Health & Wellbeing presentation from Dorothy Shirvell

The Health and Wellbeing Good Practice Award

The Health and Wellbeing Good Practice Award helps organisations align wellbeing and performance.

It is based on extensive research into the highest performing workplaces and has the support of the Department of Health

Delivered by Grant Thornton UK LLP - the licenseddelivery partner for the South of England

About the Award

• Launched in 2010 following extensive research and development with employers

• Currently being updated and refreshed and will align with the structure of the 6th Generation IIP framework in due course

• Currently built around the Plan, Do and Review principles of Investors in People


More about the Award

• 10 Indicators and 50 Evidence Requirements, 15 of these are contained within the IIP Framework

• Assessed in the same way as IIP i.e. through interviews and observations

• Also used for development purposes

• Can be combined with an IIP Assessment or stand alone


Key focus areas within the Award

• A Health and Wellbeing strategy that underpins the goals of the organisation

• Three key themes i.e. physical, psychological and social wellbeing• Measurable success criteria to help ensure resources are allocated to

the right areas• Consultation with staff to ensure their needs have been accurately

identified and met• Managers who are actively involved in supporting the health and

wellbeing needs of their people• A culture that is conducive to the health and wellbeing of people • Ongoing review of the effectiveness of the strategy


The benefits of having a health and wellbeing focus are well documented

• Improved morale

• Higher levels of employee engagement

• Reduced sickness rates

• Reduced levels of stress related illness

• Higher levels of productivity

• Improved retention rates

• Attracts talentDelivered by Grant Thornton UK LLP - the licensed

delivery partner for the South of England

How can working with the Award framework help you achieve these benefits?

• Clarifies thinking about what health and wellbeing means to an organisation

• Pinpoints the areas most in need of improvement and puts measures against these

• Focuses resources in the right areas• Ensures staff have a real say in what is important to them • Helps to create a joined up, coherent strategy for health and

wellbeing rather than a series of disparate activities


Benefits continued

• Puts the spotlight on what good managers should be doing to support their staff

• Looks at the importance of work life balance• Encourages staff to take responsibility for their own health

and wellbeing• Builds in a mechanism for review and evaluation of the

support activities that are making the most and least impact• Creates a more vibrant working environment • Helps to embed a culture of health and wellbeing


What does health and wellbeing mean to staff?

“It means enabling me to work whilst I’m going through chemo which is so important to my sense of normality ”

“It means accommodating my changing work patterns as my family grows up”

“For me it’s about having an approachable manager who takes a genuine interest in me as a whole person”

“Our CSR work in the community helps me feel good about myself”

“Respecting my work life balance shows respect for my wellbeing”

“Offering free gym membership and pilates classes helps me keep fit and healthy”

“They go out of their way here to show they care, that matters a lot”


What are the typical gaps or areas for improvement a Specialist may find?

• An ill defined Health and Wellbeing strategy with no metrics• A health and wellbeing approach that doesn’t connect with the business

strategy or values• A strategy that is owned solely by HR• Lack of consultation/involvement of people in the strategy • Lack of understanding of the role of the manager in supporting health

and wellbeing• Lack of management development around the expectations and

behaviours required to support the health and wellbeing needs of staff• Lack of review and evaluation of impact and benefits of the strategy


In summaryWhy should you go for the Award?

• Great recruitment and retention tool • Saves you re inventing the wheel, you have a ready made tried and

tested framework• Opportunity to learn from other organisations already using the Award

framework• It works! It will bring about significant improvements to the engagement

and wellbeing of your people e.g. sickness levels reduced by 15%, 15% improvement in engagement scores, new recruits report they chose the organisation because of its approach to staff wellbeing


What support can you expect from IIP South of England?

• Access to an on line self diagnosis to give you a starting point

• Advice and guidance to get you started and throughout the journey to accreditation

• Signposting to good practice and organisations already using the framework


Want to know more?

• Speak to one of the IIP South of England team here today

• Go onto the following website;

https://www.investorsinpeople.co.uk/accreditation/continuous-improvement/health-and-wellbeing

• Carry out an online diagnostic; http://www.investorsinpeople.co.uk/resources/tools/free-health-and-wellbeing-tool

• Get in touch via the IIP South of England website; http://iipsouth.investorsinpeople.co.uk/





http://www.investorsinpeople.co.uk/resources/tools/free-health-and-wellbeing-tool



http://iipsouth.investorsinpeople.co.uk/

http://iipsouth.investorsinpeople.co.uk/

Health & Wellbeing presentation from Dorothy Shirvell

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Transcript of Health & Wellbeing presentation from Dorothy Shirvell