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There is no shortage of studies on sensory processing and the interplay between sensory preferences and sensory environments on an individual’s health, well-being, and ability to perform tasks, but the research often fails to reflect lived sensory experiences. The connection between interoception — the perceptions of bodily signals and states — needs to be included in a comprehensive look at a person’s sensory patterns.

Heart rate, blood pressure, pain, hunger, thirst: Our awareness of these internal states is called interoception. It’s been called the “eighth sense,” and it has strong links to the capacity to regulate emotions.

Dyslexia affects 20% of the general population. However, that rate soars to nearly 50% among supervised individuals in correctional institutions, according to long-standing research.

As a language-based learning difference, dyslexia impairs reading, writing and processing information challenging for those affected. This difficulty can significantly impede an individual’s rehabilitation progress, whether under supervision or after release. In fact, research shows a strong connection between dyslexia, illiteracy and recidivism. 

With correctional facilities increasingly focused on preventing recidivism, leaders are recognizing that early identification of dyslexia among supervised individuals is critical.

Safety and regulatory compliance practices are critical to keeping employees out of harm’s way and employers on the right side of the law. They’re also foundational to organizational productivity. That’s especially true in high-risk industries, where safety incidents can slow or stop normal operations.

Employees are more engaged when their workplaces are safe, and engaged employees are more productive. Safety, compliance, and productivity form a virtuous cycle: Safe employees are engaged and productive, and engaged employees do their part to ensure continued safety and compliance.

The question for many organizations is: How do you kick-start this cycle?

One answer is to use personality and mental health assessments to identify the best candidates for the job, as well as to provide continuous support for their mental health and well-being.

Employees’ personality traits and psychological states directly impact their safety. For example, research shows that neuroticism can negatively influence safety behavior, while conscientiousness positively influences it.

Employers can use personality and mental health assessments to uncover valuable information that they can use to tailor their team structure, training, and support resources based on their workers’ unique strengths and needs, enhancing both individual well-being and organizational effectiveness.

The key is understanding what assessments to use and how to use them.

Everyone has heard the old expression “time is money”, well, when you're working with a big caseload and you've got a lot of ground to cover, your time is probably your most precious commodity, so you need to spend it wisely. The Bruininks-Oseretsky Test of Motor Proficiency™, Third Edition (BOT™-3) provides many avenues for practitioners to do just that, by customizing their evaluations to meet the specific needs of clients and their individual circumstances. 

As social media use surges among youth, educators are grappling with the need to manage device disturbances — while acknowledging that technology use is embedded in education. Although educators embrace digital tools to help surface diverse viewpoints, boost engagement and save time, clear guidelines are necessary to keep students on task during the school day and promote digital responsibility.

As schools and districts aim to set consistent rules for device and social media usage, they should embrace a balanced approach that fosters a safe, supportive learning environment while minimizing distractions and risky behaviour. Here are five guidelines to consider.