Tag Archives: health and wellbeing

News, Wellbeing News

Female Founders Unite to Banish Stigma Surrounding Women’s Health in the Workplace

In response to alarming statistics revealing that 23% of working women in the UK have contemplated leaving their jobs due to the impact of menstrual and menopausal symptoms (Simply Health, 2023), The Independent Health and Wellbeing Group (IHWG), an employee wellbeing group, has joined forces with Grace & Green, a sustainable period product company, to offer a unique workplace training. Together, they are on a mission to dismantle the taboo surrounding women’s health in the workplace, aiming to prevent the potential loss of 3.5 million female employees.

This partnership bridges the gap between menstrual health and menopause, providing organisations with a comprehensive approach to support women’s health needs. Grace & Green, renowned for its award-winning organic and sustainable products, collaborates with IHWG, experts in menstrual health education, to offer products, education, and confidence-building solutions.

Founder of The IHWG, Hazel Hayden, expresses enthusiasm about the partnership, stating, “As we embark on this journey with Grace & Green, our shared mission is to dismantle the barriers surrounding women’s health in the workplace. By combining forces, we aim to cultivate a culture where menstrual health and menopause are not only understood but actively catered for in the UK. This partnership signifies a crucial step towards fostering inclusive workplaces where every individual, regardless of their gender, can thrive without fear or stigma. Together, we are rewriting the narrative around women’s health, creating a brighter and more equitable future for employees across the board.”

Grace & Green’s 100% organic and sustainable products aim to alleviate the worries associated with menstruation in the workplace. By providing free period products, companies demonstrate a commitment to inclusivity and support for all employees. IHWG specialise in providing unique learning experiences that normalise menopause and menstruation in the workplace. Through education on menstruation, menstrual conditions, menopause, and everything in between, the partnership seeks to break down barriers, reduce stigma, and encourage open conversations across the board. 

This includes offering menstrual products, flexible work arrangements, and fostering a supportive culture to destigmatise women’s health, ensuring all employees feel valued and supported.

Founder of Grace & Green, Fran Lucraft said: “We believe that access to safe and sustainable period products is a fundamental human right. No one should have to compromise their health, career or dignity because they don’t have access to essential menstrual products when they need them. Having free period products that are visible and starting conversations in the workplace is an important and simple way to begin breaking the stigmas associated with menstruation. We believe this partnership will be a significant step towards breaking down barriers for people who menstruate within the workplace. It’s cheaper than buying toilet roll. The question isn’t why are we starting this partnership, it’s simply why isn’t everybody doing it?”

To find out more about the collaborative training, or book your company session, CLICK HERE. 

More information:

The Independent Health and Wellbeing Group

At IHWG, commitment to enhancing wellbeing is delivered through a holistic approach to women’s health and corporate wellbeing solutions. Specialised services and support empower a healthier, more informed, and empowered community.

With an extensive background in women’s health, Hazel Hayden founded IHWG to address the gap in support. IHWG medical professionals, led by Hazel, aim to smash the stigma around women’s health in the workplace through comprehensive training workshops.

Grace & Green

Grace & Green’s mission is to bring dignity to all through taboo-breaking body literacy education and ethical products. Recently certified as a B Corp with a top 10% global ranking, Grace & Green offers sustainable period products, managing periods and incontinence safely and sustainably.

With a decade in environmental management, Fran Lucraft founded Grace & Green to provide safe, effective, and sustainable period products. The company’s commitment to environmental responsibility has positioned it as a leader in the period care sector. 

 

Food & Drink, News

Aimia Foods Launches Isovibe and Enters Sports Nutrition Market

Aimia Foods, the specialist manufacturer of dry, powder-based products, has launched ‘Isovibe’.

Representing the latest addition to the world of sports nutrition, Isovibe’s fun and fruity Clear Whey Protein powders are now on shelves in B&M stores nationwide.

Available in three juicy flavours in B&M stores now; Peach & Raspberry, Cherry & Apple, Lemon & Lime, and Mango & Passionfruit exclusively online on Amazon, the new Isovibe range delivers a protein fix in a more fun and flavoursome way for shoppers than ever before.

Made with fast-absorbing, hydrolised whey protein isolate and developed using real fruit powders, Isovibe Clear Whey is bursting with flavour and high in protein at 22g per serving, with only 93 calories and 0% sugar.

The range has been developed to support health, happiness and well-being, providing a fresh way for consumers to hit their protein goals and give their day a much-needed boost.

Isovibe Clear Whey Protein retails at £12.99 in B&M.

Ethan Duffey, Assistant Brand Manager at Aimia Foods, commented: “We are seeing very little innovation in the category currently, and we were keen to bring to market a fun, exciting, and accessible option to plug that gap for consumers. The feedback has been highly positive in initial consumer trials, which is hugely encouraging.”

Ethan continued, “Offering a refreshing alternative with packaging just as vibrant as the taste, the four Isovibe shakes provide an effortless solution whether at home or on the go.”

With over 25 production lines across 225,000 sq ft. of product site space, Aimia Foods has a broad range of manufacturing capabilities, with BRC certification and food standards approval from multiple UK retailers.

Aimia Foods pack, manufacture and distribute a wide range of food and beverage products in a number of different packaging formats, with particular specialism in blending and manufacturing ambient, dry, powder-based products. Aimia Foods’ brands include, Horlicks, Drink me Chai, and Shmoo, among others.

Based in Haydock, Aimia covers a multitude of markets and categories for retail, cash & carry, food service, vending as well as offering a co-manufacturing service across the business.

For more information on Isovibe, visit www.isovibe.co.uk and for more information on Aimia Foods, visit www.aimiafoods.com.

Business Advice, Mental Health at Work

January: time for employers to tackle burnout

Having been identified by the World Health Organisation (WHO) as “chronic workplace stress that has not been successfully managed”, “burnout” is a responsibility firmly at the door of employers.

While January can be a time to welcome new challenges for some; little daylight, existing targets to meet and new targets to set can all be a catalyst for burnout. And with January being a time when employees may feel the grass is greener elsewhere, it’s particularly important for employers to address the issue of burnout and tackle it before it becomes a problem.

Support needs to start with culture; it needs to enable staff to look after themselves; and it needs to provide access to further help if needed.

Deep-rooted cultural change

Characterised by feeling exhausted and mentally distant or cynical about one’s job, as the viral Buzzfeed article suggests, “burnout [isn’t] something we can cure by going on vacation.” It requires deep-rooted cultural change and a thorough examination of the organisation. The always-on culture, having work WhatsApp groups that don’t adhere to standard business hours, and being available whilst on holiday for example, all contribute to burnout. Employers that truly want to support the mental wellbeing of their staff, need to genuinely consider whether their working culture supports wellbeing, and be prepared to make some major changes if not.

Empower staff to take charge

Identified as being pushed beyond a limit, burnout can be triggered at work when a scenario no longer feels manageable – such as being given even more work when already at capacity, or informed that a pay rise isn’t happening again. This needs a solution that goes beyond just encouraging staff to exercise regularly to recharge their batteries.

Self-reliance is key in helping people build resilience, and there are a number of avenues to help, from practicing mindfulness, to learning to manage time better. Employees can also benefit by utilising proven psychological techniques to help them manage stressors that can lead to burnout more effectively.

For example, company-sponsored mental health apps can check in with users daily, and they can conduct a litmus test as to how they are feeling that day and provide coping-mechanism techniques if required. This can help staff to take control and prevent burnout from occurring, rather than risk it potentially spiralling out of control. Apps can guide users through how to deal with their emotions, challenge distorted thoughts, break negative cycles, get perspective and learn to think positively and relax their body and mind – which can alleviate burnout symptoms. They can also help identify when further support is required, making a recommendation for external intervention if needed, such as counselling, for example.

Provide access to support if needed

When staff need more support, it’s important to make access to professional help available. A good starting point is to appoint mental health first aiders in the workplace, as they understand the culture and know staff.

Mental health first aiders can provide a valuable route to tackling burnout, as trained staff can help identify individuals that may be struggling, or be a first port of call to those that are. Rather than being expected to deliver on-the-spot support, mental health first aiders can signpost employees to further help if needed. They can be trained to spot the signs that someone may be experiencing burnout – such as being more cynical about their job, not as efficient, or struggling to get to work on time – where other team members may be too busy to notice.

It’s important that further help is made available if needed. This might be something run internally such as open staff forums, or it may be external resources such as an employee assistance programme, specialist counselling or GP services.

Brett Hill, distribution director at Towergate Health & Protection, comments:

“The gravitas the WHO brings in identifying burnout as an occupational hazard means that employers need to stand up and take note. The advancements in technology have resulted in the pace of working life being faster than ever before and our ability to switch off is getting more difficult. Combined with the fact that we are also working later into our lives, it’s easy to see how burnout could be considered as a condition of our times.

“Whilst traditional techniques, such as the importance of taking holidays and regular exercise still apply, we have more sophisticated options available to help staff tackle burnout too. Our overall understanding of mental health is constantly improving, enabling employers to be much more proactive in managing the issue, and there are many more options available to provide that support, including Apps that can help employees keep a daily track on their mental health, which can help prevent issues escalating. Businesses may be required to take a deeper dive into their working culture to truly tackle mental health in the workplace, but it’s clear that burnout isn’t an issue that can be swept under the carpet.”

Benefits, HR News

Five reasons why employee benefits programmes can fail

Many employers will be looking to promote their employee benefits programmes in January in a bid to remind staff why they’re a good employer to work for, especially at a time when employees can get itchy feet.

After months of reviewing suppliers and options, and deciding on a new benefits programme, it can be disheartening when all that effort is met with a lacklustre response by staff, and some benefits packages fail to grab the hearts and minds of employees. Towergate Health and Protection highlights five key mistakes businesses make when implementing new benefits packages:

1) Failing to consult employees in advance

When businesses are going to the effort of renewing benefit packages, some of the best results can be had by consulting with employees first about what they’d like to see. Businesses can make assumptions that they know what employees want, particularly for smaller companies where relationships may be closer, but it’s generally better to ask. That’s not to say businesses will be cajoled into offering the most expensive benefits, but they may be surprised to learn what employees really appreciate, which might well be relatively low-cost but high-value perks, such as some flexibility in working hours, discounted gym membership or cashplans.

2) Not communicating regularly

When a new benefits package is in place, the temptation can be to give employees access to all the information at once and leave them to look through it at their leisure and decide what might suit them best. However, information presented in this way can be overwhelming, with new benefits not engaged in or utilised as a result.

For businesses that have consulted employees about what they want from benefits packages, it’s important that they explain they’ve been chosen a result of feedback, and this can gain immediate interest when they’re promoted.

Then drip-feeding information throughout the year can help keep benefits alive and encourage utilisation. For instance, linking in with key calendar dates – such as highlighting gym membership in January, a cycle-to-work scheme in the spring, discounted travel insurance in the summer.

3) Making aged-based assumptions

It can be easy to assume that older workers may be interested in financial benefits, such as group life assurance; and younger employees’ perks such as fresh fruit Fridays. It can boil down to what businesses think employees will be interested in, based on their age, circumstances and stage of life. However, such assumptions – which can be wildly inaccurate – can serve to alienate employees from benefits altogether. While having a general overview of the demographics of an organisation is important, relying on age generalisations within this should be avoided. Instead, understanding what an employer’s particular demographic would like to see from a benefits programme can often be much more valuable, and help employees relate to the benefits on offer.

4) Distributing complex communications

Employees are going to struggle to engage with a benefits package that comes with a hefty user manual. It’s better to keep information about benefits, and accessing them, simple and informative. Employees are much more likely to engage with benefits that are easy to use and understand; anything else risks feeling more hassle than worth. Simple, clear, plain-English information about what the benefit is, and how to access it, is a great place to start.

5) Not being compatible with technology

There are various technologies that enhance employee benefits; businesses don’t have to have the latest gadget, but basic platforms and media to meet today’s expectations can greatly improve uptake. From employee benefit programmes that link up with smart watches so employees can earn rewards as they exercise, to having mental health apps available 24/7 to support wellbeing – staff expect technology to complement employee benefits. Technology enables employees to utilise benefits on their terms, which could be during a work commute or downtime at the weekend, giving them flexibility to engage with benefits when they want to. Making total reward statements available online as well can create a simple visual that details all benefits employees are entitled to – on top of their salary – making it an important engagement and retention tool.

Brett Hill, distribution director at Towergate Health and Protection, comments:

“Employee benefits play an important role in the recruitment and retention of staff. However, businesses can fall at the first hurdle, by making a few easy mistakes that can result in benefits programmes not being engaged with. By listening to what employees want to see from benefits packages, aligning to their needs where possible and communicating it effectively – programmes are much more likely to see better uptake rates, and so provide better overall value to the business.”