For better mental health at work

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1 For better mental health at work

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3 For better mental health at work Mindful Employers: leading by example Led by and supported by employers, the Hull MINDFUL EMPLOYER partnership programme is aimed at increasing awareness of mental health in the workplace and providing support for local businesses in their recruitment and retention of staff. The Humber NHS Foundation Trusts Positive Assets team were commissioned by NHS Hull at the beginning of 2009 to develop a local project which offers a range of Mindful Employer services to Hull based businesses. In the 2 years to date, the initiative has attracted the interest of over 40 organisations from across the public, private and voluntary sector, including a 2 person private enterprise and a Local Authority with 14,000 employees! Through the networking events we have co-ordinated, companies and organisations have enjoyed the opportunity to meet with each other, share difficulties and solutions to some of their personnel challenges regarding workplace mental health. Over 20 employers have signed a local pledge to work towards becoming a Mindful Employer. Positive Assets have also been able to deliver bespoke information, advice and guidance packages tailored to meet the customers specific needs when required. The project has also been able to co-ordinate extensive training opportunities for employers including courses such as Mental Health First Aid, the aim of this is to give employees the knowledge and confidence to recognise signs of mental health problems, encourage someone to seek the right help, and to reduce the stigma around mental illness in the workplace. We are all becoming aware that stress, depression and anxiety are estimated to be the cause of more working days lost than any other work-related illness. Covering absent workers adds more pressure. Loss of valued and talented people costs more than money. Even a small on-going investment in the wellbeing of your staff can pay big dividends for your business. It can help improve your bottom line. It can reduce absenteeism and improve staff retention. And you will reap the rewards that come from having a motivated staff and a vibrant workplace. 3

4 Aunt Bessie s Ltd - Most famous for its frozen Yorkshire Puddings, in which it is our market leader and which are produced at more than two million a day. We also have a wide range of other products such as desserts, potato products, vegetables, meal accompaniments, ready meals and cooking sauces. Employing over 340 staff, we are not just a family owned business, we are a family community. This is what sets us apart from other businesses. Being part of the family community means that we treat every person with respect. What has helped is that a member of my staff could be supported by our OHA before she was able to get an appointment and have a 1:1 with Employee Support and knowing that support is also onsite was really beneficial 4

5 What has been done? Our Occupational Health Advisor (OHA) who is not only part of the HR team but worked closely with them to become involved in the Employers Network and has been working with Positive Assets in order to implement a number of changes; Promoted physical wellbeing making use of local health initiatives and engaging our staff; Uptake of Mental Health First Aid training; Awareness raising regarding stress at work via poster campaigns; Signed up for the Disability Two Tick symbol and the Mindful Employer Charter to show our commitment to supporting our staff with both physical and mental health issues; Signed a local pledge, recognising the importance of mentally healthy workplaces; Accessed support and advice from the Positive Assets staff in order to gain information and guidance on how best to support employees who are experiencing mental health issues More staff have been identified who need the help from Employee Support (before feeling as though they need to take time off work) An Innovation room has been installed on site for staff to utilise as a quiet room. HR Developed a staff handbook which addresses various aspects of staff wellbeing it includes a Staff Welfare Policy and Work Related Stress Policy; Aunt Bessie s OHA hopes to continue to contribute to the Employers Network in order to share ideas surrounding mental health at work. We hope to offer training to our supervisors and managers in order to help them to feel more confident about dealing with issues in the workplace and to identify early warning signs of stress After our Mental Health Awareness in the Workplace health promotion the OHA is hoping not only to publish information in our internal newsletter Hot from the Oven, but to also ensure that our Employee Support contact details are also published to remind our staff of the support on offer. We have signed up to the Mindful Employer Charter and earn the title by continuing to deliver support to our employees both in work and during periods of ill health as Positive Assets helped us recognise that we were already doing the work that is needed to be recognised as a Mindful Employer. The Employee Network has not only been informative but it has also been a fantastic networking opportunity Occupational Health Advisor What has helped is that a member of my staff could be supported by our OHA before she was able to get an appointment and have a 1:1 with Employee Support and knowing that support is also onsite was really beneficial Office based Manager I never really realised that there was support in the business if you were struggling with stress or mental health issues until I had to go off sick I was encouraged and supported by our OHA when she said she was going to make sure that she utilised National Stress Awareness Day as an initiative to raise awareness within the business so that someone like myself never got to the stage that they needed to go off sick Anonymous Employee 5

6 City Health Care Partnership (CHCP CIC) is fully committed to the health and positive well-being of our employees. We want to do as much as we can to enable our employees to be at their best, to be energised, motivated and committed to their work. City Healthcare Partnership CIC is an independent, notfor-profit social enterprise providing NHS services to local people. We provide a wide range of services to over half a million local people approximately 250,000 resident in Hull and a further 325,000 in the surrounding East Riding of Yorkshire. In short, we re here to improve the lives of local people. We can minimise the need for acute care in hospital through early interventions, community based treatment and promotion of healthy lifestyle. CHCP CIC is the local leader of health services and should demonstrate best practice in employee health care as an example to others. CHCP CIC strives to become an employer of choice and to work hard to build and maintain our employees engagement and well-being. What has been done? City Healthcare Partnership CIC (CHCP) has set up a specific Health and Wellbeing of the Workforce Group whose purpose is to take forward the Health and Wellbeing agenda. This group will work to show a commitment to workplace health and is responsible for implementing an on-going action plan that strives to liaise with employees to ensure that workplace health is addressed at all levels. CHCP CIC has recently appointed a Health and Wellbeing Advisor,. The purpose of this role is to lead the delivery of the Organisations Health and Wellbeing Strategy through in-house health and wellbeing programmes. The Health and Wellbeing Advisor will also be responsible for introducing a wide range of health and wellbeing options in order to: Reduce both short and long-term sickness absence Affect the health culture of City Health Care Partnership Deliver appropriate training packages to managers and staff to raise awareness of health and wellbeing related issues. CHCP CIC have supported employees to study towards a foundation degree in workplace wellbeing provided by Leeds Trinity and All Saints University. To reflect on the current position and identify areas for improvement in the health and wellbeing of staff, make recommendations for change and identify and share areas of good practice To develop a Health and Wellbeing Strategy To provide an overview of health and wellbeing issues addressed by health and Wellbeing at Work and how they link to the Investors in People (IIP) Standard through a new framework that has been developed. To ensure that we are committed to be an Employer of Excellence as highlighted in the Improving Working Lives (WL) Framework To ensure that CHCP IC has regard to the NHS Constitution Staff Pledges. For City Health Care Partnership CIC, being part of the Mindful Employer initiative has helped us promote better mental health in the workplace and also to adapt our recruitment processes to take into consideration potential applicants with current or past mental health issues. We support the well being of staff through policies and procedures and specific Health and Wellbeing initiates undertaken by both Health and Wellbeing Advisor and our in-house Wellbeing Champions. For city health Care Partnership CIC our staff are our greatest assets and being part of the mindful employer initiative has helped understand how we can value each individuals contribution. Alison Buttle HR Manager for CHCP CIC 6

7 What has been done? We aim to be an excellent employer maximising the skills and talents of our staff with a workforce that feels valued. Humber NHS Foundation Trust - We are a provider of mental health, learning disability and addictions services to the communities of Hull and the East Riding of Yorkshire, representing a population of nearly 600,000. Additionally some specialist services are provided beyond these boundaries. Staff counselling services extending awareness of these services leading to an increased uptake. Mental Health First Aid training targeting our non clinical staff to attend the training to understand the roles they can play in recognising mental health issues within our immediate workplace and supporting their colleagues. Line manager training to help managers further identify, engage and support people with mental health issues within the workplace. Staff wellbeing survey taken on board the Health and Safety Executive (HSE) work related stress initiative work areas encouraged to develop and own action plans. Positive engagement statements regarding lived experiences of mental health problems on recruitment adverts and person specifications. To continue to develop the understanding that a mentally healthy workforce will deliver much better outcomes both for our clients and the organisation by evidencing what we have. Kate Truscott, Director of Human Resources & Diversity Continue to positively promote the Mindful Employer principles at every opportunity. Increase the uptake in training in both wellbeing and mental health promotion. Decrease in sickness levels within our staff group taken due to stress. Developing Healthier Workplaces (evidenced through staff feedback HSE). I believe that the Mindful Employer initiative plays a major part in our work of reducing the stigma which unfortunately is associated with people who have mental health problems. All too easily, people are regarded as being their diagnosis, rather than focussing on them as a whole person who has certain issues to contend with. The Mindful Employer initiative enables us as an employer to focus on the positive attributes, knowledge and skills of all individuals who come into contact with us seeking a job. Because we do what we do, i.e. provide services to people with mental health problems, learning disabilities and addictions, it does not mean we are immune to psychological problems. In fact, we can, be more susceptible to stress and mental health challenges because of the type of and intensity of the work involved. With this in mind, it is really important to keep our focus on the principles of the Mindful Employer programme, understanding that investing in this way in the wellbeing of our workforce will lead to positive outcomes for our customer, the patients and carers. David Knapp, Head of Patient Experience 7

8 What has been done? NHS Hull identifies health priorities and commissions services for 260,000 people across the city. We are responsible for buying (also known as commissioning) health services from organisatuions which provide health services such as hospital treatment and mental health care. We also ensure Hull s residents have access to primary health care such as GP, dental, pharmacy and optical services. The NHS Commits to provide support and opportunities for staff to maintain their health, wellbeing and safety (Consistent with section 3a of the NHS Constitution). NHS Hull, together with Positive Assets has formed a Mindful Employer Steering Group that is working to implement the charter standards and promote good practice throughout the organisation. Some examples of these are: A team of Health and Well-being Champions have been identified to promote health and well-being in the workplace. Distribution of the SHIFT Line Managers Resource Guide to all NHS managers accompanied by lunch-time briefing sessions. Articles regarding mental health care and general well-beuing published in the staff newsletter and intranet. Mental Health First Aid training has been undertaken and continues to be promoted. Positive statements are promoted through recruitment processes. General awareness is raised through poster and leaflet campaigns. NHS Hull is also; Continuing to review access to Occupational Health services including confidential self referral to counselling. Providing support surgeries on a one-to-one basis delivered by the Human Resources team. Providing support through the Learning and Development team such as a Preparing for Change programme, CV review sessions, interview practice, introduction to assessment centres, introduction to psychometric testing and; We are part of the NHS Yorkshire and Humber network promoting best practice for health and well-being within the region. NHS Hull will continue to show a positive and enabling attitude to employees and potential applicants and help make a healthier workplace by continuing to support staff with: Meeting training and development needs Ensuring policies, procedures and guidelines are in place and reviewed regularly Continuing working groups such as The Mindful Employer Steering Group and Health and Well-being Champions Providing practical support when required Engaging with local employer networks Ensuring necessary and relevant information is accessible wider community. One really positive outcome is that all staff, whatever their role, are permitted to attend a Mental Health First Aid course in work time. To date over 30 staff have taken advantage of this opportunity and more are booked on future courses. This helps to increase the level of mental health awareness within the organisation and also has benefits for family, friends and the Evelyn Krasner, Public Health Manager for Mental Health As part of the Mindful Employer and Positive Assets Network, there are opportunities for employers to engage and share best practice in supporting positive mental health and wellbeing at work. Helen Lambert, Human Resources Business Partner On reflection, I ve used my Mental Health First Aid training probably more times than I ve used my traditional First Aid skills and as a consequence I readily recommend the course. I now have a greater (and growing) understanding of the debilitating impact mental illness can have and this has changed both my outward and inward perspectives. Tony Garner, Performance Analyst 8

9 What has been done? North Bank Forum Infrastructure Organisation. We adopt a very personcentred approach to ensure that we enable and empower colleagues and volunteers. North Bank Forum believe that its work around the Mindful Employer Project has helped them to easily focus on building on their person centred ethos. All staff are aware of the role of the Mindful Employer lead, this information is part of the induction process alongside who are the appointed first aiders within our organisation. Previously we have, with prior permission worked with and sought guidance from a local Community Mental Health Lead, tapped into the support from Humber NHS Foundation Trust s Occupational Health, purchased specific computer packages and purchased a light box for someone who has SAD (Seasonal Affective Disorder). We have several teams who are based in satellite offices working closely with their local community engaging and working with volunteers. The teams recently identified the need for them to receive better insight into how to work closely with and understand the needs of those volunteers with mental ill health. After discussions, with the team and consultation with our local Hull & East Yorkshire Mind we decided to purchase some Understanding Mental Health Training from Mindworks. This training will be delivered within the next few weeks and will be tailored to meet the specific needs identified by the teams. Following on from this it was felt that we needed to take a look at our volunteer policy to ensure that guidance and guidelines were clear, inclusive and appropriate. This policy is currently being reviewed. Our hopes are to continue to learn from our experiences; to share those experiences, to seek appropriate training, to learn from others, to ensure that we continue to empower and enable people to reach their full potential. North Bank Forum would hope that their often low-key, inclusive, pro-active examples of working within the Mindful Employer Programme are a positive example to others. Simple interventions can make huge positive changes. Colleagues feel supported, know who to talk to and feel that they will be listened to and have felt empowered by the support network. 9

10 The Deep (Running Deep Ltd) Visitor Attraction and Business Centre (Education and Environmental Charity) We believe that everyone in the organisation should be trained, involved and valued if we are to achieve our world class ambitions for The Deep. We understand the role that The Deep plays in regeneration, raising aspirations, stimulating civic pride and creating opportunities and when challenged, We believe that our customers are vital to our success and we consider them in all of our decisions. We are honest both with ourselves and with others. We act with integrity, we are knowledgeable and accurate in our science. We challenge conventions, preconceptions and each other to be the best that we can be. We are friendly, welcoming and considerate and we keep a sense of humour! Finally we believe that work should be fun! 10

11 What has been done? Signed Positive Assets pledge. Undertaken Mental Health First Aid training for a number of key supervisors. Collated and circulated relevant Shift guidance to line managers and supervisors to give practical help to those who might be managing and supporting people with mental health problems in the workplace. Line Manager training through sickness absence management short course accessed through Mindful Employer. Feature a related piece of information in each monthly Crew Briefing (staff newsletter). For example, the latest edition published the www. healthyhull.co.uk contact details. Mindful Employer scheme and information to be included in the Employee Handbook update due at the end of this year. Hull s Single Point of Access business cards actively used within employee and family support. To integrate mental health support into the structure of The Deep and its ethos that it is seamless. Line Managers and staff should feel sufficiently trained in and engaged with positive promotion of mental wellbeing that it is part of their everyday lives and not a taboo subject. We hope to have further success stories of support, absence management and engagement which will promote the benefits of good practice to all employees. The Deep The structure and support provided by Positive Assets has been a lynchpin to focus our minds on applauding existing good practice and to improve support further for employee wellbeing. Access to training and resources has been invaluable Louise Kirby, Operations & Personnel Manager, The recent Mental Health First Aid training course has given me much more confidence in dealing with employee support. It can be too easy not to say or do anything when you can see that a member of staff is depressed or anxious just in case you say the wrong thing but this training has shown me the positive steps I can take to help. I can see the personal, community and business benefits from dealing with these situations pro-actively The Department Manager 11

12 What has been done? Occupational Health and Human Resources have been working together with Positive Assets in order to implement a number of changes: Smith & Nephew, Hull Advanced Wounds Management We produce and market products for managing difficult to heal wounds. Our aim is to promote and maintain the physical and mental wellbeing of all employees. Signed local Positive Assets pledge, recognising the importance of better mental health at work. Support and encourage Mental First Aid Training Working with the Trade Union representatives to supporting staff (our TU representatives have attended the Mental First Aid training) Established access to variety of professional support services for mental ill health. Work with individual s GP s and where appropriate provide funding to gain quicker access to professional services i.e. clinical psychologist. Established a rehabilitation programme facilitating adjustments to working hours/tasks according to the individuals needs. Health awareness programmes covering physical and mental wellbeing. Recall system now offers continued support for several months following a return to work; with the aim of early detection should the individual experience difficulties. As the business changes we are more alert to supporting those individuals who require 1 to 1 support. Mental health promotion will encourage better understanding, early recognition and opportunity for early intervention when faced with someone who is experiencing mental ill health. With a better understanding and the ability to address these issues effectively as the present, we can offer support and encourage a sustained attendance whilst helping to manage the condition, giving the individual the sense of feeling valued within our business. Jane Brodie, HR Manager, Hull Site As HR Manager I am really proud of the service our OH team provides, we are passionate about our people and we want them to feel fit and well at all times. Mental health promotion is important to us as we want to recognise any signs in the early phase so we can work together to agree the best solution that supports the employee but also works towards the needs of the business. We receive positive feedback on a regular basis from our employees that support helps the feel valued as a Smith & Nephew employee. 12

13 What has been done? Pixel2Print the UKs number ONE in Digital Printing. Based in Hull with over 10 years of experience, we can offer a fast and reliable service without high prices or a compromise on quality. With us being a small, young and ambitious company we rely heavily on each staff member, so much that we have difficulties in fully functioning if an individual had to take time off with little or short notice. As a result, we have previously discussed how to monitor our wellbeing and what could be done to keep morale as high as possible when the current climate is at an all time low. Positive Assets approached us with regards to the Mindful Employer Initiative. This was a pivotal point for us as a small business, as we have endeavoured to look at our workplace wellbeing but wasn t sure hou and where to start. They have delivered the initiative in such a way of understanding the philosophy, high lightening the key principles and drawing up an action place tailored to address and implement preventative measures in creative ways. We are looking to gain more awareness and understanding in regards to mental illness and the impact personal issues and situations have on functioning within the workplace. We are looking to raise awareness regarding stress at work, pay more attention to our Physical wellbeing taking full advantage of the varying Public Health promotions that are available to us. We are also in the process of adding positive statements placed on future job advertisements and receiving support and advice from the Positive Assets team in order to gain information and guidance in how best to support employees who are experiencing mental health issues. We are looking to raise awareness regarding stress at work and pay more attention to our physical wellbeing with the help and support from The Mindful Employer Initiative 13

14 What has been done? In line with our CREED we already do the following: Vivergo Fuels Ltd (VFL) was formed in 2007 as a biorefinery for the future and is a joint venture company between BP, British Sugar and DuPont. This exciting new business will help to deliver the UK s forecast biofuel demand once fully operational in Vivergo Fuels are passionate about their people and we want all our team members to be passionate about Vivergo. We believe that what we offer is more than just a job and with our team members working with us to deliver our CREED we believe that we can create a future with open communication, trust and confidence. Part of our CREED is to sustain the wellbeing of our people and the environment we live in. We firmly believe that a feeling of wellbeing at work will come from a number of sources your particular job; your relationships with other people; recognition of your achievements; progress in your career; your work-life balance, and your physical and mental health. Actively support and recognise a safe working environment Encourage behavioural performance that supports those important relationships with colleagues and third parties. Recognise achievements and behavioural performance through reward practices that might include an individual, or team effort. Flexible/Home working to support work-life balance. Cyclescheme to promote physical health. Fresh fruit bought each week to promote healthy eating. Offer a healthy alternative of salads, fresh fruit and yogurts at functions with the company. Training to progress within the role. Flexible benefits package that gives access to a private medical scheme and a cash back plan Devote a full page in our newsletter, Fusion, to promote Health, be it healthy eating, weight management, physical activity or how to recognise a potentially serious illness i.e. diabetes. Quiet rooms on site for staff to be able to use at any time. In the future Vivergo Fuels are looking to promote wellbeing at work through a number of initiatives. HR has recently also become involved with the NHS Foundation Trust and we have been working with Positive Assets in order to implement a number of changes; Uptake of Mental Health First Aid training Awareness raising regarding stress at work via poster campaigns Physical wellbeing promoting local health initiatives and engaging staff Line managers will receive training with regards to common mental health issues Accessed support and advice from the Positive Assets staff in order to gain information and guidance in how best to support employees who are experiencing mental health issues Shape up for Business a corporate wellness scheme combining nutrition with healthy eating advice with physical activity and exercise Regular health checks 14

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