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The Bupa Health Insights series brings you the latest healthcare trends, interviews with medical experts and specialist insight from Bupa: all designed to keep you and your organisation one step ahead.
For the latest insights on supporting health and wellbeing in the workplace, take a look here.
Investing in workplace wellbeing delivers tangible returns, for example, reduced absence and improved productivity.
Estimates of this return on investment vary, in part, down to the different approaches taken towards delivering wellbeing support.
However, it also reflects differing workforce demographics which is why one-size does not fit all when creating a culture that fosters preventative and proactive healthcare in the workplace.
For example, the Chartered Institute of Personnel and Development (CIPD) says to gain real benefit, employee wellbeing priorities must be “integrated throughout an organisation, embedded in its culture, leadership and people management.”
It highlights seven key domains to consider: health; good work; values and principles; collective and social; personal growth; good lifestyle choices; and financial wellbeing.
Integral to CSR
So what does an effective approach to workplace wellbeing look like in practice?
Dr Caroline Wood, Head of Behavioural Insights and Research at Bupa Global and UK, says workplace wellbeing should be seen as an integral component of Corporate Social Responsibility (CSR), which takes in the multiple factors that influence employee health.
“Studies show that simply providing information and advice on healthier lifestyles is not enough,” she says.
“Buy-in from senior teams, support from line-managers and strong employee engagement are all needed to deliver effective workplace wellbeing.
“Line-managers are particularly important as they are best placed to spot any early signs that a team member is struggling, or to identify any issues around workloads and ways of working which might impact employee health and wellbeing.
“In order to do this, line managers need the right training and resources to support teams, as well as good lines of communication with senior management to ensure workplace wellbeing is embedded in all policies and practices.”
Behavioural Insights
Achieving behaviour change can be a challenge. However, Bupa’s Behavioural Insights can support businesses by showing how the latest evidence and workplace metrics can be used to shape tailored wellbeing strategies that work.
For instance, the way support is delivered and signposted will play a big part in the success, or failure, of any strategy to promote and support wellbeing.
Studies show that leading by example is helpful, however, employees are often sceptical of top-down interventions and tend to prefer peer-to-peer programmes.
For more on how supporting health in the workplace can benefit your organisation, take a look at the full article here.
This article has been abbreviated by Health & Protection.