How to get the board to support mental wellbeing
Earlier this year, we undertook research into workplace wellbeing in association with REBA. This year’s report, Employee Wellbeing Research 2018, highlighted that mental wellbeing was the number one concern for UK employers.
Around 60 per cent of UK chief executives said that mental health is the area of employee wellbeing they are most concerned about. Leaders also said they recognise that high pressured working environments are putting their employees’ physical and mental health at risk.
Plans to tackle mental health
Many are concerned about the rising cost of workplace mental illness. The government’s Thriving at Work report into mental health estimated the cost of poor mental health to UK business stands at between £33 billion and £42 billion a year. Its report also found that 300,000 people with a long-term mental health problem lose their jobs each year.
However, despite these figures, relatively few leaders are proactively supporting mental wellbeing. Just 16 per cent of employers told us they have a defined mental health strategy in place, however, 37 per cent plan to introduce one in the next 12 months and a further 26 per cent by 2020. This suggests that by the early 2020s more than three-quarters (78 per cent) of UK companies will have a defined mental health strategy.
Whereas 10 years ago nobody talked about workplace mental health, it’s a major issue for employers today. Statistics tell us that one in four of us will experience a mental health problem every year; mental illness is hugely costly for employers and nobody wants staff with long-term absences.
Getting the right strategy in place
To support mental wellbeing employers first need a better understanding of data. They can do this by analysing absence management figures, return to work interviews, employee surveys and the usage levels of any employee assistance programmes and any insurance schemes to get a clearer picture of their issues.
Building the right wellbeing programme for the workforce is key, whether that involves flexible working, on-site gyms, quick access to healthcare services or mental health support.
When devising a strategy understanding the dynamics and make-up of the workforce is imperative. Employers need to identify the specific health and wellbeing challenges their employees face such as high levels of stress, poor sleep, money worries, a lack of exercise or mental health concerns so they can create a strategy that is targeted effectively.
To ensure success, as well as on-going investment and commitment across the business, it’s essential that any strategy is led from the top. Having someone at board level truly champion the wellbeing strategy can be a strong motivator for employees and demonstrates the company is serious about health and wellbeing. It’s also useful to involve other potential wellbeing ‘champions’ at an early stage, especially if the business has several locations.
To get the backing of the board, being able to demonstrate effectiveness of wellbeing strategies is vital.
Mental Health Awareness Week is an important event which raises awareness of mental health issues and is a good time for companies to launch a new strategy. However, one-off campaigns won’t create lasting change. A sustainable strategy should be data-led and reflect the genuine needs of the workforce. Careful planning and quantifiable and measurable objectives are also needed. Companies that get this right involve their employees at every step and the board champions the strategy.
Author is John Dean, Chief Commercial Officer, Punter Southall Health & Protection.
This article was provided by Punter Southall Health & Protection.
In partnership with Punter Southall Health and Protection
We advise, design and create protection, healthcare, wellness and online benefits.
