One day training course for a law firm in London seeking to use health & wellbeing inititiatives to improve the employer brand, reduce attrition and attract high-quality candidates.

1. Health & wellbeing by Fluid May 2010

2. Page 2 Contents 3-4 Introduction to Fluid 5-7 How does the UK compare? 8-9 Perceived importance of a healthier workforce 10-12 Gender differences 13-14 Exercise A 15-16 Corporate health 17-19 Employer-provided healthcare benefits 20-21 Health cash plans 22-23 Desk health 24-26 Reporting on health & wellbeing 27-40 Real life examples 41-42 Exercise B 43-46 Obesity 47-48 Stress 49-50 Case studies 51-52 Exercise C 53-54 Conclusion and questions

3. Page 3 Introduction

5. Selection- Attraction - Remuneration & Reward - Outplacement - Training & HR consultancy

6. Page 5 How does the UK compare?

8. France 3.4

9. Germany 3.4

10. OECD 3.4

12. Page 8 Perceived importance of a healthier workplace

14. Increasing productivity

15. Improving employee satisfaction

16. Improving retention levels

17. Healthier return on investment

18. Preventing/redressing stress

21. Women are more likely to suffer from common mental disorders such as depression and anxiety

22. Women are more prone to autoimmune diseases such as rheumatoid arthritis and multiple sclerosis

23. Women are more susceptible to incontinence problems and anaemia

24. Men are twice as likely to become alcohol-dependent and suffer cirrhosis of the liver

25. Men are more than three times more likely to be diagnosed with antisocial personality disorders than women

26. Men are twice as likely to develop liver cancerGender differences 1 of 2

28. Men are more likely to misuse drugs and take their own lives

29. Excessive smoking and drinking means men are at greater risk of hypertension

30. Men are more prone to epilepsy than women

31. Hyperactivity disorders are more common in men

32. Men are more likely to get Parkinson’s disease

33. Men are more susceptible to strokes and heart diseaseGender differences 2 of 2

34. Page 13 Exercise A

35. Page 14 Exercise A

36. Page 15 Corporate health

38. Set-up time

39. How the scheme is administered

40. Support given

41. Particular selling pointsCorporate health

42. Page 17 Employer-provided healthcare benefits

44. Workstation health audits 50%

45. Employee assistance programme (EAP) 48%

46. Income protection 41%

47. Healthy eating options in staff canteen 28%

48. On-site occupational health department 24%

49. Optical benefits 23%

50. Health screening/well woman/well man clinics 23%

51. Well-being advice/health campaign 23%

53. Flu vaccination 21%

54. Personal accident insurance 18%

55. Critical illness insurance 12%

56. On-site nurse 11%

57. Health cover through a healthcare trust 8%

58. On-site doctor 8%

59. Healthcare cash plan 6%

60. Alternative therapy such as acupuncture or massage 6%

61. Dental insurance 6%

62. On-site physiotherapist 6%Employer-provided healthcare benefits 2 of 2

63. Page 20 Health cash plans

65. The typical subscriber is a working ABC1C2 aged 35 to 64

66. Unlike private medical insurance, most plans are taken out by individuals or by a group of employees through a salary deduction arrangement

67. The corporate sector where bosses pay for a health cash in full accounts for just 8% of subscriptions

68. Dental and optical treatments represent the largest share of claims, totalling 62%

69. The most popular advertising channel is in the press

70. Almost half of those questioned in a recent survey stated that health cash plans were good value for money, whilst half had never heard of them beforeHealth cash plans

71. Page 22 Desk health

73. All computers must fit a minimum specification for healthy use

74. All workstations must be assessed for risk

75. Computer equipment must be fit for the job to avoid strains and discomfort

76. All users must take regular breaks from computers

77. Eye tests and special glasses must be provided if necessary

78. Training on computer safety must be provided to all computer users

79. Users must be given relevant information relating to their health & safetyDesk health

80. Page 24 Reporting on health & wellbeing

82. Keep good records

83. Make health part of your business strategy

84. Embed good practices in your corporate culture

86. Diet

87. Exercise

88. Illegal drugs

89. Sleep

90. Smoking

91. Stress

94. Chorley Borough Council is the district authority for many public services provided for residents, businesses and visitors

95. THE CHALLENGE

97. Created a position to manage an activities programme delivering access to exercise, and introduced health promotion events such as ‘fruit on desks’ schemes

98. Revamped the stress management policy and established a workplace listeners support group

99. Provided monthly holistic therapies on site

100. Funded physio sessions for musculoskeletal disorders

101. Developed a health & wellbeing strategy with booklet and online advice

103. Reduced sickness absence from 10 days to eight days in 12 moths, whilst in the same period long-term sickness absence fell from 2.3% to 1.8%

104. Awarded 10th best council to work for in the annual Sunday Times survey

105. Council awarded Chartermark for customer service excellence and Beacon status for transforming services

107. IPC Media is the UK’s leading consumer magazine producer with about 90 brands, selling 350M magazines every year

108. THE CHALLENGE

110. Opened an on-site medical facility with a doctor and physiotherapists, offering assessment, rehabilitation and treatment

111. Ensured early referral by linking ergonomist, facilities and IT teams closely

112. Introduced ‘stretch’ classes of prescribed exercises and activities for staff, including Pilates and belly dancing

114. Over a two-year period, the number of employees wh believed IPC Media was ‘genuinely interested’ in their wellbeing rose from 54% to 66%, and the number who thought it demonstrated a duty fo care increased from 74% to 84%

115. A 28% decrease in the number of days lost to neck or back-related problems

117. Selex Galileo engineers and manufactures electronic systems for civil and military platforms.

118. THE CHALLENGE

119. The Occupational Health team (located over five sites) wanted to create interest and excitement in health in its wider context by looking at personal risk factors and organisational/community influences using IT-based systems.

121. Set up a communication and consultation process starting with the senior management team and working through employee groups and team briefings using the website, company magazine and plasma TV screens

122. Introduced the creative wellbeing programme to deliver health awareness events, which were evaluated with a survey tool

123. Started a continual review of the work-life balance policy

124. Improved absence management with a case management approach and rehabilitation programme Real-life example, Selex Galileo 2 of 4

126. Implemented a stress management programme with action plans

127. Provided health advice drop-in clinics and spotlight articles on the intranet

129. The company achieved a fall in the sickness absence rate from 2.74% to 2.67% over three years

131. With more than 17000 employees , Somerset County Council is Somerset’s biggest employer

132. THE CHALLENGE

134. Introduced a carers’ support network and a mentor-coaching scheme accessible to all employees

135. Launched a six-week weight management programme and 24 weekly lunchtime fitness activities

136. Provided rapid access to physiotherapy and chiropractic services for certain employees

137. Trained managers in how to deal with different sickness scenarios

138. Establish occupational health case conferences of relevant parties to provide proactive advice and action plans

140. Sickness absence rate is now 4.82 days with a 24% cut in the hours lost to mental health issues. Rapid access to the physio reduces the amount of time lost

141. Health MOTs show health improvements, and screening refers 25% of attendees to their GP

143. Page 42 Exercise B

144. Page 43 Obesity

146. Vending machines 79%

147. Canteen/restaurant 61%

149. Make healthy foods available in on-site vending machines

150. Subsidise healthy eating options in workplace cafes and canteens

151. Provide nutritional information on packaging of food for staff

153. Healthy eating options in canteen/restaurant

154. Access to fitness facilities

155. Advice

156. Leaflets or other printed information

157. Healthy eating options from vending machines

158. Talks and/or videos

159. Support groups

162. Training managers in stress awareness

163. Regular appraisals where stress is discussed

164. Risk assessments for compliance with H&S

165. Cultural change programmes

166. Performance management

167. Employee assistance programmes

168. Counselling services

169. Psycho-social risk assessments

170. Stress policyStress

171. Page 49 Case studies

172. Page 50 Case studies

173. Page 51 Exercise C

174. Page 52 Exercise C

175. Page 53 Conclusion & Questions

176. Page 54 Conclusion Summary Questions