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The intention of this paper is to explore how societal food choices may be affecting our clients' mentation and to discuss alternative drivers behind their feelings of anger, sadness and fear that potentially lead to fixed moods of anxiety and depression. The current perception of nutrition within psychotherapy is framed within lifestyle, self‐care enquiry and a rich, metaphorical use of digestive systems within the therapeutic process. Yet over the last two decades the synthesis of nutritional therapy with psychiatry has theorized a network of ideas under the umbrella title of 'nutritional psychiatry', which links positivist research to suggest poor diet and gut microbiome health are also factors behind the development of mental illnesses. The differing epistemological positions in these two fields create a challenge to the case study used which explores working psychotherapeutically with a client's food choices, whilst interrogating whether nutritional psychiatric‐derived theories relate to the client work and how to incorporate these ideas within psychotherapeutic practice. [ABSTRACT FROM AUTHOR]

Issues addressed: Strategies motivating employers and high‐level management to provide workplace‐based health and well‐being programs are needed. Recognition Schemes, acknowledging organisations for providing a healthy workplace, may help to motivate them. Methods: Semi‐structured telephone interviews with representatives of 35 workplaces that had achieved Awards in the Recognition Scheme of a state government Healthy Workplace program. Results: Interviewees were mainly interested in having the work they were already doing recognised by staff and management internally. For some, external recognition was also important. Many were disappointed with the form the recognition took, feeling it did not have the gravitas it needed to be useful. Despite this, most Bronze and Silver Award winners indicated they would reapply in future, though some Gold recipients were not convinced the rigorous process was worthwhile. Conclusions: Recognition schemes may encourage organisations to offer or improve Healthy Workplace programs. This project demonstrated that the form the recognition takes and the way it is awarded is important to recipients, and that the scheme must be well promoted externally if it is to achieve its potential benefits. So what?: Effective workplace health and well‐being programs require commitment from high‐level management including providing adequate time and resources. Recognition schemes may lead to greater effort and investment by workplaces, but the Schemes must be well promoted and highly visible for participating workplaces to feel the effort that goes into applying for recognition is worthwhile. If recognition is not valued within and outside organisations, the potential benefits will not be realised. [ABSTRACT FROM AUTHOR]