Presentation by Bill Gunnyeon, director for health work and wellbeing and chief medical adviser, at the CBI's employee health & absence conference. London, June 2010.
This document discusses launching a social impact bond to expand supported employment programs for people with mental health issues in Staffordshire County, UK. It describes the key steps taken to develop the social impact bond, including understanding the social issue, defining the intervention and outcomes, building the business case, designing the program and outcome tariffs, and engaging investors. The social impact bond is intended to scale up Individual Placement and Support (IPS) services, an evidence-based supported employment program, to help more people with mental health conditions obtain and maintain meaningful employment.
The document discusses commissioning Individual Placement and Support (IPS) services in Shropshire. It summarizes that IPS has been shown to be twice as effective as other vocational approaches and can provide good value for money through cost savings elsewhere in the health system. While IPS may require investment, evidence suggests it can save more money over the long-term by lowering healthcare costs through increased employment outcomes for those with mental illness or disabilities. The document advocates for integrated employment strategies between health and employment providers to improve recovery outcomes through hope and the key role employment can play.
Vigor Source provides wellness consulting services to help companies establish wellness programs. Their services include staffing wellness teams, collecting health data, creating wellness plans and choosing interventions. Partnering with Vigor Source can boost a company's bottom line by reducing healthcare costs and increasing productivity. On average, their clients see a 28% reduction in sick leave, 26% reduction in health costs, and 30% reduction in workers compensation claims. Their goal is to enhance employee and corporate well-being through health risk reduction and promotion of fitness.
The document provides an overview of a webinar on the Fit for Work scheme launched in the UK. It discusses the objectives of understanding the costs of absence and how the scheme works. Key points include that absence costs the UK economy £100 billion annually, the scheme aims to support early intervention for employees absent from work, and it will provide services to help employees return to work sooner and stay at work. Pilot areas for the scheme are testing innovative approaches to assisting individuals and employers.
We held a scenario generation workshop with stakeholders on 29 November 2012 to develop four plausible future scenarios to 2030, focusing on high impact, high uncertainty drivers of requirements of the GP workforce.
This document discusses launching a social impact bond to expand supported employment programs for people with mental health issues in Staffordshire County, UK. It describes the key steps taken to develop the social impact bond, including understanding the social issue, defining the intervention and outcomes, building the business case, designing the program and outcome tariffs, and engaging investors. The social impact bond is intended to scale up Individual Placement and Support (IPS) services, an evidence-based supported employment program, to help more people with mental health conditions obtain and maintain meaningful employment.
The document discusses commissioning Individual Placement and Support (IPS) services in Shropshire. It summarizes that IPS has been shown to be twice as effective as other vocational approaches and can provide good value for money through cost savings elsewhere in the health system. While IPS may require investment, evidence suggests it can save more money over the long-term by lowering healthcare costs through increased employment outcomes for those with mental illness or disabilities. The document advocates for integrated employment strategies between health and employment providers to improve recovery outcomes through hope and the key role employment can play.
Vigor Source provides wellness consulting services to help companies establish wellness programs. Their services include staffing wellness teams, collecting health data, creating wellness plans and choosing interventions. Partnering with Vigor Source can boost a company's bottom line by reducing healthcare costs and increasing productivity. On average, their clients see a 28% reduction in sick leave, 26% reduction in health costs, and 30% reduction in workers compensation claims. Their goal is to enhance employee and corporate well-being through health risk reduction and promotion of fitness.
The document provides an overview of a webinar on the Fit for Work scheme launched in the UK. It discusses the objectives of understanding the costs of absence and how the scheme works. Key points include that absence costs the UK economy £100 billion annually, the scheme aims to support early intervention for employees absent from work, and it will provide services to help employees return to work sooner and stay at work. Pilot areas for the scheme are testing innovative approaches to assisting individuals and employers.
We held a scenario generation workshop with stakeholders on 29 November 2012 to develop four plausible future scenarios to 2030, focusing on high impact, high uncertainty drivers of requirements of the GP workforce.
Workshop D Work-care reconciliation in different welfare systems - Liberal De...Care Connect
Policies for carers in the Australian liberal welfare state
Prof Sue Yeandle, Director, CIRCLE (Centre for International Research on Care, Labour and Equalities), University of Leeds
Carers and Work-Care Reconciliation International Conference
University of Leeds, 13th August 2013
What effects are wellness programs having on the workforce and healthcare in general? With 76% of employers offering some form of wellness program, resource, or service to employees last year, how much has this changed over the years, and what has worked?
The latest infographic from the Healthcare Trends Institute demonstrates the effects of wellness programs, the most popular incentive-based health improvement programs, the importance of proper design in wellness, and future improvements that employers can expect in coming years.
This document provides a summary of a three-year workplace health project in the East of England delivered in partnership between Business in the Community and Public Health. It finds that mental health is the single most important workplace health issue for employers. It also concludes that the best way to support employers is by enabling them to increase their own capacity and capability through training, peer-to-peer learning and networking. Employers recognize their role in preventing ill-health and promoting wellbeing, and they can be effectively supported through local public health partnerships where employers and providers collaborate on developing workplace health offers.
Working our way to better mental health: a framework for action: Dame Carol B...Centre for Mental Health
The document outlines Dame Carol Black's framework for action to improve mental health and employment in the UK. The framework proposes six themes: changing attitudes towards mental health, improving population well-being, intervening quickly when mental health issues arise at work, providing tailored help for individuals, building resilience from an early age, and coordinated government action. It also discusses initiatives to promote mental health in the workplace and support for employers and employees.
Cost Reduction Without Employer Investment 2010RobertTwaddell
The document summarizes a grant program to help organizations implement employee wellness programs. It discusses assessing employee health risks, providing health coaching and workshops, measuring biometrics, and creating wellness plans to reduce costs from risks like stress, smoking, and obesity. The grant provides no-cost resources to employers to improve workforce health and productivity through a holistic wellness approach.
The document outlines the goals of assisting employers in promoting employee health and wellness to reduce business costs. It notes the rising costs of health care for both employers and employees. The health care system focuses on treatment over prevention, while employers lack expertise in health benefit management. The organization aims to advocate for healthy employers and provide grants to help companies implement health risk assessments.
Workplace Wellness Programs & The Law: Your ACA, HIPAA and ERISA Compliance C...Snag
This document discusses workplace wellness programs and related legal compliance. It defines a culture of wellness as one that encourages employees to actively engage in self-care and chronic disease management. It outlines different types of wellness programs, including participatory programs that reimburse gym memberships or reward health assessments, and health-contingent programs that offer rewards for meeting specific health standards or outcomes. The document provides an overview of legal compliance standards for these programs under the Affordable Care Act, HIPAA, ERISA, and other relevant laws.
Workgroup ideas: Colorado Primary Care Collaborative Manthan Bhatt
The document discusses several areas of focus for engaging the public in primary care medical homes (PCMH), including recognition, education, transparency, and patient choice. It also discusses engaging employers to offer PCMH programs to decrease employee absenteeism and increase productivity. Specific action steps proposed include developing message content incorporating public voices, determining how to deliver messages using available data, and including various stakeholder groups. Payment and delivery reform are also discussed, focusing on transparency, incentives aligned across payers to support sustainability, standardizing standards of care, and building infrastructure and partnerships.
Haven, a new healthcare company formed by JP Morgan Chase, Berkshire Hathaway, and Amazon, aims to bring together resources from the three companies to create better healthcare outcomes, lower costs, and greater satisfaction for the 1.2 million U.S. employees and families covered. Haven will address this by developing direct contracting with hospital systems focused on centers of excellence, managing rising pharmacy costs expected to reach 25% of employers' healthcare costs by 2020, and expanding telehealth opportunities.
United States businesses lose over $576 billion annually due to employee illness, with 450 million additional days of work missed due to conditions like obesity and chronic diseases. Poor health risks and behaviors account for 80% of costs for chronic illnesses, including smoking, poor diet, lack of exercise, and more. Implementing workplace wellness programs and policies targeting three health risks can save employers as much as $700 per employee per year through lower insurance costs, less absenteeism, and increased productivity and morale among healthier employees.
The “balanced benefits” model: strategic employee benefits design in the brav...Bruce Gilbert
The document discusses the need for employers to move beyond just offering health insurance and instead adopt a "balanced benefits" model with an integrated portfolio of products. This is necessary given rising healthcare costs, shifting regulations, and the fact that health insurance alone does not protect employees from other financial risks like lost income. It suggests employers offer additional voluntary benefits like life insurance, disability coverage, and critical illness plans to better address employees' total well-being and complement mandated health plans. The document also introduces a benefits consultant that can help design such a balanced benefits package and communicate its value to employers and employees.
PricewaterhouseCoopers LLP was commissioned by the Health Work Wellbeing Executive to research the business case for workplace wellness programs in the UK. The objectives were to review the wider business case, consider the economic case from UK employers, and provide a framework for program implementation. PwC conducted a literature review of case studies from the Health Work Wellbeing Executive and additional published sources. Interviews were also held with selected organizations. The report found that changing demographics, rising chronic disease costs, and external pressures are increasing the need for wellness programs. Evidence from case studies showed that wellness programs can provide intermediate and bottom-line business benefits such as reduced absenteeism and healthcare costs. The report provided
This document discusses the financial challenges facing the NHS beyond 2015 and argues for co-production models to create additional value. It notes that meeting increased demand with the same resources will become the norm, and that improved health outcomes must be achieved by doing some new cheaper things and stopping some expensive old things. Co-production, where patients manage their own conditions, can demonstrate economic value by improving the efficacy of patient time spent in self-care rather than professional care. Examples show co-production can reduce mental health appointments and bed days. The People Powered Health program aims to successfully scale such models of co-production.
Every year, Tiger Recruitment releases a Salary and Benefits Review which collates the data from a survey of 2,700 staff. This year, we knew things would be different.
COVID-19 has significantly impacted many of the results in the review. For example, the top priorities for jobseekers this year were salary and job security, which is a shift away from last year’s top priority, work environment.
Find a breakdown of the salary survey results below.
Using non-clinical workers to prevent hospital (re)admissionsDave Chase
Data analysis done by Care at Hand using non-clinical workers such as Meals on Wheels and personal home care assistants to prevent hospitalizations and other adverse events
As healthcare costs rise for employers and employees, one of the trends that has been reshaping the market is that of defined contribution—specifically through a defined contribution marketplace. With an average savings per employee of 9.1%, the benefits to employers is immense. See how defined Contribution is changing the healthcare and benefits marketplace as we know it.
Five years in, and the Affordable Care Act continues to command conversation in the benefits landscape. Industry players are still scrambling to implement new provisions, keep healthcare costs down, create infrastructure to support new reporting requirements, and develop new payer, provider and care delivery models.
This has, in turn pushed the respective hands of health plans, who have had to change their strategies to fit both the consumerization of insurance and the standards set forth under the ACA.
With end-users in the forefront, health plans must take the strategy implemented 15 years ago with the rise of the internet, and push the marketing and communication initiatives into overdrive to gain and retain customers.
Health plans are shifting their mentality and communication, ant the best of the best are putting time, money, and energy into literacy and new business initiatives.
To simplify, a health plan needs to put the consumer at the center of every decision it makes.
However, in order to plan, communicate, and effectively market to consumers, your health plan must know the consumer, the technology, and the future.
If you’re looking to grow your health plan, we have just released a new guide to help your health plan leverage trends in the post-reform consumer marketplace.
In our latest whitepaper, we share the keys to success for health plans, including the following:
Consumer Trends: Top 5 Healthcare Executive Consumer Strategy Points, Today’s Healthcare Consumers: Six Types of Consumers You Need to Know, Millennial Consumers Special Report
Technology Trends: Big Data, Administration Technology, Payment Technology, mHealth and more.
Future Trends: Accountable Care Organizations, The Future of Telehealth, Continues Rise of Private Exchanges
All of this, and insights on how to make it work for your health plan.
Download this detailed guide, Health Plans: Your Guide to Leveraging Trends in the Post-Reform Consumer Marketplace, free from the Healthcare Trends Institute.
http://www.evolution1.com/health-plans-your-guide-to-leveraging-trends-in-the-post-reform-consumer-marketplace.html
[Webinar] Support disabled job seekers on their journey into workPolicy in Practice
View the slidedeck from this webinar to learn how frontline advisors are helping people who have a disability, and who are seeking work, to understand benefit changes as Universal Credit changes roll out. With Marise Mackie, Pluss.
Local organisations play an important role in ensuring people with disability and illness receive the correct benefit support, whether they're working, unable to work or considering a return to work.
Supporting people with disability and illness is made more complicated by the types of benefit available under both legacy benefits and Universal Credit.
The roll out of Universal Credit means there is more pressure on support organisations to make sure their customers are prepared for the likely changes.
Many organisations working with people with disability or illness use Policy in Practice's Benefit and Budgeting Calculator to help their customers understand the benefits they could get, and the impact of earnings or other changes of circumstances.
In this webinar guest speaker, Marise Mackie from Pluss, shared how they support customers as the Work and Health Programme gets underway.
Listen back to learn about:
- the impact of Universal Credit on household income for those living with a disability or illness
- information needed for people to make decisions, under legacy benefits and Universal Credit
- support tools that can help ensure accurate, client-focused, information is given to those who need it
For more information please:
visit www.policyinpractice.co.uk
call 0330 088 9242
email hello@policyinpractice.co.uk
Workshop D Work-care reconciliation in different welfare systems - Liberal De...Care Connect
Policies for carers in the Australian liberal welfare state
Prof Sue Yeandle, Director, CIRCLE (Centre for International Research on Care, Labour and Equalities), University of Leeds
Carers and Work-Care Reconciliation International Conference
University of Leeds, 13th August 2013
What effects are wellness programs having on the workforce and healthcare in general? With 76% of employers offering some form of wellness program, resource, or service to employees last year, how much has this changed over the years, and what has worked?
The latest infographic from the Healthcare Trends Institute demonstrates the effects of wellness programs, the most popular incentive-based health improvement programs, the importance of proper design in wellness, and future improvements that employers can expect in coming years.
This document provides a summary of a three-year workplace health project in the East of England delivered in partnership between Business in the Community and Public Health. It finds that mental health is the single most important workplace health issue for employers. It also concludes that the best way to support employers is by enabling them to increase their own capacity and capability through training, peer-to-peer learning and networking. Employers recognize their role in preventing ill-health and promoting wellbeing, and they can be effectively supported through local public health partnerships where employers and providers collaborate on developing workplace health offers.
Working our way to better mental health: a framework for action: Dame Carol B...Centre for Mental Health
The document outlines Dame Carol Black's framework for action to improve mental health and employment in the UK. The framework proposes six themes: changing attitudes towards mental health, improving population well-being, intervening quickly when mental health issues arise at work, providing tailored help for individuals, building resilience from an early age, and coordinated government action. It also discusses initiatives to promote mental health in the workplace and support for employers and employees.
Cost Reduction Without Employer Investment 2010RobertTwaddell
The document summarizes a grant program to help organizations implement employee wellness programs. It discusses assessing employee health risks, providing health coaching and workshops, measuring biometrics, and creating wellness plans to reduce costs from risks like stress, smoking, and obesity. The grant provides no-cost resources to employers to improve workforce health and productivity through a holistic wellness approach.
The document outlines the goals of assisting employers in promoting employee health and wellness to reduce business costs. It notes the rising costs of health care for both employers and employees. The health care system focuses on treatment over prevention, while employers lack expertise in health benefit management. The organization aims to advocate for healthy employers and provide grants to help companies implement health risk assessments.
Workplace Wellness Programs & The Law: Your ACA, HIPAA and ERISA Compliance C...Snag
This document discusses workplace wellness programs and related legal compliance. It defines a culture of wellness as one that encourages employees to actively engage in self-care and chronic disease management. It outlines different types of wellness programs, including participatory programs that reimburse gym memberships or reward health assessments, and health-contingent programs that offer rewards for meeting specific health standards or outcomes. The document provides an overview of legal compliance standards for these programs under the Affordable Care Act, HIPAA, ERISA, and other relevant laws.
Workgroup ideas: Colorado Primary Care Collaborative Manthan Bhatt
The document discusses several areas of focus for engaging the public in primary care medical homes (PCMH), including recognition, education, transparency, and patient choice. It also discusses engaging employers to offer PCMH programs to decrease employee absenteeism and increase productivity. Specific action steps proposed include developing message content incorporating public voices, determining how to deliver messages using available data, and including various stakeholder groups. Payment and delivery reform are also discussed, focusing on transparency, incentives aligned across payers to support sustainability, standardizing standards of care, and building infrastructure and partnerships.
Haven, a new healthcare company formed by JP Morgan Chase, Berkshire Hathaway, and Amazon, aims to bring together resources from the three companies to create better healthcare outcomes, lower costs, and greater satisfaction for the 1.2 million U.S. employees and families covered. Haven will address this by developing direct contracting with hospital systems focused on centers of excellence, managing rising pharmacy costs expected to reach 25% of employers' healthcare costs by 2020, and expanding telehealth opportunities.
United States businesses lose over $576 billion annually due to employee illness, with 450 million additional days of work missed due to conditions like obesity and chronic diseases. Poor health risks and behaviors account for 80% of costs for chronic illnesses, including smoking, poor diet, lack of exercise, and more. Implementing workplace wellness programs and policies targeting three health risks can save employers as much as $700 per employee per year through lower insurance costs, less absenteeism, and increased productivity and morale among healthier employees.
The “balanced benefits” model: strategic employee benefits design in the brav...Bruce Gilbert
The document discusses the need for employers to move beyond just offering health insurance and instead adopt a "balanced benefits" model with an integrated portfolio of products. This is necessary given rising healthcare costs, shifting regulations, and the fact that health insurance alone does not protect employees from other financial risks like lost income. It suggests employers offer additional voluntary benefits like life insurance, disability coverage, and critical illness plans to better address employees' total well-being and complement mandated health plans. The document also introduces a benefits consultant that can help design such a balanced benefits package and communicate its value to employers and employees.
PricewaterhouseCoopers LLP was commissioned by the Health Work Wellbeing Executive to research the business case for workplace wellness programs in the UK. The objectives were to review the wider business case, consider the economic case from UK employers, and provide a framework for program implementation. PwC conducted a literature review of case studies from the Health Work Wellbeing Executive and additional published sources. Interviews were also held with selected organizations. The report found that changing demographics, rising chronic disease costs, and external pressures are increasing the need for wellness programs. Evidence from case studies showed that wellness programs can provide intermediate and bottom-line business benefits such as reduced absenteeism and healthcare costs. The report provided
This document discusses the financial challenges facing the NHS beyond 2015 and argues for co-production models to create additional value. It notes that meeting increased demand with the same resources will become the norm, and that improved health outcomes must be achieved by doing some new cheaper things and stopping some expensive old things. Co-production, where patients manage their own conditions, can demonstrate economic value by improving the efficacy of patient time spent in self-care rather than professional care. Examples show co-production can reduce mental health appointments and bed days. The People Powered Health program aims to successfully scale such models of co-production.
Every year, Tiger Recruitment releases a Salary and Benefits Review which collates the data from a survey of 2,700 staff. This year, we knew things would be different.
COVID-19 has significantly impacted many of the results in the review. For example, the top priorities for jobseekers this year were salary and job security, which is a shift away from last year’s top priority, work environment.
Find a breakdown of the salary survey results below.
Using non-clinical workers to prevent hospital (re)admissionsDave Chase
Data analysis done by Care at Hand using non-clinical workers such as Meals on Wheels and personal home care assistants to prevent hospitalizations and other adverse events
As healthcare costs rise for employers and employees, one of the trends that has been reshaping the market is that of defined contribution—specifically through a defined contribution marketplace. With an average savings per employee of 9.1%, the benefits to employers is immense. See how defined Contribution is changing the healthcare and benefits marketplace as we know it.
Five years in, and the Affordable Care Act continues to command conversation in the benefits landscape. Industry players are still scrambling to implement new provisions, keep healthcare costs down, create infrastructure to support new reporting requirements, and develop new payer, provider and care delivery models.
This has, in turn pushed the respective hands of health plans, who have had to change their strategies to fit both the consumerization of insurance and the standards set forth under the ACA.
With end-users in the forefront, health plans must take the strategy implemented 15 years ago with the rise of the internet, and push the marketing and communication initiatives into overdrive to gain and retain customers.
Health plans are shifting their mentality and communication, ant the best of the best are putting time, money, and energy into literacy and new business initiatives.
To simplify, a health plan needs to put the consumer at the center of every decision it makes.
However, in order to plan, communicate, and effectively market to consumers, your health plan must know the consumer, the technology, and the future.
If you’re looking to grow your health plan, we have just released a new guide to help your health plan leverage trends in the post-reform consumer marketplace.
In our latest whitepaper, we share the keys to success for health plans, including the following:
Consumer Trends: Top 5 Healthcare Executive Consumer Strategy Points, Today’s Healthcare Consumers: Six Types of Consumers You Need to Know, Millennial Consumers Special Report
Technology Trends: Big Data, Administration Technology, Payment Technology, mHealth and more.
Future Trends: Accountable Care Organizations, The Future of Telehealth, Continues Rise of Private Exchanges
All of this, and insights on how to make it work for your health plan.
Download this detailed guide, Health Plans: Your Guide to Leveraging Trends in the Post-Reform Consumer Marketplace, free from the Healthcare Trends Institute.
http://www.evolution1.com/health-plans-your-guide-to-leveraging-trends-in-the-post-reform-consumer-marketplace.html
[Webinar] Support disabled job seekers on their journey into workPolicy in Practice
View the slidedeck from this webinar to learn how frontline advisors are helping people who have a disability, and who are seeking work, to understand benefit changes as Universal Credit changes roll out. With Marise Mackie, Pluss.
Local organisations play an important role in ensuring people with disability and illness receive the correct benefit support, whether they're working, unable to work or considering a return to work.
Supporting people with disability and illness is made more complicated by the types of benefit available under both legacy benefits and Universal Credit.
The roll out of Universal Credit means there is more pressure on support organisations to make sure their customers are prepared for the likely changes.
Many organisations working with people with disability or illness use Policy in Practice's Benefit and Budgeting Calculator to help their customers understand the benefits they could get, and the impact of earnings or other changes of circumstances.
In this webinar guest speaker, Marise Mackie from Pluss, shared how they support customers as the Work and Health Programme gets underway.
Listen back to learn about:
- the impact of Universal Credit on household income for those living with a disability or illness
- information needed for people to make decisions, under legacy benefits and Universal Credit
- support tools that can help ensure accurate, client-focused, information is given to those who need it
For more information please:
visit www.policyinpractice.co.uk
call 0330 088 9242
email hello@policyinpractice.co.uk
The CBI/KPMG infrastructure survey, conducted in June and July 2012, provides a business-wide assessment of the state of the UK’s economic infrastructure networks. The survey underlines the critical role that infrastructure plays in making the UK an attractive place to do business and in helping firms to take advantage of growth opportunities both here and abroad.
This document discusses an apprenticeship program between Dalehead Foods and Linton Village College.
Dalehead Foods is a pork and lamb supplier dedicated to Waitrose. It employs 1500 people across four manufacturing sites. Linton Village College is a secondary school with a focus on business and enterprise. The school has a strong record of academic success and developing business partnerships.
Representatives from Dalehead Foods and Linton Village College discuss their existing relationship and partnership, as well as opportunities to further develop apprenticeship programs between the business and school to provide work experience and skills training for students.
Medium-sized businesses make up an important but undervalued part of the economy, representing around 16% of total employment and 23% of private sector revenue. While medium-sized businesses express confidence in growth over the next five years, they face challenges scaling up operations and accessing patient capital for investment. To better support these businesses, efforts are needed to boost capabilities, improve access to long-term financing, and develop the medium-sized business sector's identity and community.
The document discusses barriers and facilitators to implementing evidence-based supported employment (EBSE) in the UK. It summarizes the evidence showing EBSE is effective for people with severe mental illness. While government policy now supports EBSE, barriers remain like separate mental health and employment services and a lack of provider training. The Sainsbury Centre is working to establish "Centres of Excellence" through partnerships, training, outcome measurement, and learning networks to systematically implement high-quality EBSE across England. Successful implementation requires factors like organizational commitment, ongoing supervision, and measuring both process and outcome indicators.
The document discusses joint working between the pharmaceutical industry and the NHS to improve patient outcomes. It provides background on the changing healthcare environment and need for industry and NHS to build new relationships. It defines joint working as situations where pharmaceutical companies and the NHS pool skills and resources for patient-centered projects and share goals. Examples are provided of joint working projects between GSK and two NHS organizations to improve management of COPD. Key lessons for successful joint working include having clear objectives, engaging stakeholders, and being open and honest.
Question of Quality Conference 2016 - Patient Experience - Innovation in pati...HCA Healthcare UK
The South Somerset Symphony Programme is one of nine Primary and Acute Care systems (PACs) Vanguards born out of Simon Stevens’ Five Year Forward View. To address the problems of an ageing population and an increased burden of long-term conditions, it is essential to have a coordinated response across sectors, putting the patient at the centre of care. The session will look at a joint venture that will hold a single budget for the population and how this enables them to target resources to parts of the system where they can make the most difference to patients.
This document discusses the costs of poor workplace wellbeing to both businesses and the economy. It notes that over 2 million people suffer work-related ill health each year, costing the economy over £100 billion annually. Poor wellbeing can negatively impact employee retention, productivity, morale and profits. The document advocates for implementing wellbeing strategies and programs to improve physical, mental and social wellbeing based on Maslow's hierarchy of needs. Case studies show organizations who invested in wellbeing initiatives experienced reduced absenteeism, higher engagement and improved financial benefits. The author provides wellbeing services and resources to help organizations assess needs and implement effective programs.
This document summarizes the relationship between employee health risks, productivity, and employers' costs. It finds that productivity decreases and absenteeism increases as the number of employees' health risks grow. Chronic diseases from risks like smoking account for 56% of deaths in working populations and place increasing burdens on employers. Implementing workplace wellness programs can help stop the flow of employees to higher risks and diseases, lowering absenteeism by up to 20% and saving employers money. The document provides examples of effective interventions and evidence from programs in Hertfordshire that have reduced sickness absence and costs through increased health offerings.
The document discusses the North East Better Health at Work Award (BHAWA), which recognizes employers that address health issues in the workplace. The award is free and open to all employers in the region. It has 4 levels - Bronze, Silver, Gold, and Continuing Excellence - with criteria at each level to build a portfolio. Over 400 employers have participated, including large companies. The award helps employers promote physical and mental health, reduce absenteeism, and create a healthier workplace culture.
Presented by: Stephen Bevan, Centre for Workforce Effectiveness at The Work Foundation and Lancaster University
at OHSIG 2014, Friday 12/9/14, Plenary session, 9.00am
The document summarizes a grant program to help organizations implement wellness programs for employees. It discusses assessing health risks, providing wellness workshops and coaching, and measuring outcomes to improve employee health and reduce costs. The grant provides these services at no cost to employers to help them design effective wellness benefit plans.
This document summarizes key findings from an OECD report on mental health and work in Denmark. It identifies several challenges, including that previous labor market reforms have failed to significantly reduce recipients of disability and other benefits. It provides recommendations in several areas: reforming flexjob and disability systems; increasing support for those with mental illness in schools and the workplace; improving identification and services for municipal job center clients; and enhancing mental health treatment and integration with employment services. The conclusions emphasize that Denmark's strong social system is not delivering due to under-resourced structures and a lack of means to properly identify and assist those with mental health issues.
The document discusses lessons learned from reforms to the UK National Health Service (NHS) over time. Key points include ensuring incentives are aligned for all stakeholders, recognizing the impact of unnecessary structural changes, and taking an evidence-based approach to policymaking through piloting and gradual change. The Dutch healthcare system is presented as moving to a uniform insurance system in 2006 that is funded through payroll taxes, government subsidies, and individual premiums.
Webinar slides: Personal health budgets and mental health: Getting ready and ...In-Control Partnerships
Personal Health Budgets for Mental Health discusses personal health budgets, which allocate NHS resources for individuals to manage their own healthcare. The document summarizes findings from a national pilot program that found personal health budgets improved quality of life and were more cost effective than conventional services. It describes a new mental health demonstrator program to implement personal health budgets sustainably in the NHS. Key challenges include allocating resources to individuals, unlocking money from existing contracts, and achieving necessary culture changes to support more patient choice and control.
DELSA/GOV 3rd Health meeting - Gijs VAN DER VLUGT, Camila VAMMALLE, Claudia H...OECD Governance
This presentation by Gijs VAN DER VLUGT, Camila VAMMALLE and Claudia HULBERT was made at the 3rd Joint DELSA/GOV Health Meeting, Paris 24-25 April 2014. Find out more at www.oecd.org/gov/budgeting/3rdmeetingdelsagovnetworkfiscalsustainabilityofhealthsystems2014.htm
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.
Taking care of business. Employer solutions for better mental health at workBarry McGrath PVRA
This document summarizes the recommendations from a business summit held by the mental health charity Mind in May 2011 regarding improving mental health in the workplace. The summit was attended by representatives from large companies and small businesses. Key recommendations included that the government should provide financial incentives for employers to prioritize mental health training and support. Employers should promote open discussions about mental health, provide staff access to counseling services, and ensure managers are trained to support staff mental health and wellbeing. Large companies should make mental health a board-level issue and regularly report on their efforts, while small businesses should promote wellbeing and support for staff.
This document outlines a presentation on partnerships between health services and citizens advice bureaus. It discusses how socioeconomic factors strongly influence health and health inequalities. Advice services can help address many of these issues like debt, benefits, housing, and employment to improve mental health and financial stability. Tools are presented to evaluate client outcomes and demonstrate the impact of advice on health, including improved well-being after receiving help. Barriers to partnership with health services and how to effectively engage with commissioners using local evidence are also covered.
Similar to Cbi employee-health-absence-conference-bill-gunnyeon (20)
In a lecture at the London School of Economics, Carolyn Fairbairn, CBI Director-General, and Rain Newton-Smith, CBI Chief Economist, argue that uncertainty is biting on our economy and our firms. The complexities of 21st century trade and the prospect of serious disruption from a ‘no deal’ outcome means businesses are changing plans and slowing investment now. The lecture can be viewed here - https://www.youtube.com/watch?v=Zy6fz0tPcbg
The document discusses Ian Lamond, who is the Head of Planning and Environment at Stephens Scown LLP, a law firm located in Cornwall, UK. It provides Lamond's contact information and then discusses several topics related to localism in planning, including what constitutes "local", localism and the National Planning Policy Framework, localism and mineral plans, and localism and the duty to cooperate. It also briefly mentions Richard Trevithick, the inventor of the steam engine, and includes a quote from Trevithick about attempting innovations.
The document discusses the importance of mineral resources like phosphorus and potash for food security and economic growth. It notes that while phosphorus reserves are large, improved sustainability is needed. Potash production needs to double to meet global demand. Fertilizer minerals present a challenge to ensure affordable access for growing populations, particularly in Africa. More research is needed to develop alternatives if conventional fertilizers become inaccessible.
Rapid economic growth in China, India, Brazil and other nations is driving increased global demand for minerals. However, mineral supply is constrained, keeping prices high. This geopolitical context increases risks for countries dependent on foreign mineral imports like the UK. The UK government is taking steps to understand its strategic mineral vulnerabilities and options to improve security of supply through stockpiling, recycling and potentially developing domestic resources. International approaches include bilateral trade agreements, investment in alternative supplies and technologies, and national strategic stockpiles.
The document is an agenda for an event titled "Living with minerals 4: Shaping UK minerals policy - Globalism to localism". The agenda includes:
- An opening address and introduction by Nigel Jackson, Chairman of the CBI Minerals Group.
- A speech on the economic outlook and prospects for UK business by John Cridland, Director-General of the CBI.
- A keynote speech by Bob Neill MP, Parliamentary Under Secretary of State for the Department for Communities & Local Government.
- A presentation on global mineral geopolitics by Michael Lynch-Bell of Ernst & Young.
The agenda also includes panel discussions, case studies, and reports from
Taken from the CBI's report "Tax and British Business: Making the case". These graphics illustrate the contribution UK businesses make to the British economy
The document summarizes trends in the UK manufacturing sector from 2000-2012. It describes how manufacturing output fell sharply during the recession in 2008-2009 due to declining domestic and foreign demand. Export orders recovered in 2010 as sterling depreciated, and manufacturers replenished inventories. While output grew strongly in the recovery, rising costs led to inflation. Sentiment deteriorated in late 2011 due to concerns about political and economic conditions abroad. The outlook is that manufacturing output will continue rising modestly, supported by export orders, but long-term challenges remain around higher commodity prices.
Invest NI aims to reduce business costs through more sustainable practices. Its goals are to lower energy, water, and materials usage and grow renewable energy supply chains. From 2011-2015 it identified over £60 million in savings and £30 million in economic impact. Invest NI provides expertise, advice, and project management support. It has completed 60 projects since 2011/2012, identifying £14 million in cost savings with £18 million in investments and a 1.3 year payback period. Support includes workshops, training, and individual consultancy within state aid limits. Invest NI seeks industry input to engage more sector groups.
The document summarizes key issues regarding energy supply in Northern Ireland. It notes that Northern Ireland is highly dependent on natural gas imports and prices are correlated with UK gas prices. The UK natural gas market is facing challenges of declining domestic production and rising imports and exports. Factors such as weather, geopolitics, and economic conditions influence global gas and electricity prices. When procuring energy, customers should understand market drivers and their risk tolerance to determine the best pricing strategy and products.
The wind turbine project installed an Enercon E-70 turbine in 2011 that is 99.5 meters tall with a 71 meter rotor diameter. It is expected to generate over 3 million units annually, contributing 15% of the site's energy and reducing carbon emissions. Operations are monitored remotely and maintenance is covered under a 15 year contract. The project involved extensive planning and approvals over several years from 2005-2010 before the turbine was installed.
This document summarizes a presentation about auto-enrollment pension requirements in the UK. It outlines why employers should care about these requirements, including potential penalties, unbudgeted costs, and reputational risks. It describes who is considered a jobholder that must be enrolled, such as employees aged 22-state pension age earning over £7,475. Employers must auto-enroll these jobholders, provide minimum benefits and contributions, register with the Pensions Regulator, and maintain records for six years. The presentation addresses identifying who counts as jobholders and how to minimize costs, such as using a three month waiting period or salary sacrifice. Key action points include identifying an organization's staging date and registering in time.
This document provides a 9-step guide for employers to prepare for upcoming automatic enrolment pension regulations in the UK. It outlines key dates when the regulations will be phased in for different sized employers, as well as the criteria for qualifying pension schemes and minimum contribution requirements for defined contribution and hybrid plans. It also discusses options for using the National Employment Savings Trust, opting in/out processes, and tax implications. Employers are advised to start preparing by establishing their staging date, assessing their responsibilities, reviewing procedures, and preparing communications.
The document discusses employer research on employee engagement, benefits, and pensions reform. Most employers believe benefits increase engagement, while most employees say benefits only increase motivation. While most employers want more dialogue, most employees feel nothing has changed. Regarding pensions reform, over half of employers are undecided on contribution levels, and over 90% of larger employers have no firm plans yet.
NEST is a new pension scheme in the UK designed to help employers meet their automatic enrolment duties. It aims to make pension provision simple for both employers and employees. Key features include online administration, clear communications, low charges, and an investment approach tailored for members. NEST can be used as a sole scheme, to supplement an existing scheme, or as an entry-level option. It is presented as an easy solution that minimizes the burden on employers and can help financial advisors serve more clients.
This document discusses the need for smarter energy demand in the UK. It notes that integrating more renewable energy sources will require 32% of UK electricity to come from renewables by 2020, up from 7% in 2010. However, meeting this target and continuing to meet rising energy demand will require significant investment and changes to energy usage. The document argues that smarter energy demand, through tools like dynamic pricing and demand response, will be needed alongside supply-side changes to balance the grid and limit cost increases. It notes that while energy companies support tools to shape consumer behavior like pricing and education, many consumers still lack understanding of energy topics. The document concludes that building trust between utilities and customers will be key to enabling the collaboration required for smarter energy
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Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
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Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
The report *State of D2C in India: A Logistics Update* talks about the evolving dynamics of the d2C landscape with a particular focus on how brands navigate the complexities of logistics. Third Party Logistics enablers emerge indispensable partners in facilitating the growth journey of D2C brands, offering cost-effective solutions tailored to their specific needs. As D2C brands continue to expand, they encounter heightened operational complexities with logistics standing out as a significant challenge. Logistics not only represents a substantial cost component for the brands but also directly influences the customer experience. Establishing efficient logistics operations while keeping costs low is therefore a crucial objective for brands. The report highlights how 3PLs are meeting the rising demands of D2C brands, supporting their expansion both online and offline, and paving the way for sustainable, scalable growth in this fast-paced market.
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Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...Niswey
50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
But wait. What happens when you fully integrate your WhatsApp campaigns with HubSpot?
That's exactly what we explored in this session.
We take a look at everything that you need to know in order to deploy effective WhatsApp marketing strategies, and integrate it with your buyer journey in HubSpot. From technical requirements to innovative campaign strategies, to advanced campaign reporting - we discuss all that and more, to leverage WhatsApp for maximum impact. Check out more details about the event here https://events.hubspot.com/events/details/hubspot-new-delhi-presents-unlocking-whatsapp-marketing-with-hubspot-integrating-messaging-into-your-marketing-strategy/
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1. Supporting Business – what the fit note and other initiatives mean Dr Bill Gunnyeon Chief Medical Adviser Department for Work and Pensions
2.
3. Over a fifth of working people are disabled or have a long-term condition 27 million employed 680,000 off sick 22% with a health condition or disability 25% with a health condition or disability 7.5 million inactive 45% with a health condition or disability 2.5 million unemployed
4. But having a health condition or being disabled need not be a barrier to employment 60% of people with a long term health condition are in work
The cost of working age ill health is high These are human costs as well as costs to the economy Note that £20bn benefit spend not included in £100bn figure – it’s a transfer between different groups and a cost to the Exchequer, not a ‘true’ economic cost
What the position looks like for the 37m of working age population in terms of employment status and health condition This break down of the working age population shows the complexity of the relationship between employment status and health condition. 37m people in GB and overall 27% or 10.1m people have a long-term health condition or disability (lasting more than 12 months) – spread across the employed, inactive and unemployed groups. Details of data Data from the Labour force Survey (self-reported). Quarter 3, 2009. Cover people of working age (16-SPA) who declare that they have a long-term health condition or disability (expected to last for more than 1 year) Nb - Numbers will not directly match those on benefit system given different sources and definitions. 680,000 off sick refers to numbers off sick in any one week Inactive includes: on sickness benefits (e.g. IB/ESA), students, looking after family etc). Unemployed – people looking for and ready for work (nb not the same as JSA claimants)
10.1 million in total report having a long-term health condition. 60% (approx 6 million) are in work
The demographic challenge applies in 3 ways: Over the next 25 years demographic change will bring an ageing workforce Our existing workforce will be older (now: approx 48% are over 40; by 2030 around 52% will be) As people live longer more will live or work with chronic or progressive disease (chart shows diabetes and coronary heart disease now and in 2033) Each working person will support more pensioners Even with increases to State pension age there will be fewer people of working age for every one above working age Chart shows that now we have 3.2 people of working age for every one over SPA; by 2030, projected to be 2.8 for every one over SPA) Evidence shows that work can contribute to better health in later life and that better health can prolong working lives Older workers with better health reduce the burden on the NHS and care services and make better financial provision for their own retirement