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The 6th annual MAD World Summit

After months of eager anticipation, the annual MAD World Summit came to life in person on October 12th in the heart of Central London. The event was a resounding success, with 970 attendees exploring inclusive workplace culture, mental health, and wellbeing content and solutions. With a diverse array of over 140 speakers, the summit proved to be a remarkable meeting of cross-sector employers in pursuit of insights and inspiration.

The MAD World Summit, renowned for its thought leadership in mental health and diversity, delivered a truly memorable experience this year. Attendees from various sectors came together to engage in conversations, share knowledge, and find solutions that promote a more inclusive and mentally healthy workplace.

One of the standout features of this year’s event was the inauguration of the Diversity, Equity, and Inclusion (DE&I) Summit. This addition emphasised the growing significance of DE&I in today’s workplace landscape and provided a dedicated space for exploring the synergies between mental health, diversity, and workplace culture.

The MAD World Summit 2023 was a celebration of insights, inspiration, and collaboration, and it set the stage for positive change in the realm of employee mental health & wellbeing, diversity, and workplace culture. It’s an event that will leave a lasting impact on the way organisations approach these vital topics.

Download the report here

Key topics to be discussed:

  • What you need to know to invest wisely in workplace wellbeing
  • Wellbeing washing: – what it is, why it matters and how to overcome it
  • The future of work through the lens of workplace culture, mental health and wellbeing
  • Meeting the wellbeing needs of different working demographics in a hybrid world of work
  • Safeguarding the health of the nation – getting people back to work effectively
  • Creating a leadership playbook for a mentally-well organisation
  • Measurement of workplace wellbeing – using data to elevate your strategy

Next year, the MAD World Summit will take place on October 17th, 2024. If you are interested in participating.

Register your interest here

We'll Be Sharing

INSIGHTS

Meet the people developing the most progressive approaches to workplace culture,mental health and wellbeing

COLLABORATION

Share knowledge in real-time with our cross-sector, cross-function network of like-minded speakers, exhibitors and attendees.

ACTION

Tell your colleagues and book a group pass. Get practical insights to take back and adapt to your organisation.

Latest Make A Difference News

Make A Difference News

Following this piece, where we gave you 14 tips, here are another 9 tip tips for getting the best out of your neurodiverse workforce.

Remember, too, we have a rich stock of webinars touching on this topic, too, such as this one on Unlocking Neurodiversity in the Workplace.

Beware of burnout and exhaustion in your neurodivergent employee

Perhaps because of stigma, or desire to fit in or prove themselves, burnout can be an issue for neurodivergent people (see this article). Often neurodivergent people will work evenings and weekends to catch up and compensate for not being able to work as productively as they’d like to, due to their conditions, in a busy, sensory-overloaded office. 

Identifying this as early as possible and coming up with adjustments to accommodate them is the best thing to do as overworking in the longterm is not sustainable. One solution for some, for example, may be to build in more flexible working at times when they can be more productive.

Don’t get sidetracked by the label, treat the person in front of you

As Karen Phillpotts, Head of Clinical Standards, Optima Health says, in terms of occupational health, “it doesn’t necessarily matter whether you’ve got a diagnosis, what we look at is the person’s functioning and the emphasis is on treating people as individuals”.

Beware that a neurodivergent diagnosis often intersects with other conditions

Neurodivergent employees often present with multiple conditions/diagnoses, says Phillpotts.

“It could be mental health conditions, it could be physical conditions, but people often present with multiple conditions as well as neurodivergent conditions,” she says.

Jon Salmon is an award-winning content producer and co-founder of Byte Entertainment, as well as Co-CEO of the Speakers Collective social enterprise who campaigns on mental health and neurodiversity. He has seen this in his experience, too:

“I’ve found out by talking about my dyslexia that people with learning difficulties are more likely to experience feelings of anxiety, depression and low self esteem. That wasn’t the reason that I got really ill with my mental health but I think it was a contributing factor.”

Salmon is speaking at The Watercooler Event in London on 23-24 April about ‘Why neurodiversity and wellbeing need to be considered together in the workplace‘.

Beware, too, that it can be harder to disclose Neurodivergence than Mental Health 

Salmon explains why this was the case for him, in relation to his own dyslexia diagnosis:

“For me, mental illness was something I’d be able to recover from, whereas being dyslexic is part of me, and will always be part of who I am and the way I think and do things.”

The condition became easier to accept when he educated himself about the advantages and skills, but it was an adjustment and he only disclosed it in the workplace when he became self-employed because of the worry it would put employers off.

“I felt a complete imposter at first. I thought if I disclosed it to organisations it would really hamper my career progression. It’s only been something I’ve started to talk about recently,” he says, adding he actually discloses his dyslexia via his email footer which reads ‘Made by dyslexia; expect creative thinking and small typos’.

Don’t shy away from conflict; it can be productive (and might be part and parcel with some neurodivergent conditions)

As Richard Peachey, Psychological Safety and Neurodiversity Advocate and co-founder of consultancy Lemonade, explains in this piece, conflict can often arise when certain neurodivergent colleagues interact with others, not necessarily with the intention of this. Workplaces need to get better at managing and benefiting from this conflict – which is essentially difference of opinion, which is needed to innovate.

As a neurodivergent person himself, Peachey suggests “reframing” to increase clarity. For instance, rather than instantly taking offence at something someone has said, try saying:

“I think what I heard you ask was this – is that right?”

“When someone says something you don’t agree with, it’s really powerful to ask them to repeat it,” he says. “For example saying ‘can you say that again?’. I’ve been told I’ve irritated people sometimes, but I’m just speaking. Some neurodivergent folk often think very quickly, often not fully thinking through the effects of what they’re saying, or how it might impact others, whilst storytelling can grow arms and legs.”

Neurodivergent colleagues may need more time to process information

“It takes me longer to do things,” says Salmon of his dyslexia. “So maybe in a meeting, I’ll be listening more than talking sometimes. I need time to process information. And sometimes in the workplace, there just isn’t enough time given to people to do this.”

He suggests being clear of the meeting agenda beforehand, so people can digest this before it starts. He also suggests “alternative ways for people to provide information” when it comes to recruitment, such as video or audio submissions.

“Listening to audiobooks has been a revelation for me!” he adds.

Leaders need to share their Neurodiversity stories

“The organisations that have made the biggest leaps in cultural change is where leaders at the top are leading by example,” says Salmon.

“Maybe sharing a small challenge or trauma or something from their past. Yes, you can have small groups within organisations supporting neurodivergent employees, but it really has to come from the leaders and managers. Only then are staff really going to feel comfortable opening up and bringing their true selves to work.”

Does your occupational health provider really understand neurodiversity?

Don’t think, either, that because you’ve taken on a provider that says they can deal well with neurodivergent colleagues that you’ve solved your lack of support for neurodivergent colleagues. According to auticon’s Cook, companies are often surprised and disappointed by the reality of provision when, for example, they undertake anonymous feedback surveys, with neurodivergent colleagues sharing their experiences openly.

“Often companies expected that their occupational health teams would understand neurodiversity and the support needed, but that’s not always the truth,” says Cook.

Take time for conversations to better understand your colleagues, neurodivergent or not

At the heart of unlocking the collective neurodiversity of your teams is understanding your colleagues and how they think and operate. Yes, this is an added challenge for already-stretched managers. However, it is one which will reap rich rewards. 

Also, it needn’t be too time consuming, either. Fundamentally, it’s about building in conversations so people can understand each other better. This can be done informally through starting conversations at the beginning of meetings (a trend started in Covid-19) or there are a raft of conversation-starting psychometric tools such as Myers-Briggs, DISC and Insights.

“It’s short term pain for a long term gain,” says Cook. “The objective is to ask the right curious questions to find out how someone works best, and to understand the whole team intimately. The truth is, though, teams are very rarely having these conversations.”

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9 More Tips to Get the Best Out of Your Neurodiverse Workforce

Health and wellbeing benefits provider Vivup and global benefits and reward platform Perkbox have announced an agreement to combine.

A strategic majority investment from Great Hill Partners will help the newly combined organisation scale its go-to-market capabilities, innovate product offerings, and accelerate organic and inorganic growth opportunities.

Omni Partners (“Omni”), a lower mid-market focused investor in UK private companies, invested in Vivup in 2022 and will retain a minority stake to continue supporting the combined company’s growth. The agreed transaction is subject to Financial Conduct Authority (FCA) authorisation.

Commenting on the announcement on LinkedIn, Vivup’s CEO, Simon Moyle said:

“I am beyond excited and happy to be able to share this with the world. The journey to date has been incredible, from family ran 17 people five and a half years ago when I started to an MBO backed by Omni Partners LLP 15 months ago to this, phase three and the creation of what will be the biggest and best employee benefits and wellbeing business”

“I can’t wait to see where we go from here, I am so proud to be trusted to lead the combined business and welcome all our new colleagues to the team once we have FCA approval”. 

Fueling international growth and innovation

Working together, Vivup and Perkbox will support over 4 million employees across almost 7,500 organisations. This includes over 85% of the UK’s National Health Service (NHS).

The aim for the newly integrated proposition is that it will enable the support of more organisations and their employees across Europe and APAC.

Vivup brings a strong heritage and expertise of working with the public sector providing wellbeing, family care, and product expertise in Salary Sacrifice Benefits. Perkbox, through its expertise in Employee Discount Schemes and Reward and Recognition technology, enables organisations to motivate and financially support their employees.

This investment from Great Hill Partners has also supported Vivup in their acquisition of The Employee Resilience Company (specialists in counselling, psychotherapy, and employee assistance provision), and Work&Life Partners (specialists in childcare, eldercare and petcare).

Day-to-day executive leadership will remain consistent across the combined businesses with Vivup CEO Simon Moyle serving as the newly formed company’s Group CEO, and Perkbox CEO Doug Butler serving as Group executive chairman.

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Vivup and Perkbox join forces

Neurodiversity is one of the hottest topics of 2024, with employers increasingly recognising that embracing differences is not only the right thing to do, it also benefits the whole organisation.

The neurodivergent parent experience

But one issue employers are beginning to explore is how parenting neurodivergent children can significantly impact their employees.

More and more parents are being diagnosed around the same time as their children. This can add another layer of complexity and juggling of needs – which can lead to burnout, absenteeism, and reduced productivity.

If you are wondering how best to approach supporting parents of neurodivergent children at work, join us for our next free-to-attend, Make A Difference webinar, sponsored by Thriiver from 10.00am – 11.00am on Thursday 9th May to gain:

  • Insight into the unique pressures and challenges that parents of neurodivergent children may experience
  • An understanding of the strengths and abilities parents of neurodivergent children bring to their work
  • Real life examples of the types of information, support and accommodations which can make all the difference

Including expert insight from:

  • Matt Elliott, Chief People Officer, Bank of Ireland
  • Ben Long, Learning and Development Manager – DEFRA / Abilities@ISS Chair, ISS
  • Emma Owen, Neurodiversity Consultant, Thriiver

Who Should Attend:

  • C-Suite, HR, DE&I, Wellbeing, Benefits & Rewards Leaders
  • Talent, Engagement, Communication Leaders
  • Culture & Transformation Leaders
  • Managers, Team Leaders, ERG Chairs & Wellbeing Champions
  • Anyone passionate about fostering diversity, equity and inclusion in the workplace

If you can’t make the date/time, go ahead and register anyway and we’ll send you the recording a few days after the session.

Find full details and reserve your place at this free-to-attend webinar here.

New webinar: How to support parents of neurodivergent children at work

The word ‘inspirational’ gets bandied around liberally when it comes to movitational speakers but it definitely applies to disability campaigner Isaac Harvey, who is speaking at the Watercooler Event this April.

He was born with a disability called limb pelvic hypoplasia and scoliosis, which means he has no arms and has short legs, so uses a wheelchair. Yet, despite these obvious physical challenges, he is President of an outdoor activity club called Wheels and Wheelchairs. As well as talking about the physical challenges, he also often talks about his mental health journey, which he shares about openly as a social media content creator.

We caught up with him ahead of his appearance at the Watercooler…

Is there anything that you feel particularly strongly about regarding workplace wellbeing and disability?

Yes, accessibility. 

Employers should be open to learning and understanding those with disabilities within a workplace.

Starting from the recruitment process – is there an opportunity for someone to have the questions beforehand so that they are better prepared to answer at their best? Can people send in videos instead of having to do a face to face interview?

There are so many avenues to improve accessibility allowing people to at least get their foot in the door before barriers are put up.

What’s been your experience of getting into workplaces and accessibility?

It’s a mixed bag. From visiting workplaces where accessibility is at the forefront of what they do, to the complete opposite.

Going to a space where the company is starting its journey of learning, or has no clue about accessibility, then it can become quite challenging.

Do you think the move to hybrid is good for disabled workers?

The hybrid way of working has made it more of a level playing field. It’s allowed those with disabilities to have more of a chance to get work and allow them to showcase their skills. 

Barriers and challenges like travel and, potentially, lack of support in the office can become non-existent with a flexible way of working.

How do you weigh up the challenge to get into the workplace, in terms of accessibility, against the benefit of that social interaction?

Ultimately this boils down to having a choice.

On one hand, most individuals need some sort of interaction with others, which may only include a couple of hours, having some sort of social interaction. The pandemic showed the impact of how not being able to have proper social interaction negatively impacted some people.

But then, on the other hand, some people can work more effectively in their own space and do not need to be around people. Which is why it’s important to implement tools as Zoom or Teams where social interaction can still be done without the barrier of a space being accessible.

It’s so important giving people a choice and seeing what works on a case by case basis.

You’ve talked openly about your mental health journey. Can you tell me about that?

During my mental health journey, I felt the societal pressure that to be happy in life, I had to be in a relationship, and have a successful career where I was getting into the spotlight and people were seeing me as a motivational figure. But I didn’t feel comfortable in sharing how I was actually feeling.

I found myself comparing myself to others online, feeling like I wasn’t as successful as they were. Wanting to be a content creator, I was getting nowhere close to the views and engagements that they were getting. I let that get to me as every single day it made me feel pretty bad within myself.

It got to a breaking point where I just had to take a step back. And that’s when I really started finding my voice, focusing on enjoying the process. I stopped the comparison and that helped my mental health. Everything started to shift and success was more noticeable. I really have to be thankful from the daily empowerment that I get from others who have really helped shape my journey into what it is today.

I got to this point of understanding in my life is when I realised my disability has not been my major barrier – it’s been my biggest strength. My disability has allowed me to do extraordinary things like skydiving, sailing and skiing, to participating in London Fashion Week, holding the Olympic torch and so much more.

Coming to the realisation that I was putting the barriers up myself and then breaking them down was truly an enlightening moment.

What helped change your mindset?

When I got to the breaking point the first thing which came to mind was a film called Lucy. In a nutshell, the protagonist uses her brain power to create a different reality, based on the idea that we only use 10% of our brain capacity usually. I remember thinking to myself, is that real or is it fantasy?

So, I searched it on YouTube and found a man called Bob Proctor [help author and lecturer] speaking about the law of attraction. It changed my whole perspective.

How we think, feel and speak is the reality that we create. It was honestly in that moment where I kind of started to understand life.

One video led to another and I became fixated on wanting to learn more. I learned about self-awareness, and that life is about having a realistic mindset rather than just a positive one and taking more time for myself.

So you changed your mindset off your own back, without the help of a therapist or getting counselling, or anything like that?

No, I did it on my own.

Looking back, I was offered counselling at school but I didn’t really understand what it was back then. I thought ‘why would I tell this random stranger my feelings?’. It didn’t make sense to me then, but with this journey and much reflection, I’m sure those sessions would have helped me a lot. It would have been very helpful if I’d understood what was going on and why.

What else, in terms of your wellbeing, have you found has helped you? 

I try to do guided meditation and breathing, to take that step back. There’s a lot that goes on in my life and it can be quite overwhelming at times. But the reality is I can only do one thing at time and taking that time for myself, can really help me focus.

It doesn’t help that I am a workaholic. But being mindful of it is a huge step forward and knowing when it gets too much is a skill that I’m happy I have learned over time.

You recently went viral on LinkedIn because of Diary of CEO podcaster and entrepreneur Steven Bartlett. Can you tell me about that?

Honestly, it’s still surreal that it happened. He did a post on LinkedIn about wanting to hire people by getting them to write their own job descriptions.  I was only made aware of this post because my friend, Zubee, had commented on one of my posts telling me about it. She then wondered if he had thought about disabled applicants.

This sparked an idea. I ended up writing a public open letter to him, where I was discussing different ways of recruiting talent and the obstacles that can be faced for some individuals. I had no intention or expectation of getting to speak to Steven as my sole purpose was to start a very important conversation, which it did.

But it got so crazy that Steven himself ended up responding to it, thinking about his recruitment process and how his businesses can become more inclusive.

What do you hear most from the disabled community about the workplace?

The biggest topic of discussion is the lack of reasonable adjustments that are put in place through employers. They are quick to say no, rather than actually finding different ways of making it work.

As mentioned earlier, I had scratched the surface on different ways that workplaces can be more inclusive. Most can be such simple adjustments that can make a huge difference to an individual. For example, being able to answer and take emails whenever is convenient during a day. This could be because of someone having chronic fatigue or pain, where it can come at any given time. It could help them send emails in the evening compared to during the day, and would still allow them to be productive and get the work done.

Of course, businesses need to make money and do need people to do the work. But, in this day, and age there are so many different alternatives that go beyond the traditional, it’s time to get with the times and see how more people can bring their talents to the table.

Isaac will be talking about “Disability and Wellbeing in the Workplace; what inclusive employers need to know” at The Watercooler Event on 25-6 April”

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“At First Direct I’m not defined by my disability; this has had such a positive impact on my wellbeing & productivity”

Isaac Harvey on disability: we need to bring more talent to the table (and he spills the beans on that Diary of a CEO ‘craziness’!)

As Scotland’s first net-zero carbon office building, Cadworks epitomises a fresh approach to workspace design, seamlessly blending architecture with a commitment to nurturing the health and vitality of its occupants as a ‘cycle-in’ office building. At the forefront lies Benholm Group, a champion of biophilic design dedicated to enhancing workplace well-being through the power of planting.

A vision for wellbeing

Cadworks’ journey towards creating a workplace environment that prioritises health and well-being was sparked by a shared vision with Benholm Group to infuse its architectural design with elements of biophilia, with a particular focus on integrating a striking living wall.

This monumental interior living wall is probably the largest in Scotland! Stretching across an existing solid wall, this living masterpiece breathes life into the workspace. Beyond its aesthetic appeal, the living wall serves as a natural air purifier, converting CO2 into oxygen and filtering out harmful VOCs, thereby enhancing indoor air quality and fostering a healthier working environment.

Nurturing wellbeing, enhancing productivity

The benefits of biophilic design extend far beyond aesthetics, as evidenced by the positive impact of the living wall on Cadworks’ occupants. Studies have shown that exposure to greenery can reduce stress, boost mood, and increase productivity. By creating a lush oasis amidst the urban landscape, Cadworks empowers its employees to thrive, fostering a culture of well-being and vitality.

A testament to Success

Kyle Jones, Building Manager at Cadworks, attests to the profound impact of the living wall on employee well-being and satisfaction. Kyle highlights the tangible improvements in morale and productivity following the installation of the biophilic feature. Moreover, the living wall serves as a powerful symbol of Cadworks’ commitment to sustainability and social responsibility, reinforcing its status as a trailblazer in the realm of workplace wellbeing.

Cultivating wellbeing through biophilic design

As organisations worldwide strive to create environments that prioritise employee wellbeing, Cadworks stands as an example of the transformative power of biophilic design. Through its partnership with Benholm Group, Cadworks has not only reimagined the traditional office space but reminds us of the profound impact that green spaces can have on our health, happiness, and productivity.

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Benholm Group cultivate workplace wellbeing at Cadworks in Glasgow

Two of Britain’s biggest retailers – FatFace and Next – are turning to AI to improve the mental health of their workforces as employers’ wellbeing budgets come under strain but surging levels of abuse and the high cost-of-living continue to impact people working in the sector.

Research by the Retail Trust found 80% of retail workers were experiencing declining wellbeing last year, with a fifth (19%) struggling to meet their monthly outgoings due to rising costs and nearly half (47%) feeling unsafe at work amidst a wave of assaults and retail crime.

The power of AI

FatFace and Next are among the leading retail businesses to have developed a new generative AI powered dashboard with retail industry charity the Retail Trust and its technology partner BJSS, to track staff wellbeing trends and improve the effectiveness of support. 

The dashboard also shows each employer exactly how much initiatives to improve mental health are saving their business and the economy, by calculating the financial value of fewer staff calling in sick, working while unwell, quitting their jobs or turning to the NHS as a result.

The platform works by identifying trends around which Retail Trust wellbeing services employees are using to generate recommendations on how to improve engagement, reduce levels of absenteeism or presenteeism, and increase staff retention.

Measurement matters

Chris Brook-Carter, chief executive of the Retail Trust, said: “We’re concerned that four years on from the pandemic, wellbeing budgets are coming under strain across the retail industry despite the knock-on effect this will have on staff sickness and retention, because employers can no longer show the direct impact to their bottom line.

“They need more help to prove the tangible financial value of investing in their people’s mental health for their business and the economy, and to more effectively identify and address the causes of poor wellbeing. We believe this approach could be rolled out across every sector to help improve workplace wellbeing and tackle the UK’s increasingly high sickness absence.”

Analysis by Deloitte*, which has been adopted by the Retail Trust for its new ‘happiness dashboard’, estimates that mental ill health currently costs UK employers up to £56 million a year but measures to support staff wellbeing provide a £5.30 return on every £1 spent.

The Retail Trust’s happiness dashboard also uses the Wellby standard, a measure backed by the Government’s Social Impact Task Force, which has found that improving someone’s life satisfaction by just one point on a scale of one to 10 could be worth £13,000 to the economy. This includes the amount saved for the NHS and by reducing sick pay claims.

Gap analysis and actionable insights

Tracy Gilchrist, resourcing and retention lead at FatFace, said: “One of the insights the platform helped us to identify was that our remote workers had lower scores around feeling anxious and having information shared openly with them.  We found this useful as we were then directed to Retail Trust content that we were able to share with these colleagues, and it also meant we took time as a business to discuss how we communicate important messages so remote workers felt included.”

Andrew Jurd, head of retail HR at Next, said: “Working with the Retail Trust means we not only gain a better understanding of how our teams are feeling, but through their interaction with the Retail Trust’s knowledge, experience and resources, we can gain actionable insights into the wellbeing needs of the amazing people who work for us, while supporting them along the way.”

The platform, part of the Retail Trust’s ‘better you’ data and insights offering, identifies data and patterns from colleagues’ interactions with Retail Trust services and wellbeing surveys to provide an overall picture of staff mental health and actionable insights, to address specific issues like stress, financial worries or safety concerns at work, and provide the financial value of wellbeing strategies. Employers can also monitor the effectiveness of initiatives to improve wellbeing in real-time and benchmark their performance against industry standards.

Kerry Lee, client principal for retail at the Retail Trust’s technology partner BJSS, said: “The platform helps small, medium, and large companies realise that investing in welfare initiatives isn’t just nice for the workforce but has a real positive impact on financial performance. We hope it encourages retailers to do more to continually improve outcomes for staff, which is what the Retail Trust is all about.”

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With the government recently launching a taskforce to improve Occupational Health provision, led by Dame Carol Black, OH is currently the talk of the wellbeing town.

Following on from this feature on how to get the best out of your OH provision, we put together this series of tips.

Is your perception of Occupational Health up to date?

Many people hold misperceptions of Occupational Health and the breadth of what the function now does.

Most associate it with referrals and health surveillance, but the more progressive OH providers do much more proactive, preventative work today.

According to Spire Occupational Health, for example, line manager training is a growth area, as is helping employers set out their wellbeing strategies and delivering workshops on specialist subjects like the menopause.

Could you use your OH provider in a more proactive way?

According to some OH providers, progressive clients are coming to them for MRIs and consultant psychiatry appointments, for example. These types of appointments typically have extremely long waiting lists via the NHS of around two years, so companies recognise the cost vs risk benefit of funding this directly and getting employees back to work as soon as possible. 

Other companies are funding screening for diseases like cancer in order to take early preventative action and future-proof their workforces. Yet more are encouraging employees to test their vital statistics in order to take control of their health and know where they are health-wise.

Pick the right provider 

One of OH’s roles is to demedicalise and demystify health conditions. It is not to baffle you with long medical words, or present what they do as a dark art with a high premium. If yours isn’t helping you simplify, demystify and find the best value course, you could be with the wrong provider.

Companies often have a knowledge gap when it comes to medical conditions at work because they are not clinicians; OH professionals, who are clinicians, should be helping you to plug this gap and empower you to deliver some of the small but impactful changes you can make, especially with regard to musculoskeletal and mental health (see here for more explanation on this).

Worklessness

Taking time off from work can be very damaging to an individual’s wellbeing and the longer someone is off, the more the risk of slipping into worklessness and the more the risk of going on longterm sick leave. Work has proven to have very beneficial affects on mental health, which is why Occupational Health is so important as a function to keep people well, or to get them back to work.

As one Chief Medical Officer at an occupational health provider says: “It is extraordinary how much of a lever to poor health being out of work is. Pretty much any condition you can think of is made worse by not being able to work. Life expectancy and disease rates are all impacted negatively by being out of work.”

This also highlights the need for early intervention to prevent this slide into ‘worklessness’. He adds: “Getting to grips with somebody who’s got a developing problem quickly, and nipping it in the bud, is so important. The longer you wait to start the ‘fixing’, the longer the ‘fix’ is going to take, and the more complicated it’s going to be.”

Occupational Health is not just about the money, it’s about caring and showing care

One OH professional we interviewed gives us the example of an employer he used to work for which offered breast screening to women from their 40s, bridging the gap to when the NHS started this screening at 50.

“We didn’t find that many people who had breast cancer under the age of 50, but we did find some,” he says. “And when you found you could help someone in this situation, everyone thought so highly of the employer for providing that kind of service. It sent a clear message that this business really looks after people. It created a real sense of belonging and identity.”

Any health provision needs to be measured through the lens of evidence and clinical governance

One of the reasons behind the rise of occupational health is the fact that it’s so evidence based and that chosen treatments need to have a history of clinical success behind them.

Wellbeing is increasingly recognising the need for good measurement and calculating the ROI of OH provision is essential. According to one provider, his company provides at least a return of £5 for every pound spent.

But you don’t need a clinically trained person to be in charge

Wellbeing Directors, for example, who take the time and the trouble to find out what is clinically appropriate, and make sure that what is clinically appropriate is contained in their service, can oversee occupational health provision.

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Tips for working with Occupational Health

The inimitable Karl Simons (Chief Futurist FYLD, Cabinet Office advisor and former Chief Health, Safety & Security Officer, Thames Water), posted on his LinkedIn feed this week that the National Forum for Health & Wellbeing at Work are currently running a six-month research programme aimed at understanding ‘the Impact of AI on Health & Wellbeing’.

The Forum is chaired by Prof Sir Cary Cooper and members include senior representatives from Government, Academia, Institutions and 35 of the largest employers across Great Britain,

As part of this research, the lead group are calling for organisations to come forward who are presently using or supplying AI products or services and that are seeing outcomes which demonstrate AIs impact on the physical or psychological health and wellbeing of employees/users.

Their intention is to make contact and potentially feature these as a case study in the research report that will be published and shared nationally and internationally this year.

If you are in an organisation or know of one, regardless of industry sector, you feel it’s worth the group speaking with, Karl urges you to get in touch with him on LinkedIn, or with Professor Sir Cary Cooper.

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Contribute to research into the impact of AI on health and wellbeing

Internationally renowned gaming and betting company, 888 William Hill, has appointed Wellness Cloud to boost wellbeing support for its 11,000 employees around the world.

888 William Hill employees will benefit from the live talks and events run each year on the Wellness Cloud Hub on a range of topics related to wellbeing and health. They will also have access to a library of useful on-demand content and resources, including expert guides, podcasts, Q&As and workshops, available on both desktop and via a mobile app.

From nutrition to neurodiversity

In addition, Wellness Cloud will be offering 888 William Hill employees one-to-one remote consultations with experts from their network of hand-picked and experienced specialists. Staff will have access to sessions in fertility, menopause, parenting, nutrition, sleep, and neurodiversity to ensure users are fully supported in these areas.

Karen Taylor, Founding Director at Wellness Cloud, commented: “888 William Hill is setting the example for organisations in the betting and games industry on how to effectively support their most valuable resource – their people”.

Mark Skinner, Chief People Officer at 888 William Hill, commented: “Ensuring that our colleagues feel valued and supported is extremely important for us at 888 William Hill.  We’re thrilled to be working with Wellness Cloud to support colleagues in both their professional and personal wellbeing with access to a range of experts, live events and online content. We’re looking forward to seeing the impact that our new partnership will have on our colleagues across the world.”

The appointment of Wellness Cloud comes following the launch of its partnership with global logistics giant, DHL in 2023.

Wellness Cloud are exhibiting at The Watercooler Event on 23rd & 24th April in London.

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888 William Hill commits to supporting 11,000 employees’ wellbeing around the world