SNAP Doesn't ONLY Apply To Single Mothers: Let's Stop This Narrative

One thing I know for sure is the dire need of support we need in this country. I worked in the mental health industry since 2008, I know for a fact individuals living with mental health diagnosis, disabilities, and other challenges are feeling the disconnect pertaining to politics and where we stand today. The federal shutdown has impacted so many people it’s unread. And for this to be the longest in history with no end in sight is alarming.

One of the things I am seeing on social media is black single women with children are affected most by the SNAP benefits. This thought process annoys me so much and the stigma that people on SNAP benefits are lazy is down right gut wrenching!

Let’s educate ourselves for a moment, there are veterans, individuals who are homeless and those with disabilities that benefit from programs like SNAP. There are people who fought for this country, or worked their entire life that rely on assistance that can get them through the month.

Breakdown of Who Receives SNAP Benefits

White: about 37 percent; African American: 26 percent; Hispanic: 16 percent; Asian: 3 percent; and Native American: about 2 percent. (source is USDA)

Among those participating in the program, most are children, elderly persons, or individuals with a disability. In fact, 86 percent of all SNAP benefits go to households that include a child, elderly person, or person with disabilities. In addition, about 92 percent of all SNAP benefits go to households with income at or below the federal poverty line. (source is USDA)

What I don’t understand is why do we tear each other down when things like this happen? There are so many things I see on social media stating, “people are lazy and need to get a job,” or “stop having children and stop using the government,”. This is such an ignorant statement and it does a disservice to those who are on these benefits that deserves to be.

Hard times are on the rise and government assistance like SNAP helps those who are in need, whether its temporary or permanently. There have been plenty of people who benefit from SNAP in the past and just to think everyone is “using the system” is not a fact. Now do people use the system, I am not going to argue and say they do not, but there are so many other things that are being used and played with in front of our face and its time we stop tearing each other down and look at what is in front of us.

How did we get here? Is one question we all should be asking, it’s time to get involve, understand what is going on and be a help in our communities instead of a hinderance. I encourage you today to support your local grocery stores, organizations and resources because right now is the time where we all need each other.

If you know of a resource that can help someone in need, a food bank, or national support hotline be sure to list those resources below. It can help someone.

From Survival to Advocacy: A Personal Journey into Employee Well-being

My path to becoming an advocate for workplace mental health and employee well-being wasn't linear – it was forged through personal experience with both burnout and workplace trauma. These experiences shaped my understanding of why organizations must prioritize creating psychologically safe and inclusive environments for their employees.

It was my earlier work experience that truly opened my eyes to the devastating impact of toxic workplace cultures. As the only Black woman in my department, I endured microaggressions, discrimination, and demeaning treatment that left deep emotional scars. Despite holding a leadership position and pursuing my doctorate, my intelligence was questioned, my voice was diminished, and my dignity was compromised. The experience culminated in an incident where a superior made an unconscionable reference to noosing – a moment that highlighted how workplace trauma can intersect with historical and racial trauma.

These experiences taught me valuable lessons about what organizations need to do differently. First, workplace well-being isn't just about offering meditation apps or wellness programs – it's about addressing systemic issues that create stress and trauma in the first place. This includes examining power dynamics, addressing implicit bias, and creating accountability systems that actually work.

Second, burnout isn't simply a personal failure or lack of resilience – it's often a symptom of organizational dysfunction. When employees are overburdened with administrative tasks, facing unclear expectations, or managing toxic relationships with superiors, no amount of individual coping strategies will solve the underlying problems.

Third, diversity and inclusion efforts must go beyond mere representation. Having been "the only one" in my department, I understand that hiring diverse talent is just the beginning. Organizations must create environments where all employees feel valued, respected, and psychologically safe. This means addressing microaggressions promptly, providing meaningful support systems, and ensuring that leadership is educated about trauma-informed management practices.

Today, I channel these insights into my work as a consultant, helping organizations create cultures that truly support employee well-being. This involves:

1. Developing customized corporate training programs that address employee mental health, trauma-informed leadership, and psychological safety

2. Offering professional growth and resilience services including high-profile counseling and on-site employee assistance program (EAP) support

3. Establishing strategic wellness initiatives such as reflective roundtables and organization assessments that examine both obvious and subtle barriers to inclusion and well-being

The business case for prioritizing employee well-being is clear. Organizations lose talented employees, institutional knowledge, and significant resources when they fail to create supportive environments.

But beyond the business case, there's a human imperative. No employee should have to develop extraordinary resilience just to survive their workplace. While my experiences led me to grow stronger and ultimately advocate for others, the goal should be creating workplaces where such resilience isn't necessary.

As we continue to navigate changing workplace dynamics, organizations must recognize that employee well-being isn't a luxury – it's a fundamental business necessity. By addressing systemic issues, creating inclusive cultures, and prioritizing psychological safety, we can build workplaces where all employees can thrive, not just survive.

The future of work demands leaders who understand these dynamics and are committed to creating meaningful change. Through my consulting work, I'm dedicated to helping organizations make this vision a reality, ensuring that future generations of employees won't have to face the same challenges I did.

About Dr. Moreland:

Dr. Channing L. Moreland, founder of Moreland Counseling & Consulting Group, is a strategic organizational leader and Licensed Professional Counselor who partners with Fortune 500 companies, educational institutions, and non-profits to build inclusive, mentally healthy workplace cultures. With over 16 years of experience across healthcare, academia, and organizational development, she has established a track record of transforming organizations through innovative people development and systems optimization. Dr. Moreland holds a Doctorate in Education in Leadership and Administration from Point Park University, and her expertise in mental health, leadership, and inclusion has earned her recognition including Pittsburgh Magazine’s 40 Under 40 Award and the Professional Women’s Network Ladies Who Lead Award.