Quoting the DWP report 'Health and wellbeing at work: a survey of employers' (the companion to the survey of employees referred to in my earlier post), it made the point that 'only 17% of employers have any form of stress management advice and support in place despite the fact that short-term stress-related absences topped 42,000 in the three months to December last year.'
The DWP report also found that although nine in ten employers agreed there was a link between work and employees’ health and wellbeing, there was less certainty over the business case for investing, particularly in smaller companies and the private sector.
Making the business case seems to be the best way of getting through to those at the top of organisations, without which the necessary changes in organisational culture will not happen.
The new Investors in People 'Health and Wellbeing' award lists a number of business advantages for taking an active interest in heath at work:
- Improving productivity
- Reducing absence
- Increasing quality
- Better customer service
- Staff retention
- Increasing loyalty and motivation
- Attracting the best people
It also makes the point that:
'Adopting effective health and wellbeing practices doesn’t need to cost money. Some of the healthiest organisations – those that are performing well, with excellent employee engagement and motivation – don’t operate expensive wellbeing schemes. They succeed by concentrating on the fundamentals: good communication, flexible working practices, effective and fair line management, and the team support people need to meet the challenges they face at work.'
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