All articles by Tynan Barton – Page 34
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AnalysisHow can employers put resilience at the centre of their health and wellbeing strategy?
Need to know:Resilience fits in to the prevention and education stage of a wellbeing strategy, helping employees stem the drivers of ill health.Many health and wellbeing benefits can be included as part of a resilience strategy, such as sports and social clubs, on-site gyms, or yoga and mindfulness sessions.Having genuine ...
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Case StudiesPWC applies a growth mindset approach to employee resilience
In 2011, professional services firm PricewaterhouseCoopers (PWC) believed that, although its wellbeing approach offered guidance and resources to help when employees were unwell, not enough was being done around changing behaviours and staying well.It shifted to a focus on resilience, which meant applying a growth mindset and considering how employees ...
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OpinionSally Wilson: Good mental wellbeing is good for business
The current increased attention to mental wellbeing at work, and the growing recognition of its paritywith physical health, is long overdue.High profile campaigns such as Time to Change,Mates in Mind and Heads Together have contributed to this shift in thinking, but there is still a lot of work to do.There ...
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AnalysisTop tips on how CSR initiatives can boost employee wellness
Need to know:Corporate social responsibility (CSR) initiatives not only demonstrate that an employer is responsible and sustainable, but can also boost employees’ wellbeing.Employers can offer initiatives that staff relate to, like giving to a local or personal charity, which will increase engagement with the scheme and satisfaction with the organisation.Offering ...
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Case StudiesUniversity of Lincoln's employees engage with local community as part of CSR agenda
For the University of Lincoln, involvement with the community is the central focus for its corporate social responsibility (CSR) agenda; its 2,000 employees have access to a bank of 150 'give-back days' a year, to use however they see fit in order to promote a positive local impact.Rosie Damarell, reward ...
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OpinionNick Kemsley: Employee wellbeing is an evolutionary journey
Organisations need to think of employee wellbeing as a continuum, rather than a series of ad-hoc initiatives. To do this, we need to begin to influence thinking and engage employees and their managers in wellbeing.This involves education and breaking through into other elements of physical wellbeing, such as nutrition, work ...
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ArticleSamantha Mann: How have employers prepared for the second gender pay report?
As we approach the end of the second gender pay gap reporting year, the publication of guidance from the Government Equalities Office, which seeks to help employers identify the reasons why gender pay gaps exist, and how to address their pay gaps, serves to remind us this is not simply ...
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ArticleEmma Codd: How have employers prepared for the second gender pay report?
Deloitte reported under the government’s regulations for a second year last summer. While our second statutory report showed a mixed picture, with some movement up and some down, we knew that some of the steps we were taking to address gender balance in our organisation might have a short-term adverse ...
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ArticleRuth Buchanan: How have employers prepared for the second gender pay report?
There is less than a month to go before the 4 April 2019 deadline for employers to publish their gender pay gap data for the second time. They should be more confident about the mechanics of producing the figures this time around; nevertheless, the regulations are complex. Indeed, many will ...
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OpinionDr James Chandler: Occupational health is a valuable employer investment
The value of occupational health, whether to stakeholders, employees, employers or the government, is well documented. It has been highlighted by two in-depth reports, Occupational health: The value proposition, and Occupational health: The global evidence and value, published in May 2017 and April 2018 respectively, by the Society of Occupational ...
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OpinionDr Sayeed Khan: Valuable occupational health services need better marketing
Occupational health is not marketed as well as it should be, that much is clear. We need to get the message across that occupational health nowadays is much more than just screening and surveillance.Physicians often discuss three tiers of occupational health practice. The first is around surveillance and screening, which ...
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ArticleEXCLUSIVE: Knowing the business case for benefits will help gain approval
Employee Benefits Connect 2019: When building a benefits business case, being able to explain the reasoning behind an initiative's introduction is the most important factor, according to Jonathan West (pictured), client development director at Let’s Connect, a Personal Group company.Addressing delegates at Employee Benefits Connect 2019 on Wednesday 27 February, ...
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ArticleEXCLUSIVE: Wellbeing strategies need effective communication to engage
Employee Benefits Connect 2019: Employers need to invest more into effective communication and engagement strategies when it comes to health and wellbeing initiatives, according to Mark Witte (pictured), head of health and risk consulting at Aon, and Sarah Robson, senior communications consultant at Aon.Addressing delegates as part of the health ...
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OpinionDuncan Brown: Is total reward flexibility the wrong target?
Reward professionals have, quite rightly, been obsessing for many years about the need for greater flexibility, a desire which in fact drove the whole total rewards movement. Uniform market-identikit packages with a lack of innovation and no element of flexibility are limited in their perceived value, and restrict female and ...
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AnalysisTop tips to support employees with unhealthy financial habits
Need to know:Addictive and unhealthy financial habits, such as gambling, are hard to spot, so financial wellbeing initiatives must offer a variety of supports to help employees with a wide range of needs.Looking into staff behaviours and demographics can help tailor communications and construct a strategy that fits with the ...
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Case StudiesHays places financial support at the centre of its wellbeing strategy
Global recruitment organisation Hays recognises the importance of supporting staff with their financial concerns, and addresses this as one of its key pillars of wellbeing.Hays' financial wellbeing strategy covers a range of issues, including debt consolidation and everyday savings. As part of this, Hays promotes its employee assistance programme (EAP) ...
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OpinionHelen Undy: Employers should help staff build financial resilience
Overstretched, overdrawn, underserved: Financial difficulty and mental health at work, published by the Money and Mental Health Policy Institute in May 2017, found that two-thirds of UK employees who are struggling financially also show at least one sign of mental ill-health. These are issues that could affect their ability to ...
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Case StudiesThe benefits offered by Kier Group
The workplace benefits offered by Kier GroupPension and financial benefitsA defined contribution (DC) master trust open to all employees, with matching contributions up to 7.5%.Sharesave and share incentive plan (Sip) open to all employees.Financial education.Healthcare and wellbeingPrivate medical insurance dependent on grade.Eyecare: employees can claim back the cost of an ...
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Case StudiesKier Group develops reward and benefits in line with business growth
Having gone through a period of considerable change in the last five years, construction, property and services organisation, Kier Group aims to be as flexible as possible with its reward and benefits offering.The organisation has developed from regionalised construction businesses to a national business, which has included the acquisition of ...
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OpinionDr Amy Armstrong: The importance of people-centred cultures
Last month, the Sunday Times announced its Best Companies to Work For list for 2018. One factor that appears to remain constant in organisations that achieve the highest levels of employee motivation and engagement is the importance they place on creating people-centred cultures.If we see engagement as a climate in ...