Category Archives: Wellbeing at Work

Employee Benefits, Hospitality, News, Wellbeing at Work

Accor Group introduces new employee wellbeing and EAP solution for its UK workforce

Multinational hospitality company Accor has launched a wide-ranging employee wellbeing solution along with a financial wellbeing scheme for its 4,500 UK employees across its hotels and London support office.

Together, the benefit solutions – provided by employee benefits and wellbeing experts Vivup – will support Accor’s UK employees with physical and mental health as well as the cost of living.

The wellbeing solution, Your Care Plus, is a health management platform which offers a range of wellbeing products and services with a focus on positive, proactive care. It provides evidence-based interventions and support tools to help build mental resilience, strengthen people’s emotional, physical and financial wellbeing, supporting them in and out of the workplace.

In addition to wellbeing assessments, face-to-face and virtual counselling, online GP services, financial wellbeing tools, access to EAP support and counselling, the platform also provides a specialist menopause helpline. Personal goal setting services and access to a wide range of wellbeing resources are also included.

The menopause helpline offers a range of resources to help colleagues understand and manage menopausal symptoms.

Also launching is the Lifestyle Savings scheme which helps people afford the things that matter, with access to over 1,150 ways to save money.

Fran Carr, Talent and Culture Director UK/I&Nordics, Accor Hotels, said: “We needed a one-stop solution for our diverse and multi-generational UK-based workforce which would be easy to use and accessible while bringing together existing and new benefits.

“Vivup’s platform does all this and more. The menopause helpline, in particular, will support a large proportion of our employees.”

Jilly Brown, Client Acquisition Director of Vivup, said: “We are delighted to partner with Accor to provide such an important range of benefits to their UK staff. The Your Care Plus platform focuses on providing positive, proactive care from access to counselling 24/7 365 days a year, EAP support and health and fitness apps, while the financial wellbeing provision will help enormously with the cost of living.”

Accor already provides a range of existing benefits for their staff, including eye care vouchers, a Cycle to Work scheme, up to 50 percent discounts in Accor hotels and restaurants, additional holidays, Merlin Entertainment discounts and a generous pension scheme. These are now available to employees on Vivup’s benefits platform.

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About Accor

Accor is a world leading hospitality group offering experiences across more than 110 countries in 5,500 properties, 10,000 food & beverage venues, wellness facilities or flexible workspaces. The Group has one of the industry’s most diverse hospitality ecosystems, encompassing more than 40 hotel brands from luxury to economy, as well as Lifestyle with Ennismore. Accor is committed to taking positive action in terms of business ethics & integrity, responsible tourism, sustainable development, community outreach, and diversity & inclusion.  Founded in 1967, Accor SA is headquartered in France and publicly listed on Euronext Paris (ISIN code: FR0000120404) and on the OTC Market (Ticker: ACCYY) in the United States. For more information, please visit www.group.accor.com or follow us on X, Facebook, LinkedIn, Instagram and TikTok.

About Vivup Employee Benefits

For 17+ years, Vivup has been providing world-class health and wellbeing benefits to employees across the public and private sectors while arming employers with the tools to cultivate resilient workforces, retain great staff and win the war on talent.

Employee Benefits, News, Pets, Wellbeing at Work

Pet Care Introduced to Provide Inclusive Support for Employees with Four-Legged Friends

Bright Horizons is set to support the UK’s most family-friendly workplaces in taking their benefits to the next level with the roll-out of its new Pet Care service.

  • The provision will enable employees to access a range of support services, including overnight boarding, pet sitters, dog walking and day care for cats and dogs.
  • Employer demand for the service in the US has doubled since it first launched last year

 

Bright Horizons already partners with over 400 UK businesses to support working parents and carers with their child and eldercare commitments and, following a successful pilot stage, has now extended its service to include furry friends too.

With over 4 million UK households becoming pet owners during lockdown, the demand for flexible and inclusive support to meet pet-related responsibilities is increasing. Back-Up Care services provide a lifeline to working pet owners and their employers when care arrangements fall through, or a last-minute walk is needed.

Bright Horizons first launched Pet Care in the US in 2022 and figures for 2023 already show a 50% increase in the number of organisations signing up to the service, with three times as many employees using it than the previous year.

Victoria Cottee, Head of Client Relations at Bright Horizons, said: “We’ve always been a nation of pet lovers and the rise in home-working during the pandemic coincided with a marked increase in pet ownership, as more of us were able to make the commitment to care for a pet.

“However, we’re now seeing more and more companies (and employees) recognising the benefits of being in the office at least some of the time. The pressure is mounting on working pet owners to find trusted and flexible care arrangements for their four-legged friends. 

“Acknowledging the challenges employees face in combining work and family responsibilities – whatever these comprise – and providing meaningful support for them is a key factor in being an employer of choice. It’s equally impactful whether you want to send a message to your employees that their time and presence in the office is valued, or if you simply want to help them improve their productivity and lower their stress when they are working at home. 

“We are already working with some of the UK’s most forward-thinking employers to support with child and elder care needs, and our research demonstrates this has a significant  impact on wellbeing and productivity. 

“There is now undoubtedly a growing need to provide support with pet care, and we look forward to seeing the positive difference it will make to working families and their employers across the UK.”

Awards, News, Wellbeing at Work

Alstom Employee Scoops Top Heart of Gold Award

  • The Wellbeing Champion Award was presented by iconic music producer and Railway Benefit Fund President Pete Waterman
  • Award was sponsored by Health Cash Plan provider Health Shield Friendly Society
  • Alstom is the UK & Ireland’s leading supplier of new trains and train services, and a leading signalling and rail infrastructure provider

 

Claire Sallis, from Stafford has been awarded the Wellbeing Champion Award at the annual Heart of Gold Awards. The awards are organised by the Railway Benefit Fund (RBF) and celebrate those in the rail industry who make a real difference in their workplace or community.

Claire is Professional Head of Health UK and Ireland at Alstom where she has worked for 16 years. Claire was awarded the Wellbeing Champion Award, which was sponsored by Health Cash Plan provider Health Shield Friendly Society, after secretly being nominated by a fellow colleague. She went on to win the award after consistently demonstrating an unwavering commitment to the physical, mental, and emotional well-being of Alstom’s employees, and making a profound impact on their workplace culture.

 

As part of her work going above and beyond for her colleagues, she has led the way in writing and adopting Alstom’s menopause policy, which she created in 2017, taking a relatively early lead on the important issue compared to other businesses and industries. She also arranges a quarterly support group for female Alstom employees, a safe space where they can discuss symptoms and feelings. She is also helping Alstom secure its Menopause Friendly Accreditation in 2024, as well as arranging training for all genders on the practicalities and how symptoms impact people.

 

Claire helped to set up the Voices of Disability Group which enables members to share lived experiences;  to look, advise and support Alstom policies and procedures, to challenge “groupthink” from non-disabled colleagues and to contribute to the EDI strategy, making Alstom inclusive for people with disabilities. The Group also helps individuals with many aspects around disability including advice on reasonable adjustments to remove barriers faced by employees with a disability and the use of the Disability Passport to help protect reasonable adjustments and ensure emotional safety.

Mental Health Workshops were also set up by Claire, where sessions were run by managers and additional focus groups for employees. The aim was to look at perception versus reality, trying to reduce any stigma and helping employees view their physical and mental health as a whole. She has also set up mindfulness sessions to help give colleagues the tools to cope with stressful situations and the ranging different pressures of working in the rail sector. Additionally she has also set up the Dementia Support Group, where colleagues can talk about their experiences of family members with Dementia and the impact it has.

 

Claire Sallis commented: “I’m really shocked and utterly humbled by winning the Wellbeing Champion Award. I never would have expected to win an award for just doing a job that I love doing. This isn’t an award for me though, it’s for all the people that work with me and make everything possible through all their hard work – my occupational health colleagues, my HR colleagues, my wider team, my line manager and especially the Voices of Disability Group that has been so important at Alstom. It is such a great place to work and it’s one of the reasons I have been here for so many years.”

 

Jacqui Carr, CEO of Health Shield Friendly Society who sponsored the RBF Heart of Gold Wellbeing Champion Award commented: “It was an absolute pleasure to present this award to Claire, and I am thrilled that Health Shield were able to be part of this important event. Health Shield was formed back in 1877, with the aim of helping railway workers keep their health on track, therefore we have always had a strong heritage and connection with the rail industry.

“It was clear how much Claire’s colleagues value and appreciate everything she does for them, and how important her role is at Alstom. She really does go above and beyond, and it was only right that she won this award and received the recognition that she truly deserves.”

 

 

Finance and Banking, Menopause, Menopause at work, News, Wellbeing at Work, Wellbeing News

BNP Paribas Corporate & Institutional Banking (CIB) UK awarded Menopause Friendly Accreditation

BNP Paribas Corporate & Institutional Banking (CIB) UK – provider of sustainably tailored financial services – has been awarded with The Menopause Friendly Accreditation. With a strong emphasis on risk and regulatory management for corporate and institutional clients worldwide, BNP Paribas aims to contribute to responsible and sustainable economy by financing and advising its clients according to the highest ethical standards.

BNP Paribas CIB UK has three offices in the UK: Dundee, Glasgow and London, its head office.  Its UK territory is one of over 50 countries in which CIB operates.  An employer who cares about wellbeing and understanding in the workplace, BNP Paribas is on a mission to continue to create an inclusive environment where its employees can be their best selves. They aim to ensure staff feel supported, enabling them to make informed choices that are right for them and their wellbeing.  It is this desire which led the organisation to work from being Menopause Friendly to achieving the Menopause Friendly Accreditation.

The Menopause Friendly Accreditation, established by Henpicked: Menopause in the Workplace (www.menopausefriendly.co.uk), recognises high standards and proven practices which embrace menopause in the workplace. To achieve the Menopause Friendly Accreditation, employers are assessed by an Independent Panel and must demonstrate evidence of their effectiveness in these six key areas: culture, policies and practices, training, engagement, facilities and evaluation.

In working towards accreditation, BNP Paribas highlighted three areas which have brought the most positive changes to their workforce: 

  • The implementation of a UK Menopause Policy
  • The introduction of unlimited Menopause GP appointments with HCA Roodlane Medical
  • The expansion of private medical provision to include benefit in relation to menopause symptoms

To complement these, the introduction of referral pathways between its providers Peppy & HCA Roodlane Medical, had the biggest impact on staff by creating seamless routes to care and support.

“The Menopause Friendly Accreditation provided internal recognition for the great work we have implemented within the menopause space,” says Ian Mackenzie, UK Head of Pension and Benefits. “Importantly, it also makes it clear to all staff that we are fully committed to supporting their wellbeing and take pride in providing an inclusive and caring environment.”

Ian offered advice to other organisations looking to start the journey to become Menopause Friendly, based on BNP Paribas’ experiences.  “Don’t be afraid to have gaps in your services. There is always more that can be done and we, alongside all other accredited companies, will have key areas of focus into 2024 and beyond. The accreditation process is just as much about helping you achieve your goals as well as validating any existing menopause offering.

“We were surprised at the detail of the application process,” continues Ian. “You can tell that a lot of hard work has gone in to make it as robust as possible. A key benefit of the process requiring so much evidence, is that you can take stock of what you have or don’t have in place. The whole process acts as a great gap analysis!”

Deborah Garlick, CEO and founder of Henpicked: Menopause in the Workplace, offered her congratulations, “The independent panel, which assesses all applications, was incredibly impressed by the range and depth of evidence which BNP Paribas CIB UK provided to support all the work they have been doing.  Whilst the accreditation is given to UK companies, I’m delighted to see BNP Paribas reach out to its sister territories around the world. Allowing them to be part of the learning journey, facilitate change and bring support to their employees shows tremendous vision.”

 

Disability, Disability at work, News, Wellbeing at Work

Evenbreak appoint one of the top 100 most influential disabled people and passionate DEI champion Jamie Shields

London 8th December 2023, the world’s first disability job board run by disabled people for disabled people Evenbreak today announced they have appointed one of the 100 most influential disabled people in the UK, Jamie Shields as an ambassador. Branding himself a Registered Blind AuDHD Rhino (Rhinos are chubby unicorns!) Growing up Jamie experienced many challenges due to his Disability. It took many years for Jamie to realise he was not the problem, it was a society not designed for him and others like him – a society that disables.

Based in Belfast, Northern Ireland, Jamie is a champion for equality and equity. He works for a Global Total Workforce Solutions Firm, AMS, where he is the Disability Accessibility Lead. Here he supports his employer and their global clients to create inclusive accessible cultures that foster belonging for Disabled People – something Jamie never felt in employment until this role. Alongside his full-time role, Jamie is a self-employed Speaker, Trainer, and Consultant, operating under the name Disabled by Society. He supports his clients to create inclusive accessible change. Helping them take accountability for accessible branding, marketing, cultures, products, and services.

At Evenbreak Jamie will support both individuals and employers. He will make introductions via his global contacts between disabled people and inclusive employers supporting them to create an equitable culture that fosters belonging. As a skilled content creator Jamie will use his social media channels to share the benefits and resources Evenbreak offer with disabled people across the globe to enable meaningful employment.

Speaking about his appointment Jamie said: “I am thrilled to be working with Evenbreak, Jane Hatton has been one of my idols, from the first time I had her on my podcast two years ago. From that moment I knew I was in the presence of a changemaker, a thought leader, and someone I could look up to. I really believe in Evenbreak’s mission, and I am so excited and happy to be working with the team.

“When I began my voluntary role within DEI as a Disability ERG lead, I never thought one day that this would be my career. That my lived experience would shape and influence my work, opening doors I would have never dared to walk through. Before this, I was bouncing from job to job, desperately trying to find an inclusive employer, in a society not designed for me, whilst trying to manage my own internalised ableism.

“I feel very privileged to be AMS’s Disability Accessibility Lead, whilst also running my side hustle, Disabled by Society.  It is a privilege I know not many have. Today I am named as one of the 100 most Influential Disabled People in the UK, I am an award-winning ERG Lead and I am named in the Diversity Power List 2023/24 as one of the  50 most profound champions of inclusion, diversity professionals, and D&I Leaders across the UK. Recognition and validation that Jamie 20 years ago would have never believed possible.

In my head, I have been an ambassador for Evenbreak since my first discovery of them. I know all too well what it means to struggle to gain and retain employment as a Disabled person, and Evenbreak is changing this, and I want to support that change.”

 

Evenbreak CEO Jane Hatton said:”We are delighted to appoint Jamie as one of our ambassadors. He has a true passion for creating a society that accepts and accommodates people with disabilities. Jamie experienced at first hand how thriving in your career can change your life for the better. Welcome onboard, we are all looking forward to working with you!”

To find out more about Evenbreak go here: https://www.evenbreak.co.uk/

 

Hospitality, Inverness, News, Scotland, Wellbeing at Work

Hospitality Charity Rewards Inverness Hotel

Staff Wellbeing Measures Recognised

Hospitality Health – a Scottish charity dedicated to improving health and wellbeing in the hospitality & tourism profession- has awarded its Wellness Charter to the Glen Mhor Hotel in Inverness.

The charity was founded in 2018 with a mission to change the way the industry thinks about mental health. Its Wellness Charter award recognises businesses which are putting the right measures in place to support the mental wellbeing of their staff.

The Hospitality and tourism sectors have often been associated with unsociable hours and pressures on work-life balance and Hospitality Heath believes that recognising and understanding emotions is essential for employers.

The charity seeks to provide employers with the tools and skills to bring about positive change by putting supports in place to help staff experiencing mental ill health, by providing access to assistance and by challenging stigma.

The Glen Mhor Hotel in Inverness has taken steps to develop an all-encompassing programme of staff support which relates directly to the workplace but also acknowledges the wider work-life relationship.

Speaking at the Charter presentation, Victoria Erasmus, Owner of the Glen Mhor Hotel, commented: “We are delighted to be awarded the charter from Hospitality Health. Focussing on the wellbeing of our staff, we have introduced mental health first aiders, wellness training, health passports and development training for all staff.

“We have taken a holistic audit of the Glen Mhor and introduced initiatives that both support individuals in our workplace and in their own home lives as well. I am very proud of what we are doing as a family business at a time when stress and anxiety within the sector is high.”

Victoria added: “Gordon and the team at Hospitality Health are so passionate about helping those that work in the industry by providing invaluable information to anyone that may be facing work or personal worries.
“This is a fantastic charity that is current and definitely needed in an industry that, whilst very rewarding, can be very tough!”

Gordon McIntyre, from the charity, added: “What we are trying to achieve with Hospitality Health is to equip our industry with the right tools and mental health first aid training to not only address mental health but to put staff welfare first.
“We launched Hospitality Health in Glasgow 5 years ago with 120 operators in attendance and we have grown considerably, post- pandemic, with a real need for mental health support.”

Any hospitality business wishing to be considered to receive the Wellness Charter, should contact Gordon at gordon@hospitalityhealth.org.uk

More information about the charity can be found at online: www.hospitalityhealth.org.uk

Neurodiversity, News, Retention, Wellbeing at Work

Aon study finds HR professionals believe DE&I policies drive performance, but support is lacking for neurodiverse employees

  • Aon’s 2023 HR Future Focus Survey shows that while DE&I is a focus of employers’ recruitment strategies, it needs to be embedded in retention
  • Aon’s Neurotech® listening tool, Reflection, reveals that HR professionals do not believe organisations are actively supporting neurodiverse employees

Aon plc (NYSE: AON), a leading global professional services firm, has released the results of its 2023 HR Future Focus Survey, which show that when asked about their Diversity, Equity and Inclusion (DE&I) strategies, HR professionals do not believe that their workplace is actively supporting neurdiverse employees. They are also undecided on whether their people managers are truly inclusive.

Katherine Conway, head of inclusion and cultural initiatives at Aon, said:

“Not embedding DE&I in your retention strategy puts your firm at risk of losing the benefits of a diverse workforce: unique perspectives, better collective problem-solving and innovative ideas. Inclusion and diversity are very important for employees and diverse talent will leave when the work environment fails to support them.”

Aon’s study used the firm’s Neurotech® listening tool, Reflection, which captures two types of insights: a ‘traditional’ score (i.e., what people are prepared to say (consciously moderated answers) and a neuroscientific score (i.e., how people genuinely feel).

The difference between the two scores reveals a cognitive dissonance gap – the difference between what people say and what people really think. When both scores are close together, it suggests low cognitive dissonance, and indicates people responding authentically. However, when there is a clear gap between the scores, it indicates a degree of inauthenticity.

The survey shows a marked disparity when participants were asked to respond to the statement, ‘We actively support neurodiverse employees.’ The traditional score was 54 percent, while the neuroscientific score was much lower at 39 percent. This significant 15 percent gap indicates that HR professionals feel that not enough is being done to help neurodiverse employees in the workplace. This is reflective of what Aon is seeing in the marketplace with few firms doing enough.

This gap is further demonstrated when employees were asked to respond to the statement, ‘Our people managers are inclusive.’ The traditional score was 61 percent, while the neuroscientific score was 10 percent lower, at 51 percent. Issues are also expressed in these statements from the report.

  • ‘Employees are engaged with our company’

Traditional score: 67 percent / Neuroscientific score: 42 percent (25 percent difference)

  • ‘We authentically embed DE&I in retention’

Traditional score: 55 percent / Neuroscientific score: 31 percent (24 percent difference)

However, Aon’s survey also showed that despite the perception that DE&I is not genuinely embedded in retention strategies (a difference of almost a quarter), when it comes to reward, HR believes that it is being effectively rooted in policy. The traditional score was 51 percent, while the neuroscientific score was 61 percent. The positive 10 percent incline in the authentic response, indicates that the majority of respondents feel that DE&I is embedded within their reward strategy.

Nathalie Hyatt, strategy principal at Aon, said:

“Lower traditional scores show that, although HR respondents have a feeling that their DE&I policy makes them better performing and that they “authentically embed DE&I in reward’, they may lack data to back up what they believe. This is in line with the lack of data-led benefits strategy as shown by the negative association score on ’Data informs our benefits design/strategy’, in the Reward section of the findings. Here the traditional score was 63 percent and the neuroscientific score was down at 28 percent, showing a cognitive dissonance gap of 35 percent.

“Inclusion drives successful engagement with diverse talent. HR leaders that can use data to inform their people strategies can better support, nurture and develop a workforce with a differing range of views, opinions and thoughts. This helps shape business outcomes and performance. Supporting neurodiverse employees is a key part of driving a culture that values difference while at the same time promotes inclusion.”

For more information, download Aon’s 2023 HR Future Focus HR Respondents Survey. For more information about Aon’s Neurotech® listening tool Reflection click here.

About Aon

Aon plc (NYSE: AON) exists to shape decisions for the better — to protect and enrich the lives of people around the world. Our colleagues provide our clients in over 120 countries and sovereignties with advice and solutions that give them the clarity and confidence to make better decisions to protect and grow their business.

HR, Leadership, News, Thought Leadership, Wellbeing, Wellbeing at Work

Some top tips for ensuring employee and business wellbeing in 2024, from Fiona Armstrong, Chief People Officer, Moneypenny

Moneypenny, leaders in outsourced calls and communications has been consistently recognised for its people strategy, and its leadership team firmly believes that employee wellbeing and satisfaction is central to achieving business success in 2024 and beyond.

Fiona Armstrong, Chief People Officer for Moneypenny comments, “As we near the end of the year, it’s a natural time to reflect, reinvent, re-energise and refresh your wellbeing initiatives and ensure they are more than an exercise in box-ticking.” 

Here are Fiona’s top tips for ensuring employee wellbeing:

 

  • Build a safe, comfortable culture.

At Moneypenny we’re recognised for our culture, and for creating a place where people feel at home, safe, comfortable, and a part of something; creating a positive environment where people can thrive, enables companies to thrive.

Wellbeing is neither a standalone function nor a one-off event, it should be ever-present in a business’s DNA. At our company we call it ‘Moneypenny Love’ and every day we empower, tailor our approaches to different communities, and make sure that our teams feel valued, safe, and listened to.

 

  • Responsibility is a team game.

Leaders need to lead by example, communicate clearly and create an environment where people feel comfortable to speak up. It is the role of HR leaders to steer the agenda, the management team to ensure that everyone is set up to succeed, the line managers to listen and spot any signs of problems, and employees themselves to participate.

 

  • Recognise success.

There is a powerful connection between recognition and wellbeing – it leads to increased engagement and productivity but also to employees feeling more valued, supported and less stressed, which in turn improves wellbeing. And this applies to recognition from above, but also from your peers and for those giving recognition. Recognition encourages everyone to feel empowered to be their best, and it fosters belonging and inclusion.

Ensure that recognition is fair, personalised and happens at all levels, from WOW chats to handwritten thank-yous, team meals, parties, random acts of kindness and much more.

 

  • Reward success.

After recognition comes reward. At Moneypenny we offer PennyPerks: a Pick n Mix of benefits tailored to individual needs. We also offer free breakfasts and healthy subsidised lunches, as well as counselling, annual flu jabs and much more.  This Christmas, for a bit of fun, we’re turning our treehouse meeting room into a giant snowball pit, where every week different teams will take out a ball which represents a fun prize, such as a free air fryer, cuddly toy or a weekend away for the whole team, to reward them for their hard work throughout the year. And the reward for business is a happy, healthy and productive team.

 

  • Turn your people into advocates.

Engagement makes your people your advocates, and has a somewhat synergistic relationship with wellbeing, with one enabling the other. Employee engagement means positive culture, increased retention, better long-term relationships, and a healthier bottom line.  Knowing your people as the individuals is key to this, and at Moneypenny we like to hear everyone’s views. We have airy open-plan offices and an open door policy and use Workplace by Meta to ensure all our people are updated regularly and that anyone can post their views. We also have a Business Counsel and Little Things Committee where we meet for lunch, or drinks in our onsite pub, to share ideas and brainstorm new ones.

 

  • Provide opportunities.

People are generally happier if they feel they have opportunities to grow and progress. This includes promotion, education (internally and externally), and also opportunities for secondments, and experiences internationally. At Moneypenny, we offer placements in our US office and vice-versa to support our culture and share knowledge and experiences.

 

  • Ensure a healthy work-life balance for all.

Work-life balance seems to have been around for eons. To support employees and help them achieve true balance in their lives, offer flexible working arrangements, encourage breaks, tailor your support to communities and generations, and the same goes for providing resources, setting realistic deadlines, and most importantly, leading by example.

 

Fiona concludes: “Invest in these principles and you’ll setup yourself and your people to succeed in the business landscape of the future. Happy people equals happy clients, equals happy bottom line.”

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Picture is of Wendy Swash, Chief Operating Officer at Moneypenny and Fiona Armstrong, Chief People Officer in the Moneypenny meeting room which for 6 weeks has been turned into a giant snowball pit, where every week different teams will take out a ball which represents a fun prize, such as a free air fryer, cuddly toy or a weekend away for the whole team, to reward them for their hard work throughout the year.

HR, HR News, News, Wellbeing at Work, Wellbeing News

BISHOP & SEWELL PARTNERS WITH THRIVE MENTAL WELLBEING FOR COMPANYWIDE MENTAL HEALTH SUPPORT

Internationally reaching London-based law firm, Bishop & Sewell have partnered with the UK’s leading workplace mental wellbeing solution, Thrive Mental Wellbeing, to provide mental health and wellbeing support to its growing team.

It has been widely reported that the legal sector is a high-pressure environment in which to work, so it is not surprising that 69% of legal professionals admitted to suffering from poor mental health in the year 2020/21, as part of the latest study by LawCare[i]. The sector is particularly vulnerable to burnout also, due to the workload and pressures associated with the demanding roles, therefore it becomes more vital that support is provided to employees.

Understanding the pressures of the sector, as part of its workplace cultural development, Bishop & Sewell sought a solution to aid and deliver a companywide mental wellbeing support programme for its colleagues.

Louise Moyles, HR & Office Manager at Bishop & Sewell comments: “Whilst we understand the importance of mental wellbeing support for our colleagues, our challenge was to find a solution that would offer the best outcomes for those suffering from poor mental wellbeing within the business. The legal profession is particularly impacted by wellbeing issues, so to mitigate the effects within our organisation and for our colleagues, we sought a partner that would offer confidential support for our entire team. We were delighted that not only did Thrive Mental Wellbeing offer all those things, but it also has a strong and proven track record of assisting businesses in various sectors across the globe, offering a proactive reach-out to our colleagues and ongoing therapy based on the individual’s needs making them the perfect partner for us.”

Thrive Mental Wellbeing provide a raft of support services via an intuitive mobile application, accessible for all Bishop & Sewell employees. Solutions include Cognitive Behavioural Therapies and meditation sessions, to goal-based activities and signposting links. The user-friendly, simplistic app also provides specialist screening tools which provide proactive interventions from qualified therapists within ten minutes of screening, leading to unlimited therapy sessions for the user as required. All of this is offered anonymously and confidentially for the user.

Andres Fonseca, CEO of Thrive Mental Wellbeing commented on the partnership: “It is great to see such a prominent law firm take important steps to improve the mental wellbeing of its colleagues, especially considering the issues faced by the sector. Bishop & Sewell really understand the importance of a supportive workplace culture, and we are delighted to partner with them and offer their team ongoing support via the app and therapy sessions. I can’t wait to see this relationship evolve.”

Thrive Mental Wellbeing partners with businesses worldwide. The services are clinically led and evidence-based to ensure the best possible outcomes for employees.

 

[i] https://www.lawsociety.org.uk/contact-or-visit-us/press-office/press-releases/time-for-a-mental-health-culture-change-in-the-legal-profession

 

 

 

News, Wellbeing, Wellbeing at Work

Global survey: UK employers are still not taking employee wellbeing seriously

  • 6 out of 10 (61%) of employees do not regularly discuss their wellbeing with their manager
  • And just over half (53%) say their employer does not invest in their overall wellbeing
  • Of the 50% of UK respondents who have talked to their employer about their stress, 26% did not get the support they needed to feel better again
  • 19% of the respondents in the UK are still uncomfortable talking about mental health within their company

More than half of UK employees are not talking about wellbeing with their manager, according to the digital learning provider, GoodHabitz. It conducted a survey of 24,235 employees across the UK, Europe, Latin America and Australia, including 1,585 responses from employees in the UK. Respondents were asked about the impact of mental health and wellbeing on their work.

Despite mental health and wellbeing moving up the corporate agenda, 53% of workers say their employer still does not invest in their overall wellbeing. More worryingly, 26% of those that do let their employer know they are struggling do not get the support they need to feel better. However, 77% of UK employees believe a positive connection with their manager and co-workers benefits their wellbeing at work.

Martin Coles, Customer Success Coach at GoodHabitz, explained:

“Over the past year, workers across the globe have struggled with stress and burnout, underscoring the urgent need for a comprehensive approach to mental wellbeing. Among these individuals, approximately half chose to confront their difficulties in isolation without seeking support from their supervisors.

“This unspoken crisis emphasises the need to foster environments where open conversations around mental health are not only welcomed, but actively encouraged. However, this isn’t solely about talk; it’s about arming people with the skills and resources they require to have understanding and compassionate discussions.” 

Creating an environment that supports good mental wellbeing at work is a top priority for 60% of employees who say the right culture would help improve their happiness at work.

Employees say personal development opportunities would also help their wellbeing, with 60% of employees saying they would help improve their happiness at work. They say that being able to develop the following skills would have the most positive impact on wellbeing:

1 Stress management skills

2 Coaching, management and leadership skills

3 Productivity skills

4 Teamwork skills

5 Communication skills

6 Digital skills

7 Time management skills. 

Sandrien Boogaard, HR Director, GoodHabitz summarised:

“This new report shows us that nurturing personal development fosters a vibrant work culture and makes employees feel happier. The numbers reflect what I witness in my function as an HR professional: I believe that progressive companies must recognise the intrinsic link between the overall wellbeing of their employees and their work happiness. It is essential for managers to undergo training to effectively address and support this connection, fostering a positive and thriving work environment.”

 

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About GoodHabitz

GoodHabitz, founded in 2011 in the Netherlands, is a leading European provider of E-Learning solutions. By offering engaging and fun online courses, from soft skills to digital skills and languages, GoodHabitz contributes to the personal development of every employee. Various engaging learning formats make sure that the content is accessible and enjoyable for everyone. Coaches help to establish learning cultures in the organisation and all that for one fixed price. Currently, more than 2,500 companies, like Puma, ADAC or DEKRA upgrade their workforce with GoodHabitz. More than 400 employees are working for GoodHabitz in offices all over Europe. Please visit the website www.goodhabitz.com for more information.