Hertfordshire Employee Wellbeing Practitioner Event ‘Managing a healthy Ageing workforce’ Business Action on Public Health Project Manager Debbie Longhurst Business in the Community

Delegate packs Agenda and timetable for this morning BITC Health calendar Hertfordshire workplace offer Feedback sheet

Transforming business transforming communities

East of England workplace pilot Business Action on Public Health aims to explore the workplace as a setting for improving public health by asking businesses across the East of England to actively support staff health and wellbeing and consider their influence on wider public health. This 3 year project is funded by the Department of Health and is managed by one of Prince’s charities Business in the Community (BITC). BITC are a business-led charity focused on promoting responsible business practice. The project is working with over 250 SME and larger organisations, who have a footprint in the East of England. The project works in partnership with the Public Health teams locally to support employers understanding of the local health inequalities and to identify suitable workplace solutions to support workplace health.

The Business Case For employee wellbeing The issue of public health is an important one for business, as employee wellbeing has a clear effect on business performance. Employers pay £9 billion a year in sick pay and associated costs, plus the indirect costs of managing business while people are off sick ( Sickness Absence Review 2011, Dame Carol Black and David Frost CBE)A recent YouGov survey for the TUC found that one in three employees are not engaged in their work.Sickness Absence Review 2011 YouGov survey for the TUC An Individual's Health has consequences far beyond themselves- touching their families and children, workplaces and wider communities (Working for a Healthier Tomorrow, Dame Carol Black)

The Problem Increasing non-communicable disease –Smoking, obesity Increasing mental ill health Increasing sickness absence Increasing loss to business productivity and performance from sick pay Avoidable cost of managing and replacing sick and absent staff

Hertfordshire 2,200 early and avoidable deaths per annum Most of them preventable Problems start in working age life with sickness absence Common causes: inactivity, MSK problems, diet, alcohol, smoking Significant avoidable stress and mental health costs The human side of resource depreciation because it isn’t looked after WE REALLY MUST DO SOMETHING! BUT WHAT?

Hertfordshire percentage projected population change 2010 to 2035

Listening to Hertfordshire workplaces Pilot Developed a workplace offer through a pilot project with Public Health in Hertfordshire and 21 local employers

Some of our partners

11 RES PRESENTER NAME – BARRY THOMPSON – SENIOR GROUP HEALTH & SAFETY ADVISOR BSc (Hons) OSHE, CMIOSH, MIIRSM Hertfordshire Public Health and Business in the Community Wellbeing Practitioner Event at RES – 15/07/14

12 Energy storage Advisory Services Transmission lines Solar PV Offshore Wind Onshore Wind RES are the largest Independent Renewable Energy System provider in the UK

13 Our Growth Over 8,200MW of renewable energy capacity in its global portfolio. A further 1,700MW under construction and thousands of megawatts in development 1GW 5GW 8.2GW Our projects are meeting the needs of the industrial, public and commercial sectors

14 Working across the globe to develop, construct & operate a range of projects & services, contributing to the goal of creating a low carbon future Renewable Energy in 5 Continents 14 UK offices Sweden, Norway and Finland North America & Canada ChileAustralia Japan South Africa France, Germany, Italy, Portugal Turkey

15 Our Growth Over 8,200MW of renewable energy capacity in its global portfolio. A further 1,700MW under construction and thousands of megawatts in development 1GW 5GW 8.2GW Our projects are meeting the needs of the industrial, public and commercial sectors

16 House Keeping There is no planned fire alarm today In the case of a fire alarm the meeting point is in front of Lofty (Location is at the top of the car park) – please exit by the nearest fire escape Toilets and washing facilities Located to the side of the entrance in the auditorium If anyone starts to feel ill during this event or requires medical assistance – your nearest first aider is In their absence please contact reception

17 What RES have done in conjunction with BITC & HPH BITC/PHH Offerings We have put a small number of employees through the Workplace Champions Offering We have provided employees with Mental Health Lite Awareness training We have taken the opportunity of having mini MOT’s provided to staff We promote the workplace challenge / portal within the business and taken part in some of the joint events, particularly cycling We have also signed on to the Governments, Health at Work element of the Public Health Responsibility Deal We are delighted to host BITC & HPH practitioner events here at RES

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Managing a healthy ageing workforce 15 July 2014

Managing a healthy ageing workforce TOPICS Common myths around ageing issues and older workers Your organisation's Sleeping Tiger – Why organisations who are not recognising the impact that our ageing society is having on their workforce are doing so at their peril! Why is ageing on the HR radar? Building the business case Who in your workforce is impacted by personal and/or family ageing issues? What are the problems caused - for employers - for employees? How does this impact the business? How does this impact the bottom line?

Founder of social impact business “Action for Ageing” and The Positive Ageing Company Co-author of the book - ‘Action for Ageing’ Working across sectors and Govt steering Catalyst Personal family care experiences A little about me: Chris Minett

Common myths around ageing issues – who and how it impacts We don’t have many working carers in our organisation! We don’t think our staff/members would place much value on support in this way! We offer flexible working – isn’t that enough? Our business isn’t impacted by the ageing demographic! Older workers have a declining capacity for work Old dogs, new tricks... People want to retire Older workers need to leave to create space for younger / new staff A healthy ageing workforce is all about older workers

Our Ageing Society and the impact on your organisation... Why a Sleeping Tiger?

Because many organisations do not fully appreciate how they will be impacted and to what extent...

Today’s Challenges For H.R.

Tic, tic, tic… Today’s Challenges For H.R.

What Can You Do To Help Defuse The Timebomb? Tic, tic, tic… Today’s Challenges For H.R.

Why is ageing on the HR radar?

Building the business case The Sleeping Tiger Identify the challenges – and opportunities! Who How Impact

Who? Bob 58yo, 22 years service Wants to continue working Jane 48yo, senior executive Mum has early stage dementia Ravi 41yo, production manager Young family and dependent father in-law Mary 36yo, IT consultant Lives in Luton, ageing parents live in Cardiff Older Workers Working Carers Sandwich Gen Distance Workers

Older Workers Working Carers Sandwich Gen Distance Workers Who? 50+yo1 in 3 workers (by 2020) CIPD yo 1 in 9 employees Carers UK yo Informal care doubling by 2030 UK Amplified anxiety, 20% expats are 50+ UK 2014 Often also:Most senior staff£££ Most experienced staff£££ Most expensive investment / ROI£££ Most difficult to replace£££ More than 50% of workers aged over 55 are planning to work beyond the state pension age (CIPOD 2010)

Challenges ageing issues are presenting to employers Bob 58yo, 22 years service Older Workers Bob has been doing same role for last 6 years Bob’s role is physically demanding Line manager assumes Bob intending to leave in next year or two Line manager thinks Bob not interested in learning anything new Line manager not aware of company policy Line manager not sure how to raise conversation about leaving/retirement Company policy re. work alternatives is unclear – e.g. flexible working Flexible working is not promoted – dealt with ad-hoc, case-by-case Main challenges: Line manager wants younger worker to do Bob’s role Bob doesn’t want to retire – but will struggle to continue in same role How?

Challenges ageing issues are presenting employers Jane 48 years old, senior executive Working Carers Jane is the Sales Director Management team newly informed Jane’s mum has dementia Jane has been managing for two years but will need more time off Management have no insight into how many working carers they have Management do not understand the impact on worker or business The business case for supporting working carers is not understood Flexible working is not promoted – dealt with ad-hoc, case-by-case Jane is critical to generating company sales Main challenges: Company does not want to lose Jane Jane is not able to combine full time work and provide care for mum

Challenges ageing issues are presenting employers

How might personal or family ageing issues impact employees?

Retention Replacement cost - talent & experience lost Skills shortage Succession challenges Health Stress Absence Retention Engagement Productivity Retention Mobility constraint – decline offer Retention – role or assignment left early Working Carers Sandwich Gen Distance Workers How personal or family ageing issues impact the bottom line Older Workers

How might personal or family ageing issues impact employees? CARERS and Sandwich Gen

Managing a healthy ageing workforce Key Points and Resources to take away... WHYIdentify key drivers relevant to your business WHOIdentify who in workforce is being impacted HOWGather information on how employees are being impacted Calculate impact on business – put a figure on it. Employers Toolkit Healthy Workplaces Group Employers network and resources Ageing workforce diagnostic tool

Facilitated discussion – challenges of attendee organisations Groups of 4 Activity 1. Identify which groups of employees impacted within own organisation 2. Share and Prioritise the challenges being faced 3. Report back to group on challenges and priorities Purpose 1. Share challenges 2. Highlight challenge and priority similarities/differences 3. Identify where solutions needed

The Sleeping Tiger- Solutions for today and tomorrow Older workers Working carers Distance workers/expats Those in the sandwich generation Managing a healthy ageing workforce

Challenges ageing issues are presenting employers RECAP

The Sleeping Tiger- Solutions Age-friendly workplace Executive Management Engagement Policy Line Management Practices Environment Options Opportunities Support Retirement Culture Older Workers

BMW “Today for Tomorrow” program has implemented a comprehensive package of measures addressing demographic change in the workplace. Lifelong Learning and Training Department Demographic Analysis Training program for managers Work OptionsOther flexible work arrangements Sabbatical program Scheme called “Full-Time Select Phased retirement Health Promotion and Protection Ergonomics Diversity Promotion The Sleeping Tiger- Solutions Age-friendly workplace Older Workers

The Sleeping Tiger- Solutions Age-friendly workplace Flexible working practices such as… flexi-time home working annualised hours compressed hours shift swapping self-rostering staggered hours job sharing term-time workingpart time working and flexible holidays! Understand the full financial implications of flexible / part-time work on your organisations specific circumstances Older Workers BT – Leaders in employee management space “The average increase in productivity for flexible workers is 21%, worth at least £5-6 million on the bottom line of our business functions. Stress-related absence has been reduced by 26% through flexible working.”

Costs Talent Retention Turnover Productivity Culture Knowledge Service Brand The Sleeping Tiger- Solutions Benefits of an age-friendly workplace Older Workers

B&QMacclesfield store with solely over 50s The results help validate the business case for an age-diverse workforce: Profits were 18% higher. Staff turnover was six times lower. There was 39% less absenteeism and 58% less shrinkage. There was an improved perception of customer service and an overall increase in the skill base. The Sleeping Tiger- Solutions Benefits of an age-friendly workplace Older Workers

The Sleeping Tiger- Solutions Supporting Working Carers Engagement Executive Management Policy Line Management Practices Support Culture Network Working Carers

In a survey on the business benefits of supporting working carers conducted for the Carers UK Task and Finish report, most respondents said supporting carers in their workforce had either a ‘major’ or ‘some’ benefit through… What gets the Finance department excited… Increasing staff morale and loyalty (93%) Staff retention (92%) Reducing sick leave and absenteeism (88%) Improving staff engagement (85%) Improving people management (80%) Making team working more effective (75%) Improving service delivery (72%) Increasing productivity (69%) Reducing recruitment and training costs (65%) Improving the ability to attract (61%) Producing cost savings (55%) Source: Employers for Carers & Dept of Health Task and Finish Group report ‘Supporting Working Carers’ (2013)

The Sleeping Tiger- Solutions Supporting Working Carers Engagement Executive Management Policy Line Management Practices Support Culture Network Employers network and resources Key action – identifying business case and management buy-in Working Carers A large utility company reports: “With a caring emergency you are not dealing with an absence, you are potentially dealing with a vacancy if you don't respond appropriately. The cost of recruiting is incomparable to the cost of 2-3 days' emergency leave. Retaining carers through support or special leave arrangements represents a saving to the company of about £1 million per year.“

The Sleeping Tiger- Solutions Supporting Sandwich Gen & Expats/Distance workers Engagement Executive Management Policy Line Management Practices Support Culture Benefits Sandwich Gen Distance Workers

The common threads... Executive Management Policy Line Management Practices Environment Opportunities Support Retirement Culture And....Engagement! The Sleeping Tiger- Solutions

Managing a healthy ageing workforce Key Points and Resources to take away... Employers Toolkit Healthy Workplaces Group Employers network and resources Ageing workforce diagnostic tool MANAGING A HEALTHY AGEING WORKFORCE (D.Worman, 2012) Extending Working Lives programme Healthy ageing programs

Common myths around ageing issues – who and how it impacts We don’t have many working carers in our organisation! We don’t think our staff/members would place much value on support in this way! We offer flexible working – isn’t that enough? Our business isn’t impacted by the ageing demographic! Older workers have a declining capacity for work Old dogs, new tricks... People want to retire Older workers need to leave to create space for younger / new staff A healthy ageing workforce is just about older workers

Questions? Contact: Chris Minett

Public Health and Employers: The Hertfordshire Workplace Offer Tom May Health Improvement Officer (Lifestyles) 15 th July 2014

What does the evidence say? Established relationship between lifestyle related risk factors (smoking, inactivity, obesity) and productivity absenteeism and health claims.

Why should businesses care? You’re paying for it The do-nothing strategy of waiting for sickness and then paying for treatment isn’t cost neutral – it costs you Lifestyle related risk factors and behaviours of employees as well as unhealthy work environments and practices drive costs up. High risk employees incur high costs whatever the outcome measure: pharmaceutical, absenteeism, compensation costs or productivity.

Contributors to overall health outcomes Smoking 10% Diet/Exercise 10% Alcohol use 5% Poor sexual health 5% Health Behaviours 30% Education 10% Employment 10% Income 10% Family/Social Support 5% Community Safety 5% Socioeconomic Factors 40% Access to care 10% Quality of care 10% Clinical Care 20% Environmental Quality 5% Built Environment 5% Built Environment 10%

Productivity Decreases with Number of Health Risks Excess Productivity Loss Productivity Loss (%) Base Cost Number of Health Risks (Journal of Occupational and Environmental Medicine 2005;47: (n = 28,375))

Workplace Offer Contents Workplace Health Champions Mental Wellbeing and Stress NHS Health checks and Mini MOTs Physical Activity Weight Management Stop Smoking Support Alcohol and Drugs Travel Green, Travel Healthy

For Each Topic Outline of the issue What is our offer Actions for you Sources for more information on the topic

Next Steps Use offer as a ‘Toolbox’ approach Initial ‘first session’ funding available for: - Mini Health MOT’s - Workplace Health Champions - Mental Health Lite training course Devise an action plan Organisation buy in and workforce communication

Contact Details: Tom May E: T:

Summary and way forward Debbie Longhurst

FREE taster sessions Wellbeing training Workplace champions Mental wellbeing Healthy Eating Managing Alcohol Physical Wellbeing No Smoking Free RSPH Accredited 1 day workplace champions training Thursday 4 th September 2014 Stevenage Free Accredited Mental Health Lite ½ day training Tuesday 9 th September 2014 Stevenage To book

Future events/contacts HOLD THE DATE! Next Practitioner event for Hertfordshire Thursday 6 th November 2014 Existing champions network and update session –for RSPH trained Health champions – Thursday 18 th September 2014 Your local Public Health contacts: Tom May Your Physical wellbeing contact: Joe Capon at Herts sports partnership Other wellbeing events across East of England – Practitioner events and training see BITC web page - offer/business-action-public-health offer/business-action-public-health

Feedback Please complete your evaluation form before you leave and hand to Debbie from BITC Thank you Any final questions? Thank you to our hosts RES and our speakers...and for your time to attend today Safe journey home