Northern Ireland Branch. HR Toolbox: Well Being in the Workplace

Transcription

1 Northern Ireland Branch HR Toolbox: Well Being in the Workplace

2 Peter Aiken Chair CIPD Northern Ireland Branch Committee

3 Claire Loftus Events & Communications CIPD Northern Ireland Branch

4 09:15 09:30 09:30 09:45 09:45 10:20 Dr Michael McBride Chief Medical Officer for Northern Ireland Linda Murphy - HSENI Outlining the Mental Well Being Guidance Dr Geoff Crowther - PSNI Joint Winner of The Irish News Work Life & Well Being Award 10:20 Refreshments 10:35 10:45 Jim Norris - Allstate Investors in People Champion Organisation 10: Orla King Northern Bank Joint Winner of The Irish News Work Life & Well Being Award 11:20 11:45 Pat Polin DHSSPS Highly Commended for The Irish News Work Life & Well Being Award

5 John Brolly The Irish News

6 Dr Michael McBride Chief Medical Officer for Northern Ireland

7 Linda Murphy Health & Safety Executive for Northern Ireland

8 Mental Wellbeing Guide Linda Murphy Workplace Health Support Group Health and Safety Executive NI

9 HSENI Corporate Plan Priority issues manual handling and repetitive work; work-related stress; exposure to asbestos fibres; falls from height; transport in the workplace; and slips and trips.

10 Why manage stress? Health and Safety at Work Order Duty of care company must take all reasonable precautions Management of Health and Safety at Work Regulations Risks must be assessed Management standards - guidance Also common law duty to provide safe systems of work Managing the causes of work-related stress A step-by-step approach using the Management Standards

11 The management standards

12 Management standards Culture Demands Control Support Relationship Role Change

13 Mental Wellbeing Guidance

14 Mental wellbeing guide Board and senior managers Demonstrate leadership towards staff Cost Accountability Legal requirements Corporate responsibility

15 Mental wellbeing guide Line managers Why address mental wellbeing What should line managers look for Why involve the line manager What should the line manager do Line managers competency indicator tool

16 Mental wellbeing guide Positive personal wellbeing Five a day behaviours Recognise a decline in wellbeing Take action Sources of help and support

17 Mental wellbeing guide Corporate approach Visible commitment Policies on stress and mental health. Culture of openness. Assess the risk. Draw up action plans. Offer resources and interventions. Provide information and training.

18 Mental wellbeing guide Legislation guidance and management standards Health and safety legislation Equality legislation etc Civil implications Management standards

19 Dr Geoff Crowther Chief Medical Advisor PSNI

20 Well-being in PSNI The Journey So Far Dr Geoff Crowther Occupational Health & Well-being Police Service of Northern Ireland

21 Summary Definition and Evidence. Where we have been. Where we are now. The wellbeing journey ahead Where we hope to be.

22 Definition and Evidence Health WHO definition A state of complete physical, mental and social wellbeing not merely an absence of disease or infirmity (1946) Wellbeing = quality of people s experience of their lives Wellbeing feeling good and doing well Managing organisational health as a business risk

23 Evidence Travellers health insurance employees Cost benefit - $146 million or $3.4 to 1 DuPont employees 14% versus 5.8% decrease in days lost Johnson & Johnson 6.75% increase in organisational commitment

24 Evidence Body weight - ave 3.4 days off for normals rising to 8.2 days for those with BMI over 30 (obese) in petrochemical workers Exercise non exercisers 51% more likely to be absent>7days per year than those exercising just two days per week and 30% when compared with workers doing only one session per week.(79070 employees) PCA results 2+ less days absence in the fittest group Small changes in health behaviours can have large effects on the business risks.

25 Evidence Kent Police Psychological screening for vulnerable groups campaign New attendance management system 25% reduction in absence over 2 years

26 Where we have been 10 years ago officers off sick everyday and another on restricted duty 2003 Health and Wellbeing survey 83% officers and 86% staff report their health as good or better than good Compared to 73% NI 74% Scotland and EU average of 65% Organisational rather than operational risks dominate the stress profile

27 Where we are now. Approx 60% reduction in officer days lost Approx 40% reduction in staff days lost Significant reduction in numbers of restricted officers 4% (better than MSFs) Significant reductions in short term absence But still not meeting attendance targets New approaches needed

28 Where we are now. Musculoskeletal and mental health rehabilitation services Dame Carol s - fit for work services 3 day average wait for physiotherapy Same day access to telephone counselling (24/7) early access to face to face mental health interventions Specialist psychological and psychiatric services

29 Where we are now. In house exercise facilities Health Patrol modules lifestyle and active Health surveillance fit for role specialist groups Cycle to work scheme 20% uptake research being done as to employee engagement and absence

30 What next? Health and wellbeing survey 09 (in partnership with HSENI, HPA and University of Ulster) analysis and report Focus groups to aid action planning and development of well-being strategy Well-being groups locally to take this forward Development of top down support strategic wellbeing group chaired by DCC Strongly based on employee engagement - local wellbeing groups to drive own initiatives

31 The Well-being Hub Conduit for all well-being and health information. Available via a desktop icon on everyone s PC Some content available also from home via password Pilot supported by Police Federation Being developed in conjunction with UUJ business school & Aurion learning.

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33 The Business case Macleod report employee engagement harnessing discretionary effort Reduced absence Better productivity reduced presenteeism Boorman report on NHS looking at health improvement in NHS staff - 6m spend = potential 555m benefit Dame Carol Black report work is good for you. Fit note rather than sick note

34 PSNI Brand Values Right people, right place to make a difference influential Personal Prevent harm & inspire confidence Transparent Keeping promises professional

35 Where we hope to be The finest, personal, professional and protective police service in the world. Delivered by a police workforce who are engaged with the PSNI brand values and - HAPPY HEALTHY AND HERE Thank you