Category Archives: Wellbeing at Work

Wellbeing at Work

International Safe Places to Work Day: Expert Shares Six Tips on How to Better Support Employees’ Mental Health and Wellbeing

International Safe Places to Work Day, (July 27), marks the vital role of psychological safety in the workplace, encouraging organisations to work towards creating safe and secure work environments.

 

Work is a huge stressor for most, with 79% of people frequently experiencing work-related stress, and one in five having taken time off due to stress in the last year.

 

The link between stress and mental health issues is a robust one, making the need for wellbeing resources and support in workplaces even stronger.

 

The growing numbers of individuals experiencing mental health issues in the UK are having severe repercussions as highlighted by recent figures, which tell us that work-related stress and burnout is resulting in 23.3m sick days per year.

 

And despite the new Government’s pledge to recruit 8,500 more mental health staff, there are significant issues surrounding the availability of mental health services, meaning there’s still a huge responsibility falling on employers.

 

Here, Manuela Ladd, operations director of Red Umbrella, discusses six ways businesses can make a positive difference by creating environments where employees’ mental health and wellbeing is supported.

 

Building a safe and supportive environment

 

“Building safe and supportive places to work should be a priority for all employers,” she commented. “And crucially, it’s about more than just attempting to tick a few boxes to display an effort to support staff. It’s an ongoing commitment to safeguarding employees through effective strategies designed to truly make a difference.

“If you’re the CEO or the managing director of a company, you have to be in tune with what your employees may be experiencing, and not just from a work perspective. If you see certain mental health or stress related issues in your own family, for instance, this should make you think your staff could be going through that too. When it comes to mental health, it’s about bringing that personal level of care from the top down.”

 

Be aware of outside pressures 

“Our modern world is filled with pressures and stressors such as AI, social media and technology, making it easier than ever to be constantly available and connected, so it comes to no surprise that so many are struggling.

“Employees in a range of industries are now looking at AI and thinking ‘what am I working for if I’m soon going to be replaced by a software or a robot that can do my job more efficiently?’ People find a sense of purpose in their work, and having that taken away from them can be disheartening and upsetting.

“There’s also a vicious cycle linking wellbeing at work to overall wellbeing, because what happens at work affects home life, and what happens at home affects work.”

 

Identify gaps

 

“Employers should start by identifying gaps in their current support resources, and actively seek out feedback from their employees as to what they’d like to see implemented.

“In turn, this will help open up conversations about mental health in the business, showcasing a commitment to protecting employees. This can help reduce stigma, too, which is unfortunately still common in some workplaces.”

 

Introduce mental health training

 

“Mental health training is a vital resource all business leaders should consider. It could involve training for just specific teams such as HR and management, but also training in light of specific circumstances, issues or accidents.
“Training can help educate employees and promote a culture of solidarity and understanding, as well as ensure team members are able to recognise signs of mental health struggles and appropriately support others.”

 

Invest in Mental Health First Aid training

 

“Mental Health First Aid is one of the most effective resources employers can adopt when it comes to training. We all know how important it is to have someone trained in handling a physical health emergency, and it’s pivotal that the same level of support can be offered to someone experiencing a mental health crisis.

“This type of training is particularly valuable in ensuring individuals in need are guided towards the appropriate support resources or even professional help.”

 

One size does not fit all 

 

“It would be great to see the new Government invest in mental health resources, but regardless, business leaders have a key role to play.

“And if business leaders simply don’t know where to start, they should employ the assistance of experts in the field that can provide the advice and solutions their business needs.

“It’s all well and good putting resources in place, but these should be bespoke to the needs of the workforce in order to make a positive impact in the long term, as there isn’t and will never be a one-size-fits-all approach to mental health support.”

Employee Engagement, Employee Experience, HR, HR News, News, Wellbeing at Work

Laughter and play create a workplace culture of success at Showtown Blackpool

Laugh Think Play announces groundbreaking partnership with iconic museum to reflect the visitor experience in the staff experience 

The old saying goes that ‘all work and no play makes Jack a dull boy’ and in the case of Showtown Blackpool it is putting its money where its mouth is by being the first workplace in the UK officially committed to making work fun.

Today it announces a first of its kind year-long partnership with specialist consultancy Laugh Think Play, where the two will work closely to create a culture of long-lasting staff happiness, making it as fun and joyful a place to work as it is to visit.

This is Laugh Think Play’s first corporate partnership as it reveals news of its official launch alongside this key client win. Laugh Think Play is a new cultural and mindset consultancy which places laughter and play front and centre of business culture transformation with the aim of enabling businesses to help their people to not only feel better but ultimately perform better.

According to a recent study by the University of Essex, people who prioritise achievement over enjoyment were overall less happy at work and it is in fact more important to focus on happiness over reducing stress and anxiety. This builds on previous research from Saiid Business School and research by the University of Warwick that shows employee happiness can create a 12% uplift in productivity.

Laugh Think Play equips businesses with tools, methods and group support, enabling them to build resilient leaders, teams and individuals via cultural transformation programmes, Play Days and Play Partnerships. It also supports entrepreneurs and individuals keen to become better and happier in business through membership to Business Circles, Masterminds and Club membership. Its unique methodology is underpinned by human behavioural science and human evolution programming research developed by Gini Ekstein Holden, the inventor of the Bag for Life.

Launched last month, Showtown is a celebration of Blackpool’s history as the ultimate seaside capital of entertainment. Visitors are invited to discover the stories of the comedians, dancers, acrobats and characters who made Blackpool the home of show business. As well as the staff that make things happen behind the scenes; comedians, dancers, acrobats and characters literally bring the showbiz visitor experience to life.

 

Em Stroud, one of the cofounders of Laugh Think Play who delivered the initial programme of work for Showtown says:

“Prior to opening, we were invited by Showtown to design a cultural programme that reflected their values and create the culture that they wanted to instil in every staff member – old and new. Showtown was launching a museum based around show and fun, but the reality behind that is an awful lot of hard work. It was really important to them that their people were looked after in a way that hasn’t really been seen in the sector before. We wanted to challenge the way that museums traditionally operate and reflect the visitor experience in the staff experience. 

“Showtown had been in the making as the Blackpool Museum Trust since 2015, with members of staff working to raise funds and curate the collection and then the new members of staff who were employed once the new museum was ready. So we had a situation where there had been people being part of the project for eleven years and new members of staff who had been there for two or three weeks.  

“Using the Laugh Think play methodology as the starting point, we worked together to build a culture of inclusivity and fun from day one. This included supporting their cast of actors, characters and performers and bringing together the entire museum team for a full ‘day of play’ in which we played games, examined our values in an open forum and what they meant to staff. This was about giving people a chance to come together and get to know each other through the wonder of play. By the end of it, you couldn’t tell the difference between who had been there for a week and who had been there for a decade.” 

 

Elizabeth Moss, Chief Executive of Blackpool Heritage and Museum Trust, says

“Engaging with Laugh Think Play was enthralling from the start – we were looking for a team who simply “got us” and all that  we were trying to do in developing our people for the launch of Showtown – the museum of fun and entertainment. From auditioning, to script development inspired by our Showtown historic storybook, to Cast rehearsals – the Laugh Think Play team were spot on. The piece de resistance was our whole company Playday a week ahead of our grand opening – Em Stroud was incredible and brought the entire team together  – old and new – with creativity, wisdom and brilliance.”

Moving forward, Showtown will be investing in their staff’s personal and professional development  by giving them the opportunity to come together and check in at quarterly play days and monthly ‘feel better’ circles facilitated by Laugh Think Play. 

 

Em Stroud continues:

“The ongoing work enables all of Showtown’s people from their very diverse backgrounds to have access to continuous personal and professional development. The play days will focus on communication and relationships, ensuring that internal challenges can get resolved with kindness. It is also an opportunity for everyone to once more tap into their own sense of wonder and fun. The monthly ‘feel better’ circles create a space for Showtown’s people to take a breath and come back to themselves – kind of like a gym for the mind. It is an hour a month of care and compassion for everyone who works in the business, giving them a boost. When people feel better, they perform better at work.  

For more information go to: www.laughthinkplay.com.

Employee Engagement, Employee Experience, HR, HR News, News, Wellbeing at Work

Laughter and play create a workplace culture of success at Showtown Blackpool

Laugh Think Play announces groundbreaking partnership with iconic museum to reflect the visitor experience in the staff experience 

The old saying goes that ‘all work and no play makes Jack a dull boy’ and in the case of Showtown Blackpool it is putting its money where its mouth is by being the first workplace in the UK officially committed to making work fun.

Today it announces a first of its kind year-long partnership with specialist consultancy Laugh Think Play, where the two will work closely to create a culture of long-lasting staff happiness, making it as fun and joyful a place to work as it is to visit.

This is Laugh Think Play’s first corporate partnership as it reveals news of its official launch alongside this key client win. Laugh Think Play is a new cultural and mindset consultancy which places laughter and play front and centre of business culture transformation with the aim of enabling businesses to help their people to not only feel better but ultimately perform better.

According to a recent study by the University of Essex, people who prioritise achievement over enjoyment were overall less happy at work and it is in fact more important to focus on happiness over reducing stress and anxiety. This builds on previous research from Saiid Business School and research by the University of Warwick that shows employee happiness can create a 12% uplift in productivity.

Laugh Think Play equips businesses with tools, methods and group support, enabling them to build resilient leaders, teams and individuals via cultural transformation programmes, Play Days and Play Partnerships. It also supports entrepreneurs and individuals keen to become better and happier in business through membership to Business Circles, Masterminds and Club membership. Its unique methodology is underpinned by human behavioural science and human evolution programming research developed by Gini Ekstein Holden, the inventor of the Bag for Life.

Launched last month, Showtown is a celebration of Blackpool’s history as the ultimate seaside capital of entertainment. Visitors are invited to discover the stories of the comedians, dancers, acrobats and characters who made Blackpool the home of show business. As well as the staff that make things happen behind the scenes; comedians, dancers, acrobats and characters literally bring the showbiz visitor experience to life.

 

Em Stroud, one of the cofounders of Laugh Think Play who delivered the initial programme of work for Showtown says:

“Prior to opening, we were invited by Showtown to design a cultural programme that reflected their values and create the culture that they wanted to instil in every staff member – old and new. Showtown was launching a museum based around show and fun, but the reality behind that is an awful lot of hard work. It was really important to them that their people were looked after in a way that hasn’t really been seen in the sector before. We wanted to challenge the way that museums traditionally operate and reflect the visitor experience in the staff experience. 

“Showtown had been in the making as the Blackpool Museum Trust since 2015, with members of staff working to raise funds and curate the collection and then the new members of staff who were employed once the new museum was ready. So we had a situation where there had been people being part of the project for eleven years and new members of staff who had been there for two or three weeks.  

“Using the Laugh Think play methodology as the starting point, we worked together to build a culture of inclusivity and fun from day one. This included supporting their cast of actors, characters and performers and bringing together the entire museum team for a full ‘day of play’ in which we played games, examined our values in an open forum and what they meant to staff. This was about giving people a chance to come together and get to know each other through the wonder of play. By the end of it, you couldn’t tell the difference between who had been there for a week and who had been there for a decade.” 

 

Elizabeth Moss, Chief Executive of Blackpool Heritage and Museum Trust, says

“Engaging with Laugh Think Play was enthralling from the start – we were looking for a team who simply “got us” and all that  we were trying to do in developing our people for the launch of Showtown – the museum of fun and entertainment. From auditioning, to script development inspired by our Showtown historic storybook, to Cast rehearsals – the Laugh Think Play team were spot on. The piece de resistance was our whole company Playday a week ahead of our grand opening – Em Stroud was incredible and brought the entire team together  – old and new – with creativity, wisdom and brilliance.”

Moving forward, Showtown will be investing in their staff’s personal and professional development  by giving them the opportunity to come together and check in at quarterly play days and monthly ‘feel better’ circles facilitated by Laugh Think Play. 

 

Em Stroud continues:

“The ongoing work enables all of Showtown’s people from their very diverse backgrounds to have access to continuous personal and professional development. The play days will focus on communication and relationships, ensuring that internal challenges can get resolved with kindness. It is also an opportunity for everyone to once more tap into their own sense of wonder and fun. The monthly ‘feel better’ circles create a space for Showtown’s people to take a breath and come back to themselves – kind of like a gym for the mind. It is an hour a month of care and compassion for everyone who works in the business, giving them a boost. When people feel better, they perform better at work.  

For more information go to: www.laughthinkplay.com.

News, Wellbeing at Work, Wellbeing News

Wellbeing has plateaued since COVID – despite higher awareness and use of wellbeing support and tools

  • 80% of employees are aware and use wellbeing support and tools in 2023 compared to 77% in 2020
  • 70% of employees in 2023 felt part of a supportive community, down from 79% in 2020 
  • 68% of employees in 2023 felt that their line manager cares versus 79% in 2020
  • Employees who are supported feel three times more engaged at work
  • Research based on 30,000 responses across the UK and Europe

 

Employee wellbeing has plateaued since the pandemic despite awareness and use of wellbeing support and tools in 2023, according to Inpulse, experts in employee engagement.

Insights from 30,000 employees across the UK and Europe show that wellbeing was high in 2020 (73%). However it dropped to 66% in 2021, then 64% in 2022 before slightly rising to 66% in 2023.

 

Employees also feel less supported and cared about now than they did during the pandemic. Seventy percent of employees in 2023 felt part of a supportive community, which reduced from 79% in 2020.

 

Line manager support is also in the spotlight: in 2023, 68% of employees felt that their line manager cared about them versus 79% in 2020. However, awareness and use of wellbeing support and tools is higher in 2023 (80%) than in 2020 (77%).

 

Inpulse’s metric is called The Wellbeing Index, which measures five core elements of individuals’ wellbeing – work/life balance, support, workload, connection and mental health – and scores them from 0 to 100. The Index reveals if employees are effectively managing daily work and life demands and serves as guidance for organisations to provide appropriate support measures.

The plateauing figures show that over a third of people don’t have a high Wellbeing Index. Going deeper into segmentation by age, research highlights that the younger generation suffers the most – employees over 35 years have a 5 points higher Index than those under 34 years. This matters as 5 PP is statistically significant variance and will impact the day to day experiences of those employees.

 

Matt Stephens, CEO of Inpulse, explains: “Over the last few years we’ve seen companies throw millions into wellbeing apps, benefits and various activities, but it’s clear without insights and appropriate strategy, they can’t move the dial. These findings not only mean employees feel worse since the pandemic, but also their wellbeing is not improving very much at all, in fact it’s stuck.

“A large problem that we’re seeing is that people are more likely to feel not cared about or supported, which likely shows a lack of authenticity from line managers in truly connecting with their employees. Unfortunately, approachability and empathy are waning, and employees can see through it. Line Managers need some understanding and support – they are an immensely pressured group in organisations today. To add to an already complex situation, it’s important to remember there are different generations, each with different values and expectations. It means that HR and managers need to think carefully before applying the same set of principles across the entire workforce.”

 

The research also highlights that employees who feel supported are almost three times more engaged at work—only 28% of employees who do not feel supported by their line manager are engaged at work, compared to 81% of engaged employees who feel supported by their line manager.

 

“Teams are tending to be leaner than they might have been pre-pandemic, increasing the pressure. It’s having a spiral effect on engagement and retention – where people are  disengaging because they need to pull the weight of those who left the company, creating a much wider impact.

“Trusting employees to do their jobs and providing support are key elements of the line manager role and have the greatest impact on how engaged people are at work. People need to find a sense of purpose in order to be happier, more resilient and more successful, positively contributing to society and the environment.

“Considering that 70% of the variance in team engagement is determined by the manager, organisations need to put more investment into coaching and growing the role of line managers,” concludes Stephens.

 

COVID-19 Vaccination, Healthcare, News, Wellbeing at Work

First UK private corporate COVID vaccine clinic delivered

Doctorcall, the longest-standing independent provider of private flu vaccination campaigns, has delivered the UK’s first corporate COVID vaccination clinic.

Ten staff were vaccinated using the Pfizer vaccine. The first of three sessions, with 30 staff to be vaccinated overall.

This is the first clinic of many in a busy Spring campaign for Doctorcall’s experienced team.

Doctorcall’s analysis suggests that around 20% of its flu vaccination clients will take up COVID vaccines this year.

Doctorcall Medical Director, Dr Charles Levinson, commented:

“As with flu, private COVID vaccinations offer a wide range of benefits for both the employees and businesses involved. Reducing illness, and therefore unplanned absenteeism.”

“As the longest-standing provider of private flu vaccination programmes, with millions delivered over the years, our trusted reputation means that for many clients our COVID programme will be a natural extension of existing services. I’m delighted to see the campaign underway.”

“Doctorcall’s vaccination programmes are uniquely a fully managed service. We provide all the staff, equipment and expertise – also offering a follow-up GP appointment for any staff member who is concerned about potential side-effects.”

“COVID, like flu, will continue to cause unwanted disruption and illness in organisations of all shapes and sizes. A relatively modest investment through a Spring vaccination programme should provide good value by reducing unplanned absence, improving staff wellbeing and improving morale. This is a calculation we are seeing a considerable proportion of businesses already making.”

Frequently asked questions:

When will COVID-19 vaccines be available privately?

Doctorcall launched its private COVID-19 vaccination program in Spring 2024.

Which private COVID vaccine will I get?

The specific vaccine you will receive may depend on your choice and availability. Doctorcall will only provide authorised and effective COVID-19 vaccines.

Who is eligible for a private COVID-19 Vaccine?

Our covid vaccination programme is subject to the usual exclusions, but most people can have it. Please note that eligibility criteria may be subject to change based on vaccine availability, regulatory approvals, and public health guidelines.

Can I get a vaccine if I have a health condition?

Yes, individuals with most existing health conditions can typically receive the COVID-19 vaccine. We can provide specific advice on request.

https://doctorcall.co.uk/private-covid-19-vaccine-booster

Health, News, Wellbeing at Work

Howden calls on employers to prioritise women’s health and wellbeing ahead of new legislation.

On International Women’s Day March 8th, Howden Employee Benefits & Wellbeing (Howden) is issuing a call to action for employers to address women’s health and wellbeing in anticipation of forthcoming family-focused legislation being introduced in April.

Since its inception in 1911, International Women’s Day has marked progress towards gender equality. However, disparities persist in workplaces and Howden highlights employers can play a key role in building inclusivity, by supporting women’s health and wellbeing.

Recent research shows there are key issues to address. The World Health Organization and McKinsey recently published a report which highlighted that despite living longer, women spend 25% more of their lives in poor health. It also found that addressing the women’s health gap could potentially boost the global economy by more than $1 trillion annually by 2040[i].

Historically, women’s health concerns, including periods, fertility, and menopause, have often been marginalised or addressed superficially in the wake of media attention.

However, with impending family-focused legislation like the Protection from Redundancy (Pregnancy and Family Leave) Act 2023 and the Carer’s Leave Act 2023, alongside recent guidelines from the Equality and Human Rights Commission (EHRC) on menopause[ii], there is an opportunity for employers to take proactive measures to address women’s health, such as developing a comprehensive employee benefits and wellbeing strategy that caters to the diverse needs of women of all ages.

 

Emma Capper, UK Wellbeing Leader at Howden Employee Benefits & Wellbeing says, “Building a supportive and inclusive culture with access to essential healthcare can empower women to lead healthier, happier lives and make informed decisions about their health and wellbeing.  This can improve their motivation and performance, help companies attract talent, and reduce rates of absence.”

“However, companies need to steer clear from ‘tick box exercises’ such as introducing menopause support simply because it is topical. Instead, we encourage them to actively listen to their female employees, gather their feedback so they understand their concerns and needs and not presume to understand the challenges they face. Then they can implement the most appropriate female-friendly benefits on issues including periods to menopause, through to female cancers and mental health support.”

She adds: “The new legislations are designed to be more inclusive for women, offering increased protection from redundancy for pregnant women; and giving a new entitlement of one week of unpaid leave annually for employees who care for dependants with long term needs, which is a burden that often falls to women. The EHRC guidelines also clarified the legal obligations to workers going through menopause and that employers could face being sued under the Equality Act 2010 if they don’t make reasonable adjustments for women with menopause symptoms.

“Taking a tailored approach to benefits, based on the needs of female employees is vital and an important step in ensuring that women’s health and wellbeing issues are prioritised particularly as forthcoming legislation will see workplaces become more equitable.’’

Emma recommends four steps businesses can take to promote female health and wellbeing:

  • Raise awareness about the importance of regular health check-ups, and preventive measures for women of all ages.
  • Create a culture of wellbeing. Provide resources and information on maintaining physical, mental, and emotional health. Use a wellbeing calendar to tie activity in with national awareness days.
  • Review HR policies and employee benefits to identify gaps in gender specific healthcare provisions. Consider benefits specifically designed to support the needs of women in the workplace, such as menopause support.
  • Communication is key. Signpost the employee benefits and wellbeing services available to employees, so that they know what support is in place and how to access it.

To mark International Women’s Day Howden has also created an essential guide to supporting women’s health which can be downloaded here.

For more information, please visit www.howdengroup.co.uk

[i] https://www.weforum.org/publications/closing-the-women-s-health-gap-a-1-trillion-opportunity-to-improve-lives-and-economies/

[ii] https://www.bbc.co.uk/news/health-68366519

News, Wellbeing, Wellbeing at Work

Ground-Breaking Programme for Stress Bound for Capital

A ground-breaking programme which harnesses the benefits of activity in forests and woods to combat workplace stress is to be rolled out in Edinburgh following agreement with the city council.

Innovative forest-based workshops, developed by business, Wild Workforce, have been highly successful since the launch in Fife last year, becoming the first programme of its kind to be officially accredited in Scotland.

Now, following a stakeholder engagement consultation, Wild Workforce has been granted permission to roll out the programme at Lauriston Castle near Cramond, following an agreement with the council’s Neighbourhood Environmental Services.

Inspired by successful pilots in Scandinavia, forest schools have been shown to benefit the physical and mental wellbeing of children whilst developing resilience and nature connectedness.

Wild Workforce’s programme re-applies elements of that philosophy to adults in the workplace, with games, reflection and mindful activities in woodland environments helping to address stress and to build resilience amongst work teams.

The 2021 report, Valuing the Mental Health Benefits of Woodlands estimated that time spent in woods and forests saved the UK £185m in mental health treatment costs.

Scottish Forestry runs an outdoor therapeutic programme, Branching Out, which consists of three hours of woodland activities per week, illustrating the scientifically proven benefits of time spent amongst trees and in nature.

Wild Workforce Founder, Clare Stephen, said: “I’m extremely grateful to the stakeholders at Lauriston Castle for supporting Wild Workforce to deliver workshops in Edinburgh. The grounds of the castle are a perfect setting to relax, have fun, connect with others and learn evidence-based tools which have been proven to support both mental and physical health.”

Being able to run workshops in the grounds of Lauriston Castle, overlooking the Firth of Forth, marks a further milestone for Wild Workforce, which already enjoys a similar partnership with the picturesque Falkland Estate in Fife.

The workshops, which include Resilience at Work CPD, Team Building and Wellbeing for All, start at Lauriston Castle in March and will run throughout 2024, with bookings now being taken through the Wild Workforce website.

“People learn more by doing and experiencing and so the workshops use nature, games, mindful practice and compassion as the evidence-base for learning tools to manage stress at work,” said founder Clare Stephen, who has combined career knowledge in Professional Development and Human Resources with outdoor learning qualifications, to create Wild Workforce’s programmes.

“The recent CIPD’s Health and Wellbeing at Work Report again highlights that stress and mental health require more focus and that employers should deliver a systematic programme of activity to meet the Mental Health at Work Commitment.

“Education and early intervention is key and I’m keen to work with employers to support stress management training and tailor the workshops to meet business learning and development and wellbeing needs.”

The Edwardian Lauriston Castle and Gardens is a popular attraction in the capital, with a busy programme of events throughout the year.

Woodlands in the grounds of the 16th Century castle contain beeches, sycamores, sweet chestnut, conifers and monkey puzzle trees as well as azaleas and rhododendron.

For information and bookings, visit www.wildworkforce.com

 

Menopause, Menopause at work, News, Wellbeing at Work

NDA achieves Menopause Friendly Accreditation

The Nuclear Decommissioning Authority (NDA) has achieved Menopause Friendly Accreditation in recognition of its work to foster an inclusive culture and put in place the right support for colleagues affected by menopause.

The accreditation, established by Henpicked: Menopause In The Workplace, recognises high standards and proven practices that embrace menopause in the workplace.

The NDA have put a variety of measures in place, including establishing the Menohub support group, training menopause champions and making the Peppy digital health app available to employees and their partners, in an effort to reach everyone across the organisation in the way that best suits them.

 

David Vineall, NDA group Chief People Officer and Executive sponsor of the Meno Hub, said: “We are thrilled to achieve accreditation, it’s testament to the work we are doing to support our colleagues, across the organisation, no matter which stage of their menopause journey they are in or how they are affected.

“Being an inclusive workplace brings huge benefits, for both staff and employers, and we will continue to take positive action to ensure all our NDA group colleagues are supported and feel their very best at work.”

 

Earlier this year the NDA group was also recognised at the Menopause Friendly Employer Awards, coming highly commended in the best support group category. Gillian Thomas, NDA Lead Programme Controls Manager, also won the community award category.

The Menopause Friendly Accreditation is industry-recognised and the only accreditation that sets clear standards which must be met. As such, it is truly meaningful and considered by many as a mark of excellence for menopause in the workplace.

 

Deborah Garlick, CEO and founder of Henpicked: Menopause in the Workplace, said: “The NDA is doing fantastic work around menopause in the workplace and richly deserves the Menopause Friendly Accreditation.

“Combining daily good practice led by its menopause champions with 24-7 access to guidance and advice on the Menohub ensures menopause awareness remains high and support is close at hand for employees experiencing menopause at work and those supporting a colleague.”

 

In order to achieve The Menopause Friendly Accreditation, employers are assessed by an Independent Panel and must demonstrate evidence of their effectiveness in six key areas, namely: culture, policies and practices, training, engagement, facilities and evaluation.

To find out more about how the NDA group is creating great places to work, read the NDA group inclusion strategy: https://www.gov.uk/government/publications/the-nda-group-inclusion-strategy-2021-to-2025

 

 

Wellbeing at Work, Wellbeing News

Menstruation Friendly launches to support employers

Menstruation affects half the world’s population for a very significant part of their life. Despite this, there is a stigma attached to talking openly about menstruation, especially at work. Figures from charity Bloody Good Period show 89% of female employees have experienced anxiety or stress in the workplace, 63% want their employer to normalise the conversation about menstruation at work, 59% want their employer to provide more information to support them and 25% report the time they had to take off due to menstrual health issues has impacted their career.

As with menopause before it, breaking the taboo about menstruation in the workplace is vital to promote gender equity and ensure female colleagues feel supported and valued at work. The recently published BSI Menstruation, Menstrual Health and Menopause in the Workplace guidance (BS30416) further highlighted the importance for employers to make changes, but it can be difficult for managers to know where to start.

 

Introducing Menstruation Friendly

In direct response to requests from employers for guidance and resources, the award-winning, industry-recognised team behind Menopause Friendly – Henpicked: Menopause in the Workplace – has launched a Menstruation Friendly community to give employer members access to a comprehensive programme of on-site and online education and training resources. Taking employers step-by-step, the Menstruation Friendly membership will include:

  • Education resources (including Menopause Friendly Standards)
  • Workplace Training
  • Monthly Webinars
  • Library of ‘best practice’ policies
  • Engagement toolkits
  • Masterclasses
  • E-learning options
  • The chance to apply for The Menstruation Friendly Accreditation

“Having successfully broken the taboo around menopause in the workplace, we are keenly aware that employees and employers now want to tackle the stigma around menstruation and associated female health conditions,” says Deborah Garlick, CEO of Henpicked: Menopause In The Workplace.  “Removing the stigma around menstruation at work promotes gender equity, makes colleagues feel valued at work and allows them to have a far better chance of performing in their job to the highest level of their ability.”

 

Business reasons for being Menstruation Friendly

The business benefits of being menstruation friendly cannot be under-estimated. By supporting and nurturing their female staff, Menstruation Friendly employers will boost gender equity, increase their wellbeing, reduce absenteeism and improve productivity.  Furthermore, being menstruation friendly will help to attract and retain talent as people opt to work for an employer who cares for their welfare and demonstrates a commitment to equity.

“Our Menstruation Friendly programme seeks to change the way people think and feel about menstruation​ in the workplace,” continues Deborah. “As with menopause before it, we need to stop people feeling that they ‘just have to get on with it’ and create an environment where menstrual health issues don’t get in the way of someone achieving their potential in the workplace. Quite apart from supporting people today, by setting new standards and following best practice, employers can create a different experience for future generations.”

 

Find out more

A range of options and packages are available here – with discounted rates for small organisations, the NHS, charities and public sector.

 

News, Remote Working, Wellbeing, Wellbeing at Work, Work from Home

Only 17% of over 55s get the option to work from home, despite reporting highest levels of wellbeing

A recent survey of more than 1,000 office workers in the UK by invoice finance provider Novuna Business Cash Flow, highlights a significant gap in work-from-home opportunities for those aged 55 and above.

  • Among those in the 55+ age group who worked from home, a substantial 48% reported a positive impact on their wellbeing. This contrasts markedly with younger age groups, where only 27% of 18-34-year-olds and 34% of 35-54-year-olds reported similar benefits.
  • The majority of the 55+ age group cited “working from home more often has a positive effect on my wellbeing” as the primary reason for their preference for remote work.
  • Despite these reported benefits, only 17% of those aged 55+ had the option to work from home more often due to their employer’s offer, a figure significantly lower than the 44% for the 18-34 age group and 23% for the 35-54 age group.

Work from Home Opportunities and their impact

48% of the over-55s who worked from home experienced a positive impact on their wellbeing

The survey reveals that 48% of the over-55s who worked from home experienced a positive impact on their wellbeing, a contrast to just 27% of 18-34-year-olds and 34% of 35-54-year-olds. This data underscores the particular importance of remote working arrangements for older employees in enhancing their wellbeing.

55+ age group cited “working from home more often has a positive effect on my wellbeing” as their primary reason for remote work

Not only does the survey show that 48% of the 55+ age group feel working from home has a positive effect on wellbeing, it is their primary reason for remote working. This underscores the significance of offering more remote work options to the older workforce.

Just 17% aged 55+ were offered frequent work-from-home options

Despite the clear benefits, only 17% of those aged 55+ were offered more frequent work-from-home options by their employers, compared to 44% of younger counterparts aged 18-34, and 23% of those aged 35-54. This indicates a notable gap in the provision of remote work opportunities across different age groups.

 

John Atkinson, Head of Commercial and Strategy at Novuna Business Cash Flow, notes, “The opportunity to work from home is crucial for the wellbeing of our older workers. It’s essential for organisations to consider this need and ensure their remote work policies are inclusive for all age groups.”

Role-related factors: Understanding work nature differences across generations

Differences in remote work opportunities across age groups may stem from the distinct nature of their roles. Younger workers often pursue digital roles, well-suited for remote environments, whereas older workers, typically in senior positions, may require office presence for effective leadership and management.

Despite these role-related variations, the significant well-being benefits that older workers gain from remote working cannot be overlooked.

The value of flexibility: Older workers’ appreciation for remote work opportunities

Having often spent the majority of their careers in traditional office settings, the older generation may particularly appreciate the flexibility and change that remote work offers, in contrast to younger workers who may have had exposure to such flexibility earlier in their careers.

This sense of gratitude and newfound work-life balance for older employees reinforces the need for employers to thoughtfully consider extending remote work opportunities to all age groups, ensuring a holistic approach to employee well-being and job satisfaction.

For more information, visit Novuna Business Cash Flow’s blog page here.

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About the Research:

  • Field Dates: 31st October – 3rd November 2023.
  • Sample: 2000 UK adults – 1,210 of which were office workers.
  • Weighting: Weighted to be nationally representative.
  • Results based on the following survey question: “You mentioned that you work from home more than you did last year. Which, if any, of the below reasons explain why? Select all that apply.” All options that could be selected are shown in the graph entitled “Reasons why 55+ age group work from home more often in 2023 than 2022”.
  • More details of this survey can be provided upon request.

 

About Novuna

Novuna is a trading style of Mitsubishi HC Capital UK PLC, a leading financial services company, authorised and regulated by the Financial Conduct Authority (FCA). We have over 2,200 employees, £7.6bn of net earning assets and nearly 1.3 million customers across five business divisions; Novuna Consumer Finance, Novuna Vehicle Solutions, Novuna Business Finance, Novuna Business Cash Flow and our European division specialising in Vendor Finance. For over 40 years, formerly as Hitachi Capital (UK) PLC, we have worked with consumers and small to medium enterprises (SMEs) as well as corporate multinationals in the UK and mainland Europe, enabling millions of consumers and businesses to achieve their ambitions.

We are a wholly owned subsidiary of Mitsubishi HC Capital Inc., strengthening our relationship with one of the world’s largest and most diversified financial groups with over £60bn of assets.

 

Novuna Business Cash Flow

Novuna Business Cash Flow provides cashflow finance solutions to SMEs across a wide range of sectors in the UK, allowing businesses to release cash from unpaid invoices within 24 hours.

With remote digital on-boarding through FLi, its unique platform, and flexible approach to contracts, Novuna Business Cash Flow was recognised as Best Factoring and Invoice Discounting Provider at the 2023 Business Moneyfacts Awards and at the Credit Awards 2023 winners of SME lender of the year over £1million and Best use of Technology, Commercial finance.

Novuna Business Cash Flow is a  trading style of Mitsubishi HC Capital UK PLC, part of Mitsubishi HC Capital Inc., one of the world’s largest and most diversified financial groups, with over £60bn of assets.