Implementing Health & Wellbeing Initiatives

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Douglas Jones
5 years ago
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1 Implementing Health & Wellbeing Initiatives An NHS Perspective Zipporah Rose Jempeji Staff Engagement Manager Camden and Islington NHS Foundation Trust

2 Background of C&I Restructure and TUPE Adult mental health Approx 1500 staff 3 boroughs 35 satellite sites 2 Major sites Kings Cross and HMHC

3 Organisational Issue The trust could do more to support the mental and physical wellbeing of staff: 2013 High sickness absence Lack of physical health promotion and initiatives Limited range of staff benefits and low uptake figures Low engagement scores High turnover Limited stress management courses

Engaging staff in the process Benefits of engaging staff Creates buy in and engagement Understand organisational performance on wellbeing initiatives Shows organisational commitment to wellbeing

4 Engaging staff in the process Benefits of engaging staff Creates buy in and engagement Understand organisational performance on wellbeing initiatives Shows organisational commitment to wellbeing Measure employee awareness of initiatives and support services Understand staff health and wellbeing needs Tailored wellbeing and benefits programme Health and wellbeing survey Demographics General health Staff benefits Interests Barriers to improving wellbeing

5 Health and Wellbeing Survey: Key Outcomes 82% live outside C&I boroughs 17% exceeded guidelines 12% of staff smoke 31% considered to be overweight Barriers to wellbeing: time and money

6 Using organisational data to write a business case

Implementing Wellbeing and Benefit Initiatives

Mindfulness based CBT, Resilience courses,

sing Campaigns- No Smoking Day, Mental Health

Eating- Reopened site restaurant with healthy

now include technology and phones and online

7 Implementing Wellbeing and Benefit Initiatives Physical activities and wellbeing- Yoga, pilates, sports massage, football and pedometer challenges Mental wellbeing- Mindfulness based CBT, Resilience courses, Trauma at Work Pathway and opportunities to sing Campaigns- No Smoking Day, Mental Health Awareness Week, Alcohol Awareness Week Healthy Eating- Reopened site restaurant with healthy eating options Re-launching benefit scheme- to now include technology and phones and online portal Welfare- Housing schemes in collaboration with Islington Council

8 Partnership Working & Campaigns

9 Measuring Success Regular survey feedback and talking to staff Quantitative and qualitative data Long term follow up Referrals- Occupational health Staff Benefit uptake Monitoring sickness absence KPIs for health and wellbeing

10 Key Outcomes Over 25% of staff have engaged in staff wellbeing initiatives since 2014 Top 100 NHS trusts to work for (HSJ, 2014 and 2015) Finalists Nursing Times Awards in Improving Staff Experience Significant decrease in sickness absence from 3.6% in 2014 to just 2.5% (Q4 2015). However work related stress still an issue Reduction in presenteeism from 62% in 2014 to 56% in 2015 Resilience and mindfulness CBT courses effectively reduced the likelihood of further sickness absence due to stress saving 3000 per employee Staff felt mental wellbeing sessions improved patient care Increased engagement scores with 89% of staff in 2015 feeling the trust takes positive action on health and wellbeing (up from 51% in 2013). Managers proactive in managing health and wellbeing (now 74% in 2015 compared to 64% in 2014).

11 The Importance of Staff Benefits Staff benefits are important to employees in addition to pay Competitive reward package aids recruitment and retention Financial savings for both employers and employees Staff engage and commit to organisation (Aflac WorkForces Report, 2013) Could include staff benefits with a health and wellbeing survey. Could be completed every two years as what works for you now, may not work in two years time. According to Unum (2014) A good mix of benefits could help to promote a culture of health and wellbeing: Soft benefits (eye care, cycle to work schemes, or gym membership) Financial support in difficult times (income protection and life insurance) Work-life balance- support employee lives outside of work (flexible working)

12 Looking to the Future Recording sickness absence Pilot on improving wellbeing programmes CQUIN London Healthy Workplace Charter Flexible working audit E&D- Ethnicity and disability

This guide provides a brief summary of the range of benefits available to all staff through our Showing we

A guide to your benefits This guide provides a brief summary of the range of benefits available to all staff through our Showing we care about you programme. Further information about all the initiatives