Category Archives: Wellbeing at Work

Employee Benefits, HR, Mental Health, News, Wellbeing at Work

The hidden cost of anxiety and what businesses can do to support employees

– Top tips from Howden Employee Benefits & Wellbeing –

New research from the Mental Health Foundation[i] to tie in with Mental Health Awareness Week has revealed six out of ten UK adults have experienced anxiety that interfered with their daily lives in the past two weeks.  Other data from Mental Health UK suggests 1 in 8 people (over 8 million) are living with anxiety disorder at any one time[ii].

To help employees suffering from anxiety, Emma Capper, UK Wellbeing Leader at Howden Employee Benefits & Wellbeing (HEBW), is urging businesses to normalise conversations about anxiety and to recognise that if someone is suffering from anxiety it can manifest itself in physical symptoms, as well as cognitive symptoms.

For example, The Health and Safety Executive highlights that stress, depression or anxiety and musculoskeletal disorders accounted for most days lost due to work-related ill health in 2021/22, 17.0 million and 7.3 million respectively. On average, each person suffering took around 16.5 days off work[iii].

Emma Capper said: “Most people experience symptoms of stress or anxiety at some point in the lives; however, an anxiety disorder can affect people’s ability to work or live their life to the full. This can have a huge impact on business leading to periods of absence, a lack of productivity and effect the wider team. Understanding that symptoms can be both physical and mental is important as it may be that some of the physical conditions or reasons for workplace absence being reported in the business or being experienced by individuals are routed in anxiety.

“The symptoms can range from headaches, nausea and a racing heart rate to difficulty concentrating, uncontrollable overthinking and trouble sleeping. Left untreated people can be susceptible to a whole range of more serious conditions from chronic pain and musculoskeletal disorders to cardio, respiratory and immune system problems. However, treating the physical symptoms will only help to a degree as unless employers treat the root cause of the issue, the anxiety, and what is causing this the individual will not be able to recover as they will experience repeated flare-ups when feeling anxious.

“In Mental Health Awareness week, we encourage employers to open the conversation around anxiety to encourage people to speak up if they are feeling stressed or experiencing anxiety symptoms. This can enable employers to step in and offer support if needed, before problems escalates into something more serious.”

Other top tips on how employers can help include:

Ease of use and clear communication is key – ensuring that all employees know where and how to access support, particularly line managers who will likely be the affected employees’ first port of call is essential. There is no point spending budget on support if no one knows about it. Keeping language simple, clear and jargon free is important too.

Create a warm and open culture – it is important employees feel comfortable talking about their anxiety. This starts from the top down and is very dependent on the culture of the business. A culture where trust, respect and psychological safety are at its core will more naturally mean that people feel empowered to speak out and share experiences. This creates a positive snowball effect with people hearing others speaking about their struggles and how they overcome them, inspiring them to do the same and to seek appropriate clinical support or coping mechanisms.

Offer benefits and services – there a wide range of benefits and services designed to support and potentially treat individuals suffering from anxiety and/or the physical symptoms of this. These could include access to Private Medical Insurance (PMI) or added value services through a Group Income Protection policy. It could also include counselling or short-term therapy through an Employee Assistance Programme (EAP) or access to a virtual GP (General Practitioner) for clinical advice.

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

[i] https://www.mentalhealth.org.uk/about-us/news/new-research-reveals-anxiety-gripping-uk-many-people-struggle-cope

[ii] https://mentalhealth-uk.org/help-and-information/conditions/anxiety-disorders/what-is-anxiety/

[iii] https://www.hse.gov.uk/statistics/dayslost.htm#:~:text=Working%20days%20lost%2C%202021%2F22&text=Stress%2C%20depression%20or%20anxiety%20and,around%2016.5%20days%20off%20work.

Awards, News, Wellbeing at Work

Xalient Named Among the Top 50 Inspiring Workplaces in EMEA

  • Xalient voted among the Top 5 Inspiring Workplaces in the ‘medium-sized’ company category
  • Xalient ranks alongside Top 50 companies such as Aldi, AllSaints, BP, BBC, NHS, M&C Saatchi Sport & Entertainment and Travelport
  • Xalient accredited with a gold standard for people experience

 

Secure network transformation specialist Xalient today announced that it was voted among the Top 5 best companies in the ‘medium-sized’ category of The Inspiring Workplaces Awards 2023. The Inspiring Workplaces Group announced its Top 50 Inspiring Workplaces list in EMEA last week at an exclusive Gala Dinner at Tottenham Hotspur Stadium in London.

The Inspiring Workplaces Awards 2023 asked each organisation to complete an entry form consisting of six key elements. These are elements it believes are fundamental to creating an Inspiring Workplace and include: culture and purpose, leadership, wellbeing, inclusion and diversity, communication and employee experience.  Organisations entered a category defined by how many people are within the business, therefore Xalient was in the medium-sized category, and was recognised #3 in the Top 5, achieving a gold standard for people experience. The Top 50 was decided by an independent expert judging panel.

 

Commenting on the award, David Bowes, Chief People Officer said: “I am immensely proud that Xalient has been recognised as an Inspiring Workplace.  Our people and our culture are critical to our success, and we have worked hard to ensure that our development programmes and other initiatives to nurture our talent are not only inspiring but a top priority for the business. In the current economic climate, the focus for most organisations is around optimising the workforce and creating operational efficiencies.  The reality is that the only lever you can pull to influence productivity and business performance is people. So, investing in them is critical to the overall success of the company.”

 

Matt Manners, Founder, The Inspiring Workplaces Group commented, “Congratulations to The Top 50 Inspiring Workplaces throughout EMEA. The calibre of submissions this year has seen the bar raised considerably. The strongest that we have ever seen. This shows that business leaders really are putting their people first and reaping the rewards this deserves.

It also shows that positive, meaningful change is being delivered throughout the world of work. So this year we did not rank the Top 50 because simply being listed clearly puts those organisations in a new gold standard for PeopleFirst organisations.”

 

Medium Business (50 – 499 employees):

  1. Financial Services Compensation Scheme
  2. Huler
  3. Xalient
  4. M&C Saatchi Sport & Entertainment
  5. BAT

 

This accolade comes off the back of many other significant recognitions achieved this year, including Xalient being ranked 45th in The Independent E2E Tech 100 list and named among Europe’s Fastest Growing Companies in 2023 by the Financial Times and Statista for the second consecutive year.  For further information please go to The Inspiring Workplaces Group.To learn more about Xalient and its services, visit www.xalient.com

Awards, Menopause, Menopause at work, Wellbeing at Work

Cadent awarded The Menopause Friendly Accreditation

Cadent – the UK’s largest gas distribution network – has been awarded The Menopause Friendly Accreditation. With a goal of ‘keeping people warm while protecting the planet’, Cadent transports gas to more than 11 million homes and businesses and employs over 6,500 people within its operational centre in Coventry and across its 80 depots throughout the country.

The Menopause Friendly Accreditation, established by Henpicked: Menopause in the Workplace (www.menopausefriendly.co.uk), recognises high standards and proven practices that embrace menopause in the workplace.

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:  culture, policies and practices, training, engagement, facilities and evaluation.

“We are delighted to be the first gas distribution company to become accredited as menopause friendly,” says Lucy Stuart, Head of Risk & Assurance and Menopause lead at Cadent. “As a sector that is generally male dominated, it is important for Cadent to have equity in our workplace. By becoming Menopause Friendly, we are giving our menopausal and perimenopausal colleagues the chance to be their most comfortable and confident selves at work. It is a huge opportunity to support all colleagues, including those who aren’t going through, or never will go through, menopause, to become comfortable talking about it.  By doing so, they will gain the confidence to support the people around them who are experiencing menopause.”

Cadent cites three key areas of the menopause friendly practices that have generated the most impact in terms of both support and engagement:

  • A monthly support group that empowers women to own their menopause and feel confident when they need to discuss their symptoms with their GP.
  • Being open and talking about menopause has normalised the topic which, until recently, had been somewhat taboo. This is helping to change the lives of colleagues and their families.
  • A bespoke Menopause Policy and Guidebook which supports all colleagues. Not only does this help the person experiencing menopause but also their Line Managers to feel confident when talking to them. Added to this, over 70 per cent of its managers have completed the ‘Menopause eLearning for Managers’ module.

“The progress made with raising awareness and normalising conversations about menopause over the past 12 months has been remarkable,” adds Diane Bennett, General Counsel at Cadent. “This is best exemplified by the discussions about menopause which occurred with Board members at our ED&I focused meet and greet session in January. We also saw male colleagues talking confidently and with clear understanding, sharing conversations they had held with female family members as a result of our Menopause Friendly initiatives.”

In offering her congratulations to Cadent on achieving The Menopause Friendly Accreditation, Deborah Garlick, CEO of Henpicked: Menopause in the Workplace, says, “The Independent Panel was so impressed to see what Cadent had done. The business has recognised the value of open conversations to include everybody, acknowledging that menopause awareness and support is essential for all.  For employers and their workforce, it is not solely about how menopause symptoms affect people in the workplace, but also at home and with their friends and families. Cadent’s approach and determination offer insight, confidence and support to all.”

Cadent chose to take being Menopause Friendly a step further by applying for the accreditation. “The Menopause Friendly Accreditation is an ongoing commitment to our colleagues, assuring support for those who will face menopause, directly or indirectly, in the years ahead. We are future-proofing Cadent to ensure it is a caring and supportive employer,” explains Lucy.

Find out more at www.menoapausefriendly.co.uk

Mental Health, News, Wellbeing at Work

University of Northampton’s innovative Health Academy empowers mental health nursing students with clinical practice and enhances campus-wide mental wellbeing support.

A 2022 survey by student market research consultancy Cibyl[i]  highlights growing concern for the mental health and wellbeing of students and graduates. It found that 81 per cent of students surveyed had experienced mental health difficulties, compared with 60 per cent in 2021, and 91 per cent of LGBTQ+ students are experiencing mental health challenges. Loneliness was a significant and continuing issue too, with 27% of students saying that they do not have any friends at university.

In Mental Health Awareness Week (15 to 21 May)[ii] the University of Northampton (UON) is supporting the mental wellbeing of students and the wider community through its innovative Health Academy, set up during the pandemic but now a permanent fixture at the university.

The Health Academy is a seven-week practice placement opportunity at the University’s Waterside Campus. Started in July 2021, it helps mental health nursing students meet clinical practice placement hours – a core part of their degrees – and enables them to deliver health and wellbeing initiatives for other students, staff, and visitors who are on campus.

The scheme is the brainchild of student Charlotte Kumi and Iain Schrantz, Senior Lecturer in Mental Health Nursing who produced the idea during the pandemic as a proactive way to promote mental health awareness and provide interventions to students, staff and the wider community.

Since then, thirty-four mental health nursing students have delivered over 2600 mental wellbeing interventions for fellow students, university staff and the wider community. These include activities to reduce stress, mindfulness sessions, tips for wellbeing and healthy eating, as well as physical health check ins. The initiative has been so successful it will continue as a permanent placement opportunity for second-year mental health nursing students, with new developments including a massage chair and a sensory room to help people relax.

The Health Academy is so successful, it has been nominated for a Student Nursing Times Award in the ‘Teaching Innovation of the Year’ category.

Iain Schrantz said: “Good mental and physical wellbeing when you are studying or working is vital, but it cannot be taken for granted. A worrying number of students suffer from poor mental health. Our mental health nursing students are helping to address this and have done a splendid job supporting the University’s approach to keeping our community healthy. At the same time, they have gained valuable clinical practice and other skills which will help them in their studies and future careers. An idea born during the pandemic has gone from strength to strength and is now a firm fixture on campus and benefiting all.”

 

As well as clinical practice, Health Academy students can develop other important skills such as confidence and public speaking. One student who is getting the most out of his placement time is Robinson Magbanua: He said: “Being part of the Health Academy is helping my communications skills and I am finding it much easier to approach people, so I feel much more confident.

“The interventions we provide reflect the clinical aspects of our main teaching and learning and help people to understand why looking after their physical and mental health is important. We are busy especially on days when prospective students come to Waterside for their course interviews. They find talking with us useful as they are adjusting to what will be a new world and their new home and we are there to provide extra support. It is great to be part of this team.”

To find out more about UON’s nursing degrees, including the Mental Health Nursing BSc (Hons) click here.

 

The University of Northampton is part of the Best of Both Worlds recruitment campaign which is shining a light on healthcare careers across the county.

[i] https://www.fenews.co.uk/education/new-survey-reveals-sharp-rise-in-uni-students-experiencing-mental-health-difficulties/

[ii] https://www.mentalhealth.org.uk/our-work/public-engagement/mental-health-awareness-week

Absence Management, News, Wellbeing at Work

Five strategies businesses can deploy to reduce long term sickness at work

Written by Emma Capper, UK wellbeing leader at Howden Employee Benefits & Wellbeing 

The ONS figures were published ahead of the “Back to work” Spring budget, which included some positive health measures including a £400 million support package to improve mental health and musculoskeletal resources, and the expansion of the placement and support scheme for individuals with these conditions providing them with greater access to digital apps and offering businesses enhanced occupational health services.

The government’s plans may not go far enough as the fallout from the pandemic continues to affect access to diagnosis and treatment services. The NHS is overburdened, resulting in limited access to GPs and other services, leading to more individuals being absent from work due to ill health and struggling to receive proper treatment and diagnosis. While the government has outlined some plans to address this, employers play a big role in supporting not only their employees but the NHS as well.

Employers can take a more proactive approach to reduce absences by considering the culture they want to create in their organisation and aligning their  HR policies with it. For example, this could involve reviewing working practices to ensure employees can work to the best of their ability or reviewing their systems and processes.

What else do businesses need to consider?

1. Implementing a robust absence management policy

Companies need a clear and robust absence management policy that outlines the notification procedures and who is responsible for managing absence. It should provide guidance on policies and procedures, including flexibility for different conditions, individual circumstances and returning to work on a phased basis. It should specify the information employees need to provide, such as details about their condition, their expected absence duration and if they need to provide a Fit Note.

Having a good absence management system in place will help businesses to track, record, and report absences, and identify trends so appropriate action can be taken to manage absence levels.

 

2. Train line managers in absence management

Another important consideration is providing absence management training for line managers as they will be liaising with absent employees. It is important to assess whether they require additional support, particularly when they are having difficult conversations or supporting an employee or need training to manage such conversations.

 

3. Use Occupational Health

Does the business have access to an occupational health provider? If so, is there an established criteria for referring employees and are line managers aware of it so they can set expectations with employees when they hit certain milestones of absence?

Other key questions to consider are: Who is responsible for making referrals, and at what point should a referral be made? What information should be included in the referral? It’s vital to provide comprehensive details, including what has been tried, what worked and what didn’t, as well as details on the employee’s condition, and their role. The more information provided, the higher the quality of the response back from your Occupational Health provider will be.

If you don’t have access to an occupational health provider, consider finding one that accepts ad-hoc referrals for certain circumstances.

 

4. Group Income Protection & Added Value Services

If a Group Income Protection policy is in place, it is important to know what additional services the policy includes, such as early intervention support for employees, to help them return to work more quickly. These can and should be accessed well before the end of the deferred period that applies and certainly no later than half-way through.

Virtual GPs, app-based support, and Employee Assistance Programmes are also commonly included in policies and can be used pre or post-absence. These benefits must be communicated well so employees know what support is available and how to access it.

Group Income Protection providers typically offer rehabilitation support to assist individuals back into the workplace. Providers may also offer access to physiotherapy, cognitive behavioural therapy, and other mental health therapies.

Encouraging employees to access these services can ensure employees are treated quickly and help facilitate their return to work much sooner and reduce pressure on the NHS). Providers can support partial claims and claims for shorter periods of absence – referring employees to these services early on, particularly for mental health and musculoskeletal conditions, can be beneficial as this may shorten the length of the absence considerably.

 

5.Private Medical Policies

Businesses need to make employees aware of any diagnosis or treatment options available to them through their private medical policy, and how to access it for faster treatment.

Emma concludes, “There are many measures businesses can take proactively to support employee healthcare and help to reduce absence, but it is key to remember, the early part of an employee’s absence is critical as interventions will typically have the most success – returning to work becomes increasingly difficult the longer an employee is absent. Providing early support to employees during their absence can increase their chances of returning to work – with this in mind, embedding a well-designed absence management strategy and supporting it within the company’s culture is key.”

 

—

About Howden Employee Benefits & Wellbeing

Howden Employee Benefits & Wellbeing (HEBW) provides strategic advice to consumers, SMEs and corporate clients on healthcare, protection, wellbeing, and pension benefits, both in the UK and internationally. HEBW is multi-award winning and widely recognised for its innovative and creative approach and employs nearly 200 people across the UK.

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

Aon’s wellbeing survey finds UK employers put people ahead of profit

Aon plc (NYSE: AON), a leading global professional services firm, has released its 2022-2023 Global Wellbeing Survey, which – among other key findings – shows that globally improving employee wellbeing factors can enhance company performance by at least 11 percent and up to 55 percent. There is a relationship between wellbeing and a sustainable working life, which can impact company performance. The higher an employer’s ratings are in overall employee wellbeing, culture and climate of wellbeing, performance of wellbeing initiatives and funding allocation toward wellbeing, the better their scores are in workforce resilience, agility and belonging – which make a sustainable working life.

In the UK, the report found that company priorities have changed considerably since 2020. Attracting and retaining talent and employee wellbeing are now the highest priorities for companies, rating above meeting financial and shareholder needs.

Among global companies, 87 percent have at least one wellbeing initiative in place, compared to 92 percent of UK companies. However, 83 percent of companies globally – and 84 percent in the UK – reported having a wellbeing strategy.

Stephanie Pronk, senior vice president for Health Solutions at Aon, said:

“Despite companies facing increasing volatility and uncertainty in the form of inflation, a global pandemic, changing workforce patterns and geopolitical conflict, the latest Global Wellbeing Survey demonstrates that employers are still focused on wellbeing, now more than ever.

“Companies are building resilient workforces by increasing their commitment to employee wellbeing both in support and financial investment, which also helps to attract and retain talent. Wellbeing is far from being a niche issue – wellbeing programmes that are designed to address the diverse needs of employees can have wide-ranging beneficial impacts on an organisation.”

The top UK findings from the report include:

  • Employees ahead of profit: UK employers’ top three priorities are ‘attracting or retaining talent’, ‘employee wellbeing’ and ‘profits and financial margins’. In 2020, the priorities were ‘meeting financial targets’, ‘evolving market and meeting changing needs’ and ‘meeting customer needs’.
  • The UK has a wellbeing strategy gap: Although 74 percent of UK respondents say that wellbeing has increased in importance – compared to 63 percent globally – just 29 percent of UK companies say wellbeing is fully integrated into their overall business and talent strategy, compared to 41 percent of companies globally.
  • Shifting wellbeing risks: ‘Financial risk and stress’ is the third highest UK company wellbeing priority, after ‘mental and emotional health’ and ‘burnout/languishing’. Financial risk and stress was not listed as a concern for UK employers in 2020.

Dr Jeanette Cook, principal strategic consultant for Health Solutions at Aon in the UK, said:

“It’s encouraging that UK employers are increasingly recognising wellbeing as a high priority, and many are incredibly progressive with strategies to support employees and their organisations as a whole. While profits and margins remain vital, there is growing accountability and understanding that managing people – attracting and retaining talent and then ensuring their wellbeing – are considered more important than ever before. Every organisation will have their own pressure points, so understanding context with robust data analysis provides clarity and confidence to make better decisions in this area.

“Interestingly, the survey also shows that respondents from UK tech firms have also shifted their priorities – which isn’t seen in the global data. Where ‘innovation’ remains in the top three priorities for employers in this industry, it now sits below ‘attraction and retention of talent’ and ‘employee wellbeing’, highlighting a step change in how employers are putting people first to better their organisations.”

Aon conducted the survey of human resources and benefits leaders from more than 1,100 companies across 46 countries and multiple industries in collaboration with IPSOS, a leading global market research company, between August and November of 2022.

Explore findings of Aon’s 2022-2023 Global Wellbeing Survey here.

To learn more about the impact of wellbeing programmes on organisational performance, access the 2020 Global Wellbeing Survey here and listen to episode six of the “On Aon” podcast 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.

Appointments, Employee Benefits, HR, HR News, Wellbeing at Work

Vivup’s Karl Bennett appointed to lead UK’s Employee Assistance Professionals Association

Karl Bennett, Wellbeing Director at employee benefits provider Vivup, has been elected to serve as the new Chair of the Employee Assistance Professionals Association (EAPA) UK.

He picks up on the role from Eugene Farrell, AXA PPP Mental Health Lead, who has headed up the national membership body since 2019, including the challenging years of the Covid-19 pandemic.

A Director at EAP provider Care First from 2005 until 2022, Karl Bennett has also previously worked as a radio broadcaster.

 

“I’m looking forward to continuing the amazing work being done by the members and dedicated board of EAPA,” said Karl Bennett.

“EAPs have always been seen as an employee benefit — but I believe we are now much more than that, supporting millions of people each year with counselling, professional assessments and psychological therapies, we have become the ‘go-to’ for mental health support for businesses.

“As a sector we need to be encouraging a focus on the preventative elements of our services, adding more non-clinical services like Mental Health Coaching. As a respected body, working hard to promote and develop the employee assistance profession, we also need to lead the discussion around moving EAPs into a longer term assessment and treatment model, properly equipped with the best practice standards to be the alternative for employees to NHS mental health treatment pathways.”

 

Outgoing Chair Eugene Farrell said: “The past four years have seen a leap in terms of the intensity of demands on EAPs, more volume of calls, more challenges, more complexity as the norm.

“As a sector, we have stood up to those challenges. We’ve adapted to the changing context, introduced digital innovations and made progress on recruiting and training the professional expertise increasingly needed by our clients. Working with a board of committed EAP industry professionals, I’ve been proud to be part of the work being done.”

 

Employee Benefits, Healthcare, International Women's Day, News, Wellbeing at Work

Howden urges businesses to normalise conversations around women’s health to break stigma

On International Women’s Day (March 8th), Howden Employee Benefits & Wellbeing (Howden) is calling on businesses to “normalise” conversations about women’s health issues and to involve men in the discussions.

Emma Capper, the UK Wellbeing Leader at Howden highlights that as more employers seek to differentiate themselves from their competitors by providing personalised benefits, including gender-specific healthcare benefits, it is vital to create an environment that encourages open communication and support for women’s health.

Research by Reba and Howden published last year found that 85% of employers will be focused on personalisation of benefits by 2024 and 88% offer or plan to offer menopause support.

Emma said: “Adopting a proactive approach tailored to the needs of female employees can lead to improved performance, talent attraction and retention, and reduced sickness absence rates. On International Women’s Day, we encourage employers to assess what they can do to better support their female workforce.

Leo Savage, Global Wellbeing Consultant, emphasises the significance of involving men in conversations about women’s health. He says, “Every female employee will experience periods and menopause, which can have a more significant impact on the workplace than people may realise, with a range of possible symptoms and associated health conditions.

However, men are unlikely to be aware of women’s monthly cycles or the symptoms they experience during menopause. They may not automatically know what can make life easier, such as providing sanitary products in toilets and sanitary bins in every cubicle or having cooler offices for women experiencing hot flushes.

To establish a workplace that values diversity, inclusivity, and empathy, involving men in conversations and making them aware of the challenges their female colleagues may face is essential. This promotes understanding and support among male colleagues, empowering women to speak out and ask for assistance when needed.”

In the UK, research by the UCL Social Research Institute[i] found that women who are going through the menopause between the ages of 50 and 55 take an average of two months off work because of their symptoms, while women who experience early menopause (before they reach 45) take four months off.

Leo emphasises that while the stigma surrounding women’s health conditions like menopause is slowly breaking down, employers should still be mindful that not everyone wants to share their personal health challenges. To ensure that women feel comfortable seeking help, employers should carefully consider their communications and create accessible opportunities for engagement. Leo also stresses the importance of understanding women’s health needs and tailoring wellbeing programmes accordingly for maximum effectiveness.

Emma adds: “We recommend businesses review their leave policies around specific areas such as fertility and menopause, and ensure it is part of the culture and people are aware of it. It’s no use having a policy hidden on the intranet, it needs to be front and centre so that women feel supported.

“We recommend that businesses consider offering wellbeing days as a tool to provide women with flexibility to take time off without disclosing personal details, enabling them to deal with their challenges privately. However, regardless of the support provided, normalising conversations and creating awareness and opportunities for open dialogue are crucial.”

Emma Capper and Leo Savage recently discussed women’s health issues in a podcast called, “Are you supporting women’s health in your business?” They covered some common health conditions specific to women and offered advice on how employers can improve support. To listen, click here.

Additionally, Howden offers a free guide titled “Supporting women’s health in the workplace: from periods to menopause and everything in between.” You can download the guide here.

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

 

[i] https://www.ucl.ac.uk/ioe/news/2022/jan/women-who-experience-early-menopause-spend-4-months-fewer-work-during-their-early-50s

Employee Benefits, Finance and Banking, Wellbeing, Wellbeing at Work

How can employers maximise employee benefits in the Asset Management sector in 2023?

Robbie Weston, Executive Director, Asset Management and Legal, at Howden Employee Benefits and Wellbeing considers how employers in the Asset Management Sector can best support employees through benefits in 2023

 

1. Review your employee benefits:

Review your existing employee benefits programme to ensure it continues to meet the needs of your business and employees. Do your benefits meet the ESG goals of your business? Do they reflect your approach to diversity and inclusion? Talk to staff to see what they value and identify any gaps within your current offering.

Benefits such as, Private Medical Insurance, Health Cash Plans and Dental Cover will continue to be highly valued – particularly at a time where NHS wait times have hit an all-time high – and can help employees to access treatment faster and return to work more quickly. We also expect employees to demand more benefits which reflect their personal environmental and ethical beliefs including ethical pension fund options, green car and cycle-to-work schemes.

 

2. Promote your employee benefits regularly.

Asset managers typically offer excellent benefits and reward packages. However, these can often be a firm’s best kept secret. So we expect to see a renewed focus on the communication of benefits to ensure employees know about the benefits on offer, they value them and know how to access them when needed.

The true value of a benefits package cannot be realised if employees do not know about them,  and the post-pandemic workplace has changed the ways that firms need to communicate with their people. Implementing a multi-channel communications strategy, which includes the right mix of digital, in person and traditional communication methods can help to reach the entire workforce and bring benefits to life, ensuring that firms maximise their benefits spend. And boosting engagement and appreciation of the benefits provided too.

 

3. Prioritise wellbeing

A key part of any good working culture is having a happy and healthy workforce and employee wellbeing will continue to be a high priority for firms this year. In 2023, we expect to see more firms particularly focusing on supporting employees’ mental and financial wellbeing.

Many Asset Management firms have already implemented a wellbeing strategy or plan to do so in 2023. An effective strategy will identify the key wellbeing needs of employees and put in place the right solutions to help. That could be onsite therapists to help manage mental health and stress; access to physical wellbeing programmes; wellbeing apps such as Howden’s Be Well World, or financial education.

There isn’t a one size fits all solution so it’s advisable to work with your benefits consultant to pinpoint the main aspects of wellbeing that need to be addresses and create a plan which directs benefits spend in the most effective way.

 

4. Help staff through the cost-of-living crisis.

Firms will also need to support staff who face additional pressures due to the cost-of-living crisis. Younger employees who won’t have experienced a recession before are particularly likely to benefit from this support.

Offering access to services such as financial education programmes, online tools, discount platforms and financial advice are all likely to be welcomed in helping employees take control of their finances.

Research shows the current crisis is impacting business productivity and engagement. According to The Financial Capability Strategy for the UK: 1 in 4 workers have lost sleep over money worries, over half say that current financial worries stop them from performing at their best and almost half (46%) say that financial worries have impacted their relationship with their manager[i].

 

Howden has launched a guide to help employers support their staff through the cost of living crisis – To download the full guide please go to: www.howdengroup.com/uk-en/Cost-of-living-crisis-an-employers-guide

 

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

 

[i] https://www.fincap.org.uk/en/articles/employers

Employee Benefits, News, Wellbeing, Wellbeing at Work

Gympass Makes Mindful Addition to Support Employee Mental Health by Welcoming Headspace into its Wellbeing Network

Gympass members can improve their work-life wellness through Headspace Health’s mindfulness and meditation tools

Gympass, the world’s largest employee wellbeing platform has announced a partnership with Headspace Health to add Headspace, its mindfulness and meditation-based wellness offering, to its suite of wellbeing apps and services. As part of the Gympass network, Headspace Health will empower employers to better care for the wellbeing of their employees, with the overarching goal to make wellbeing universal. Together, Gympass and Headspace Health are committed to creating a happier, healthier and more productive workforce.

Headspace will join the Mind category on Gympass, which has grown by 233% since 2020. Gympass Mind partner apps and resources are being utilised by employees at over 10,000 companies around the world, many of whom are prioritising employee mental health alongside fitness and nutrition to foster 360-degree wellbeing. Headspace, which includes more than 1,000 hours of premium mindfulness content, from guided meditations, to sleep, focus and movement exercises, will become available to help Gympass members manage stress and conquer the burnout that so many encounter at work. In 28 published studies in some of the leading mindfulness peer-reviewed journals, Headspace has been shown to have favourable outcomes of interventions including reduced stress, improved focus, decreased aggression, reduced burnout, and improved satisfaction with life. More specifically, studies have shown just four sessions of Headspace reduced burnout by 14% and ten days of Headspace resulted in 14% decrease in stress and 16% increase in positivity.

 

“Today’s employees aren’t willing to put their mental health and wellbeing at risk in favor of a pay check — and that’s not just my assumption. In our 2022 State of Work-Life Wellness Report we found that wellbeing is just as important as salary for more than 80% of employees globally. This indicates a massive shift in mindset that has only been accelerated by the past few years,” said Cesar Carvalho, CEO and co-founder of Gympass. “Gympass’ goal, in tandem with Headspace Health, is to help employers better support their employees’ mental health and wellbeing. The responsibility falls on employers to care for their people. By offering Headspace’s easily accessible, beloved and evidence-based resources alongside fitness and nutrition tools, organizations can create positive impacts on talent acquisition and retention while fostering a happier, more productive workforce.”     

 

“The spotlight has been placed on mental health at work. Our mindfulness and meditation resources are a wonderful way for companies to help cultivate healthier employees and more productive teams,” said Russell Glass, CEO, Headspace Health. “We are thrilled to work alongside Gympass in helping people all around the world to prioritise their mental health and wellbeing, and to help employers make smarter leadership and benefits decisions to support their most important investment: their people.”

 

In 2022, Gympass significantly bolstered its suite of wellbeing resources across its Mind, Body and Life categories, announcing partnerships with 24 Hour Fitness (also a Headspace Health partner), CorePower Yoga, Orangetheory Fitness, Sleep Cycle, Stronger U Nutrition and Thrive Global to help employees maintain work-life wellness.

 

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