University of Birmingham determines the health of its 9,500-strong workforce through a range of indicators around staff health and wellbeing.
It forms a picture of the health of its workforce and determines how healthy employees are by using pulse checks to see how its employees are on a quarterly and annual basis, as well as using risk assessments and employee engagement activities that connect staff with values, resources and opportunities that support wellbeing and professional satisfaction.
The risk assessments regularly review the efficacy of its mental health support, which includes counselling, occupational health and wellbeing benefits, while its engagement activities seek staff feedback about communication effectiveness and access to wellbeing support and benefits.
By keeping an eye on key measures such as sickness and absence, and using both quantitative and qualitative insights, it builds a rounded picture of trends and areas that may need attention and highlight departments of concern. The organisation then uses this information to proactively support staff through targeted signposting, training and benefits.
The university also actively promotes and signposts wellbeing initiatives, so staff are aware and able to participate, and invites health and wellbeing providers to its annual benefits fair so employees have the chance to ask questions directly. Additionally, it utilises employees’ voices for clarity on their wellbeing, health and support experiences through union members, staff networks and committees.
University of Birmingham offers a suite of benefits to support employee health and improve the organisation’s overall health; it provides optional support, such as access to private cancer testing, a health cash plan and a physiotherapy clinic, explains Monique Myers, HR director for equity, diversity and inclusion (EDI) and wellbeing.
“This includes private medical and dental insurance, onsite sports facilities and an enhanced employee assistance programme, where staff are able to have eight counselling sessions following an increase in requests for support and repeat requests,” she adds. ”Our wellbeing offering is actively promoted through social media, webinars, in-person events, and strategic partnerships with organisations such as Health Assured, Finwell and Holland and Barrett, which hosts sessions on specific health topics.”
University of Birmingham is concerned with the overall health of its workforce because it feels it has a duty of care to all of its employees and students, as well as an ambition to provide a safe, secure and well working environment. It has also invited guest speakers from charities and the NHS, and academics to talk about health and wellbeing topics, holds monthly guided wellbeing walks, and a bikes-for-work scheme.
The organisation recognises that the wellbeing of its people is fundamental to its collective success, explains Myers.
“Our approach prioritises a balanced wellbeing strategy, including financial wellbeing, underpinned by proactive management engagement,” she adds. ”This ensures we continuously listen to our employees, respond to their evolving needs, and enhance our support offerings accordingly.”
The university continually invests in workforce health and wellbeing because when physically and mentally healthy, its employees are more productive, engaged, and resilient, which reduces absenteeism and enhances overall performance.
“We are also mindful that a visible commitment to wellbeing fosters loyalty and retention, as staff feel valued and supported, creating a positive environment that attracts top talent. We see this demonstrated through our staff survey results, and recruitment and retention data,” Myers says.
