Emily Bakosi: The Wellcome Trust approach to its workforce’s health and wellbeing

As an employer, Wellcome is committed to sustaining a culture that values the health and wellbeing of its staff. Voluntary health assessments, private medical insurance, good pensions and competitive salaries are some of the many benefits provided.

Workplace culture

Employees are additionally given the necessary support to develop skills that ultimately help them maintain a greater sense of job and financial security. They are made to feel valued, always being informed and consulted, ahead of structural changes.

Health and wellbeing in the workplace is as much to do with the work culture as it is the clearly defined policies and benefits found in staff handbooks. One of the great things about the Wellcome Trust is the fact that dialogue is always open regarding health, wellbeing, and what it means to people.

On-going consultation with staff, and external experts, mean that improvement is continuous. Staff surveys and discussion forums have given the leadership board insight to address concerns. There is an overarching sense that the work we do matters, and departments are able to celebrate the hard work of colleagues in a range of ways.

Employees do not have to leave who they are at home, but are able to engage their other interests. Wellcome has two choirs, an acoustic band, gym, craft club and netball team!

Mental health

Internally, extensive work has been done around mental health awareness. In something unprecedented, during Mental Awareness Week, some of our staff shared their direct personal experiences on the Wellcome intranet.

The response was rapturous. It was truly refreshing to read these experiences, learning that you can be open about your struggles, and get the support needed, at work. Mental Health is a sensitive topic in work settings, due to stigma and the perceived threat it poses to the pillars of wellbeing, such as job security and financial security, and health. However, it need not be viewed as such.

Wellcome made a good decision when it set-up a robust Mental Health First Aid team, working to combat mental health stigma with training courses, all of which were attended by members of the executive leadership board. Our employees are able to speak to someone about their concerns, in confidence.

Ultimately, we all play a role in our wellbeing and that of others. At Wellcome, all managers assume a duty of care to offer support and keep dialogue open on such issues. Sensitivity is key.

Pillars of workplace wellbeing

There have been countless studies that show a direct correlation between good health and wellbeing, and increased productivity, and job satisfaction. These are helpful to present to executive boards that need convincing. Admittedly, it can be costly to invest in a Health and Wellbeing strategy, but it is actually more costly not to do so. High levels of sick leave, and staff turnover is expensive to remedy!

A new wellness strategy should always start with the 6 pillars of workplace wellbeing: Good work and life balance, job security, financial security, good health, support and protection.

These basic needs are important, irrespective of an employee’s job title, salary band, length of service, or type of contract. Wellcome encourages regular one-to-ones with line managers to ensure targets and expectations, are realistic for both the individual and the teams. Lastly, good communication is important in making all of this possible.

This article was written by Emily Bakosi, project administrator, reward team, at the Wellcome Trust