The Nutrition Advantage Report

Report:
The Nutrition Advantage
4 Pillars of a Nutrition-Centred Wellbeing Programme
that measurably benefits your business and your employees

Structure
page 2
www.superwellness.co.uk Copyright ©SuperWellness
00
01
02
03
04
05
Introduction 3
The case for Nutrition Centred Wellbeing (NCW) 4
1.1 Statistics – the ‘nutrition gap’.................................................................................................4
1.2 What is NCW?�� 6
1.3 Benefits�� 6
4 pillars of an effective NCW programme
aligned with your business objectives 10
2.1 Strategy��12
2.2 Multiple touch points ��19
2.3 Engagement ��22
2.4 Environment ��26
How nutrition smart is your workplace? 30
3.1 NCW score card��31
3.2 Selecting a wellbeing partner��32
About SuperWellness 33
Case Studies 7, 18, 21, 25, 29

Putting in place a wellbeing solution can seem
overwhelming for anyone with this responsibility in their
organisation. Should you focus on mental health? Exercise?
Offer free fruit? There is an endless range of options,
but how do you know whether the option you’ll end up
choosing will deliver results? How will these be measured?
Will they justify the investment? and will employees engage
with it in the first place?
In the five years we’ve been delivering nutrition-centred
wellbeing programmes, we’ve tested many different
approaches. Not in a lab or on a keyboard, but face to
face with employees, consistently collecting feedback and
monitoring the response from groups as well as individuals.
We’ve sat down with leadership teams including CEOs, HR,
finance, Benefits Reward, Estates, Health Safety as well
as occupational health to get a clear understanding of the
business motives behind wellbeing initiatives.
Across the multi-coloured patchwork of work environments,
industries and work cultures, we’ve seen a consistent
pattern emerge, in terms of the elements that make a
programme ‘work’. We’ve identified four key pillars for a
successful wellbeing programme. This has led to a sharp
refocus in our own methodology, homing in on the things
that work in practice and letting go of the less essential
elements.
We’re excited to share with you what we’ve learnt so far,
in the hope that it helps create many more workplaces
employees can thrive in.
Introduction
page 3

The case for nutrition-centred
wellbeing (NCW)
01
of adults are failing to
eat the recommended
five portions of fruit and
vegetables each day.
According to some
figures, they cost UK
employers
3/4
£17 billion
For employers looking for innovative ways of leading within their industry, NCW
offers opportunities which are likely still untapped. One only has to read the
statistics alongside each other to see the huge gap between current nutrition
habits and the impact it has on health and performance.
Official figures from the NHS in 2017 revealed that three quarters of adults
are failing to eat the recommended five portions of fruit and vegetables each
day. And yet poor eating habits are thought to increase the likelihood of poor
productivity by as much as 66%. According to some figures, they cost UK
employers £17 billion.
When you consider that a study by Imperial College London in 2017 suggested
that adults should really be eating 10 portions of fruit and vegetables a day
to keep healthy, it’s no wonder productivity across UK workplaces is suffering.
Britain’s Healthiest Workplace 2017 survey estimated that 3.5 productive days
per year are lost by employees with poor diets. (Source: VitalityHealth/Rand
Europe, Britain’s Healthiest Workplace 2017)
1.1 Statistics – the ‘nutrition gap’
page 4

Nutrition-centred Wellbeing for the savvy employer
I N F O G R A P H I C
Taking advantage of the nutrition gap
Healthy eating habits
Productivity,healthandperformance
An effective wellbeing programme
should be at the core of how an
organisation fulfils its mission and
carries out its operations and not consist
of one off initiatives. It’s about changing
the way business is done.” CIPD, 2016
page 5

NCW is a strategic approach to wellbeing which aims to achieve measurable
outcomes. A NCW programme addresses eating habits first, by supporting
employees to make small adjustments that are practical for working life and
will achieve quick wins. This creates a solid foundation for introducing further
aspects of wellbeing such as exercise and mindfulness.
We believe that most wellbeing programmes are failing to take advantage of
the quick, tangible wins nutrition can achieve. Even if healthy eating gets a nod,
it’s rarely approached in a coherent way – a workshop here, a free fruit offering
there. It’s not enough to truly make a difference. And yet, implemented well,
nutrition programmes can offer widely untapped potential.
Quick wins
By making small adjustments to daily eating habits, people can see
marked changes, physical as well as mental, in a short space of
time. Achieving results doesn’t involve a complete overhaul. We’ve
encountered many clients who, simply by adding more protein
to their breakfast, felt more alert during the morning, kept sugar
cravings at bay and in turn, this contributed to a trimmer waistline
(and happy feelings!)
Such a change involves no sacrifice, no unrealistic call on willpower,
and the person would probably say they were thoroughly enjoying
both the new breakfast experience and the positive effects it was
having. Will they continue with this habit? Our interviews with
programme participants after a year or longer indicate they will.
1.2.What is Nutrition-Centred Wellbeing (NCW)?
1.3 Potential benefits
Our programme takes
a strategic approach to
wellbeing which aims to
achieve measurable
outcomes.
page 6

Incisive Media 2015
Feedback 12 months after the programme
“The 3 month challenge exceeded my expectations in every way! It’s been great to
track my body composition results and to see the positive results of the changes
I’m making. I would never want to go back to my old diet and I have so much
knowledge about nutrition and wellbeing now! I have so much more energy and
I’m in a permanently good mood! I no longer crave sweets and chocolate. I have
completely overhauled by diet and I now the benefits of certain food groups and
can notice when my body is lacking something. I also don’t get headaches any more
because I realised I was dehydrated all the time!”
C A S E S T U D Y
Digestive
health
7,1 7,1 7,2 7,3 7,3
6,7
7,8
7,5 7,5
5,3 5,3 5,7
6,2 6,1
4,6 4,5
6,36,5
Freedom
from cravings
Hormonal
symptoms
Skin
Health
Sleep
Quality
Mood Concentration
Levels
Energy
Levels
Ability to deal
with stress
StartEnd
R E S U L T S
“The Nutrition
Challenge has been
the most talked
about benefit we’ve
introduced this year”
Emma Cutbill, Benefits
Manager Incisive Media
“My husband and I adopted
the new regime together, we
have stuck with it since we
began and have completely
changed the way we eat. We
have lost about 2.5 stone
between us, and feel so
much healthier. Although
now we still have blips, we
aren’t good all of the time, we
have a formula for our diets
and know how to get back on
track pretty easily.”
“We have learnt so much
about food, and manage to
eat really delicious meals,
minus a lot of the sugar and
carbohydrates we used to
default to and we don’t miss
them at all. We rarely crave
foods anymore either. We
have lost weight we have
been trying to lose for years.”
“There are some gems of
information that will stay
with you and can make such
a huge difference to your
health. Instead of staggering
around on your own, trying to
figure it out...do the challenge
and get the information you
need for yours and your
family’s future health.”
“I have seen a couple of my
colleagues transform their
health and energy levels just
with a few small changes. We
are all responsible for our
own health.”
t
Health scores /10 at the start and end of the programme
page 7

Small adjustments
We have to eat on a daily basis, so why not focus on fine tuning
a habit that takes place already, 3, 4, 5 times a day? This doesn’t
mean that a focus on exercise or mental health is a waste of time,
but wouldn’t it make sense to begin by adjusting eating habits first,
which in turn will provide more energy to exercise and a more
balanced brain chemistry?
We’re not saying that wellbeing begins and ends with nutrition.
Simply that it makes a lot of sense to begin with healthy eating, do
it really well, create tangible results and build on this with further
habits that require motivation and effort.
Beyond weight loss
People often think of nutrition in terms of ‘weight loss’ but it’s
capable of much more.
What we eat has a direct impact on our sleep, our mental wellbeing,
our energy and productivity, our ability to cope with stress. And
by influencing one person’s diet, we often find that what they
appreciate most, is how it’s benefited their family and loved ones
because they’ve brought the new habits home
Small adjustments
to daily eating habits
More energy
motivation
Improved
brain function
The wellness cycle
S t e p 1
S t e p 2
S t e p 3S t e p 4
S t e p 5
Increase exercise
and movement
Further wellbeing
commitments, e.g.
meditation, personal
development
Increased happiness
and engagement
page 8

Nutrition-Centred Wellbeing
SHINE BRIGHTER
Fewer cravings
Improved mood
Higher stress
resilience
Healthier
weight
Better
concentration
Healthier
skin
Nutrition
Small
adjustments
BIG
Impact
=
Better
sleep
Stronger
immune system
More energy
Better digestive health
Better health for themselves and family / Improved physical mental wellbeing
Reducing sickness through prevention / Health awareness
Reduction in accidents and injury / Improved alertness
Wellbeing best practice / Engagement route with on-site catering
Destination employer status / Talent acquisition / Sickness absence reduction
Engagement, productivity, morale
Competitiveness / Reputation, CSR / Brand
Employees
Occupational health
Health Safety
E
states / Facilities / Catering
HR / Beneﬁts / Reward
Senior leadership
Potential benefits
of Nutrition-centred Wellbeing
“It’s the right thing for enterprises in the twenty-first
century to do for their people and for wider society.”
CIPD policy report, 2016
page 9

Four pillars of a successful
NCW programme
02
Nutrition offers huge potential benefits for the workplace, if implemented
in a structured way.
We’ve developed a methodology which helps us and our clients ensure all
angles have been covered before investing in a programme.
The aim in doing so is to:
Let’s now turn to each of the four pillars in more detail.
We’ll be using practical examples and case studies to illustrate our points.
Help our clients achieve
their business objectives
Demonstrate return on
investment
Gain valuable insights
which allow us to keep the
programme effective
page 10

Active leadership engagement
Research – surveying employees
Identifying drivers, setting objectives
Benchmarking and recognition
Strategy
Engagement
Content quality ‘freshness’
Individual or group coaching (workshops)
Toolkits: posters, downloadable guides
Health screening
Digital tools
Content Delivery
Multiple touchpoints
Catering partnerships
Choice architecture
Vending and hydration options
Workplace layout lighting
Equipment
Contagious content, ripple eﬀect
Timing and relevance
Gamiﬁcation
Compelling comms
Continuity consistency
Environment
NCW
aligned with
business
objectives
The 4 pillar Nutrition-centred
Wellbeing Methodology
page 11

The definition of Strategy is ‘a plan of action designed to achieve a long-term or
overall aim’. (Oxford Dictionary).
If your overall aim for wellbeing is to serve your business objectives as well as
improving the health of your employees, it’s essential to take your approach way
beyond a ‘tick box’ exercise. Your plan of action should arise from the answers
to a number of questions:
What are your objectives?
What problems are you looking to resolve?
What is your timeline?
How will you know you’ve achieved your objectives?
What needs to be invested to achieve them (and do the numbers add up?)
What steps do you need to take?
Who needs to be involved, internally and externally?
How could you best engage your employees?
The list could go on, however having been involved in different projects as
providers, we’ve isolated three key areas which we believe every employer
should be considering:
2.1 Strategy
Research – business data
and employee surveys
Setting objectives Active leadership
engagement
page 12

Carrying out the initial research that can elevate your wellbeing programme to a
new level doesn’t have to be onerous or time consuming.
Business data
On the one hand, it will be about compiling data which you may have already or
putting in place processes to track this data. Useful data to consider:
Sickness absence trends and costs
Productivity measures: sales performance? Client satisfaction index?
Wellbeing programme attendance (can be a measure of wellbeing ROI)
Quantified costs, e.g. cost of group health insurance premium, cost of
additional medical checks linked with ill health,
Accident and injury statistics
On-site restaurant footfall
Morale engagement survey results
Glassdoor rating
Performance in existing benchmarks or standards, e.g. Investors in People,
Times Best Employers, Britain’s Healthiest Workplace
Employee insights
An employee wellbeing survey can provide useful insights that will inform your
future programme:
Key concerns / topics of interest
Nutrition lifestyle habits
Willingness to receive support
Knowing this information helps you to make your programme relevant, engaging
and effective. It signals to your employees that you care and they are being
listened to.
With our clients, we use an online questionnaire which includes around 20
questions. It’s quick to set up – the core questions have been tried and tested
many times and can be adjusted to take into account industry or company
specific factors.
2.1.1 Research
page 13

Yes, usually mid-morning
Cardiovascular health
Certainly
Yes, usually after lunch
Conflict resolution
I would give it a try
Yes, usually
mid-morning and after
Cravings / addictions
No
No
Digestion
Energy (fatigue)
Immune system
Low-mood / depression
Muscoloskeletral problems
Reproductive (hormonal)
0%
0%
0%
20%
20%
20%
40%
40%
40%
60%
60%
60%
80%
80%
80%
Do you get energy dips during the working day?
Please tick the following wellbeing topics which are of interest to you (as many as necessary)
Given the right support and information, would you like
to make dietary changes in order to benefit your health
Employee survey sample reports
C H A R T S
page 14

You may have a strategic level mission or corporate value which will set the
direction for your programme. Examples taken from our own clients include
a focus on ’building resilience’, ‘pioneering / thinking differently’ and ‘caring for
each other’.
All employee wellbeing programmes generally have a core objective of
improving the health of employees. This should be a given, however a
sustainable wellbeing strategy needs to show some form of return on
investment. Wellbeing ROI is a topic in itself and experts generally agree that it
should be measured differently than, say, ROI on a new CRM system. Workplace
wellbeing measurement expert Dr Bridget Juniper identifies 4 types of ROI
measurement:
Financial return on investment
Rate of interest (e.g. take up on a health screening programme)
Realm of influence (health outcomes, e.g. weight lost)
Ring of illusion (unsubstantiated claims by vendors, NOT the type of ROI
you should be aiming for!)
Source: Occupational Health Wellbeing, 10 July 2016. ‘Time to look beyond
cash returns’ by Dr Bridget Juniper
2.1.2. Setting objectives
page 15

What outcomes would you want to see from your wellbeing programme and
what measure could you use to track improvement?
In the table below are some of the typical measurable objectives towards which
we’ve supported our clients (select those relevant to you).
Improve employee
physical and mental
wellbeing
Sickness absence
Overall weight lost
Wellbeing scores
Accident and injury
statistics
% change in the
requirement for
mandatory health
checks / restrictions
due to ill health
Employee survey
data
Employee
engagement survey
Wellbeing
programme feedback
(% who would
recommend)
Attendance on the
wellbeing programme
Digital solution login
data
Britain’s Healthiest
Workplace
Times 100 Best
Employers
Investors in People
Health Wellbeing
Award
Glassdoor rating
Press coverage
Sales performance
Customer service
ratings
Industry specific
measure of output,
e.g. billable hours
Increase morale and
engagement
Boost employer
brand reputation
Maximise productivity
and performance
page 16

According to the CIPD, “An effective wellbeing programme should be at the
core of how an organisation fulfils its mission and carries out its operations and
not consist of one-off initiatives. It’s about changing the way business is done.”
(2016)
In other words wellbeing has to become part of the culture in order to be
effective, and this means an authentic commitment from the leadership team,
which may translate into:
Considering wellbeing as an integral part of corporate strategy with its
potential for creating competitive advantage
Active participation or visibility in programmes (leading by example)
Making a commitment to a long term wellbeing programme with defined
outcomes
Communicating consistently about wellbeing values and objectives,
internally and externally
The continuity aspect is important. A lunch and learn might inspire a number of
your employees but how do you know it will result in meaningful change? We
believe that wellbeing programmes should aim to go one step further and be
‘transformational’, not just inpirational, with measurable improvements both for
the employee and the employer.
2.1.3. Active leadership engagement
page 17

PO Ferries Nutrition
Challenge 2017
Over 50% participation
Wellness risk score dropped by 15%
Total weight loss just under 100kg across 59 participants
Metabolic age improved by 91 years in total
98% of participants said they would like to continue
C A S E S T U D Y
1. Please tell us why you decided to join the SuperWellness nutrition programme
To improve my health as I get older to maintain good health in the future.
2. What have been the benefits for you?
I have felt more energised and physically stronger as well as increasing my knowledge of
what to eat and what not to eat and other factors that impact my health.
3. What would you say to anyone considering joining the programme in future?
I would say give it a go; you’ll be surprised at what you can find out about your health and
what you can achieve in a short space of time.
DE, sous chef, PO Ferries
Energy
Stress
Sleep
Mood
Concentration
Cravings
Skin health
Hormons - female
$16,000
$14,000
$12,000
$10,000
$8,000
$6,000
$4,000
$2,000
$0
0 5 10 15 20 25
PO Pride of Burgundy Pilot
Improvements May-Sept 2017
Short Term Sickness Cost 2016-2017
R E S U L T S
45
2016
Apr AugJunMay Jul
2017
£13,300
£149
page 18

Employers often worry about the potential engagement a new wellbeing programme
will achieve. There may be concerns that only those who are already health
conscious will join. We get asked: “How can we get our least healthy employees to
join over the healthier ones?
The ‘ripple effect’
In reality, trying to dictate who joins or whether people join, or forcing
change will generally backfire. This is why it’s so important to see
wellbeing as a long term strategy, and to allow time for the engagement
to occur naturally and on people’s own agenda. Your more health
conscious employees have an important part to play in creating that
spark of inspiration so that the idea spreads within the organisation.
Content quality tone
There is no shortage of health and nutrition information in the media
and online. People are mostly well informed about the guidelines, even if
they are not practising all the recommended healthy habits. The missing
link is a deeper understanding of ‘why’ something might be good or bad
for you. Once you grasp some of the underlying mechanisms based
on up to date scientific research, and if it makes sense to you, you are
far more likely to change your behaviour accordingly. In a nutshell,
explaining is more powerful than preaching.
2.2. Multiple touchpoints
pag.e19

Learning styles
Addressing different learning styles in your programme will help more people
engage faster. Some examples of activities that different people might
respond to include:
Throughout this report, we include examples of clients who have run our
SuperWellness Nutrition Challenge. The challenge reliably achieves a high
level of engagement, measurable improvements as well as leading to long
term habit changes. As well as being spread across 5 months, which supports
employees to practise new habits, the challenge also draws on all of the
activities listed above. Some employees will love being part of a coaching
group and sharing progress with colleagues. Others will be more motivated
by their body composition test report showing their personal health statistics.
This is why the challenge achieves so much more by combining these
elements than any of its activities would achieve on their own.
2. 2. Multiple touchpoints
Individual or group
coaching (workshops)
Health screening Team building activities
(e.g. smoothie making
competition)
An app
page 20

Kuoni Nutrition
Challenge 2014
Employee feedback
C A S E S T U D Y
Digestive
health
Freedom
from cravings
Hormonal
symptoms
Skin
Health
Sleep
Quality
Mood
Concentration
Levels
Energy
Levels
Ability to deal
with stress
R E S U L T S“For us, running a great business starts with healthy and happy
employees. I’m delighted that Kuoni joined the SuperWellness
challenge, a pioneering new concept in employee wellness
which has had really meaningful results. The positive
outcomes have been way beyond improved wellness,
enhancing team spirit and motivation.
Derek Jones, Managing Director, Kuoni
“I have enjoyed the sessions, they have all been very informative. Please
come back again!!” Dan Hewitt
“Brilliant! Really interesting and easy to follow” GG
“Thoroughly enjoyed it, broke several myths for me. Been great to involve
my hubby too. I feel so much better in myself and the fact I’ve had little or
no joint pain has been remarkable. I would definitely recommend this, it’s
been a fabulous opportunity.” Dawn Butcher
“I have very much enjoyed the SuperWellness Challenge and made some
fundamental changes to my eating habits. My family is also changing bad
habits and eating better, which is wonderful. Also, my skin is improved
and my hair is amazing!” Beverley Maasik
“It’s been enjoyable and educational. It’s improved my skin and also my
‘shakes’ I used to get when my blood sugar was too low” KS
“It’s been motivating to do it together and great to share recipes and
ideas. I feel less tired in the afternoon and have more energy for the gym
in the evening” RN
“I love the changes I’ve made” Jo Carpenter
“I’ve learnt an awful lot about the right kind of nutrition and the talks were
extremely useful. I will definitely carry this on as normal. My skin is better,
I’ve lost weight and I don’t feel hungry between meals any more” GS
Wellness Risk score dropped by 25%
Metabolic risk score dropped by 28.5%
3 years younger (metabolic age) on average
30,5%
11,5%
18%
13%
30%
23%
32,5%
22%
46%
Percentage improvements as a result of the programme
page 21

www.superwellness.co.uk
Your wellbeing programme will only be successful if it
can engage a meaningful proportion of your employees
over a period of time. Get it wrong and it can be the
undoing of your programme. Get it right, and combined
with the other three factors covered here (strategy,
multiple touchpoints and environment) and the results
could be exceptional.
In many ways the workplace offers the perfect
environment for success. There is evidence to suggest
that people thrive from a group environment when
making lifestyle changes. Research into weight loss
treatments for example, shows that “group therapy
produces greater weight loss than individual therapy,
even among those who express a preference
for individual treatment. (http://psycnet.apa.org/
record/2001-18163-015)
The workplace offers the potential for a supportive
peer group with colleagues in whose company we
spend a large proportion of our waking hours. Much
as an unhealthy work environment, with for example, a
heavy drinking culture, can have a significant influence
on workers, the same is true of a healthy culture.
Enthusiasm for healthy eating and wellbeing can be
contagious. It just needs the right spark to ignite it, and
the structure and time for it to take hold and spread, as
workers are inspired by their colleagues.
This is the ‘ripple effect’ which we’ve noticed when
we run the SuperWellness Challenge. Initially the
programme attracts those who are already health
conscious or who are open to making changes.
This creates a group of champions who lead by
example (knowingly or not) and the benefits they
experience inspire a wider group to take part in future
programmes. The champions are key to creating the
‘buzz’ which turns wellbeing into a topic of conversation.
Engagement for any length of time doesn’t happen by
accident. We’ve developed a number of approaches
which we’ve tried and tested in our programmes.
2. 3. Engagement
page 22

1. Contagious content
The information shared on your programme will benefit hugely from being
evidence based, up to date and shared in a way that’s friendly and non-
judgemental. It should go beyond reinforcing government guidelines to
provide intellectually stimulating insights which make sense. This approach
equips individuals with the depth of knowledge to make their own choices
based on facts, rather than striving to obey guidelines.
2. Timing and relevance
We’ve already mentioned the importance of the wellbeing survey for your
strategy and it plays a big role in engagement too. Firstly by seeking your
employees’ input you are also signalling that you care enough to listen,
which is of course powerful in generating goodwill. Secondly, it will arm you
with information to make your programme as relevant as possible to the
concerns of your employees. You might also be aware of challenges specific
to your industry and health risks involved, which may include shift work,
manual labour, frequent business travel, long sitting hours or high stress
environments.
The timing of delivery is also crucial. Publicising a wellbeing programme
months if not weeks in advance will help build anticipation, apart from
allowing your employees to commit the time. We’ve also found that
following a wellbeing calendar, themed around national and global health
campaigns can amplify your programme promotion. Scheduling events for
Mental Health Awareness Week, for example, will take advantage of existing
large scale media coverage and makes your content topical.
The SuperWellness
Wellbeing Calendar
page 23

3. Gamification
Competitiveness can bring a whole new dimension to
your wellbeing programme. Of course, not everyone will
be spurred on by a desire to ‘win’, and it’s important to
strike a balance. A spirit of ruthless competition could be
offputting for many, whereas a friendly challenge which puts
the emphasis on team spirit will have more mainstream
attraction. The point is that it provides a purpose which
employees are working towards together, with some health
competition fostering positive banter and motivation.
Our SuperWellness Challenge benefits enormously from
the good humoured competition between teams and
the opportunity if offers for communications across the
organisation that’s implementing it.
4. Communications
Good internal comms are essential for your programme to be successful
and your wellbeing partner should support you heavily in this respect. Your
approach will be made stronger by using different media to reinforce your
message. Areas to consider include:
A regular wellbeing feature in your internal newsletter,
which may focus on current health campaigns
A wellbeing app which engages users via their smartphone
Posters in bathrooms and kitchen areas
Compelling email invitations
Booking systems for events
Reinforcement through your catering provider
(e.g. promotion of healthy options linked with your theme).
Your wellbeing programme also offers an exciting opportunity for external
promotion, raising your profile as an employer whilst also reinforcing your
message internally.
page 24

The Stafford
London 2017
“The SuperWellness programme was a fantastic
investment to make; centering on nutrition and fitness,
stress and sleep, we really saw a difference in the team’s
productivity, happiness and overall health. Furthermore,
the group challenges created healthy competition and
brought our teams and departments closer together. On
the back of the programme we have seen the launch of
a Stafford running club as well as the team eating much
more healthily in the staff dining room. We look forward
to working with Superwellness in the future.”
Stuart Procter, General Manager
C A S E S T U D Y
“Very good, informative interesting.
Looking forward to seeing the
transformation after 3 months.”
JK, The Stafford London
“Really interesting, you realise you
can change little things in your life to
have a healthier one.”
Anon, The Stafford London
page 25

When you consider that we eat at least a third of our daily calories at
work according to the NHS, this offers a huge opportunity for creating an
environment that makes healthy choices easier. We always seek to collaborate
with the on-site catering provider, wherever we run our programmes. Why?
Because we know that having healthy options available will simply make it
easier to make good choices and overcome barriers such as time pressure. It is
generally a win-win situation for your catering provider, who also benefits from
additional footfall and an opportunity to attract new customers keen to follow
the programme.
1. Choice architecture
Nudging and choice architecture are familiar terms in the world of
contract catering. It’s a fascinating branch of behavioural science
which conscious foodservice providers have long been tapping
into as a way to gently encourage healthy choices. The term was
coined by Thaler and Sunstein in 2008 to describe the practice
of influencing people’s choices simply by presenting options in a
certain way. Place an appetising display of green vegetables more
prominently and within easier reach than the tray of chips and they
are likely to end up taking up a larger portion of your customer’s
plate.
This is certainly an approach worth exploring with your catering
provider, however there’s no reason why nudging should be
confined to the restaurant. Here are some ideas that could easily be
implemented in your workplace.
2. 4. Environment
page 26

2. Upgrade your meeting fuel
This is a quick win to help banish the sandwich and crisp platter
brain drain. Speak to your catering provider about alternatives
to the traditional carb rich meetings fayre. Increase options rich
in protein and plant fibre. Small bowls of unsweetened nuts and
seeds offered as snacks (alongside if not ‘instead of’ the biscuits or
pastries) will make a big difference to energy and motivation.
3. Equipped for success
Sometimes just having the right tools to hand can be enough to
shape new habits. Why not introduce a smoothie maker next to
the toaster (preferably one that’s easy to clean...) or even an egg
coddler. Simple but effective.
Add a cinnamon shaker to the sugar and sweeteners line-up by the
coffee machine. Cinnamon has been shown to improve glucose
metabolism (contributing to diabetes prevention) and is a tasty
alternative to conventional sweeteners. A small gesture made
every day (often many times a day) could add up to a huge impact
throughout the year.
4. Eating al fresco, not ‘al desko’
Many workers still eat lunch at their desk, with barely a pause from
their screen. In order to digest properly, it’s essential for the body
to achieve a parasympathetic nervous state, in other words a state
of ‘rest and digest’. Not to mention that with the attention diverted
to a screen, mindful eating and effective chewing go out of the
window. A true recipe for digestive issues and a missed opportunity
to lighten the stress burden!
page 27

How could you actively encourage your staff to leave their desk
at lunchtime? If there isn’t currently a comfortable area available,
it might be worth considering repurposing a space - perhaps a
meeting room - which allows for relaxation and socialising.
5. Hydrate to invigorate
There are many studies highlighting the downsides of a dehydrated
brain: lower mood, memory and cognitive performance... certainly
not what you want in the workplace. At best it could put paid to the
next innovative idea, and at worst lead to health and safety being
compromised (one of the studies showed that dehydration led to
significantly more errors when driving).
Does your work environment provide enough access to fresh
filtered drinking water? If your employees are out and about or
busy serving customers, it could be as simple as offering them good
quality branded reusable water bottles to carry with them, or access
to pitchers to keep on their desk (little plastic cups don’t go very far,
as well as being less environmentally friendly...)
page 28

Blue Apple 2016
“As a workplace food service specialist, we feel we have
a duty to our clients to provide food which is healthy
as well as tasty. It’s something we take seriously, hence
investing in the SuperWellness Challenge for the benefit
of our own staff, as well as our clients. On a personal
note, I am sure the programme has helped extend my
life and hopefully I will continue to lead it in a healthier,
more mindful way moving forward”
Brian Allanson, CEO
C A S E S T U D Y
6,2
Ability
to deal with
stress
Energy
level
Concentration
level
Mood Sleep Quality Freedom from
cravings
Start End
5,6
6,1
5,7
6,8
6,2
7,2
5,1
6,4
5,7
6,66,8
R E S U L T S
Health scores /10 at the start and end of the programme
page 29

The nutrition-centred
wellbeing score card
So how nutrition-smart
is your workplace?
03
page 30

Strategy
Do you carry out a regular wellbeing survey?
Do you have measurable wellbeing objectives for which you track progress?
Do you have a dedicated wellbeing budget?
Have you in the last 12 months sought external benchmarking or recognition (e.g.
awards, Workplace Wellbeing Charter, Investors in People)?
Is your senior leadership team actively involved in your wellbeing strategy?
Multiple touchpoints
Do you plan your wellbeing activities over 12 months?
Would you say that a culture of wellbeing and healthy eating prevails in your organisation?
Have you provided education around health and nutrition in the form of workshops or
seminars in the past 6 months?
Is regular health screening available to your employees?
Do you offer digital wellbeing support (e.g. in the form of an app)?
Engagement
Do you use gamification as a part of your wellbeing programme
(in the form of challenges for example)?
Do you offer programmes which lend themselves to before/after results tracking?
Do you share a calendar of activities for the year ahead with your employees?
Do you measure attendance at your wellbeing activities and gather feedback?
Have you had your wellbeing programme promoted externally,
via social media or the press?
Questions tEnvironment
Do you involve your catering providers (on-site or external) in your wellbeing plans?
Do you make use of the work environment to share health promotion messages?
Do you actively encourage lunch away from the desk
and provide relaxed spaces to eat?
Do you provide healthy snacks as a benefit (e.g. fruit delivery)
Is fresh filtered water easily available and accessible to all of your employees?
Tick the boxes where your reply is 'yes'
Please enter your score: /20
page 31

Experience
How many clients have you delivered programmes for?
Have you worked with clients who experience similar challenges to us?
Can you show quantified improvements achieved by your clients, whether it’s
health and wellbeing measures or financial ROI for the business?
Engagement
What is your methodology for maximising engagement around your programme
and how successful has it been?
Wellbeing apps – how do you ensure long term engagement with your app and
are you able to share successful case studies?
How do you support your clients with regard to communications and bookings
management?
What training do your facilitators receive as a team (outside of their professional
CPD) and how do you ensure a high level of facilitation and coaching skills?
People
Do you provide regular team training to ensure all of your facilitators provide a
high and consistent standard?
Does your team work closely together, or do you act as an agency sourcing
independent freelance consultants?
Do your facilitators have experience of corporate life themselves?
Which qualifications do your team hold and are they subject to CPD?
Do you operate UK wide or locally?
Content
Do you have a programme manager to ensure a high standard throughout your
content and review scientific references?
Do you own and curate your programme content centrally or do your facilitators
individually contribute their own content?
Do you cover a wide variety of topics and do you have content aimed at specific
work related challenges, such as shift work or business travel?
How do you ensure your content results in lifestyle and behaviour changes?
Questions to ask your
wellbeing provider
page 32

Our mission is to make your workplace nutrition-smart so that you can be more competitive
and enhance your employees’ lives.
Our programmes have been tried, tested and refined over the past four years with clients
such as VitalityHealth, Harrods, Warner Music, OCS, The London Stock Exchange and many
more. Recently we cut the cost of sickness absence on board one of PO’s Ferries from over
£13k to £150 per month. This has prompted the company to roll out our programme to all
of their cross channel ferries in 2018. Other benefits reported by our clients include raising
morale, creating a buzz across teams, boosting engagement, productivity and supporting
companies to become destination employers, attracting and retaining the best talent.
Our team of BANT and AfN registered corporate nutritionists around the UK receive ongoing
training to enhance their presentation and coaching skills, in addition to professional CPD, to
deliver at the highest standard.
We work closely with our clients from the planning stage with a particular focus on
engagement and communication. Our programmes are designed to fit different budgets
and work environments, including our flagship ‘SuperWellness Nutrition Challenge’, health
and nutrition screening, catering consultancy, workshops and the SuperWellness app.
About Superwellness
Most Innovative
Small Business
Best Wellbeing
Provider
Entrepreneur of
the Year
page 33

Our Clients
Wellness Partner of Choice for:
page 34

Helping you
create a culture
of wellbeing your
team can thrive in
Our Services
Healthy
Options in
the Canteen
3 Month
Nutrition
Challenge
Executive
Wellbeing
Programmes
Wellbeing
Days
Roadshows
Wellbeing
App
Touch
Taste
Workshops
Measurement
Health
Screening
Wellbeing
Audit /
Employee Survey
Seminars
Promotion
Communications
page 35

SUPERWELLNESS
NUTRITION CHALLENGE
A tried and tested programme with lasting, measurable results-6
months of activities, including planning, to maximise engagement
and an ideal launchpad for your longer term strategy
MONTH1:PLANNINGMONTH2:AWARENESSMONTHS3,4,5:3MONTHCHALLENGEMONTH6:REPORTING
STRATEGY:
Measurement benchmarking,
Design of a maintenance plan
MULTIPLE TOUCH-POINTS:
Screening, Coaching, App
ENGAGEMENT:
Winning team promotion,
Social media, PR
ENVIRONMENT:
Catering collaboration
STRATEGY:
Planning, Employee survey
One day on-site including Screening,
Coaching, Workshops
ENGAGEMENT:
Programme promotion,
Application process
ENVIRONMENT:
Catering environment consultation
ENVIRONMENT:
START
Planning consultation to
determine key objectives and
design of employee survey
3 DAYS ON SITE COACHING
4 x coaching teams of up to 12
Interactive talk open to all
Body composition drop in for all
SUPERWELLNESS APP
Mini challenges
Recipes, tips, workouts
Body composition reporting
Contagious content, Screening,
Coaching, Workshops, Handouts App
ENGAGEMENT:
Gamiﬁcation, Programme promotion,
Motivational communications
ENVIRONMENT:
page 36

Healthy Metabolism: Weight/Energy
Body Composition Testing
The 7 Nutrition Habits of Highly Effective People
The Sugar Freedom Plan
The Sugar Freedom Plan
Top Tips for a Good Night’s Sleep
Lose Weight Gain Energy
Ready for Summer: Lean Body, Glowing Skin, Vibrant
Energy
Detox Re-energise
Healthy is the New Sexy
Specific Health Focus: Diabetes,
Digestion, Allergies, Cancer
10 Steps to a Healthy Digestion
Food Allergies Intolerances
Sensitivity Testing – Asyra Pro
Vitamin Mineral Testing – Asyra Pro
1 in 2: Cancer Prevention: Squeezing the Modifiable
Risk Factors
Living Beyond Cancer Supporting Remission
Booze Snooze (ideal for Dry January / Stoptober)
Take Heart: 5 Measures That Will Reduce
Cardiovascular Risk Now.
Arterial Health Biological Age Assessment
Preventing Back Pain RSI
Living Longer Better
Wellbeing Strategies for Teachers
Nutrition-centred Mental Wellbeing
Food for the Mind
Neurotransmitter Imbalances – Asyra Pro
Stress Buster (Part1): What is Stress How to
Manage it Through Diet Lifestyle
Stress Buster (Part 2): How to Combat Stress, Rewire
Your Brain and Side-step Adrenal Burnout
Techniques for De-stressing Mind Body
Take a Break!
Digital Detox: Protect Yourself From the Negative
Effects of Technology
Creating a Better Work-Life Balance
Mindfulness Meditation in Practice
Energy Awareness
Emotions = Energy in Motion
Nutrition @ Work
Frequent Flyer Strategies
Breakfast ‘Touch Taste’
Snacks ‘Touch Taste’
Quick Easy Tasty Mains ‘Touch Taste’
Fitness / Sports Nutrition
Exercise: Start Thriving, Not Just Surviving
Design Your Smart Fitness Plan
Design Your Optimal Nutrition Plan for Fitness
Office Olympics
page 37
CONTAGIOUS CONTENT
Positive Mindset Visualisations

BODY COMPOSITION TESTING
WELLBEING APP
Body composition testing creates a great ‘buzz’,
helping to strengthen and widen engagement.
Employees receive a printed report with: Weight, BMI,
Body Fat %, Muscle Mass, Metabolic Age, Metabolic
Rate and Visceral Fat (‘dangerous’ fat linked to chronic
disease).
We explain the connection between the results and
health risk factors, and supply practical tips to help
improve the results (including exercise, lifestyle and
nutrition tips)
Our app allows you to multiply the power of
face to face group coaching with the 24/7
availability of digital content. This means we
can provide your employees with continuous
healthy motivation, cost effectively, measurably
and regardless of location.
2 options available: SuperWellness app or own
brand version including tailored content
A bespoke app will enable content tailored to
your business such as:
- Company events
- Wellbeing initiatives and communications
- Health Safety guidelines and
announcements
- Bespoke challenges
page 38

APP GAMIFICATION
Interactive gamification features
and themed challenges, such as:
- January Break Challenge (themed around Dry January)
- Rainbow Challenge (Heart Health Month)
- H20 Challenge (‘Nutrition Hydration Week’)
- + Further seasonal challenges
Challenges last between 3 days and 21 days
Teams of up to 12 participants competing – individual
and team performance recognised
Results recorded individually and shared via a
leaderboard
Social sharing forums
APP FUNCTIONALITY
Rich and engaging content, including:
- Wellbeing calendar highlighting seasonal health campaigns, recipes,
produce and tips (e.g. Rainbow food challenge)
- 100+ Breakfast, lunch, dinner and healthy snack recipes
- Extensive high quality fitness video library – multiple genres and levels
Engagement driven through nudges (‘push notifications’) relevant to seasonal
health campaigns and themes, ‘workout of the week’, input weekly steps
Employer dashboard: access to anonymised reports, including body
composition testing results, health and wellbeing scores
page 39

To discuss your requirements,
please contact us:
info@superwellness.co.uk | 0845 370 4070

The Nutrition Advantage Report

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