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Wellbeing & Royal Mail Group
With wellbeing high on the agenda, it's important ot understand how employees wellbeing adds value to an organisation how this has evolved in recent years. Awareness and understanding could be key to longer term success in this area. Dr Shaun Davis (MA, MBA, MA, MSc, Chartered FIOSH, FIIRSM, Chartered FCIPD, MIoD), Global Director of Safety, Health, Wellbeing and Sustainability, Royal Mail Group, shares with Allen & York what wellbeing means to Royal Mail Group and the importance of wellbeing in the workplace. What does wellbeing mean to Royal Mail Group? At Royal Mail Group we are committed to further improving our employee’ s physical and mental health. We aspire to develop a culture where individuals feel supported and informed to take ownership for their own health and wellbeing so that they can bring the best version of themselves to work, every-day. It’s more than duty of care. We believe by investing in wellbeing we will all feel better, perform better and create a positive working environment that we can all benefit from. Why is having a wellbeing strategy important to Royal Mail Group? Our people are our biggest asset and therefore our aim is to ensure that everyone in the company feels responsible for making sure that we all go home safe and well every day. There are several health challenges facing society; rising obesity levels, mental health conditions, and an ageing workforce. These health challenges are reflected in our own employees within Royal Mail through adverse lifestyle choices; an ageing workforce; physically demanding jobs; and changes to the way we all work through technology and the pace of change. We recognise that some employees face a range of health and wellbeing challenges - either mental, physical or both. The Feeling First Class program alongside a great range of health-related offers and services accessed through our benefits website provide employees with a range of tools to help them optimise their personal health and wellbeing. What advice would you give to organisations looking to improve the wellbeing of their employees? Start with listening to your employees and stakeholders, look at the feedback from engagement surveys or employee forums or similar. Review your absence data and understand the demographics of your organisations. About Shaun Shaun is a Chartered Fellow of The Institution of Occupational Safety and Health, a Fellow of The International Institute of Risk and Safety Management, a Chartered Fellow of The Chartered Institute of Personnel and Development, and a Member of The Institute of Directors. Shaun has a wide portfolio of responsibilities across the Royal Mail Group including safety, health, well-being, and sustainability. Before joining the Royal Mail Group, Shaun worked in the construction, refurbishment, infrastructure, and waste management sectors and led organisations to achieve significant improvements in performance. Shaun has also guided culture change programmes and achieved a variety of awards and accolades for the organisations he has worked for. Shaun holds five Masters Degrees; an MA in Leadership & Culture Change, an MBA, an MA in Marketing & Innovation, an MSc in Workplace Health & Well-being and an MA in Strategic Human Resource Management. He also holds a Doctorate in Coaching and Mentoring with his research having explored the relationship between coaching, well-being, and organisational culture. Shaun is also an honorary Assistant Professor at the University of Nottingham School of Medicine. Shaun is a trustee of three charities; The Men’s Health Forum, The Society of Occupational Medicine and The Rowland Hill Fund. He is also a member of the Business in the Community (BITC) Workwell Leadership Team and acts as vice-chairman and director of strategy for the pan-European mental health campaign ‘Target Depression in the Workplace’. A published author in a number of respected journals and practitioner publications, Shaun has also co-authored the men’s mental health book ‘Positive male mind’ and his latest publication ‘Positive mental health’ will be launched in October this year.
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Wellbeing & Dorset Mental Health Forum
Everyone has an equal right to enjoy all of the opportunities that life can provide and that is why Dorset Mental Health Forum promote the principle that hope, mental health and wellbeing are essential to all. We asked Becky Aldridge, CEO of the Dorset Mental Health Forum, what wellbeing means to her and her team and their views on the importance of wellbeing in the workplace. What does “wellbeing” mean to Dorset Mental Health Forum? Our organisation has spent a great number of years exploring the question “What does wellbeing mean” The general consensus is that it means different things for different people but there are some common themes that emerge in all workshops carried out. These themes are broadly as follows: Having a connection, this could be to other people such as family and friends, but it could also be a connection with spirituality or in some cases owning a pet. A sense of belonging to someone and feeling part of a community however small seems essential. We work hard as an organisation to promote a sense of belonging, some staff describe us a the “Forum family” and this is supported by our organisational values Getting out into nature is another thing that comes up again and again. Walking in our beautiful surroundings and appreciating our coastline is something people often describe as promoting wellbeing. We try to pay attention to this when selecting venues, planning meetings and discussing wellbeing at work. Helping others or giving something back is essential to the wellbeing of many of our staff and people who access services locally, we create opportunities for people to contribute at all levels in our organisation and work with other agencies to share collective voices. Being open about when wellbeing is compromised and accessing support to reconnect with your own resources. People feel safe to discuss wellbeing in our organisation and know that they can do so without judgement or implication. Telling colleagues when you are struggling can build trust and create conditions for honest conversations to happen. We support this within a wellbeing framework that promotes personal responsibility. Why is having a wellbeing strategy important for organisations (regardless of their size or industry sector)? The only way to promote wellbeing in an organisation is to intentionally tackle culture. Training and process alone do not create conditions for an organisation to promote wellbeing. A strategy is essential to support organisational development and therefore change culture throughout the organisation. What advice would you give to organisations looking to improve the wellbeing of their employees? Talk to your staff, they are the ones with the expertise. We believe that co-production is the foundation of developing a positive approach to wellbeing. The important point about co-production is not to pre determine the outcome. Many organisations implement various wellbeing initiatives without talking to the staff first and then wonder why they were not well received. Co-production enables everyone to contribute ideas but is honest and realistic, meaning that people are more likely to be open to a range of perspectives not just their own. In our experience when things are co-produced, they are sustainable, and the process provides rich learning for the organisation. Is there a differentiation between wellbeing and mental health? If so, how would you define it for the workplace? Whilst we do believe there is a difference between Wellbeing and Mental Health, both are common to all of us. Mental Health, good or bad is something we all have (in the same way as physical health) and something that needs to be paid attention to. A sense of wellbeing is important in recovery from mental health problems as much as it is when people are going through periods of change or emotional distress. Mental Health still carries a stigma, both in society but also for individuals. It can be exasperated by gender, age and culture. Organisations that genuinely wish to promote wellbeing need to have an open and honest approach to conversations about mental health. Understanding, awareness and most importantly acceptance are key to this. Can you give any advice on how to support the wellbeing of employees? E.g. raising awareness/challenging stigma. It links back to question 3, talk to your workforce. What are the things that worry them, what matters to people who work for you? Its also about modelling from senior leadership throughout the organisation. Vulnerability in leadership is key, if you want staff to be open and honest then you have to model that, or it will be lip service. How do you see wellbeing in the workplace developing over the next 5 years? Workplace absence due to stress, wellbeing and mental health is still one of the biggest impacts on our work economy. We have to create environments that are emotionally healthier, or productivity will be significantly impacted, and communities will suffer even more than they do now. Many organisations are asking the question about how to improve wellbeing, the answer will very much depend on whether or not they are prepared to tackle the culture that often originated in rigid HR processes and punitive approaches to sickness/absence. Working with a range of people locally, people are gaining a literacy around mental health and wellbeing that will lead them to expect more from their employers and hopefully use their experiences to challenge and influence change. About Dorset Mental Health Forum The Dorset Mental Health Forum (DMHF) is a Dorset-based peer led charity who exist to improve the lives of everyone affected by mental illness by promoting wellbeing and recovery. Established in 1992, predominantly run by those with lived experience of mental health problems, they have a wealth of specialist knowledge and valuable expertise. DMHF promote the principle that hope, mental health and wellbeing are essential to all. Click here to find out more
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Jump-start your January Job Search
The jobs market is getting more competitive and that looks like a trend that will continue long into 2021. To jump-start your job search in January, we’ve put together a few tips on how you can stand out from the crowd. Get ready… 2021 is only days away You might think you have plenty of time but in a competitive market, you need to be organised to get ahead of the curve. Make sure you have: Updated your CV – keep it up-to-date and relevant (see our blog on CV content here: www.allen-york.com/blog/2019/03/cv-or-not-cv) Drafted a cover letter – make it flexible enough to refine for each role Done your research – Companies want to know you know about their business. Reviewed your network – Make sure they know you’re in the market (even confidentially). One, two, three CV If you’re applying for several different jobs as ‘one size fits all’ CV might not be the best option. If the job criteria are different for each role then perhaps you should create different CVs to highlight the experience that matches the job spec. There are lots of CV templates online (have a Google), pick one that is clear, simple and easy to update. Ensure you’re being selective If you’re in a technical or specialist field, you’ll know only too well that it’s a little infuriating to receive CVs from people who aren’t qualified and don’t have the right experience for the role. Serious job seeking isn’t a numbers game, it’s about matching your skills and experience with the requirements of the hiring company. Use your network If you’ve been in a particular industry for a while, then it’s worth reaching out to contacts to see if anyone is hiring. Asking ex-colleagues, friends or family to refer you to people they know is also a good option. The wider the network, the more chance you have of finding new opportunities. Use a Recruitment Consultancy If you’re in a niche role, then working with a consultant might be the best option for you. If your skills are in demand but you want to be quite selective about the roles and companies you’re interested in, then let someone else do the heavy lifting. If you’re looking for a role in Environment, Energy, Sustainability, Health, Safety & Wellbeing, then Allen & York are the recruitment experts in these fields. Be interview ready Due to the pandemic, companies are conducting the majority of their interviews online. That doesn’t mean you can just sling on a t-shirt, lay on the sofa and log into Zoom on your phone! Be professional, dress as you would for a face-to-face interview (or at the very least, a smart top half!) and ensure your background is well lit and isn’t too cluttered. If you’re looking for a new role in Environment, Energy, Sustainability, Health, Safety & Wellbeing, send your updated CV to info@allen-york.comor visit our website (www.allen-york.com) to Register for job alerts. Good luck!
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Wellbeing & Siemens
How we view employees and the environment we work in has evolved. So has the awareness and understanding of organisations as to how important people’s wellbeing is and how this adds value to their places of work. Louise Ward, HSEQ Director Siemens Mobility, shares with Allen & York what wellbeing means to Siemens and the importance of wellbeing in the workplace. What does wellbeing mean to Siemens? Our people are right at the heart of our business. They are essential to everything that we do, so we want to do everything that we can to ensure that they are fit, well, engaged and supported. We want our people to enjoy coming to work, to feel fulfilled and engaged in their job and to go home fit, well, happy and ready to enjoy their lives outside of work. Why is having a wellbeing strategy important to Siemens? Trained and competent people are in short supply in our industry, and we have an aging workforce, but competent people essential to our business, so it is absolutely vital for us to have a framework in place that promotes the health and wellbeing of our workforce in order to safeguard our future. What advice would you give to organisations looking to improve the wellbeing of their employees? Adopt exactly the same process that you would use for safety. Analyse your health and wellbeing risks and design suitable control strategies. There’s no point having fruit in the tea point and a cycle to work scheme if all your staff operate remotely and have company cars!! Understand your risk profile and engage with your people to find a wellbeing strategy that will be fully effective. (Some practical tips here: www.amazon.co.uk/Organised-Wellbeing-Practical-Lessons-Excellence-ebook/dp/B07JK9BG46) What are the biggest challenges for implementing a wellbeing programme into an organisation? In short – Britishness!! To be effective we need to get over our inhibitions about discussing health and wellbeing matters. The more we talk about these things the easier it will get and the better we will be able to support each other. A great many issues can be dealt with through simple conversation and peer to per support, but it’s also important to have a framework of professional support to call on for more serious and complex issues. How do you see wellbeing developing in the next 5 years? This is very much the issue of our time. The workforce is shrinking, the world of work is changing and the pace of life is increasing. Health and wellbeing now are where safety was 20 years ago and I would anticipate a similar trajectory of change over the next few years. About Louise Louise Ward is a Chartered Health and Safety Practitioner with over 20 years experience. Her career has spanned a range of business sectors and high profile companies including British Nuclear Fuels, News International. BP, JP MorganChase, the Engineering Employers Federation, the Civil Service, Network Rail, Thames Water, and the British Safety Council. She is now Health, Safety, Environment and Quality Director for Siemens Mobility, overseeing rail and traffic management operations across the UK. As well as being a practicing health and safety specialist, Louise has been involved in the development of legislation, guidance material and regulatory policy. She has a particular interest in professional development and supports a number of initiatives in this area. She is a visiting lecturer at Middlesex University and a member of a trailblazer group developing degree level apprenticeships. Louise writes regularly for the trade press, and recently co-authored a handbook about wellbeing which has been published by Routledge.
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What Corporate Social Responsibility (CSR) means to us.
What is CSR? Corporate Social Responsibility is a framework for business’ to think about and prioritise the responsibilities they have towards their employees, managers, stakeholders and social communities. A strong CSR strategy helps create work ethics that act above and beyond basic expectations or legal requirements to which the business operates within. Our thoughts Identifying the most ethical ways that an organisation does business that results in a positive influence on society can’t be bad can it? If we’re seen as ‘socially responsible’ and can improve the lives of people or communities we work in, why wouldn’t we? CSR is used to establish values that that match our mission as a business – to provide Sustainable Recruitment Solutions. Holding ourselves responsible to working and living by certain standards gives us an objective to commit to. It promotes good practice, above the norms of expectations, and in marketing terms, helps our brand. If we are doing good, it’s good for business and that’s a definite win. However, we would definitely not encourage using a strong CSR message just to influence the media/customers just to gain more business. If you’re not living your values to intentionally do good and improve society, then it’s a little hard to swallow if it’s just for profit. To get technical for a moment, Professor Archie Carroll presented a model of CSR as a pyramid that displayed four stages to help people to think about the responsibilities of a business. Philanthropic Responsibilities: “Be a good citizen”: Contribute resources to the community’ improve quality of life. Ethical Responsibilities: “Be ethical”: Commit to socially accepted ethical standards. Do what is right, just and fair. Avoid Harm. Legal Responsibilities: “Obey the law”: The organisations commitment to abiding by law and regulations that are expected within the industry and society. Economical: “Be Profitable”: The organisations basic commitment to generate money to pay employees, manager and shareholders. If we take levels 1&2 as given, after all we are a business operating within the law, we must hold ourselves responsible for our Ethical and Philanthropic outputs. We hope that operating within the ‘green economy’ and promoting jobs in this sector does exactly that. Believing it to be the right thing to do by getting people into green jobs and thereby contributing to net zero goals along the way, we hope that what we do is in some (even small) way improving society and mitigating climate change. This may be a lofty claim for a recruitment consultancy but it’s something we work and live by. Since 1994, we’ve promoted working in environmental and sustainable businesses. Whether that’s a role for an Ecologist in an Environmental Consultancy, a PR Account Director in a Sustainable Communications Company, or a Finance Director for an Ethical Investing firm. We hope that doing our bit will improve the quality of life for generations to come. Get in touch if you're a business with purpose who wants to work with a business with purpose, call Sarah Lay on 01202 888986 or email: slay@allen-york.com Allen & York providing sustainable recruitment solutions since 1993.
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Safeguarding the future of trees
Imagine a landscape without trees? No habitats for wildlife to roam, no natural resources, no sense of wonderment from their just being. We all rely on trees for oxygen, fruits, wood, water, medicines and soil nutrients to name but a few. Our wellbeing and that of trees could be intrinsically linked. Like humans, trees are more likely to become ill if they are neglected, stressed or run down. Pests and disease can be devastating. It’s pretty obvious that we need to look after our natural habitats so we, and future generations, can enjoy the benefits of their existence. Are there increased risks? We know global travel has done much damage in terms of climate change and global trade has increased the movement of plant and wood products. As a result, different pests and diseases could arrive in the UK and potentially cause extensive longer-term damage to our trees and woodlands. Thankfully, plants imported to the UK now require ‘plant passports’ to ensure they’re safe to travel. With climate change, warmer temperatures and extreme weather events all being prevalent, the risks to our trees or new pests, like insects and fungi not usually found in the UK, are greater. Forestry England suggests there are around 350 different pests listed on the UK Plant Health Risk Register that can affect trees. Their recent study found “168 of the 454 tree species native to Europe are threatened with extinction; 34 of these species are native to the UK”. So, what can we do? We have to take action. We have to ensure the health and wellbeing of our trees to ensure the health and wellbeing of ourselves. Planting new trees and creating new areas of woodland, according to the strict rules in place, is key. As is using the best seeds from the best trees so they grow strong and healthy. How do we do it? We need tree experts in place. From Arboriculturalists to Tree Surgeons, seedlings need to be nurtured by plant health and biosecurity specialists. On-going, trees need to be tended to ensure their long-term viability and to provide sustainable timber solutions. Scientists are needed to spot and treat disease and control the spread or pests to protect other trees. There’s a whole range of roles within the forestry sector that are vital to tree health and sustainability. Caring for trees, spotting disease and damage, isn’t a nice to have. It’s a valid career choice. One that will no doubt become ever more important as we head towards 2050 net zero targets. Get on board now. Speak to Spencer at Allen & York about Land Design & Development roles. Call 01202 888986 or email: scooney@allen-york.com today if you’re looking for new hires or looking for a new role. Source: www.forestryengland.uk/blog/protecting-tree-health-england
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Wildlife in crisis
According to the Living Planet Report 2020, from the conservation group WWF, wildlife populations have fallen by more than two-thirds in less than 50 years. Described as a 'catastrophic decline' the sad news is that it’s all down to us. The human race. With the report stating the there’s no sign of the decline abating as we continue to see over-fishing, deforestation and increasing temperatures causing wildfires across the globe. The report concluded an average 68% fall in more than 20,000 populations of mammals, birds, amphibians, reptiles and fish since 1970. Dr Andrew Terry, director of conservation at the Zoological Society of London (ZSL), which provides the data states: "If nothing changes, populations will undoubtedly continue to fall, driving wildlife to extinction and threatening the integrity of the ecosystems on which we depend". As if we weren’t already aware, we need action and we need it now. We’re all in this We are living in the age of humans, the Anthropocene, where our actions (and habits) have caused massive changes to our planet with negative effect (global warming, ocean acidification and habitat destruction). We’ve seen an unprecedented pandemic with COVID-19 but we can’t forget that the Earth's ecology is also in an unprecedented critical state. We know what is happening. We know what needs to be done. We need to stop, and even reverse habitat loss and deforestation, by taking urgent conservation action and changing the way we produce and consume food, energy and other materials. Naturalist Sir David Attenborough says,"Doing so will require systemic shifts in how we produce food, create energy, manage our oceans and use materials". He continues, "But above all it will require a change in perspective. A change from viewing nature as something that's optional or 'nice to have' to the single greatest ally we have in restoring balance to our world." What can we do to help? Firstly, we need to transform the way we produce and consume food and energy, reducing waste and having a lower environmental impact. Conservation actions alone won’t stop the continued decline. We need to grow the circular economy across all sectors. Now is the time to build back better. Whilst there may be a looming global employment crisis, we need to look at the areas where we can make a difference. We need to promote sustainable solutions in the workplace; from building cleaner/greener communities, to using software development to tracklifecycle carbon, energy and costs for architectural projects, to low carbon investment and SRI, to sustainability marketing greening all comms to ensure the message actually gets through to people – consistently. One thing is for sure, if we love the planet and the myriad of species that live with us on it, we cannot keep doing what we’re doing and let a million species become extinct within a matter of decades. The time for action is now. Allen & York, Recruitment & Executive Search, working to match candidates with purposeful companies in the green economy since 1993. If we can help you find the right person for your roles, or if you are looking for a new role where you can make a difference, get in touch today. Call 01202 888986 or email: info@allen-york.com to see how we can help.
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MAD World Summit 2020
The first half of 2020 will go down in history as one of the most tumultuous times in living memory. But as leaders put pandemic recovery plans in place, they are in a unique position to build back better - with employee mental health and wellbeing at the heart of the business. “What organisation would not want to be more successful after-COVID than it was before? When you care about mental health, you care about your business”. Dr Richard Heron, VP Health and Chief Medical Officer, BP MAD World stands for Make A Difference. Taking place on 8 October, just before World Mental Health Day, the MAD World Summit is the global go-to online event for employers who want to make a difference to workplace culture, mental health and wellbeing. In 2020, the event is digital. Extending our reach, this opens up even more opportunities for attendees to learn, network and share knowledge in real-time with like-minded employers. The core focus will be on: supporting employee mental health, physical, financial and social wellbeing through COVID-19; stigma; prevention; the evolving role of the line manager; effective leadership through change; navigating the supplier landscape; assessing impact and building inclusive teams and cultures that drive performance and human thriving in readiness for the future world of work. The packed day is a unique meeting of minds with inspiring keynotes, workshops, case studies, curated conversations in the back-stage lounge and lots of opportunities for networking. Speakers include: Rt. Hon. Sir Norman Lamb, John Amaechi OBE, David Oldfield, Group Director, Commercial Banking, Lloyds Banking Group, Leena Nair, Chief HR Officer, Unileverplus leaders from Santander, Nationwide, M&C Saatchi, BP,Deloitte, BT, Companies House, Ofcom, Rolls Royce, GSK, National Grid Ventures, Givaudan, Legal & General, Starbucks and more. Whether you’re just getting started with addressing workplace wellbeing or you’re moving to the next level of implementation of your strategy, from C-suite, talent executives, managers to next-generation leadership teams, join 1000+ like-minded professionals for collaboration, inspiration and to find the right answers for your organisation – now, and for the future. With a range of different registration options, there is something for everybody – whatever your budget. From the Gold Pass, which gives public and private sector employers access to the Backstage Lounge area (where they can join a range of conversations hosted by our Advisory Board members). To theGlobal Passwhich also gives access to our events in the US and Asia. To the Visitor Pass, which allows free access to the supplier showcases and a range of workshops across the day. For details of the fantastic line-up of speakers and to register using code MADUK25 to access 25% off the full ticket pricevisit https://madworldsummit.com/ You can also subscribe to receive the Make A Difference weekly newsletter and follow the event on LinkedIn for updates at @mad-world-summit. Follow the MAD World’s social media tags: Twitter: @MADSummits LinkedIn: @make-a-difference-summits See you there! Contact Stuart Vivian by calling 01202 888986 or email: wellbeing@allen-york.com
