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12 Oct 2016
by Charlotte Frost

Charlotte Frost: How Schroders launched a wellbeing programme

Schroders is a global asset manager, employing over 3,800 talented people worldwide operating from 37 offices in 27 countries across Europe, the Americas, Asia, Africa and the Middle East. We employ a talented, diverse and multi-generational workforce and it is important that our employees are provided with the support and opportunities they need to optimise their health and overall wellbeing. Having a clear strategy and structure in place to achieve this is fundamental.

 

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Taking stock

The first step when looking to implement a wellbeing programme was for us to understand how the existing benefit provision was benchmarked against peer group and market best practice. The output of this was a high-level gap analysis which formed the basis of the new wellbeing strategy, which is aligned with Schroders’ corporate values of integrity, teamwork, innovation, passion and excellence.

While our benefits are generous and comprehensive they have typically focused more on those who become unwell, rather than supporting those who are currently well but may be at risk of developing future health problems. We wanted to raise the profile of the health and wellbeing support available to employees and provide education about health risks, healthy lifestyles and support networks.

An holistic approach

Wellbeing is more than just being physically fit; it is about being healthy, happy and secure. As part of our holistic approach we have designed an engaging wellbeing identity and have launched a calendar of events which support our people across our five key areas: mind, workplace, body, financial and work-life balance.

We have focused the wellbeing calendar on the strategic priorities identified through the gap analysis, the top three health risks as identified through the analysis of data from our benefits providers and absence records.

A wellbeing community has been established on our intranet and this is a key source of information for employees. It is used to share details of future events, as well as communicate the internal and external support available.

Our programme

Following the launch in February 2016, we have:

  • Introduced building resilience workshops.
  • Joined the City Mental Health Alliance (CMHA).
  • Introduced a Musculoskeletal (MSK) triage service.
  • Re-launched cancer coaching.
  • Introduced smoking cessation support.
  • Hosted seminars on nutrition, sleep, fitness, working carers and skin cancer awareness.

Future events we have planned for 2016 include:

  • Introduction of onsite physiotherapy.
  • Mental health training for people managers (initially a pilot).
  • Introduction of Mental Health First Aider policy and accredited training.
  • Seminars on stress, willpower, breast and prostate cancer awareness.

Employee feedback

We have received very positive feedback to date (see some examples below) and will continue to develop the programme to ensure that we support our employees in the best way possible.  

Super Sleep with Dr John Briffa – “I liked that Schroders is willing to put on a session like this, which helps make it more acceptable to talk about health and wellbeing issues in the workplace.”

“Briffa 100% would recommend his sessions to a colleague.”

Schroders joins City Mental Health Alliance – “I think that this is awesome, and such a fantastic thing that Schroders are highlighting Mental Health & Wellbeing.”

Working Carers: the hidden workforce –“Found this session so useful, I wish I had understood the support Schroders can offer sooner.”

Building Resilience Workshop – “Good balance between content, exercises, discussion and presentation. Engaging and well presented.”

“Loved this course! Would not change anything.”

“Very helpful.”

This article is written by Charlotte Frost, benefits & wellbeing manager at Schroders

 

Charlotte Frost

 

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