Post on 26-Dec-2015
1. Why staff wellbeing must be part of Healthy FE
Sam Mellor, Department of Health
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. 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. 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. 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. 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
• 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
7. Sustaining Healthy FE in the Future
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. 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 stigmaInitiatives 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. 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. Further Information
www.excellencegateway.org/hfep
Email: Sam.Mellor@dh.gsi.gov.uk
Thank You