1. 5 Ways to Wellbeing University of Cumbria In Partnership With Lancaster University

2. Aims and Objectives Welcome refreshments and introductions Welcome refreshments and introductions Emotional Wellbeing in the Workplace – The Facts and Figures Emotional Wellbeing in the Workplace – The Facts and Figures Your 5 Ways to Wellbeing discussion and feedback Your 5 Ways to Wellbeing discussion and feedback Lunch Lunch 5 Ways to Wellbeing as an Organisation 5 Ways to Wellbeing as an Organisation Action Planning and Discussion Action Planning and Discussion

3. Training Resources For all resources relevant to this training day, please go to http://www.tinyurl.com/hiec01 For all resources relevant to this training day, please go to http://www.tinyurl.com/hiec01 http://www.tinyurl.com/hiec01

4. Emotional Wellbeing in the Workplace – Facts and Figures Black (2008) identifies that five million people of working age have a common MH condition, with just under a million having a severe MH condition Black (2008) identifies that five million people of working age have a common MH condition, with just under a million having a severe MH condition MH conditions often only diagnosed when they have become so severe the individual may have to be absent from work – WHY? MH conditions often only diagnosed when they have become so severe the individual may have to be absent from work – WHY?

5. Semour (2010) one in six working adults suffers from anxiety and/or depression Semour (2010) one in six working adults suffers from anxiety and/or depression Incidence higher in women and age range 45-54 Incidence higher in women and age range 45-54 Three quarters of working adults with MH conditions are NOT in receipt of medication or therapy Three quarters of working adults with MH conditions are NOT in receipt of medication or therapy At any one time, one working adult in six will be experiencing depression, anxiety or stress related illness At any one time, one working adult in six will be experiencing depression, anxiety or stress related illness

6. Semour (2010) workplace conditions that exacerbate, long work hours, work overload, lack of control over work, lack of participation in decision making, poor social support and unclear management Semour (2010) workplace conditions that exacerbate, long work hours, work overload, lack of control over work, lack of participation in decision making, poor social support and unclear management Sainsbury Centre (2007), Sanderson & Andrews (2006) and Cooper & Dewe (2008) Low awareness among employers, coupled with inadequate levels of treatment plus stigmatised public perceptions towards MH problems = set of problems personally and financially costly to the individual, their families and their workplace Sainsbury Centre (2007), Sanderson & Andrews (2006) and Cooper & Dewe (2008) Low awareness among employers, coupled with inadequate levels of treatment plus stigmatised public perceptions towards MH problems = set of problems personally and financially costly to the individual, their families and their workplace

7. Stress Vulnerability Model ( based on Zubin & Spring, 1977 ) Breaking point STRESS VULNERABILITY Mental illness Can be a source of stress in itself ! Large amount of stress before experiencing mental health difficulties Only a small amount of stress needed to experience mental health difficulties

8. Stress Vulnerability Model Breaking point STRESS VULNERABILITY Mental illness Can be a source of stress in itself! Reduce stress Reduce vulnerability

9. All sources concur that a more effective approach to the management of common mental health problems in the workplace could minimise or avert related problems and costs associated with staff turnover, absenteeism and presenteeism All sources concur that a more effective approach to the management of common mental health problems in the workplace could minimise or avert related problems and costs associated with staff turnover, absenteeism and presenteeism We can make significant changes by promoting the 5 Ways to Wellbeing approach to better protect the MH of staff in the workplace (Government Office for Science, 2008) We can make significant changes by promoting the 5 Ways to Wellbeing approach to better protect the MH of staff in the workplace (Government Office for Science, 2008)

10. The 5 Ways to Wellbeing (Government Office for Science, 2008) Connect – with people around you, with family, friends, colleagues, home, work. Invest time in the development of your connections to support and enrich your day Connect – with people around you, with family, friends, colleagues, home, work. Invest time in the development of your connections to support and enrich your day Be Active – Walk, run, step outside. Cycle, play a game, garden, dance, find a physical activity you enjoy that suits your mobility and fitness levels Be Active – Walk, run, step outside. Cycle, play a game, garden, dance, find a physical activity you enjoy that suits your mobility and fitness levels

11. Give – Do something nice for a friend or a stranger, thank someone, smile, volunteer, join a community group, look out as well as in, link yourself to your wider community, create new connections with people around you Give – Do something nice for a friend or a stranger, thank someone, smile, volunteer, join a community group, look out as well as in, link yourself to your wider community, create new connections with people around you

12. Take Notice – Be curious, catch sight of beautiful things, remark on the unusual, notice changing seasons, savour the moment whether you are walking to work, eating food – really taste it, dont hurry Take Notice – Be curious, catch sight of beautiful things, remark on the unusual, notice changing seasons, savour the moment whether you are walking to work, eating food – really taste it, dont hurry Keep Learning – Try something new, sign up for that course you have thought about, fix your bike, learn an instrument or how to cook your favourite meal, set yourself challenges to increase your confidence Keep Learning – Try something new, sign up for that course you have thought about, fix your bike, learn an instrument or how to cook your favourite meal, set yourself challenges to increase your confidence

13. Over To You In your small groups please share with your colleagues how you incorporate your 5 Ways to Wellbeing. In your small groups please share with your colleagues how you incorporate your 5 Ways to Wellbeing. Connect Connect Be Active Be Active Take Notice Take Notice Keep Learning Keep Learning Give Give Please nominate a member of your group to feed back to the large group – then its Lunch! Please nominate a member of your group to feed back to the large group – then its Lunch!

14. 5 Ways to Wellbeing as an Organisation Lets generate ideas and discussions about how an Organisation can embed the 5 Ways to Wellbeing culture Lets generate ideas and discussions about how an Organisation can embed the 5 Ways to Wellbeing culture Back to your small groups to identify specific activities targeted to promote the 5 Ways for Back to your small groups to identify specific activities targeted to promote the 5 Ways for The employee The employee The Team/Department The Team/Department The Organisation The Organisation

15. Finally, Action Planning With the support and ideas generated from the previous discussion, lets end the day by creating Action Plans that you can take back to your colleagues and cascade what you have discussed and discovered from this training day. With the support and ideas generated from the previous discussion, lets end the day by creating Action Plans that you can take back to your colleagues and cascade what you have discussed and discovered from this training day. Any further questions or comments? Any further questions or comments?

16. References and Further Reading Dame Carol Black, 2008, Working for a Healthier Tomorrow, Dept for Work and Pensions Dame Carol Black, 2008, Working for a Healthier Tomorrow, Dept for Work and Pensions Cooper, C & Dewe, P, 2008, Wellbeing – absenteeism, presenteeism, costs and challenges, Occupational Medicine, 58: 522-524 Cooper, C & Dewe, P, 2008, Wellbeing – absenteeism, presenteeism, costs and challenges, Occupational Medicine, 58: 522-524 Government Office for Science, 2008, The Foresight Report: Mental Capital and Wellbeing Government Office for Science, 2008, The Foresight Report: Mental Capital and Wellbeing Huppert, F, 2009, Psychological Wellbeing: Evidence Regarding its Causes and Consequences, Applied Psychology: Health and Wellbeing, 1: (2) 137-164 Huppert, F, 2009, Psychological Wellbeing: Evidence Regarding its Causes and Consequences, Applied Psychology: Health and Wellbeing, 1: (2) 137-164

17. References (cont.) Sainsbury Centre for Mental Health, 2007, Mental Health at Work: Developing the Business Case, Policy Paper 8, London Sainsbury Centre for Mental Health, 2007, Mental Health at Work: Developing the Business Case, Policy Paper 8, London Sanderson, K & Andrews, G, 2006, Common Mental Disorders in the Workforce: recent findings from descriptive and social epidemiology, Canadian Journal of Psychiatry, 51: (2) 63-75 Sanderson, K & Andrews, G, 2006, Common Mental Disorders in the Workforce: recent findings from descriptive and social epidemiology, Canadian Journal of Psychiatry, 51: (2) 63-75 Semour, L, 2010, Common Mental Health Problems at Work, Sainsbury Centre for Mental Health Semour, L, 2010, Common Mental Health Problems at Work, Sainsbury Centre for Mental Health Zubin, J & Spring, B, 1977, Vulnerability – A New View of Schizophrenia, Journal of Abnormal Psychology, 86 (2): 103-126 Zubin, J & Spring, B, 1977, Vulnerability – A New View of Schizophrenia, Journal of Abnormal Psychology, 86 (2): 103-126