Creating a holistic well-being strategy to boost productivity
Transcript of Creating a holistic well-being strategy to boost productivity
@CIPD_Events
#cipdACE
Chaired by
Rachel Suff
Senior Policy Advisor
CIPD
Creating a holistic well-being strategy to boost productivity and engagement
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Mace Information Handling Classification: Unrestricted/Restricted/Confidential delete as appropriate in Slide Master 1
Creating a Holistic Wellbeing Strategy to Boost
Productivity and Engagement
Dr Judith Grant
Director of Health and Wellbeing, Mace
Group
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Mace Group
Mace is an international consultancy and
construction company, offering integrated
services across the full property and
infrastructure life cycle.
6,300 employees across over 50 countries.
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Health in construction (UK statistics)
14%have lost a colleague
to suicide
90%didn’t ask their
employer for support
60%didn’t tell their
employer the reason
for their absence
88%said there needs to
be more support
* Health and Safety Executive 2016/17
** Office National Statistics
In 2015:
43 deaths from workplace
accidents
454 construction
suicides Construction workers are 10 times more
likely to commit suicide at a rate of 2 per
working day**
1.3 million workers suffering from work-related ill health in
2016/17*25.7 million working days lost due to work-related ill health
in 2016/17*
Work-related stress, depression or anxiety in
2016-17, was up 4.3% up on the 2015-16. The condition
has overtaken musculoskeletal disorders
(MSDs) as the most commonly reported work-
related illness*
5% of Cancer deaths each year are attributable to past
occupational exposures*
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Occupational health and wellbeing at Mace
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A strategic approach to wellbeing
Stage 1: Engagement with Mace Group Board
• Create a collective definition of wellbeing in the organisation to align with business strategy and health
risk.
Stage 2: Awareness and Communications
• World Mental Health Day 10th October “Don’t let problems brew inside – take some tea and talk it out”.
• ‘Starting the Conversation’ and ‘Continuing the Conversation’ films.
• Mace Wellbeing Week 13th November 2017, 5th November 2018 – Five Ways to Wellbeing Theme.
Stage 3: Measurement
• Wellbeing Survey in November to get a baseline measure of health to proactively target interventions to
identified issues.
• Mental Health questions in survey include confidence in revealing MH condition at work.
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Stage 4: Training
• Full roll out of mental health awareness in 2018, aligned to Wellbeing Survey
findings.
• Collaboration across construction industry to ensure approach to mental health
aligned across clients, principle contractors and supply chain.
Stage 5: Interventions
• Working closely with HR and Employee Benefits team to promote benefits and to
align them with proactive interventions.
Stage 6: Process
• Considering psychosocial risk, as well as more traditional health risk, as part of
safety concurrence.
• Work with supply chain to ensure all individuals on Mace sites are aware of support
available and all aspects of health risk are considered.
• Wellbeing is an integral part of the Mace Responsible Business Strategy 2022.
A strategic approach to wellbeing
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Wellbeing Week 2017
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Wellbeing Survey – Robertson Cooper ASSET
• Validated wellbeing measure
• Personalised ‘Resilience Snapshot’ report for all employees
• ‘Core’ results benchmarked against General Working Population 2017 (Robertson Cooper)
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Resilience Work Pressures Health SymptomsPsychological
WellbeingEngagement Health Behaviours
Confidence
Adaptability
Purposefulness
Social Support
Resources and
communication
Control
Balanced workload
Work relationships
Job security and change
Job conditions
Psychological health
Physical Health
Sense of Purpose
Positive Emotions
Overall engagement
Perceived commitment
from Mace
Commitment to Mace
Smoking
Diet
Exercise
Sleep
Flexible
Working
Mental health and
wellbeing
Health and safety
behavioursProductivity
Good day at work
experienceOther
Travel time
Flexible working
Comfort having
conversations about mental
health
Responsibility for wellbeing
Physical work environment
Line manager talking
about health and
safety
H&S ‘culture’
Productivity
Absence
Presenteeism
Number of good days
at work
Free text comments
Mace engagement
questions
Turnover intention
Advocacy
Inclusivity
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Cross-sectional analysis of survey
Presenteeism
• Around half of employees have shown
presenteeism – and as such are 25% less
productive on those days
• The data suggests that presenteesim (directly
compared to absence) is worse for employee
health and wellbeing
Turnover
• We are able to demonstrate a clear link between
wellbeing and intention to leave.
Engagement
• Wellbeing had a stronger impact on productivity
than engagement.
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20
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0 20 40 60 80
Pro
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%)
Psychological Wellbeing
A moderate link between Psychological Wellbeing and
Productivity demonstrated through the survey data (r=.48).
Employees with higher levels of wellbeing report higher
levels of productivity.
Productivity
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Results dissemination and next steps
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- Wellbeing Snapshot report for each employee
- Area and team reports (above 8 respondents)
- Health dashboard – health behaviours and
psychological wellbeing
- ‘Wellbeing Conversation’ – team discussions on
results and action
- Mace Wellbeing Framework development
- Informed Mace Health and Wellbeing Plan to 2022.
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Focus for Health and Wellbeing at Mace to 2022
Focus area one: proactively managing health risks, ‘first, do no harm’
We will look to proactively manage health risks using the PREVENT, INTERVENE, and REHABILITATE principles.
Focus area two: creating wellbeing opportunities
This may be through information, activities or services.
Focus area three: Using thought leadership to influence our industry and share best practice
We must track industry developments and contribute to all relevant forums – awards, pledges, academic collaboration
and industry events must be included to ensure others benefit from our learnings and vice versa.
Focus area four: Healthy buildings
The projects we deliver to shape our cities should be designed, constructed, and maintained with
everyone’s health and wellbeing in mind.
Focus area five: Community wellbeing
The health and wellbeing of the communities we work in is just as important as our own—we must take
steps to positively impact on our neighbours and local communities.
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Creating a Holistic Wellbeing Strategy to
Boost Productivity and Engagement
Working with Employees and partners to deliver workplace
wellbeing programmes
Cornwall Council – The Challenge• Unitary Authority formed in 2009
• Cornwall’s largest employer
• Geographical and operational challenges
• Financial challenges
The solution?
• Gaining management support and legitimising wellbeing
• Utilising the enthusiasm and interests of employees to facilitate engagement and deliver initiatives.
• Working with partners to pool resources.
Gaining management support and legitimising wellbeing (Top Down)• Attended Senior leadership team meetings to discuss vision
• Emphasised the importance on employee engagement and not solely S/A reduction
• Sought senior role models and advocates
• Discussed removing the stigma of “fluffy wellbeing”
• Management commitment to release champions 20hrs per year
• A dedicated Wellbeing budget to be administered by HSW
• Normalising wellbeing as part of the day job – open meetings at all council locations
• Creation of a new role profile and accountabilities for champions
• Creation of appraisal objectives
• Tailored 1 day champion training course
Utilising employees – Champion network (bottom up)
• 6 weekly corporate wellbeing newsletter
• Create “lead” champion group (Embed ownership)
• Provide small grants scheme for wellbeing initiatives
• Developed annual Champion conference for training, development and reward
Utilising employees – Champion network (bottom up)
Interventions Training and Development
Support and SignpostingPolicies and Procedures
Family friendly SupportAttendance Management PolicyMental Health Policy/strategy
Contribution related pay (CRP)Flexi-time & flexible working
Whistleblowing policyVolunteer policy
Smoke Free PolicyDomestic Abuse Policy
Alcohol, drugs and substance Policy
Mindfulness programsLifestyle clinics
Healthy Eating Opportunities across all outlets
Fast track Physiotherapy ServicesWellbeing Check program
HSW ChampionsLead groups
Small grants processWalk/Run Groups
Activity ChallengesCycle to Work Scheme
Mental and physical health referrals Personal best support Benchmarking and
RecognitionNational Award - CIPD
Mindful EmployerWorkplace wellbeing charter
Cornwall Healthy Workplace Gold Award Employee survey
Health needs assessment *………………………….
Champion Role profile Annual champions conference
Senior management support and attendanceEmployee awards
Occupational HealthHealth Safety and wellbeing Newsletters
Health and wellbeing Web PagesDesignated wellbeing email address
Confidential Counselling Health AssessmentsHSW Champions
Stress toolkit CC choices
Employee Voice groupsHealth Campaigns & Self Help resources
Cancer support and guidance – Macmillan Domestic Abuse Risk Assessors
Well at Work trainingDifficult Conversations
Health Champion TrainingDASV Manager Awareness
ASISTMECC training
Menopause Self care Training Alcohol and Drugs Managers AwarenessMental fitness and Dealing with Pressure
Mental health first aidCornwall Leadership Academy
Manual Handling TrainingWalk/run lead Training
Weight Management and Smoking CessationFirst Aid Training
Positive about Health and Wellbeing