Carol Black National Director for Health and Work

3. What is our goal ? Healthy engaged workforces in well-managed organisations

5. Poor understanding of health and well-being initiatives that employers can implement Many employers are unaware of the business case for investing in health and well-being. Good health is good business! Often there are no sickness-absence policies to enable early and sustained return to work. Line managers are crucial here. Often there is no policy on handling mental ill-health Accessible and affordable sources of support and advice are rarely available for SMEs No national standards are available to employers when they purchase occupational health or well-being services Occupational Health services need to re-aligned The workplace –  health promotion, illness prevention

6. We are developing a DVD with Business in the Community to provide some examples of initiatives that companies, of different sizes, have introduced – and the benefits they have realised as a result We are developing a DVD with Business in the Community to provide some examples of initiatives that companies, of different sizes, have introduced – and the benefits they have realised as a result

7. Employee Wellness MUST be integral and supportive of business strategy Important that any initiatives in this area shown a clear link to all parties with Top Down business plans and also link strongly with:- Winning People in a Winning Culture Progression to a Health, Nutrition and Wellness business Link with existing OH&S performance which has strong business and employee credibility – new focus MUST be about providing BEM’s with healthy and fit employees to deliver performance whilst working in a safe environmentImportant that any initiatives in this area shown a clear link to all parties with Top Down business plans and also link strongly with:- Winning People in a Winning Culture Progression to a Health, Nutrition and Wellness business Link with existing OH&S performance which has strong business and employee credibility – new focus MUST be about providing BEM’s with healthy and fit employees to deliver performance whilst working in a safe environment

10. Progress to date on response to Black review Boorman Interim Review, health of NHS staff Electronic Fit note Fit for work service Occupational Health help-line Challenge Fund IOSH/TUC training pilots Regional co-ordinators Council for OH National Standards for providers of OH Strategy for Mental Health and Employment National education programme for GPs

11. A new ‘Fit note’ Public consultation on the regulations supporting the new revised medical certificate closed on 31 August 2009 with roll-out expected in April 2010. A prototype has been tested recently on 500 GPs, and met with a largely positive reaction.

12. A ‘Fit for work’ service early intervention holistic “non-medicalised” case managed good positive contact with employers addressing the real problems which keep people out of work

13. NHS - a cornerstone of Government response to the Black Review NHS Chief Executive David Nicholson said:” There are opportunities to improve both the quality of care and the productivity of the NHS organisation by investing in the health of our staff. Other countries and industries already invest significantly in staff health and it is important that the NHS does the same. The review is crucial to develop world-class health and well-being for all NHS staff.

14. A good working environment is at the heart of quality care, and is recognised in the rights and pledges to staff in the NHS Constitution The Review aims to build a comprehensive evidence base to support recommendations for system-wide improvements The Review is led by Dr Steve Boorman, Director of Corporate Responsibility and Chief Medical Adviser to the Royal Mail Group.

15. Boorman Interim Report – The Case for ChangeThe Impact on Service Delivery and Outcomes

16. Mental Health and Employment Strategy The first time Governments have set out a vision for mental health and employment for across the UK Aims: everyone has the opportunity to work and to flourish at work a step change in employment outcomes for people with mental health conditions

17. Development of the strategy:  oversight and consultation Steering group to oversee strategy development, chaired by Carol Black as National Director for Health and Work Consultation with international researchers and other experts, businesses, third sector organisations and people who have mental health conditions Cross-government drafting group

18. Key findings from Consultation Widespread experience of stigma and discrimination Low expectations of people who have mental health conditions Self-stigma Poorly integrated services and support Importance of building emotional resilience

19. The Emotional Resilience Toolkit - BITC Launched in May 2009 by BITC (Business in the Community) as part of a series created in association with a Steering Group and Towers Perrin Provides practical guidance in promoting the resilience of individuals and teams in companies as part of an integrated health and wellbeing programme Aims to improve employees’ ability to function inside and outside work, especially those in deprived communities and those with mental health issues

20. The Toolkit Model

21. Key themes of the Strategy People who are in work: ensure good effective relationships with managers and colleagues and that organisation of work encourages well-being and empowers people to achieve their best People who are on sickness absence from work: ensure that they receive appropriately-tailored early intervention to return to supportive, accommodating workplaces People who are out of work: ensure that they receive encouragement from coordinated services that are flexible and focused on achieving employment-related outcomes Children and young people – our workforce for tomorrow: help to build the skills they need to look after their own mental health and well-being and to flourish in work.

22. Complementary work on Mental Health Towards a Mentally Flourishing Scotland Policy and Action Plan 2009-2011 Our Healthy Future - a public health strategic framework for Wales – key theme mental health; “Raising the Standard” - Adult Mental Health National Service Framework for Wales New Horizons – mental health services and care in England Work Recovery and Inclusion, a delivery strategy for England to improve the employment and settled accommodation outcomes for vulnerable groups including those who have the most severe mental health conditions (to meet PSA 16 targets) Perkins Review – Stemming from the strategy DWP have commissioned an independent review, chaired by Rachel Perkins, to examine how the welfare system can provide better help for people who have (more severe) mental health conditions. Scottish Government mental health policy and action plan Scottish Government mental health policy and action plan

23. Mental health in workplaces in Europe One in four citizens will experience a mental health problem during their lifetime WHO expects that by 2020 depression will be the second most frequent cause of disability in the world Total productivity costs of mental health disorders in EU-25 * are around 135 billion euro per year Levels of absenteeism, unemployment and long term disability claims due to work-related stress and mental health problems have been increasing In Britain 40% of all long term disability benefit payments are due to mental health problems. * inc. Norway, Iceland, Switzerland

24. The European Campaign for  mentally healthy workplaces ‘Work in Tune with Life’ Aims to help workplaces to: - promote positive mental health for all employees - understand and reduce issues that cause stress - support employees who develop mental health problems - reduce barriers to re-integration into the workplace. Resourced by the EU Public Health Executive Agency. Led by the European Network for Workplace Health Promotion (ENWHP).

25. Work in Tune with Life The campaign provides a range of resources to help improve mental health and well-being in the workplace: - materials for employers and employees to help raise awareness - online workplace mental health-check and support to evaluate progress - realistic guidance for employers on how to improve mental health - guidelines for employees about their contribution. The campaign is managed in the UK by Healthy Working Lives, supported by the Mental Health Foundation. For more information or to join, phone 0800 0192211 or go to www.healthyworkinglives.com

26. Macleod Review 2009 - remit

27. Employee engagement – outcomes Engaged UK employees take on average 2.69 sick days per year, the disengaged 6.19 days. Engaged employees are 87% less likely to leave their organisation than the disengaged – the cost of high turnover among disengaged employees is significant. Engaged employees advocate their organisation – 67% as against 3% of the disengaged. Public sector employees are less likely to be advocates for their organisations than private-sector staff. Engagement levels in the UK are low – and vary widely. Macleod Review 2009

28. An independent review chaired by Professor Sir Michael Marmot which is to propose the most effective strategies for reducing health inequalities in England from 2010. Widespread concern that health inequalities in England persist, despite increasing wealth and policies designed to narrow the health gaps. Final Strategy will address the social determinants of health inequalities,. Employment Arrangements and Working Conditions are one of 9 key policy areas in which the Working Committees are to identify new evidence.