Latest news with #OneMind
Forbes
25-06-2025
- Health
- Forbes
Serious Mental Illness: The Power Of The Job
Dr. Kathy Pike is the CEO of One Mind and faculty member at Columbia University's Department of ... More Psychiatry. Over thirty years of working with persons with serious mental illness, she has come to see employment as central to building a fulfilling life. In the late 1970s, when I started in the workforce field, persons with serious mental illness (SMI)—severe depression, severe anxiety, bi-polar disorder, schizophrenia spectrum disorder—were not even on America's workforce agenda. If they were recognized at all, they were seen as in need of recovery, too damaged, unable to function in the mainstream economy. This would change in the next two decades, as understanding of mental illness increased and employment came to be identified as central to recovery and individual health. The development of the Individualized Placement and Supports (IPS) model in the 1990s for persons with SMI moved forward the process of employment in mainstream workplaces, setting out a form and protocols for individual placements. Today a new stage of workforce activity is emerging, seeking to go beyond individual placements. Major employers are being enlisted. The goal: develop new workplace structures to increase the hiring of individuals with SMI and increase their retention. At the center of these efforts is One Mind, the mental health non-profit and volunteer group, based in Napa, California, which has grown into one of America's main centers of applied research, teaching, mental health start-ups, and employment. Currently, One Mind is getting ready to pilot its largest employment initiative, One Mind Launchpad. Serious Mental Illness, Lived Experience, Employment One Mind Launchpad is headed by Brandon Staglin, himself a person living with schizophrenia spectrum disorder. This brain disorder--characterized by delusions, hallucinations and disorganized thinking—affects an estimated 2.8-3.2 million Americans. Staglin was a freshman at Dartmouth in 1990, when he had his first psychotic episode. He took time to recover, and but was able to return within 6 months and graduate with a degree in Engineering Sciences in 1994. He returned to California and was hired as an engineer with Space Systems/Loral, as part of a team designing spacecraft for commercial and government uses. After a few years he was accepted to the graduate program in engineering at the Massachusetts Institute of Technology. But before he could enroll, he suffered another psychotic episode that left him disoriented and unable to function. He would recover, through a program of cognitive training, and return to a job. In the meantime, his mother, Shari Staglin, and father, venture capitalist Garen Staglin, decided to address SMI on a broader basis. Garen recalls 'Brandon told me that we could either run away from severe mental illness or run toward it.' Over the past nearly three decades, One Mind has established a series of projects: One Mind-Accelerator to promote startups aimed at mental health treatments and diagnostics, One Mind Academy, funding translational research in brain science and mental health, One Mind Lived Experience, giving voice in program and policy development to persons with the lived experience of SMI, and One Mind at Work, the employment initiative to scale employment and retention of persons with SMI. One Mind at Work, established in 2017, started by identifying best practices for supporting workforce wellbeing and performance, and developing its Mental Health at Work Index, challenging companies to test and evaluate their practices. It assembled an employer advisory council, drawn from its membership of over 130 major companies--dues-paying members who committed to mental health inclusion . One Mind was able to draw on Garen Staglin's enviable contact list of CEOs, and on the emergence of mental health as a priority among business groups. As Garen notes, 'In reaching out, I soon found nearly all executives had some person close to them with SMI issues—a family member, friend, neighbor, and the issue of severe mental health and employment resonated with them.' Accenture, Bank of America, Capital Group and Mars, are some of the companies most actively involved. The Interplay of Serious Mental Illness and Workplace Culture The new project One Mind Launchpad will guide employers to provide support more directly to young workers with significant mental conditions, and seek to scale placement efforts. It is set to start a pilot phase in January 2026, and Brandon Staglin is currently interviewing companies from the employer advisory council to be among the pilot companies. The pilot will start with 3 companies. Each company will partner with One Mind to tailor a mental health strategy to its needs. All of the strategies, though, will combine elements that One Mind has come to see as needed for effective hiring, retention, and career growtjh : Participation at all levels of the company's workforce: A multi-year commitment by the company CEO and other C-suite executives, along with the training of supervisors, managers and co-workers. Involvement of One Mind's Lived Experience group: Training of executives and others by members of One Mind's group of persons with SMI who can detail their own experiences in the workplace, and lessons from these experiences. Supports individualized to each worker: 'If you've met one person with SMI, you've met one person with SMI', One Mind says in relation to the supports individualized to each worker (a similar saying is part of the neurodiversity community). Measurement of outcomes, open reporting, and tracking of participants for a period of years: Perhaps most importantly, a foundational principle of One Mind is that outcomes be measured and reported openly. Employment of participants will be tracked for at least a five year period. In January 2027, the project will enroll its first participants: 50 young persons with significant mental health conditions to be hired into companies, 50 incumbent workers with such conditions to successfully retain their jobs, and 25 incumbent workers promoted to higher level roles. Beginning in 2028, the project is expected to grow rapidly. The goal is for a total of 14.700 persons with SMI served through the first five years of the project, with further major expansion planned in the following 5 years. Serious Mental Illness: The Power of the Job Dr. Kathy Pike, the CEO of One Mind since 2023, has seen the power of the job, over her more than thirty years of research and practice with persons with SMI. Having a job, the structure and economic role, enables persons with SMI 'to manage their conditions, to live fulfilling lives, to be part of society as we all seek to be.' Dr. Pike notes that any employment effort needs to build on the lessons of the recent decades, and be thoughtfully implemented. Care needs to be taken to get a good job fit, one in which the worker is able to truly contribute to the company. The responsibilities of the company, managers and co-workers need to be recognized at each stage of program implementation. The employment team will draw on support networks outside the workplace—family members, friends, mental health professionals. Through the structure of the job, a person with SMI is often able to better address other conflicts in their lives that previously seemed overwhelming. Significant mental health conditions may not be 'cured', but they can be effectively managed. The Neurologist's Brother In his autobiography, On the Move, Oliver Sacks, one of the most influential neurologists of the past half century, discusses his brother Michael, who battled schizophrenia throughout his life. At an early age, Michael showed signs of high intellectual promise (in his youth Michael was able to recite Nicolas Nickleby and David Copperfield by memory), but at age fifteen began to show signs of schizophrenia and at age sixteen was admitted to a psychiatric hospital. Through a family friend, Michael at seventeen was able to find employment as a delivery messenger, and it became a job he worked at for 35 years until his company went out of business. During the time he was employed, he was able to manage his schizophrenia. But after losing his job his isolation increased and his health declined, and he passed away a few years after. Sacks laments that he was not able to assist his brother with finding new employment, and what loss of employment meant for his brother. Finding, maintaining, and developing employment for persons with SMI often will be a challenging process—one that even Oliver Sacks could not successfully achieve for his brother. The extent to which One Mind Launchpad will succeed in the next five years remains to be determined. But its heightened engagement of employers ('all in'), supports within the workplace, and supports outside of the workplace, should command attention among workforce practitioners and scholars.
Business Times
20-06-2025
- Health
- Business Times
Boards and mental health: An opportunity for greater business success
IN TODAY'S fast-paced corporate environment, mental health has emerged as a critical factor influencing employee productivity, engagement and overall business success. While people and culture (formerly human resource) departments and management teams often lead workplace mental health initiatives, directors can play a pivotal role in shaping corporate culture, setting strategic priorities and ensuring the long-term sustainability of a company. By prioritising mental health at the highest level, boards can drive meaningful changes, foster a supportive work environment and, more importantly, enhance organisational performance. Let me elaborate. Tone and talent The board's commitment to mental health signals its importance across the organisation. When directors advocate for mental well-being, it influences corporate policies, leadership behaviour and employee perceptions. A 2020 study by Deloitte found that organisations with board-level support for mental health initiatives reported 30 per cent higher employee engagement and 20 per cent lower absenteeism – all of which make the case that focusing on the mental health of a company's talent is an investment in productivity and well-being, not just a cost expense. A NEWSLETTER FOR YOU Friday, 3 pm Thrive Money, career and life hacks to help young adults stay ahead of the curve. Sign Up Sign Up To succeed in this aspect, boards must ensure mental health is embedded in the company's ESG framework. Research by the World Economic Forum highlights that companies prioritising employee well-being outperform peers by 10 to 15 per cent in profitability, due to reduced turnover and higher productivity. In this regard, boards should mandate regular reporting on mental health metrics, such as employee satisfaction, stress levels and utilisation of mental health resources. A 2022 Harvard Business Review study revealed that companies tracking mental health outcomes saw a 25 per cent improvement in workforce resilience over three years. Interestingly, global multinational corporation Motorola Solutions included in its recent 2025 proxy statement the mental health of its employee population – an extension metric of its overall health and safety tracking in respect of its employee population. Apart from disclosing that it held 84 global well-being webinars in 2024 – covering topics such as physical health and nutrition, specific women's and men's health issues, life skills and parenting – the company specifically highlighted its second consecutive participation in the global Mental Health at Work Index assessment. Conducted by US mental health entity One Mind, the index assesses the full continuum of an organisation's workforce mental health programmes and services. Motorola reported to shareholders that it achieved an improved score of 3.7/5.0, a 24 per cent absolute increase from their initial assessment in 2023 – placing Motorola above One Mind's global benchmark of 2.5. Now, one may debate the motivation for the company reporting this metric – whether it is a form of humblebragging – since there are no current disclosure/reporting requirements. One would suggest the better view is 'what gets measured gets managed', resulting in the company's ability to track progress – in this case, mental health as an important aspect of the company's overall approach to talent management. The fact that the company, during its Mental Health Awareness Month, grants a paid mental health day for all employees globally, encouraging them to pause and re-energise, goes to the core of the its commitment to employee mental health – no doubt an initiative supported and sponsored by the board. Business case Companies are in the business of generating profits, and this is primarily achieved through its 'most valuable assets' – their employees. Consequently, poor mental health in employees impacts productivity, costing businesses billions annually. The reported data on this is staggering: According to a World Health Organization report in 2022, depression and anxiety disorders lead to US$1 trillion in lost productivity globally each year. Conversely, companies investing in mental health programmes see a return of US$4 for every US$1 spent, making the case that investment in mental health provides a handsome return. Put simply, employees struggling with mental health issues are more likely to take sick leave or be disengaged while at work. In this regard, a study by UK organisation Mind in 2021 found that mental health interventions reduced absenteeism by 27 per cent and presenteeism (working while unwell) by 33 per cent. Apart from the preventative aspects described above, enlightened boards should also recognise that a strong mental health culture makes companies more attractive to top talent. LinkedIn's 2023 workplace wellness report found that 76 per cent of employees consider mental health support a key factor when choosing an employer. Additionally, a McKinsey study in 2023 reported that organisations with robust well-being programmes experience 50 per cent lower turnover rates. The benefits are not just internal. Externally, a company's mental health focus also strengthens its reputation and stakeholder trust. Investors and consumers increasingly favour companies that prioritise employee well-being. In this regard, a 2023 PwC survey showed that 83 per cent of investors consider mental health initiatives when assessing a company's corporate governance, as part of its employees' health and safety focus, or as an element of the company's overall sustainability assessment. Driving changes One specific area where boards can have an effective steer, is to advocate for a company's leadership to be trained in the mental health space. Boards should ensure executives and managers receive mental health awareness training – a form of mental health first aid, if you will, where training equips individuals with the knowledge and skills to recognise, understand and respond to signs of mental health challenges at the workplace. The aim of the training is to help individuals in leadership and supervisory roles identify, understand and respond to these challenges – providing initial support and guidance to team members who may be experiencing a mental health problem or crisis. Research by the US Centers for Disease Control and Prevention (CDC) indicates that leadership training reduces workplace stress by 40 per cent, a not insignificant number. To have an effective mental health programme, companies will need to invest in employee assistance programmes (EAPs), counselling services and well-being apps, to yield significant returns. A study by the American Psychological Association found that companies offering EAPs saw a 30 per cent reduction in healthcare costs – demonstrating the earlier point that investing in mental health yields meaningful returns for companies. Another key to a company's success in rolling out its mental health strategy lies in its ability to promote a culture of openness in speaking about these issues. This needs to start with the board, the same way that boards address the importance of matters such as governance and sustainability. The goal is to create a safe space that acts to reduce and neutralise the stigma often associated with the topic of mental health: This is particularly pertinent in the workplace, where mental health struggles (if stigmatised) can impede an individual's career progression and promotion. As leaders of the company, the board plays a pivotal role in this matter. A report by Mind Share Partners found that employees in mental health stigma-free workplaces were three times more likely to seek help when needed. Like ESG and sustainability, boards that measure, track and report progress in their mental health journey harness the potential to improve their efforts in this space, bringing about the many benefits described above. To highlight the importance, boards should require regular mental health audits and benchmark progress against industry standards. A 2023 study by Deloitte reported that companies that track mental health data improve outcomes 2.5 times faster than those that do not. Leadership In case one concludes that board leadership in mental health is very much a foreign initiative, it should be noted that organisations such as OCBC, DBS and Otis have received the Lead Well Award, which recognises organisation-wide initiatives in creating safe and inclusive workplaces, for prioritising mental well-being in the workplace. In the words of former president Halimah Yacob, who presented these awards, 'the winners have established an important standard for employers to emulate by providing strong support for mental well-being, from the leadership down to a culture change at the workplace'. As a well-recognised mental health advocate, her validation clearly underscores the board's leadership role in establishing a culture that fosters mental health in a company. By embedding mental well-being into an organisation's DNA, companies can unlock substantial benefits – from enhanced productivity to lower turnover, ultimately contributing to stronger financial performance. With the compelling data showing the return on investment on mental health investments, forward-thinking boards must act intentionally to foster a culture where their employees can thrive – and not shy away from discussing and providing the appropriate assistance for employees' mental health challenges at the workplace. One thing is clear: In contemplating the necessary factors for their companies' continued success, boards that lead with empathy and a strategic vision for the mental health of their employees will secure a critical business advantage for their organisations. The writer is group general counsel of Jardine Cycle & Carriage and a senior accredited director of the Singapore Institute of Directors. He sits on several boards including the charity Jardines Mindset and the Global Guiding Council of One Mind At Work, focusing on workplace mental health.
Technical.ly
17-06-2025
- Health
- Technical.ly
A majority of workplaces do not have a mental health strategy
The Covid-19 pandemic's disruptions of traditional office dynamics forced more companies to consider workers' well-being. The progress made since then still isn't enough, per a recent study. Boards of directors are not engaged in mental health strategies, and C-suite members don't model healthy behaviors, according to the annual report One Mind published this spring. The Napa, California-based nonprofit pulled data from 91 organizations' self-assessments, representing feedback from about 2.5 million workers at employers of all sizes and industries. Three out of four companies do not have a mental health strategy, per the index One Mind developed. That's the core struggle for most firms trying to improve mental health among workers, explained CEO Kathy Pike at a recent briefing for journalists hosted by the National Press Foundation. Only 60% of executives say they've established mental health as a priority. 'When you don't have a mental health strategy and you don't know what problem you're solving for,' Pike told journalists, 'it's very hard to know whether what you're doing matters.' Eighty-six percent of firms have at least one executive tasked with overseeing this strategy. But that's often a 'default' plan that Pike said can backfire on a company. 'That's the most expensive strategy because when you don't pay attention to mental health and well-being,' said Pike, who's also a psychology professor at Columbia University, 'the cost to your people and the cost to your organization are unknown risks to you and not calculated.' Pike outlined at the briefing more downsides to ad hoc policies, the need to give employees holistic resources and the necessity of data to substantiate it all. Collecting quality data is necessary for change When you don't have a mental health strategy and you don't know what problem you're solving for, it's very hard to know whether what you're doing matters. Kathy Pike One Mind focuses on collecting and analyzing data about employers' wellness practices, as well as helping organizations implement the best methods. Pike believes that other firms need to set similar priorities to get this data about themselves, lest they lose what mental health programs they do offer. 'If you don't have data to demonstrate that what you're doing matters … you're going to be at the front of the line for the chopping block,' Pike explained. She acknowledged the overall lack of data on workplace mental health, which puts many business leaders at a loss for where to start building their strategy. Data is important for tracking impact and guiding decisions, per Pike, especially because many workplace leaders get thrown into leading mental health programs with little to no clinical training. 'We want leadership to have data to guide their decisions,' she said, 'so that they spend their time … in ways that are going to have the greatest impact.' Moving beyond simply 'providing' Pike sees fostering wellness as divided into three aspects: provide, protect and promote. Historically, 'provide' is the sole component focused on in workplace mental health. That means providing guidance for treatment or information, per Pike. But there's a lot more to wellness strategy, she asserted. Employers need to protect their workers from potential harm or negative impacts stemming from their work. Promoting healthy habits is also key, through actions like offering flexible work times. Leaders struggle with modeling healthy habits, per the index. Just 41% of them say they set positive examples. But leaders are essential to fostering healthy working environments, Pike explained, through their role in such essential functions as structuring the workday and how communications about promotions or raises take place, for example. 'If you don't have leadership support, it's just not going to survive and have the real impact that you want,' she said. The top of the corporate hierarchy similarly struggles to embed workplace mental health into its governance. Boards are not involved in mental health strategy, per the index — just one in 10 boards surveyed have formally defined roles related to it. Leaders are overwhelmed by individual solutions Pike found that HR professionals specifically get inundated by products claiming to be the solution for their employees' mental health. But workplaces need systemic, not pinpointed, solutions, she said. Those solutions include normalizing difficult conversations about stress and resilience. Products or tech focused on single conditions or issues are not going to change the overall landscape, per Pike. 'If your workers were your garden, and the majority of your plants were wilting, you wouldn't pick one up and say, 'What's wrong with this plant?'' Pike said, adding: 'You would understand that there's something wrong with the conditions.'
Business Wire
27-05-2025
- Business
- Business Wire
Senior Partners from CVC and Capital Group and Former NYC Commissioner of Health join One Mind Board of Directors
RUTHERFORD, Calif.--(BUSINESS WIRE)-- One Mind ™, a leading mental health and brain research nonprofit, has announced the addition of three seasoned executives and investors, Brad Freer, Katharina Koenig, and Ashwin Vasan, to the organization's board of directors, effective immediately. As board members, Brad Freer, Katharina Koenig, and Ashwin Vasan will provide valuable insights and perspective towards the strategy of One Mind's multitude of initiatives. Bradford F. Freer is an equity portfolio manager at Capital Group. Brad has 31 years of investment industry experience and has been with Capital Group for 30 years. Earlier in his career at Capital, he was an equity investment analyst covering multiple sectors as a generalist in both Australia and India. Before that he was an equities trader in both Singapore and Hong Kong. He holds a bachelor's degree in international relations from Connecticut College, as well as the Chartered Financial Analyst® designation. 'I am both humbled and excited to join the One Mind board. At both Capital Group and One Mind, I see a shared commitment to tackling big challenges by investing in empowered, innovative individuals and fostering collaboration. This approach leads to meaningful insights and impactful solutions. One Mind's effort to support entrepreneurs, scientists, and organizations working to improve mental health outcomes is an incredibly important mission I look forward to supporting.' Katharina Koenig joined CVC in 2023 as Chief People Officer and is based in London. Prior to CVC, she worked for over twenty years at Goldman Sachs in Hong Kong and London. A long time champion for mental health, Katharina served on the Advisory Board for the Columbia – WHO Center for Global Mental Health for over a decade, completing her tenure of service in 2023. Katharina holds a Bachelor of Science in Business Administration and a Master of Science in Communication from Boston University. "I am truly delighted to be joining the One Mind board and to help drive its important mission. Over the past 15+ years, I've had the privilege of working closely with Kathy Pike through our shared commitments to the Asian University for Women Support Foundation and the Columbia University Global Mental Health Program. This lifelong journey of collaboration and purpose now continues with One Mind, and I look forward to advancing its visionary work to transform mental health globally." Dr. Ashwin Vasan, MD, PhD is a nationally recognized physician, epidemiologist, and health policy expert who served as New York City's Health Commissioner from 2021 to 2024, leading the city's COVID-19 recovery and launching HealthyNYC, a data-driven initiative to raise life expectancy. His tenure was defined by bold efforts in mental health, reproductive care, overdose prevention, and healthcare affordability—including forgiving $2 billion in medical debt and creating NYC's first Office of Healthcare Accountability. A leader in public-private partnerships, he advanced digital mental health services like NYC TeenSpace, expanded care for people with severe mental illness, and strengthened public health workforce wellness. Previously, he led Fountain House, a national mental health nonprofit, and began his career expanding AIDS treatment globally with Partners In Health and the WHO. He advises elected officials and institutions including the Milken Institute and Columbia University, and holds degrees from UCLA, Harvard, the University of Michigan, and the London School of Hygiene and Tropical Medicine. 'Mental health is the most significant health crisis of our time, and one that knows no bounds and respects no divisions. We all have and are impacted by mental health, and so it requires all of us to marshal a response, to ensure that no one suffers in silence, without the community and care that they need. For decades, One Mind has brought together leading researchers and scholars, practitioners and advocates, toward a whole-of-society approach to brain health and mental wellbeing, grounded in science and in lived experience. I'm proud to join their efforts and to advance One Mind's work as a member of the Board.' Also sitting on One Mind's Board of Directors are Caryl Athanasiu, Tanisha Carino, PhD, Russ Deyo, Donna Friedman, Chela Gage, Gary Gottlieb, MD, MBA, The Honorable Patrick J. Kennedy, Christopher Lyle, Robina Riccitiello, Harvey Schwartz, Garen Staglin (Chairman), Shari Staglin, Martha R. Temple, Gordon Watson, Gwill York, and Matthew Zubrow. 'As we celebrate One Mind's 31 st year, the strength of our Board of Directors has never been more important as we advance our leadership in research, innovation and workplace mental health. We are delighted to welcome Brad, Katharina, and Ashwin to the One Mind board,' said Garen Staglin, Co-Founder and Chairman of One Mind. 'Their deep expertise in venture capital, workplace wellness, and health policy comes at a critical time—when advancing research and scalable solutions is more urgent than ever. We believe we are at an inflection moment for mental health innovation and their leadership will strengthen our ability to drive global impact and expand philanthropic support for brain health.' The new members have already begun their work to support One Mind's mission and drive meaningful change. Most recently, Dr. Ashwin Vasan delivered the keynote speech at the 9th Annual One Mind at Work Global Forum, which took place on May 12-14, 2025 at The Archer Hotel in Napa, CA. The One Mind at Work Global Forum is the premier event for those committed to advancing mental health in the workplace. The One Mind at Work members-only event brings together CEOs, HR leaders, and mental health experts from around the world to discuss the latest research, share best practices, and develop strategies to improve mental health at work. If you are interested in learning more about One Mind at Work membership, please get in touch for more information. About One Mind™ One Mind is at the forefront of a transformative movement in mental health, delivering innovative solutions to address critical gaps in mental health research, care, workplace wellness, and public perception. Guided by science and lived experience, we fund groundbreaking research, accelerate innovation, enhance workplace wellness, and engage the public to reshape mental health care and awareness. With science as our cornerstone, and people at the heart of what we do, our programs are setting new standards for effective interventions and redefining the future of mental health.
Metro
19-05-2025
- Entertainment
- Metro
The Simpsons reveals new actor playing Milhouse...and she's been in a rock band
The replacement for a long running The Simpsons character has been announced. In 1989, Pamela Hayden joined the American animated series, voicing characters including Milhouse Van Houten, Jimbo Jones and Rod Flanders. After appearing in more than 700 episodes, in November last year the 71-year-old revealed she was leaving the show. 'The time has come for me to hang up my microphone, but how do I say goodbye to The Simpsons?……not easily,' she shared in a statement. 'It's been an honour and a joy to have worked on such a funny, witty, and groundbreaking show, and to give voice to Milhouse (and Jimbo Jones, Rod Flanders, Janey, Malibu Stacy, and many others).' Six months on it's now been revealed who will be taking over the character, best known for being Bart Simpson's best friend. Entertainment Weekly has reported Milhouse will now be played by singer Kelly Macleod. In 2022 she appeared in an episode of The Simpsons, the season 33 episode, Bart the Cool Kid. In it she performed the song Two Badges, One Mind in the ep, which also starred The Weeknd and Michael Rapaport. She began her career as a member of the rock band Private Life, which released two albums produced by Eddie Van Halen and Ted Templeman. Their son Touch Me was also featured on the soundtracks of both Wayne's World and Gremlins 2: The New Batch. Macleod then spent a decade with another band, The Sweet Potatoes and released the solo album, Wide Open, in 2021. She will make her debut on The Simpson's Sunday night's season finale Estranger Things. The episode's official synopsis teases: 'When Bart & Lisa stop watching Itchy & Scratchy together, Marge fears that they'll start to drift apart… but she has no idea how bad things are about to get!' However, Milhouse will only have a minor part in this episode and will say one line. He will appear in a scene where he, Bart, and Lisa are all adults. When announcing her exit from the show, Pamela also paid tribute to her best-known character. 'P.S. I'll always have a special place in my heart for that blue-haired 10-year-old boy with glasses,' she wrote. More Trending Milhouse, named after former US president Richard Milhous Nixon, first appeared in The Simpsons a Butterfinger commercial in 1989. Creator Matt Groening previously explained his origin story, sharing: 'Bart needed someone to talk to in the school cafeteria. 'We named him Milhouse because that was the most unfortunate name a kid could have.' View More » The Simpsons is streaming on Disney Plus. Got a story? If you've got a celebrity story, video or pictures get in touch with the entertainment team by emailing us celebtips@ calling 020 3615 2145 or by visiting our Submit Stuff page – we'd love to hear from you. MORE: Fans thrilled as Netflix 'saves' beloved children's TV show after shock axe MORE: WWE fans furious as surprise return gets 'spoiled' hours before tonight's Raw MORE: My 600-lb Life star Latonya Pottain dies aged 40 after asking fans to 'pray for me'
