Tackling Mental Health Issues in the Workplace

Transcription

1 Tackling Mental Health Issues in the Workplace

2 What We Will Cover Today Impact of mental health in the workplace What are the causes? Does your company have a problem? What can you do? Case study EE

3 Our Services Buck Consultants at Xerox HR and Benefits Administration HR Outsourcing Learning Services Actuarial consultancy Investment consultancy Communication Compensation Health and productivity Human capital management HR transformation Change management Full scope benefit administration: Pension administration Flexible benefits Share plan services Customised benefit calculator Event/transaction processing Regulatory/plan compliance Design and implementation of employee communication programs Employee service centre Workforce administration Employee data management Payroll Global mobility Compensation Talent management Relocation Expat administration HR analytics HR transformation HR technology & interfaces Learning strategy, assessment, content design, development and management Instructor-led, e-learning and virtual classroom Learning administration and delivery Forecasting, reporting, logistics and learner care Translation services Tuition management services Reduce risk through improved compliance Simplify and consolidate HR admin globally Focus on core business and reduce costs Optimise talent management

4 Impact of Mental Health in the Workplace

5 How big is the problem? 40% of time off due to mental health problems 70 million days lost in the UK each year 3/4 of people suffering from common forms of mental illness are not receiving treatment 1 in 4 adults will experience a mental health condition in a given year

6 How big is the problem? Average cost of 1,035 per employee per year 2/5 of employers have seen a rise in mental health problems Stress and depression are the top two reasons for implementing a wellness strategy Legal requirements 6

7 What are the causes? Increased demands on employees Lack of wellbeing programmes in organisations Social and environmental factors Focus on physical wellbeing not mental wellbeing 7

8 Is it a problem in your company? How would you know? Where do you look to find out? How much time is spent on physical and mental health? What industry sector? 8

9 Understanding the Issue Line Manager observation & reporting Absence/ attendance data EAP Utilisation Employee engagement survey presenteeism Intelligence Medical insurance claims GIP referrals OH referrals

10 Overcoming Stigma Develop a culture of acceptance Open Senior management leadership Information and discussion Real life cases Signpost support services

11 Combating Mental Health Issues - Prevention Promoting good mental health: Raise awareness and understanding Resilience training Self-management e.g. Mindfulness, meditation Exercise and diet Encourage team values

12 HR Policies and Management Practices Give employees greater control: Flexible working Hours/homeworking/annual leave/family support Define their purpose and objectives Recognition of value added

13 Combating Mental Health Issues - Remedy Addressing poor mental health: Line Manager & HR training Early recognition & intervention Publicise support services Defined referral pathways

14 Structuring a Strategy Commit to having one Establish key focus areas Communicate Referral pathway External support Measure, monitor and manage Review and renew

15 Everything Everywhere Case Study Tackling Mental Health as Part of a Corporate Wellbeing Strategy

16 Introductions Louise Harry Head of Safety & Sustainability Chris Morley Safety & Wellbeing Co-ordinator Chief of Corporate and Strategy Director of Property and Workplace development Head of Safety & Sustainability Safety & Wellbeing Co-ordinator

17 Background 2010 amalgamation to one entity Telecommunications company structure: Head Office & central services Sales high street retail and corporate Customer Service Centres

18 Absence Absence Mental health National variation Occupational Health referral Employee Assistance Programme

19 Objectives Harmonise absence management policy & practice Deploy Health & Wellbeing Coordinators Adopt single OH provider Instigate Wellbeing Stakeholder roundtable Reduce absences and presenteeism associated with mental health conditions (Stress, Anxiety and Depression) Improve delivery of health and wellbeing services

20 Challenges Diverse workforce demographic Geographic distribution Cultural differences Inconsistent local practices Variable resourcing

21 Strategy Understanding the problem Data analysis Data sharing Stakeholder roundtable Matching need to right resource Targeted initiatives Communications Education Health-matters calendar Practical Steps Deploy onsite H&W coordinators Referral and intervention pathway Line manager training Resilience training External resource Collaboration Local authority NHS Charitable organisations

22 Mental Health Pathway

23 Pathway Referral Triggers If GP report indicates: Stress-related illness Back/Neck pain Other MSK condition Immediate referral to dedicated OHA to triage Absence of 4 weeks or more: Exercise some flexibility if prognosis or RTW timescale is clear. OH may assist with RTW or rehab Referral to OH If condition/issue appears to be: Financial problem Family/personal relationship Bereavement Childcare issues Legal concerns Work/career issues Psychological or alcohol/substance abuse issues Referral to EAP OH and EAP collaboration led by OH triage initially Other issues, e.g. pregnancy, dyslexia HR

24 Measurement of Success

25 A Model Location Plymouth September 2014 Two key challenges: 1. Long term and short term absence rates highest of all EE sites 2. Lost hours due to OH health breaks excessive and unsustainable at up to 400 hours per week being lost directly affecting nearly 25% of employees Having previously been an Orange site, benefited from arrival of Dr. Chris Morley in July 2013 as local H&W coordinator.

26 Tackling Long Term & Short Term Absence Rates Process Review Coordination of Resources Education and Information Third Party Engagement

27 Results after 6 Months: September 2014 Overall sickness absence rate Long-term absentees OH Mental health referrals >15% 53 43% <6% 26 33% Saving over half a million pounds

28 Lost Hours due to OH Health Breaks Analysis revealed opportunities to reduce lost time: Give employees greater flexibility and control Establish consistent coordinated management Follow OH guidance Improve utilisation of support resources Lost time reduced saving 320k pa

29 What next? Progressive programme to roll out strategy across all business areas Continue to monitor and mine data sources to demonstrate impact of initiatives and identify other hot spots Continue working with internal and external health providers, as well as networking with other organisations to identify and implement initiatives to deliver health and wellbeing improvements.

30 Any Questions? Questions?

31 Thank You Wake-up to workplace wellbeing month Stand 623 at EB live Competition to win a Jawbone UP24 each day

32 Buck Consultants Limited (registered number ), Buck Consultants (Administration & Investment) Limited (registered number ) and Buck Consultants (Healthcare) Limited (registered number ) are private limited liability companies registered in England and Wales and all have their registered office at 160 Queen Victoria Street, London EC4V 4AN. Buck Consultants (Administration & Investment) Limited and Buck Consultants (Healthcare) Limited are authorised and regulated by the Financial Conduct Authority Xerox Corporation and Buck Consultants, LLC. All rights reserved. Xerox and Xerox and Design are registered trademarks of Xerox Corporation in the United States and/or other countries. Buck Consultants is a registered trademark of Buck Consultants, LLC in the United States and/or other countries. BR11722