Transcript SE Regional Public Health Group Fact Sheet Teenage

South East Regional Public Health Group
Information Series 3
Employment and Health:
Enhancing Quality of Life and Sustainable Growth
This information series has been compiled by the Regional Public Health Group based in the Government Office of the South East. They aim to summarise key
public health issues based upon evidence, in order to facilitate good practice and improve health at local and regional levels. They are NOT policy documents.
Vision
Maximise health to maximise productivity, enhance quality of life and sustainable growth, by increasing
wider social inclusion in employment and creating well-being in the workplace.
Audience
Those interested in economic development, employers associations, human resources and occupational
health in the private and public sector including local authorities and health trusts, and those promoting
social inclusion, independence and supporting people on incapacity benefit back into work.
Why it’s Important
Enhancing quality of life and productivity are essential components for developing sustainable growth as
highlighted by the South East Regional Economic Strategy. In order to ensure these aims are achieved, the
role health plays in employment needs to be addressed. There are two key strands to this approach:
 Creating well-being and health in the workplace
 Increasing employment levels of socially excluded populations
Promoting well-being in the work place is important because a persons workplace has major impacts on the
health and well-being of that person AND because ill-health or stress in the workplace can lead to a
reduction in efficiency and productivity, leading in some cases to sickness, absence and job loss. This
relatively neglected area of improving health in employment has a huge impact upon the economy and is
important for the following reasons:
 Because you can improve productivity, performance, morale, commitment, efficiency and sustainability by creating
a healthy workplace.
 Promoting well-being at work can improve an organisation’s external image and reputation of being a socially
responsible and quality employer, with the message to the outside world that the company ‘looks after the employee
and looks after the product/ service’
 In the UK, an estimated £77 billion pounds is lost to the economy through people with stress related and mental
health problems being unable to work. (Mental Health and Social Exclusion’).
 On the basis of the old (pre-October 2006) PCT areas, sickness absence directly costs each Trust around £4 million
a year; agency staff account for 4.2 per cent of Trust staffing costs, or £2.3 million per old PCT
 Sickness absence rates in the health and social care sectors are the highest of all sectors at 4.8 per cent (the UK
average is 3.4 per cent), and the estimated cost to the UK economy is £4 billion per year
 There is a 50 per cent excess of mental ill-health in the NHS workforce when compared to equivalent working
populations
 NHS staff turnover stands at 14.5 per cent a year, with the average recruitment cost for new staff at over £4,600 per
employee.
PROTOTYPE – JANUARY 2008
 Sickness absence costs UK employers around £12.2 billion each year- of which the SE has the highest
sickness absence rates in the whole country, reducing efficiency, productivity and competitiveness.
 Stress-related conditions and musculoskeletal disorders are now the most common reported cause of
absence from the work place.
 Alcohol misuse in this country accounts for £6.4 billion pounds in lost productivity through absenteeism,
unemployment and death.
 Employers have a statutory responsibility to make ‘reasonable adjustments’ to employees who have a
health condition and/or disability under the (Disability Discrimination Act. DDA)
 Being in employment acts as a protective factor for mental and physical health, empowers individuals
and reduces poverty, inequalities and social exclusion.
 As with the rest of the country, the South East is predicted to have an increasingly ageing population,
with a reduction in the ratio of workers to people of “retirement age”. Workplaces need to start adapting
themselves for an older workforce, where promoting well-being will be key to maximising benefits from
this experienced and skilled work population.
Current Situation
South East Incapacity Benefit Hotspots
Map showing rates of Incapacity Benefit and Severe Disablement Allowance claims by Middle Super Output
area in the South East, 2005.© Crown copyright. All rights reserved SEPHO. License number 100039906,
2006.Source: Neighbourhood Online Statistics (Office of National Statistics).
Sickness Absence Rates Winter 2005 (percent region of residence)
Percentages relate to the proportion of employees who were absent from work for
at least one day in the reference week
United Kingdom
2.7
North East
1.9
Wales
2.4
West Midlands
3.0
North West
2.2
East Midlands
2.8
York and Humberside
2.8
East
3.2
London
3.2
South West
2.6
Scotland
2.3
South East
3.3
The Inter-Relationship of Health and Employment:

Perceived poor job satisfaction for example, Low control and low reward for high effort in ones
job significantly increases the risk of heart disease, even after accounting for other risk factors.

The number of days taken off sick due to mental ill health has increased 20% since the 1970s.
Stress related absences account for half of all sickness and cost about £4 billion/year.

Only 21% of people with long-term mental illness are employed – the lowest of any disabled
group. Being in employment helps protect peoples mental well-being, this is a missed
opportunity for increasing overall social well-being and costs the economy £23 billion/year.

Stress also contributes to physical health problems, including musculo-skeletal problems, alcohol
and drug misuse, smoking and heart-disease.

An ageing and increasingly overweight workforce will need more input from employers to reduce
sickness, maintain and improve good health.
The figure below illustrates that being depressed or having anxiety is especially associated with being
economically inactive amongst men. Whilst employed men are less likely to have a neurotic disorder. A
similar pattern is seen in women, though to a lesser degree. However, here is no statistical difference in the
rate of having anxiety or depression with educational status or social class.
The proportion of males and females with anxiety or depressive disorders vs no disorder and
employment status, England 2000, ONS.
80
70
60
Male w ith neurotic
disorder
Percentage
50
Male no neurotic
disoder
40
Female w ith
neurotic disorder
30
Female no neurotic
disoder
20
10
0
Employed
Unemployed
Employment status
Economically inactive
Predicted demographic changes showing a greater increase in numbers of older people compared to
younger age groups between 2006-2027, SE England
100
Percentage increase in number of persons, 2003 to
2028
336,000 persons
All ages
Ages 85+
80
Ages 75 to 84
Ages 65 to 74
60
745,500 persons
40
994,300
persons
20
0
2003
9,222,100 persons
2005
2007
2009
2011
2013
2015
2017
2019
2021
2023
2025
2027
Year
Factors in the workplace that impact negatively upon health and well-being:
Management Style and Work
Culture
Factors influenced by organisational Environment:
Associated with increased
mental and physical health
problems. Stress related
absence costs economy £4bn
 Smoking- Heart disease, strokes, cancers, respiratory
disease- costing regional economy £1.8bn.







High demand/low control
Long hours
Bullying and harassment
Poor effort /reward ratio
Lack of organisational justice
Job insecurity
Social support at work
 Obesity- increasing trends causing heart disease, cancers,
diabetes, musculo-skeletal disorders; currently cost economy
£8 bn, worsened by obesogenic work environments
encouraging unhealthy eating and lack of activity.
 Activity- lack of physical activity on the journey to work and
during work contribute to obesity levels, heart disease and
stress cost economy £8 bn.
 Alcohol and drugs- used socially and in response to stress,
increases accidental and intentional injuries, physical and
mental health problems, costing the economy £6.4 bn.
 Injuries – work related injuries, including musculo-skeletal
disorders are influenced by the work environment, work place
policies and adherence to Health and Safety regulations
 Flexible work hours and child poverty- Child unfriendly
work policies have an impact on child health, especially by
acting as a barrier to employment for lone parents.
The diagram below illustrates the interaction between the two strands of employment and health –
creating well-being in the workplace and increasing employment for socially excluded groups.
Employment & Health- Enhancing Quality of Life and Sustainable Growth
-increasing social engagement in employment and creating healthy workplaces-
Wider
Social
Determinants &
Inequalities
Sickness
Unemployment
Incapacity
Benefit
Increase
Employment of
Socially Excluded
Groups
Reduced
Productivity
Efficiency
Social
Exclusion
Incapacity
Benefit
Reform
Primary Health
Care Role:
•Sick certification
•Condition Management
•Vocational advice
•Talking therapies
Toxic
Work
Environment
Create
Well-Being
In the
Workplace
•Mentoring
•Buddying
•Peer listening
•Pathways
to Work
•Leading
By Example
Vocational
Rehabilitation
Skills &
Training
Supported
Employment
Nurse J, 2006
What Works, Ways Forward and Resources
Promoting General Health in the Workplace
Creating a Healthy Workplace: A Guide for Occupational Safety and Health Professionals and
Employers’ Faculty of
Public Health and Faculty of Occupational Health, 2006. www.fph.org.uk and www.facoccmed.ac.uk
Sign Up: Improving Health is everyone’s business
A joint Department of Health and HSE newsletter aimed at the business sectorwww.signupweb.net
Mental Health in the Workplace
Tackling stress: The Management Standards approach
The Health and Safety Executive leaflet that contains notes on good practice which are not
compulsory but which you may find helpful in considering what you need to do. www.hse.gov.uk
Shift - Line Managers web resource:
A line manager’s guide to reasonable adjustments for people with mental health problems.
http://shift.org.uk/~employers/line-managers-resource.html
Leading by Example
A guide to making the NHS an exemplar employer of people with mental health problems. Sainsbury
centre for mental health website: www.scmh.org.uk
The Mindful Employer is a collaboration of employers who’ve signed up to promoting mental well
being and work place fitness for Mental Health Service Users. Sainsbury Centre: www.scmh.org.uk
and www.mindfulemployer.net
Employers Forum on disability: A practical guide to adjustments for people with mental
health problems
A series of briefing papers published by the Employers Forum on Disability providing practical
guidance on specific subjects relating to the employment of disabled people, including ‘Realising
Potential- the Business Case’ for employers to employ people with disabilities.
www.employers-forum.co.uk
Supporting people back into work
Pathways to Work – to start in SE in 2008
In 2002, the Government announced plans to provide “a new framework of help for those who
through illness or disability have applied for incapacity benefit” to help get them back into work. The
proposals are set out in “Pathways to work: helping people into Employment” www.dwp.gov.uk
Since then, several areas have piloted the scheme, examples can be found on www.scmh.org.uk
Improving Access to Psychological Therapies (IAPT)
Significant additional funding (£173m) has been identified to improve access to evidence based
psychological therapies over the next three years. The new money will establish psychological
therapies services in around half of all PCT areas from 2008-11 and ensure plans are in place to
extend this across the country. The increased availability of psychological therapies will make a
significant contribution to enabling people with mental health problems stay in or return to
employment (estimated 25,000 fewer people with mental health problems on sick pay and benefits
nationally) and be delivered in conjunction with the national roll-out of the DWP Pathways to Work
Condition Management Programme. More information on the programme can be found at
www.mhchoice.csip.org.uk and www.southeast.csip.org.uk/iapt.
Workplace Health Connect
For more information on Workplace Health Connect, the organisation providing the regional
‘pathfinder’ service and details of the areas covered.www.hse.gov.uk/workplacehealth/ The new
Workplace Health Connect newsletter is available at:
http://www.scmh.org.uk/80256FBD004F6342/vWeb/wpKHAL6N4F9G
Networks and Alliances
National Employment and Health Innovations Network
This national network is funded by the Department of Work and Pensions and is supported by the
Department of Health, the Welsh assembly Government and the Scottish executive. It brings together
innovative practitioners, researchers and policy makers in an informal setting to develop ideas, good
practice and an evidence base for the future. Register for future events at: www.scmh.org.uk
Corporate Alliance Against Domestic Violence
An alliance of employers who aim to raise awareness of and taking action to reduce the human and
economic impact of domestic violence in the workplace, for example by ensuring there are work place
policies for supporting victims of domestic violence. www.corporateallianceuk.com
Business in the Community
Business in the community is a network that aims to engage and support business in continually
improving its positive impact on society. www.bitc.org.uk
Opportunities to improve health through employment
 The Economic Development Agency and Regional Assembly should focus on the close interrelationship between employment and health within the Regional Economic Strategy in order to
maximise productivity, quality of life and sustainability.
 Local Strategic Partnerships (LSPs) Local Chambers of Commerce and Local Area Agreements
(LAAs) are opportunities to raise awareness of the importance of close inter-relationship between
employment and health and develop local alliances to share good practice.
 LEGI- Local Enterprise Growth Initiative, for economic development and regeneration.
 Health Trainers- providing support and advice to self-manage long-term health conditions to enable
individuals to get back into work; alternatively health trainers could be used to promote healthy
workplaces.
 Access to Psychological Therapies- pilots are being established in Portsmouth and Hastings, two
areas with high rates of incapacity benefit take up. More information on the programme and further roll
out, can be found at www.mhchoice.csip.org.uk and www.southeast.csip.org.uk/iapt.
South East Regional Employment Partnership
As a response to the Cabinet Office action plan on social exclusion (Reaching Out), all the regions in
England have been asked to form regional partnerships made up of key organisations, and to develop
a statement of priorities and an action plan which will result in improved employment outcomes for
people who experience mental illness. For more information about the partnership, please contact:
Stephany Carolan, Programme Lead (Employment) SE Development Centre / Care Services
Improvement Partnership [email protected]
Case Study: Creating Bridges - a Service User Employment Project for the Kent and Medway NHS
Social Care and Partnership Trust, Mental health Trust.
Since May 2003, Creating Bridges has supported people with long enduring mental health issues with
work experience placements within the Trust. Placements include kitchens, portering, administration,
reception, finance, auditing, health care assistant on in-patient settings, support workers in community
settings and within the Crisis Resolution at Home Team. These placements provide recent work
experience and references for an individual’s CV, as well as increasing confidence, skills and
motivation.
The Trust is also part of the Mindful Employers Initiative:
The Trust has ratified a Mental Health in the Workplace Statement that’s included in
• Recruitment documents, setting out the Trust’s commitment and duties to people with mental
health issues whilst in employment;
 Advertisements declaring that ‘The Trust welcomes people who have experienced mental health
issues to apply for the post;
 Recruitment packs which contain a statement of the Trust’s commitment to being a ‘mindful
employer’,
and details of the Creating Bridges Project are provided if any support is needed during
recruitment or whilst in the post.
Creating Bridges has facilitated the development of a network of 66 local businesses who have
signed up to the Mindful Employer initiative, and provides businesses with information on:




Employers’ responsibilities regarding the Disability Discrimination Act;
Information on mindful recruitment and retention;
What support to give if someone has a mental health crisis;
Information on benefits to the business, by stimulating creativity and diversity, recruiting people
with a wide range of life skills and experiences, and increasing retention rates.
Creating Bridges plans to develop a GP vocational advisors service, whose role would be to mediate
between employers and patients, aiding overall recovery and supporting return to work.
For further details, please contact: Lynn Jackson, Service User Employment Project
Manager, Kent and Medway NHS Social Care and Partnership Trust:
[email protected]
‘Healthy Workplace Code’
Workplaces to adopt a senior staff member to ensure implementation of the
Healthy Workplace Code
1.Adopt a smoke free policy:
-Offering smoking cessation support to staff
-Offering smoking cessation support for clients/ patients
2.Ensure Healthy Nutrition options are the primary choice provided:
-For staff canteens and vending machines
-For clients/ patients and meetings
3.Promote Physical Activity travelling to and at the workplace:
-Adopt Travel Plans that promote active transport
-Encourage and incorporate physical activity into the daily routine
4.Develop a Substance Misuse Policy:
- Provide brief interventions or refer for support
- Ensure no alcohol or drugs are allowed in the workplace
5. Promote Mental Well-Being:
-Implement the HSE managing stress standards including: Appropriate work
demand; promote control of work; supportive management; build positive
relationships; ensure clear roles; manage change.
-Improve access to psychological therapies for those with stress, anxiety or
depression
6. Adopt a Management and Work culture style that increases effectiveness at
work and reduces stress:
-Leadership regarding direction and purpose
-Provide variety and opportunities to develop
-Address bullying & harassment, support poor work & praise good work
-Promote equality and diversity
-Promote flexible work hour arrangements for all workers
-To support flexible working arrangements especially for those with child and
other caring arrangements
7. Reduce Injuries and promote Safety:
-Implement lifting and handling policies & active rehabilitation for muscular
strains
-Implement Zero Tolerance to violence against staff
-Ensure a Bullying, Harassment & Domestic Abuse Policy
8. Widen the remit of Occupational Health & Human Resources:
-To actively promote well-being of its workforce
-To assess and intervene early in sickness absence
-To provide support on returning to work following sickness
-To provide good pre-retirement advice and support
Objective
Priority Areas Identified in the SE Regional Health Strategy
Key actions
Delivery Agents
1. Improve health in the
workplace
Promote the adoption of the
Healthy Workplace Code or other
recognised quality mark such as
the Work Wise standard by NHS
organisations, public, private, and
community and voluntary sector
employers
South East Economic Development Agency
(SEEDA), Health and Safety Executive,
NHS Chief Executives, Local Authority
Chief Executives, Chambers of Commerce,
Environmental Health, Private and
community and voluntary sector employers,
Sport England, Occupational Health and
Human Resources
2. Improve mental wellbeing in the workplace
Increase the number of sites
across the South East piloting
ways of increasing access to
psychological therapies
Care Services Improvement Partnership
(CSIP), SEEDA, Employers, Primary Care
Trusts (PCTs), GPs and Primary Care,
Mental Health Trusts
Promote management styles and
human resources practices that
promote mental well being
Mindful Employers, SEEDA, CSIP,
Occupational Health and Human Resource
leads, Chances for Change Big Lottery
Fund Well Being Programme
Increase levels of active transport
(cycling or walking) to work and
during work
Regional and County level transport leads,
Employers
Sport England, Regional Public Health
Group
Increase participation in physical
activity and sport within the work
environment
Employers, Sport England, Local Authority
Sport and Leisure Facilities, Regional Public
Health Group
Target high risk groups (teenage
parents, those with mental health
problems, disabilities, children in
care, school excludees, young
offenders, older workers) not in
education, employment or training
Connexions, Learning and Skills Council,
Youth Offending Teams, Local Authorities
Children’s Leads, Learning Disability
Teams, SEEDA, CSIP
Work to promote and support
education, training and
volunteering opportunities for
those with long-term mental health
problems as a potential stepping
stone to employment
Mental Health Trusts, CSIP, Learning and
Skills Council
Educational Establishments, Voluntary
Community Sector, SEEDA
Work to promote skills
development in the workforce and
increase the proportion of older
people in employment in order to
increase retention, flexibility and
resilience
Learning and Skills Council, Employers
Organisations represented on the SE Older
Workforce Action Group
SEEDA, CSIP
Increase the number of people
returning to employment from
incapacity benefit
Job Centre Plus
Local Authorities, Employers, CSIP, NHS
Mental Health Trusts, SEEDA
Promote flexible working patterns
(eg use of information technology,
flexible hours and working from
home) to facilitate ease of work for
parents, carers, previously
excluded groups
Employers, Learning and Skills Council
Workwise, SEEDA, CSIP
3. Increase levels of
physical activity both during
work and on the journey to
work
4. Improve education and
skill levels of those not in
employment and for those
in employment and
encourage community
based interventions to help
achieve work readiness
5. Increase employment
levels among socially
excluded populations
Local Area Agreements
National Indicators Most Relevant to improving Employment and Health
Children and Young People
Indicators related to school achievement in general and specifically those that positively influence poor
achievement for example:
NI 50 Emotional health of children PSA 12
NI 86 Secondary schools judged as having good or outstanding standards of behaviour DCSF DSO
NI 88 Number of Extended Schools DCSF DSO
NI 90 Take up of 14-19 learning diplomas DCSF DSO
NI 91 Participation of 17 year-olds in education or training DCSF DSO
NI 105 The Special Educational Needs (SEN)/non-SEN gap – achieving 5 A*-C GCSE inc. English and Maths
DCSF DSO
NI 106 Young people from low income backgrounds progressing to higher education PSA 11
NI 108 Key Stage 4 attainment for Black and minority ethnic groups DCSF DSO
NI 109 Number of Sure Start Children Centres DCSF DSO
NI 112 Under 18 conception rate PSA 14
NI 114 Rate of permanent exclusions from school DCSF DSO
NI 116 Proportion of children in poverty PSA 9
NI 117 16 to 18 year olds who are not in education, training or employment (NEET) PSA 14
NI 118 Take up of formal childcare by low-income working families DWP DSO
Safer and Stronger Communities
NI 6 Participation in regular volunteering CO DSO
NI 7 Environment for a thriving third sector CO DSO
NI 13 Migrants English language skills and knowledge HO DSO
NI 45 Young offenders engagement in suitable education, employment or training MoJ DSO
Adult health and wellbeing
NI 130 Social Care clients receiving Self Directed Support (Direct Payments and Individual Budgets) DH DSO
NI 136 People supported to live independently through social services (all ages) PSA 18
Tackling exclusion and promoting equality
NI 141 Number of vulnerable people achieving independent living CLG DSO
NI 144 Offenders under probation supervision in employment at the end of
their order or licence PSA 16
NI 146 Adults with learning disabilities in employment PSA 16
NI 148 Care leavers in employment, education or training PSA 16
NI 150 Adults in contact with secondary mental health services in employment PSA 16
Local economy
NI 151 Overall employment rate PSA 8
NI 152 Working age people on out of work benefits PSA 8
NI 153 Working age people claiming out of work benefits in the worst performing neighbourhoods DWP DSO
NI 161 Learners achieving a Level 1 qualification in literacy PSA 2
NI 163 Working age population qualified to at least Level 2 or higher PSA 2
NI 173 People falling out of work and on to incapacity benefits DWP DSO
NI 174 Skills gaps in the current workforce reported by employers DIUS DSO
NI 176 Working age people with access to employment by public transport
(and other specified modes) DfT DSO
Above Indicators are in The National Outcome and Indicator Set
http://www.communities.gov.uk/publications/localgovernment/nationalindicator
Legislation
The 1995 Disability Discrimination Act (DDA) (amended 2005), and Disability Public Sector Duty
The DDA requires employers not to directly discriminate against disabled people, to make reasonable
adjustments for disabled people, not to practice disability related discrimination, and to protect disabled
people from harassment in the field of employment.
http://www.drcgb.org/thelaw/thedda.asp
Health and safety legislation:
All employers have duties under the following:
• The Management of Health and Safety at Work Regulations (1999) to assess the risk of stressrelated ill health arising from work activities.
• The Health and Safety at Work Act (1974)
The Health and Safety Executive (HSE) expects employers to carry out a suitable and sufficient risk
assessment for stress in their workplace, and to tackle any problems that are identified. The HSE
Stress Management Standards were issued in 2004 to help this process. www.hse.gov.uk
The Welfare Reform Bill (due to be passed Autumn 2006) – see details of Green Paper-
National Drivers
There are a number of key drivers for making improvements that effect the health and well being of the work
force. This is reflected in the Government’s strategy ‘Health, Work and Well-being’. This strategy
encourages and supports employers in initiatives to improve the health and well-being of people of working
age.
‘A new deal for welfare: Empowering people to work’ illustrates how, with the right support, most people
who want to work can do so. There remains a wealth of skills available to employers of people currently in
receipt of benefits. There are real opportunities here to make a real difference to people’s lives and boost
the economy.
Key National Drivers
Choosing Health: Making healthy choices easier Public Health White Paper, 2004
http://www.dh.gov.uk Outlines three actions:
• Reducing barriers to work to improve health and reduce inequalities through employment
• Improve work conditions to reduce the causes of ill health related to work
• Promote the work environment as a source of better health
Our Health, Our Care, Our Say- A new direction for community services, 2006
http://www.dh.gov.uk includes commitments to:
• help people with health problems and disabilities to remain in or return to work
• Improve access to Computerised Cognitive Behaviour Therapy
Key National Drivers
A New Deal for Welfare - Empowering people to work 2006 (Green paper):
http://www.dwp.gov.uk/aboutus/welfarereform aims to increase the employment rate of our working
age population to 80% by:
• Reducing by 1 million the number of people on incapacity benefits
• Help 300,000 lone parents into work
• Increasing by 1 million the number of older workers
Social Exclusion and Mental Health report, Social Exclusion Unit, ODPM, July 2004. In
terms of the employment agenda, the programme is undertaking several pieces of work:
• Employer engagement to share thinking and good practice on recruitment and retention of people
with mental health problems;
• Working with Employers Forum on Disability to test employer facing tools for intermediaries;
• Working with a range of stakeholders to develop the mentally healthy workplace agenda;
• Working with the HSE on the development of workplace health connect.
http://www.socialexclusion.gov.uk/downloaddoc.asp?id=134
Health, Work and Well-being “Health, work and well-being - Caring for our future: A strategy for the
health and well-being of working age people” DH, DWP and HSE, 2005, www.health-and-work.gov.uk
aims to:
• Support people to remain in or return to work following an illness;
• Reduce the incidence of work related ill health;
• Maximise the potential work offers to promote good health.
This diagram overleaf summarises the variety of components that contribute to well being in the
workplace. Maximise productivity by enhancing organisational design, culture and management style to
promote health and well-being in the workplace.
For further information please contact: [email protected]
For additional copies of the Information Series please visit the SE Public Health Observatory
Website http://www.sepho.org.uk/viewResource.aspx?id=10297
•Clear leadership & vision
•Value individuals
•Promote friendships
•Consult employees &
Ensure representation
•Meaningful work
•Promote work-life balance
•Learning & Training
•Personal Development Plans
•Performance Management
Culture &
Management Style
Health & Safety Executive
Standards to reduce stress:
•Appropriate work demand
•Promote Control of work
•Supportive management
•Build positive relationships
•Ensure clear roles
•Manage Change
•Psychological Therapies
For those with stress, anxiety
& depression
Mental Well Being
•Drugs & alcohol policy
•No alcohol in work
•Brief interventions,
•Referral for support
Drugs & Alcohol
Reduce
Obesity
Activity
Nurse J, 2006
•Recruitment & retention
•Sickness absence
•Poor performance
•Sickness return & support
•Policy re equality &
diversity,
• Conflict management
Human Resources
•Disability Discrimination Act
•Anti-discrimination policyAge, gender, sexuality, ethnicity
•Promote diversity & creativity
•Flexible work hours & childcare
•Disability friendly facilities
Equality &
Diversity
•Decrease sickness absence & injuries
•Reduce poor performance
•Less insurance & compensation
•Compliance with Disability Disc. Act
•Lower recruitment costs
Promoting
Health & Well-Being
In the Workplace
Environment
Injuries & Safety
•Induction programmes
•Mentoring & buddying
•Graded re-introduction
•Skills & Training
Helping people
into work
Increased
Employment &
Social Inclusion
•Promote well-being
•Screening
•Early assessment of
Sickness absence
Occupational
Health
•Ergonomic design
•Noise, space & lighting
•Air quality & temperature
•Layout, plants & pictures
•Zero tolerance to violence
•Bullying, harassment &
Domestic Abuse Policy
•Risk assessments
•Lifting & handling policy & active
Rehabilitation for muscular strains
•Driver training & policy
•Health & Safety Executive
•Travel to work plans
•Promote walking &
Cycling to & at work
•Gyms & discount clubs
•Improve staff retention & morale
•Increase productivity & performance
•Create a resilient & older workforce
•Enhance employer profile
•Improve efficiency & sustainability
Nutrition
•Fruit & vegetables
•Good Mood Foods
•Healthy snacks & water
•Low sugar & salt
Smoke Free
•Smoke free policy
•Smoking cessation
support