Health and Wellbeing in the Workplace

Diana SalmonGroup H&S Manager

Who am I?

• Nurse• Chartered Occupational Hygienist• Chartered H&S practitioner• Consultant in Health and Wellbeing

Who are Radian

• Registered Social Landlord and provider of supported living

• Formed in late 2006 from merger• 1700 staff, 22,000 homes and 900

PWS• Working across 9 counties in South of

England

Split for working purposes into 5 areas.

Flexible working

Flexi-leavePart time

Compressed daysJob shares

Started small.........

• No budget• Smoking cessation• Weight loss• Inter-site competition• Publicising successes

Initiatives

......Got bigger• Market places• Benefits package• Health checks• Flu jabs• Choir groups• Yoga......

Initiatives

Market place - Advice

SmokingWeight lossAlcohol awareness

Back care and posture

Market place - treatments

Head and neck massagesReflexologyBlood pressure checksCholesterol checks

Market place – healthy and funSports shops

Leisure centres Smoothie bike

Benefits package

Childcare vouchersStore discountsTrading holidaysStaff loansCycle to workHealth care

Communicating the message

Articles in staff newsletter

Back of toilet doors!

Rotating banners on staff intranet

Demonstrating Management commitment

Health and Wellbeing procedure

H&S policy statement

Safety, Health and Wellbeing Strategy

Key Performance IndicatorsMeasure Responsible Officer Reporting

Frequency and method

Target

Suitable and sufficient staff work-related risk assessments are stored on Cascade.

All Line Managers Biannual by sample 100% of sample group selected

Return to work risk assessments have been completed for staff returning after long term sickness (more than 4 week period).

All Line managers Biannual by sample 100% of sample group selected

All new starters have a H&S induction relevant to their role within the appropriate timeline required by their role.

Line Managers Biannual by sample 100% of sample group selected

Successful Matrices?• One person losing 2

stone?• 20 people stopping

smoking for 6 months++?

• No-one off with flu for entire winter?

• ...........????

Quantifying success

We have found.....

• Increase in employee engagement.• Decrease in sickness absence• Improved work-life balance• Increased number of staff

participating in initiatives

Ongoing challenges

• Getting managers to talk about setting health and wellbeing objectives with their team

• Reaching those who are hard to reach!• Construction ‘macho’ males• Night workers

Recommendations

• Consult • Plan• Budget• Communicate

Summary

• Benefits of introduction are just what ‘they say on the tin’

• It is easy to get carried away with enthusiasm!

• Once in place momentum takes over.• Personal satisfaction!

Thank you