. These challenges can increase stress and anxiety. Here are a number of considerations that can support the mental health and well-being of healthcare providers and first responders. Employees Feeling stressed during times like these is normal. Make stress management and your mental well-being a priority. Use work breaks to rest. Take as much time to rest between shifts as possible. Look after your physical well-being. Maintain healthy eating and exercise patterns to boost immunity and resilience. Use stress reduction strategies which have been helpful in the past. Avoid unhelpful coping strategies such as tobacco, alcohol, drugs, as these can negatively impact sleep and mental health. Stay connected with family and friends. Consider using digital communication and connection to maintain safety and reduce fear in others. Connecting and talking with a colleague, manager, or other supportive people in your life is key to personal mental health care. If connecting with a colleague or family member isn’t enough, seeking assistance from a professional can help. Leadership This is a marathon, not a sprint. Protecting staff from chronic stress means they will have better capacity and focus to fulfill their role long-term. Encourage and initiate employee work breaks and healthy wellness practices. Keep employees informed by ensuring they received regular quality, accurate communication. Rotate staff from high-stress positions to lower-stress positions to reduce chronic exposure to high-stress situations. Partner inexperienced workers with colleagues that are more experienced and reduce isolation and risk for outreach workers by having them work in pairs. A buddy-system provides an opportunity for support, monitoring stress, and reinforcing compliance with safety requirements. Implement flexible work schedules or allow work from home for those experiencing increased stress due to having close family or friends considered at-risk with COVID-19. Remind employees of the mental health and psychosocial supports available to them. Your employee and family assistance program is available 24/7 to provide professional support. Connect with us. We're here to help. Adapted from World Health Organization—Mental health and Psychosocial Considerations during the COVID-19 outbreak