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1. Why staff wellbeing must be part of Healthy FE Sam Mellor, Department of Health

1. Why staff wellbeing must be part of Healthy FE Sam Mellor, Department of Health. 2. A Healthy Setting.

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1. Why staff wellbeing must be part of Healthy FE Sam Mellor, Department of Health

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  1. 1. Why staff wellbeing must be part of Healthy FE Sam Mellor, Department of Health

  2. 2. A Healthy Setting • A healthy and productive life is determined by two sets of factors; those factors and risks within the control of individuals like health behaviour, and those caused by existing social, physical and economic environment surrounding the individuals. • These indicators of a healthy setting are at the core of HFE. • HFE supports FE setting be a learning environment where positive well-being is the expectation for all, producing learners and staff who are confident, healthy, safe, emotionally resilient and personally fulfilled.

  3. 3. Brief history of Healthy FE Programme • Now completing Year 2 • Framework of good range of products – key ones: Website, Self-Review Tool, Big College Health Check and case studies • Good engagement – Regional Networks • 25+ colleges now have Healthy FE recognition • Good foundation for the future • More information on Excellence Gateway

  4. 4. BCHC Headline Findings Survey Dec 2009-March 2010. Completed by 5,800 staff in 39 FE colleges (ave of 41% of staff in participating colleges). • 50% of all staff are overweight (32%) or obese (18%). • In previous 6 months, 42% of staff reported being away from college between 1 to 5 times due to illness, disability or a long-term condition. • Significant percentantages of staff report musculo-skeletal pain (eg 17% reporting back or neck pain). • 67% of staff felt their health needs were supported by their college.

  5. 5. BCHC – Emotional Wellbeing • Although most staff said they felt happy and appreciated at college, there were significant reporting of negative feelings: • 46% were not able to say that they enjoyed their day-to-day activities • 45% said they were not able to face up to their problems • 29% felt under constant strain • 17% were losing self-confidence • 13% were feeling unhappy and depressed • 23% felt their emotional health was inadequately supported by their employer (5% saying “never supported”) • Although staff were mostly aware of college support provided, there was very little take up (mostly below 4%). “Time” was most frequently (44%) given as reason for not using this support.

  6. 6. Focus on Staff Health to date • Key element of Self-Review Tool • We worked with Peter Barnard and Grimsby Institute to share their • good practice in reducing sickness absence rates • Mid-Life Health Check – self-review tool for 40+ • Signposting to existing schemes eg Investors in People • BCHC marked up some priorities – stress and self-confidence • Need to work more with HR staff and Trade Unions

  7. 7. Sustaining Healthy FE in the Future • LSIS to take the lead • FE sector to lead on governance • Maintain core elements of Framework • More on evidence of impact • Keep a focus on staff needs • Integrate into other LSIS activity • Regional Networks self-sustaining • DH to maintain involvement but no longer a core funder

  8. 8. Public Health White Paper • Healthy Lives, Healthy People (Nov 2010) • White Paper out for consultation to 8 March 2011 • Aim to strengthen self-esteem, confidence and personal responsibility • Positive promotion of healthier behaviours and lifestyles • Adapting the environment to make healthier choices easier • Local delivery - specific reference to contributory role of FE sector • Employers as key local partners – NHS lead. Health, Work and Wellbeing Programme

  9. 9. Mental Health Strategy • New MH Strategy No health without mental health – January 2011 • 1 in 6 adults has a mental health problem at any one time and 1 in 4 will experience a mental health problem at some point in their life. • Poor mental health and wellbeing associated with high levels of health risk behaviour – smoking, alcohol and substance misuse. • Mental health and resilience are fundamental to our success at work • Strategy = act early to prevent mental health problems and intervene early when these occur • Ensure that mental health has parity with physical health – remove stigma Initiatives include: • Fit for Work – get workers back to work and better supported • Talking Therapies – wider range/access to support for adults • Time to Change - Increase public understanding/remove social barriers • Supporting innovative practice, supporting research and evaluation to identify what works

  10. 10. Why staff health must be part of Healthy FE • Essential component of organisational/setting approach/ethos • Must be all staff – whole community • Integral part of HR policy • Contribution to successful outcomes • Healthy staff better able to support healthy learners • “Sector owned” must mean staff owned • Cohesive communities foster better mental health

  11. 11. Further Information www.excellencegateway.org/hfep Email: Sam.Mellor@dh.gsi.gov.uk Thank You

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